The university is accepting all World Health Organization recognized vaccines. For more information about the vaccine mandate, please visit the COVID FAQ page.

The United States Food & Drug Administration provides information and updates about COVID-19 vaccine authorization. Because authorization changes can affect CSU policies, the Pandemic Preparedness Team will continue to provide updates on the COVID Information & Resources website.

The Pandemic Preparedness Team has not yet determined COVID vaccine requirements beyond Fall 2021. Requirements for future COVID vaccinations and boosters will be determined when more information is available related to testing results, community spread and herd immunity. More information about the COVID vaccine requirement is at CSU and other universities across the country already require students to be vaccinated for many diseases and illnesses, including meningococcal, measles, mumps and rubella.

Prospective employees will be informed of the requirement and the exemption process in the new position postings.

Faculty and staff cannot ask a colleague, student or prospective employee if they have been vaccinated. Questions about vaccination status may not be asked during any search process. Vaccine status may be validated after a job offer has been made. If candidates inquire about the vaccine mandate, they should be referred to

There are no other broad vaccine requirements for all employees. Some faculty and staff in specific roles may be required to receive specific vaccines related to their work functions, such as the rabies vaccine.

For information about this question, please see the Pandemic Preparedness Team’s public health FAQs on the COVID site

For information about this question, please see the Pandemic Preparedness Team’s public health FAQs on the COVID site

Faculty and staff who cannot or who choose not to get a vaccine can complete an exemption request. Receiving an exemption does not relieve an employee of in-person public health responsibilities as determined by the Pandemic Preparedness Team.

If a COVID outbreak occurs within the university community, CSU public health may require faculty, staff and students who are not vaccinated to stay off of university grounds for a specific amount of time. Specifics will vary depending on a variety of circumstances including whether or not the employee may have been exposed.

Colorado and federal law allow the following exemptions for vaccines:

  • a medical exemption as authorized by a medical provider
  • non-medical exemptions for a sincerely held religious belief, practice or observance, or personal beliefs that are opposed to immunizations.

Employees who are not vaccinated may be asked to wear a mask and observe physical distancing.

Students, faculty, staff and visitors may choose to wear a mask and physically distance, regardless of vaccination status. This is common. Do not make assumptions about an individual’s vaccine status based on whether or not an individual is wearing a mask or observing extra precautions.

Complying with the vaccination mandate or requesting and receiving an exemption is a condition of employment by CSU.

Supervisors and division or college human resources will be notified of employees who have not either registered their vaccination completion or received an exemption.

Disciplinary action, up to and including recommendation of termination of employment, may be taken for individuals who do not comply with these requirements.

Work Environment Adjustments/COVID Protocols

For information about this question, please see the Pandemic Preparedness Team’s public health FAQs on the COVID site

For information about this question, please see the Pandemic Preparedness Team’s public health FAQs on the COVID site

University departments are authorized to decide how they conduct their interactions with the general public, as long as those interactions adhere to the university’s public health guidelines.

Supervisory/Management Direction – Return to Work

Some employees may be eligible to work remotely, depending upon the functions of their role and regardless of their vaccination status.

Employees who perform job functions that require them to be on university grounds but who are not comfortable working in person should work with the Office of Equal Opportunity to determine if they qualify for a reasonable accommodation under the Americans with Disabilities Act.

Departments and supervisors have the right to ask employees to return to work based on the employee’s job functions. Colorado executive orders allow employers to require employees to return to work on university grounds if the employee does not meet requirements for ADA accommodation.

If an employee refuses to return to work and does not meet ADA requirements for an accommodation, supervisors should seek additional guidance from their Human Resources professional.

As of May 17, departments can begin to transition employees back to in-person work. This process will vary by unit based on services the unit provides to the university community.

Reuniting Campus: Flexible Work Arrangements

  • There is not a ‘one size fits all’ answer to this very complicated question.
  • It has been demonstrated over the past months that many employees perform effectively while working remotely. We anticipate that employees in many roles may want to continue with hybrid or even full remote work arrangements, even as we reunite on campus.
  • That being said, CSU is a diverse and complex community and to continue to excel in our mission, it is beneficial to regularly bring our community members together in person. And, as we have seen throughout the pandemic, there are some positions that have responsibilities that do not lend themselves to working remotely.
  • We expect leaders to be thoughtful as they determine what the expectations are for various roles within their units.
  • Individual schedules will be determined by employees and supervisors working together to identify the best way to meet department, division or college, and university needs based on their job function.
  • The university’s telework policy provides considerations for managers and employees to review as part of that process.

