Returning to the Workplace

Do you have questions about returning to the workplace? Do you know the policies and procedures for keeping yourself and other employees safe? We have all the answers to your questions about returning to the workplace during COVID-19 here.

Some employees who live with someone who works in an occupation that puts them at higher risk may be permitted to continue with telework arrangements or may be eligible under one of the new leave provisions. Employees should work with their college/location Human Resources for more information regarding high-risk accommodations.

Yes, MCCCD will continue to request necessary information and engage you in the interactive process during the pandemic. All accommodation requests will be handled on a case-by-case basis to ensure that your needs are effectively being met. You may contact your immediate supervisor or manager with your request. MCCCD may also inquire about your need for reasonable accommodation in the future when you return to the workplace.

Yes, these designations do not eliminate coverage under the ADA or the Rehabilitation Act, or any other equal employment opportunity law. MCCCD must accept and process your requests as we would for any other employee.

Yes, Risk Management may store all of your medical information related to COVID-19 in existing medical files. This includes your statement that you may have the disease, suspect that you have the disease, or any MCCCD notes or other documentation from questioning screenings.

Risk Management will be advised and will perform tracking procedures. The employee who has been exposed to COVID-19 will be sent home. All employees who may have been exposed to COVID-19 will be sent home. The area exposed to COVID-19 will be deep cleaned by facilities.

Once employees have completed the online reporting form, Risk Management will notify the College President or their designee if applicable. Risk Management will also communicate with each college/location COVID-19 representative to provide further guidance.

MCCCD remains committed to promoting a learning and working environment that is non-discriminatory, demonstrated through the value of inclusion, and the implementation and enforcement of policies and regulations that prohibit discrimination, harassment, and retaliation and practicing non-discriminatory actions in its employment activities. All employees should be watching for, stopping, and reporting any harassment or other discrimination. MCCCD will immediately review any allegations of harassment, discrimination, or retaliation and take appropriate action.

MCCCD will protect the confidentiality of employees who report harassment or participate in a harassment investigation, to the greatest possible extent. Employees will not be punished for reporting harassment or participating in a harassment investigation. Violation of the discrimination policy may lead to disciplinary action up to termination.

Facilities have established cleaning and disinfecting practices based on CDC guidelines. Building occupants should also wipe down commonly used surfaces before and after use with products that meet the EPA's criteria for use against COVID-19 and are appropriate for the surface. This includes any shared-space location or equipment

Please contact your local Facilities Director for the specific cleaning process and schedule for your location.

Building occupants should also wipe down commonly used surfaces before and after use with products that meet the EPA's criteria for use against COVID-19 and are appropriate for the surface. This includes any shared-space location or equipment. Cleaning supplies will be provided by Facilities depending on your location.

No, wearing face coverings will not be optional. Face coverings will be required in compliance with Governor Ducey's “Stay Healthy, Return Smarter, Return Stronger” order that follows guidance from the CDC. The CDC expanded its recommendations to include wearing face coverings in public settings where social distancing measures are difficult to maintain in order to slow the spread of the virus and help people who may have the virus and do not know it from transmitting it to others.

In order to fully support our employees and ensure their health and safety, MCCCD will provide face coverings to all employees. Employees may provide and use their own face coverings if they prefer.

If you are unable to wear face coverings due to an underlying medical condition or disability, you will need to request an ADA accommodation. The process for requesting an accommodation can be found in the MCCCD Administrative Regulation ND-5. These accommodations will be reviewed on a case by case basis through the interactive process. An employee who needs an accommodation, will not be asked additional questions by their supervisor, but will be referred to Human Resources. 

If an employee's request to not wear a face covering is for religious reasons, supervisors should handle the request pursuant to the District's Religious Accommodation Procedure. Refusal to wear a mask may result in discipline up to and including termination. The District will have an adequate supply of face coverings for employees, students, and visitors. For more detailed information, visit

Face coverings are intended to keep you from spreading respiratory secretions when talking, sneezing, or coughing. They are not personal protective equipment (PPE). Facemasks are PPE and are often referred to as surgical masks or procedure masks. For more detailed information, visit