Page updated March 25, 2022
Before Coming to Campus
Complete COVID-19 Training - Employees are required to complete an updated online training course
Daily Self Screen - Employees are encouraged to conduct a daily self-screening prior to coming to campus.
Submit Vaccination Status - Pacific requires all employees to be vaccinated and boosted (when eligible). Read more here.
Face coverings are no longer required indoors except in some healthcare instruction and patient care (clinical) settings. Individuals who choose to wear a mask may, of course, do so.
Masks are available at no charge to Pacific students and employees at our Weekly Testing clinics.
When you return to campus for work or instruction, you are required to test on campus on your first day of return before going to your workplace or classroom. Find testing clinic days/times on our COVID-19 website. Testing is on a first-come, first-served basis.
To maintain data integrity and allow us to track completion of testing requirements, we will not accept test results from other providers.
If you have tested COVID-19 positive in the past 90 days, please visit our website for additional guidance about testing.
Those who have recovered from a diagnostically confirmed case of COVID-19 are not required to test for 90 days.
Individuals who recently recovered from COVID-19 while away from campus should report their recent case, including diagnosis date, to Human Resources (employees) and StudentLife@pacific.edu (students).
Isolation Instructions for All Positive Cases
If you had COVID-19 and continued to test positive 5 days or later you should continue isolation through day 10. Testing to end isolation after Day 10 is not recommended in most cases (see note on immunocompromised individuals below).
You do not have to test weekly for the next 90 days. But you should:
- Make sure you are up-to-date on your COVID-19 vaccine, including booster
- Report any symptoms of COVID-19 and isolate immediately if symptoms develop
- Consult with your healthcare provider regarding the possibility of prolonged infection if you are moderately to severely immunocompromised. Follow their instructions on when to end isolation.
Yes, Pacific requires students, faculty, staff and other members of the university community to be fully vaccinated and to receive a COVID-19 vaccine booster as soon as you are eligible.
We are holding vaccination clinics on the Stockton, Sacramento and San Francisco campuses. Visit the Vaccinations tab of our COVID-19 website for dates and times.
If you wish to apply for a COVID-19 Vaccine Exemption for health or religious reasons, you must complete a declination form (pdf) and upload it to University of the Pacific's Health Portal (Pacific ID login required). After logging in, click the Downloadable Forms tab and submit the declination form under the Additional Immunization Records tab.
If you have received your COVID-19 vaccine and/or booster somewhere other than Pacific, please follow these instructions to upload proof.
If you have been fully vaccinated at one of Pacific’s COVID-19 vaccine clinics, we already have recorded this information in the university’s secure medical records system. You do not need to do anything at this time.
All regular full‐time staff members earn the equivalent of one (1) day of sick time per month or twelve (12) days per year (i.e., calculated at the rate of .04615 per hour of service). Staff members may bank a maximum of ninety (90) days accrued sick time or a maximum equivalent as follows:
Maximum Sick Accrual
40 hour workweek
720 hours (90 days)
37-1/2 hour workweek
675 hours (90 days)
35 hour workweek
630 hours (90 days)
30 hour workweek
540 hours (90 days)
25 hour workweek
450 hours (90 days)
20 hour workweek
360 hours (90 days)
New and returning employees accrue sick leave at the rate of one (1) hour for every thirty (30) hours of work. The maximum accrual an employee can earn is 72 hours.
Employees unable to come to work due to ill child, or a COVID-l9 day care or school closure that requires them to be home with their child may work remotely if operationally feasible. If remote work is not operationally feasible, employees may use available leave balances (e.g., accrued sick and vacation). w; If a child is ill with Covid and needs care, the employee should use accrued sick leave and not work. If the employee is unable to come to work due to daycare or school closure and is able to work, the employee may work remotely if feasible but should plan to return to work as soon as able.