Although one person’s job appears similar to another’s, there may be differences that make one position unsuitable for ongoing remote work, including customer service, team dynamics, team or individual performance, etc. Individual departments can determine work arrangement expectations to meet departmental and university objectives.

Any faculty or staff member who has a disability as defined by the Americans with Disabilities act and Americans with Disabilities Amendments Act and determined by the Office of Equal Opportunity may request an accommodation through the regular Office of Equal Opportunity process. Office of Equal Opportunity representatives will work with the employee and their leadership to determine an accommodation that best meets the needs of the employee, the department and the university. Staff and faculty are encouraged to work with their supervisors, department heads and chairs for modification requests for other reasons.
  • CSU requires all employees and students to receive a vaccine or request an exemption as available under Colorado law.
  • Employees should not ask colleagues or students if they have been vaccinated, and should not assume anyone’s vaccine status (even if the person is wearing a mask).
  • Supervisors and HR professionals should not share an employee’s vaccine status with others, including their colleagues.
  • Individuals concerned about interactions with others may want to continue to wear a mask and practice physical distancing. They can also discuss options with their immediate supervisor related to remote work, cleaning protocols, redesigning workspaces, etc.
  • Parking Services had added multiple permit options for employees working hybrid schedules.
  • Parking Services also offers extensive resources for employees to discover alternative transportation options.
  • We anticipate that there will be very few roles that do not have at least some minimal in-person requirements. This makes the option of living in another state difficult or unlikely.
  • The Colorado Constitution also has residency requirements for state employees.
  • Additional information related to this requirement is expected to be released by the Colorado Department of Personnel and Administration within the next few weeks.

Talent Development provides many trainings that may benefit this new work environment, from dealing with change, building trust, creating a team culture, and navigating a hybrid team environment.

Human resources will provide specific training for both supervisors and employees that addresses the CSU Teleworking policy and provides tips for creating and maintaining a thriving telework environment.

The inherent difference in responsibilities between positions means that some roles are more conducive to remote work than others. This is not necessarily inequitable if a fair and consistent process is used to assess remote work possibilities for each position and is based on the job functions and duties of each role.

Our aim is to provide a residential campus experience for our students with public health measures in place. The goal is to protect the health and well-being of our entire university community through mask, vaccine and screening mandates because we cannot assess the levels of COVID risk that each of our faculty, staff or students might face individually or with family members or dependents in personal situations.

If an employee or their immediate family must quarantine or self-isolate, the Colorado Healthy Families and Workplaces Act has a provision for Public Health Emergency Leave that provides for up to 80 hours of paid leave per calendar year. Colorado extended the Public Health Emergency declaration in December of 2020 and this leave is applicable for up to four weeks after Colorado declares an end to the COVID-19 Public Health Emergency.

If an employee needs to care for an immediate family member or themselves, they may be eligible for a Family Medical Leave and should consult with their Human Resources representative for more information.

Human Resources encourages all supervisors and employees to work with their departmental HR representative to determine solutions for individual situations.

In making teaching assignments or soliciting faculty teaching preferences for a semester, we do not inquire about personal family situations regarding different levels of COVID risk. Unless a faculty member consults with their head or chair to discuss arrangements or accommodations they might need in their teaching assignments, the head or chair cannot take these need under consideration. Considerations would be made based on Human Resources guidance and the teleworking policy.

Our goal is to protect the health and well-being of our entire university community through mask, vaccine and screening mandates because we cannot assess the levels of COVID risk that each of our faculty, staff or students might face individually or with a family member or dependent at home or due to other personal situations.

Science and data show us that we can limit transmission of COVID-19 through these mandates and our Pandemic Preparedness Team is remaining vigilant, tracking pandemic data and monitoring the public health environment daily and constantly sharing data and information with county and state public health experts.

Dependent Care

  • Public Health Emergency Leave is available to all employees to deal with COVID related disruptions. This leave will be available until four weeks following Colorado’s declaration of the end of the pandemic.
  • Public Health Emergency Leave provides up to 80 hours of leave for full time employees, in addition to the annual leave, sick leave, short term disability and Family and Medical Leave already provided by CSU.
  • CSU’s Leave Sharing Program is available to state classified employees. Visit the website to donate leave to a colleague, apply for leave and to learn more about the program.
  • Resources (to be determined) are available to employees and supervisors if all leave types are exhausted. These resources provide discussion points for temporary alternate work schedules, modality, and flexible work examples.

Each situation must be reviewed independently based on division, unit and university needs. Employees are encouraged to work with their supervisor to discover what options may be available.