Frequently Asked Questions
Return to Campus
Please find below Frequently Asked Questions about our return to campus. We will continue to update this page with additional details in the coming weeks and months.
I heard that Georgetown’s return to campus for employees was discussed at the April 27th Staff/AAP Community Forum. Where can I find a recording of that session?
The recording of that session can be found here (new window).
As we consider the future of work at Georgetown, we have learned a lot from the experience of many of our colleagues who have teleworked this past year. Moving forward, we are planning our return to campus in two phases. Phase 1 will include this upcoming academic year, 2021-2022. Phase 2 will include the longer-term horizon, starting with the 2022-23 academic year (AY).
PHASE I: MODE OF WORK FOR 2021-22 ACADEMIC YEAR (AY)
For the 2021-22 academic year, the University will designate the appropriate mode of work for staff and AAP colleagues as in-person, telework, or hybrid (i.e., combination of in-person work and telework). Staff and AAP colleagues will receive notice of their mode of work by July 15, 2021.
Over the coming weeks, the Department of Human Resources will work with the schools and business units within our academic campuses and University Services to provide lists of employees for unit heads and supervisors to review each role and make a decision on the mode of work for that position for the coming year, based on the requirements for each position and public health considerations. These lists will then be reviewed by the respective Executive Vice President/Chief Operating Officer. The Department of Human Resources will notify individual employees of their mode of work.
We intend to provide as much flexibility as possible to balance operational needs with individual circumstances, while also ensuring we continue to achieve our educational and research missions and live our culture. There is no one-size-fits-all solution given the variety of roles, work requirements, and operating needs we have at Georgetown. To address this diversity, we have developed a Telework Framework (new window) that will enable us to make informed decisions related to each position’s mode of work. This framework has been developed in consultation with a University-wide Telework Committee, which has been exploring this issue in depth.
All employees, except those who already have a telework agreement to work outside of the local area in place, should return to a residence in Washington, DC, Maryland, or Virginia and be in commuting distance of their on-campus worksite, no later than Monday, August 2, 2021, regardless of the mode of work for the position for the coming year. This will ensure that we provide the best support for our returning residential and on-campus academic community, and allow the University to manage its legal and compliance obligations, reflecting the resolution of some of the exigencies caused by the pandemic.
PHASE II: BEYOND 2021-22 ACADEMIC YEAR
As we move through the upcoming academic year, which we envision to be transitional, we will update position descriptions based on what we learn about the most effective ways to conduct our work. The Department of Human Resources will work with department heads and supervisors to add mode of work to updated position descriptions. Recognizing this is a significant undertaking, we will complete this process in a timely manner but no later than June 30, 2022.
I understand that Georgetown University is requiring all employees to return to the Washington, DC, Maryland or Virginia area as of August 2, 2021. What does that mean?
Georgetown University is primarily a residential and on-campus academic and research community, and we expect to return our students and faculty to our campuses for the Fall 2021 semester. Doing this requires the support of our whole community, gradually returning over the course of this summer, to prepare for a full return of our community this fall.
All Georgetown employees, with the exception of employees at the Georgetown-Qatar campus or those who already have a non-local telework agreement in place, will be expected to return to a residence in Washington, DC, Maryland, or Virginia (“DMV”) or other previously approved local residential area, and be in commuting distance of their on-campus worksite, no later than Monday, August 2, 2021. As has been the case over the course of the past year, some employees who have been teleworking may need to report to work in-person to support on-campus programs or activities earlier than August 2. These employees will receive specific instructions from their supervisors.
While employees, except for those exempted as listed above, will need to reside in the DMV area as of August 2, over the coming months we expect managers, in coordination with unit/department heads, to work with employees to determine what the exact “return to campus” plan looks like for their unit or department. Many departments and teams plan to hold regular in-person all-staff meetings in order to support the social cohesion and community of the group.
My supervisor has talked with me about my position continuing to telework in the fall semester. Why do I still need to reside in Washington, DC, Maryland, or Virginia as of August 2?
As the University finalizes its plans for the fall semester, and for the future, Georgetown needs to ensure that the full school or departmental operations, services, and academic commitments will be maintained, and that the University complies with all additional employment-related requirements pertaining to work locations outside of our local area. Georgetown is subject to the employment-related laws (including those relating to tax, labor, and insurance) and compliance obligations of the states and localities in which its employees work, which vary by jurisdiction. At this time, Georgetown continues to assess where it may establish non-local presences, including evaluating business needs and compliance obligations, which could permit employees to telework from locations outside of the DMV or other approved non-local jurisdictions. As we continue that work, all employees who do not have pre-existing non-local telework agreements in place will be required to perform their work from the local area.