Employees who are asked to return to work on-site who have an underlying medical condition, may submit an ADA Reasonable Accommodation request, including accommodation requests for PPE, related to returning to the workplace. For guidance on the ADA Reasonable Accommodation process and other support mechanisms available to employees, please visit Pacific’s ADA Reasonable Accommodation Website or contact the HR office at firstname.lastname@example.org
Employees who regularly care for a family member who is at higher risk for severe complications from COVID-19 may be able to work remotely or may be eligible for time off under the Family and Medical Leave Act (FMLA). Further, staff members may be covered by Paid Family Leave. More information on various leave programs is available on Pacific’s FMLA and Leave webpage or by contacting the Benefits team directly at email@example.com
No. The FMLA and CFRA entitle employees to job-protected leave when they have a serious health condition or when they need leave to care for covered family members who have a serious health condition. Leave for the purpose of avoiding exposure to the COVID-19 is not protected under the FMLA or CFRA.
Leaves for represented employees are generally governed by the applicable collective bargaining agreements, whereas leaves for policy-covered employees are governed by applicable Policies for Staff Members or by the faculty handbook. Managers and supervisors should, therefore, consult and comply with the collective bargaining agreement provisions regarding leaves and/or Pacific policies that may apply to their employees.
As always, we continue to closely monitor COVID-19 in our communities and respond as needed. To learn more:
- Visit Pacific’s COVID-19 website.
- Email Pacific’s COVID-19 Council at COVIDfirstname.lastname@example.org.
We appreciate your commitment to the health of our community.
These requirements apply to contractors, consultants and vendors who provide services on University of the Pacific’s Stockton and Sacramento campuses and/or in University-owned or leased buildings (“University Property”).
These requirements do not apply to long term temporary agency staff, who must follow all University policies when working under the direction of a University employee.
All university contractors, consultants and vendors who provide services on campus or on university property must comply with the California Department of Health, County Health Departments and Cal/OSHA guidelines and any additional requirements and instructions provided by the University Representative with oversight responsibility over their engagement (the “University Representative”).
Contractors, Consultants and Vendors must also comply with the following university requirements:
- Unvaccinated individual must wear a face covering that complies with CDC guidelines and must be worn in accordance with the university's Health and Safety Plan. There are no exceptions to this policy for employees, workers, agents, third parties and all other individuals for whom a contractor or vendor is responsible when working on university property.
- Contractors, consultants and vendors who provide services on university property must notify, within 24 hours, Enterprise Risk Management (email@example.com) if an employee, worker, visitor, third party or any other individual for whom the contractor/consultant/vendor is responsible and who was at the work site tests positive for COVID-19 or leaves university work site due to symptoms that could be associated with COVID-19.
- If an employee, worker, visitor, third party or any other individual for whom the contractor/consultant/vendor is responsible, tests positive for COVID-19 and has been on university property within 48 hours prior to onset of symptoms, or date of positive test the contractor/consultant/vendor is responsible for:
- Notifying the University Representative of the positive test.
- Providing the affected individual’s name and contact information to Enterprise Risk Management (firstname.lastname@example.org) who will conduct contact tracing to identify university staff, faculty or students who may have been in close contact with the affected individual.
- Closing the work site until completion of cleaning and disinfecting all surfaces within the renovation/construction spaces that may have been touched by the individual, including break areas, elevators, stairwells and restrooms. The contractor/consultant/vendor is responsible for cleaning and disinfection or may hire a third party for cleaning and disinfection. The contractor/consultant/vendor must follow CDC guidance for cleaning and disinfection and use products that are effective against the virus that causes COVID-19.
- The affected contractor/consultant/vendor employee, worker, visitor, third party or other individual for whom the contractor/consultant/vendor is responsible may return to the university work site upon receipt of clearance from his/her healthcare provider or local health department. Clearance procedures must also comply with County Department of Health requirements.
- The contractor/consultant/vendor must submit documentation to the University Representative stating that the affected individual has been cleared to return to work by their healthcare provider or local health department. Please do not submit confidential medical information.
- Contractor/consultant/vendor employees, workers, visitors and other parties for whom the contractor/consultant/vendor is responsible must be provided with a means to review these requirements
Please email questions to email@example.com
Visitor/ Guest Protocols
All visitors or guests at the university are asked to comply with current COVID-19 protocols.
The progressive discipline of individuals who refuse to comply with university health and safety standards will be managed in a manner consistent with university compliance standards. Employees who refuse to comply with these requirements may be subject to discipline consistent with Human Resource policies. View the Disciplinary Action Policy for Compliance Misconduct.