I have moved out of the DC, Maryland and Virginia area, and my manager previously indicated my position may be able to continue to telework long-term, outside of the DMV area. What should I do?
If you already have a non-local telework agreement in place that includes your current residence/location of work, you are all set. If not, you should begin this conversation with your manager as soon as possible. This policy (new window) outlines how Georgetown University will consider these types of requests and includes the current states where Georgetown is able to hire employees directly.
The current policy for telework arrangements for those living in the DMV area can be found on the HR website (new window), as well as the associated telework application forms (new window). Please note, as mentioned above, over the coming year, the University will be updating this telework process to reflect what has been learned about telework since March 2020.
We can expect some public health measures to remain in place this fall and are working with the University’s Public Health Advisory Group to develop the most appropriate approach, which may shape factors such as office and classroom setup. We will provide additional details as they become available. Please refer to our COVID-19 Resource Center (new window) for the latest information.
As President DeGioia shared in his April 14 message and June 17 message, following the guidance of our Chief Public Health Officer, Dr. Ranit Mishori, and our Public Health Advisory group, and in consultation with student, staff and faculty leaders, all students, faculty and staff who will be on one of Georgetown’s campuses or in a University-owned or operated building in Washington, DC, this fall must be fully vaccinated against COVID-19.
Medical and religious exemptions will be granted in accordance with federal and local law.
Please refer to Georgetown’s COVID-19 Vaccines webpage for more information.
Please refer to this guide (new window) for instructions on how to use Vaccine Registration PTO by June 30, 2022.
As of August 2, 2021, paid parking on our campuses will resume. Those individuals whose parking is managed by the Office of Transportation Management (new window) (OTM) will receive information about how to move from full-time parking to a flexible 2- or 3-day per week option, if that is desired. Monthly parkers will not begin to be charged until they pick up their parking decal or parking pass. Current parking rates, which will remain flat for the coming year, are posted on the OTM website. If you have further questions about parking, please email firstname.lastname@example.org (new window). Law Center campus parkers should direct all questions regarding parking options to email@example.com (new window).
Faculty, staff and AAP employees who currently are working remotely and need to visit their office to pick up personal items should follow these instructions (new window). Main Campus and Medical Center faculty should refer to this June 8 message (new window) for more information about faculty access to offices. Law Center faculty should refer to this May 29 message (new window) for more information about faculty access to offices on the Law Center Campus.
I’m concerned I may need to ask for an accommodation based on my mode of work. What will the accommodation process look like?
An employee who requires a reasonable accommodation to perform the essential functions of their job may request accommodation through the Office of Institutional Diversity, Equity, and Affirmative Action (IDEAA). Requests for accommodations should be made by filling out this form (new window) or contacting IDEAA at firstname.lastname@example.org (new window). Information about IDEAA’s accommodation process is available here (new window).
Your supervisor will provide additional information regarding your return to the office schedule. Please contact your HR Client Services Partner (new window) if you have any questions.
Who should I contact if I have additional questions about my return to campus ahead of the Fall 2021 semester?
Employees should contact their manager for questions about their return to campus status. The Department of Human Resources (new window) is also available to support employee’s transition back to campus and address any additional questions.
The Georgetown University Police Department (GUPD) and the Department of Public Safety (DPS) provide a safety planning service to employees. GUPD’s Employee Safety Planning Liaison, Deputy Chief Joseph Smith, is available to meet with employees to develop an individualized safety plan. Georgetown also offers SafeRides, individual escorts, and self-defense courses at no cost to employees. Employees are encouraged to download the LiveSafe app, which allows for convenient reporting and SafeRide requests.
If an employee experiences harassment on-campus, the employee may choose to make a report through the bias reporting system or the Office of Institutional Diversity, Equity, and Affirmative Action. For off-campus incidents, employees may report incidents to the Metropolitan Police Department (MPD) or GUPD.
Employees are encouraged to utilize Georgetown University’s Faculty & Staff Assistance Program (FSAP) and Mindset for confidential counseling support to process emotional needs and coping mechanisms.
How can I be an ally and support my colleagues during this time around their concerns for harassment and personal safety?
We encourage you to be active bystanders/upstanders, when it is safe to do so, and find ways to check in with your colleagues. You can get trained online in the 5D model of bystander intervention or learn more strategies for being a better ally with the Calling People In Not Out Model. You can also request bystander intervention training for your team by contacting IDEAA at email@example.com.