Employment-Related FAQs Specific to COVID-19 - Human Resources at Ohio State

COVID-19 HR RESOURCES:

Employment-Related FAQs Specific to COVID-19

This matter continues to evolve. These FAQs are subject to change as determined by the university. Please continue to monitor these FAQs for further information. Page updated 6/4/2020 at 7:55 a.m.

FAQs by Category

1. Does The Ohio State University Faculty and Staff Health Plan cover testing for COVID-19?

Last updated 3/22/2020

In response to the COVID-19 public health emergency, President Trump has signed into effect the Families First Coronavirus Response Act effective March 18, 2020. Under that act, the evaluation and testing for COVID-19 will be covered at 100% with no out-of-pocket costs. No Prior Authorization will be required, and there will be no network restrictions placed upon where members can be evaluated and tested. If you have questions, please contact the OSU Health Plan at 614-292-4700.

2. What if an employee needs support?

Last updated 3/25/2020

If you are experiencing feelings of stress, anxiety and fear, you are not alone, and there are resources and help available if you want someone to talk to or need support. The Office of Human Resources’ Keep Well web page has resources for you or your family to receive individual, personalized support – either via text, telephone or online counselling. All Employee Assistance Program (EAP) services are confidential, complimentary and provided by experienced, licensed mental health professionals. EAP is available to benefits-eligible faculty and staff and their family members..

3. What if I am not able to obtain documents needed to verify my dependent’s eligibility for health coverage?

Last updated 3/22/2020

Ohio State’s practice is to request verification of each new dependent added to health coverage. However, during this time we are aware that some Vital Records offices are not able to provide certified copies of documents, which may make it difficult to verify eligibility. As a result, we are suspending our dependent verification process. If you have received a dependent eligibility verification request and already have the documents necessary to complete the request, please submit them per the instructions outlined in the request to successfully verify your dependent(s). Otherwise, if your eligibility verification is not completed by the current stated deadline in the notification, there will be no impact to your dependent’s coverage at this time and you will receive a new eligibility verification request to complete at a later date with a new deadline specified.

4. Can I make a change to my Dependent Care Flexible Spending Account (FSA) election since I am not incurring expenses while my dependent care provider is closed or unavailable?

Last updated 3/26/2020

A change in dependent care provider expenses is a qualified status change that allows you to reduce or cancel your Dependent Care FSA election amount, if done within 30 days of the effective date of the status change.  Complete the FSA Election Form and return via email to hr@osu.edu or fax to 614-292-7813.

5. Are telehealth/telemedicine services covered by The Ohio State University Faculty and Staff Health Plan?

Last updated 3/26/2020

Ohio State’s medical plan covers telehealth services (direct electronic delivery of health care services to a patient) from appropriately licensed providers to members through HIPAA-compliant platforms. Due to the COVID-19 public health emergency, the types of providers and methods in which services are delivered have been expanded and now include nontraditional platforms, such as Skype. Coverage for these services will be based on the office visit benefit for the provider’s specialty and according to their network participation under the applicable benefit plan. Members should contact their network providers to confirm they are offering appointments through telehealth. For more information, visit https://osuhealthplan.com/ or call OSU Health Plan at 614-292-4700.

6. Are teledentistry services covered by The Ohio State University Faculty and Staff Dental Plan?

Last updated 3/26/2020

Ohio State’s dental plan now covers teledentistry services. Teledentistry services are dental care evaluations, or advice, provided remotely using videoconference technology. Due to the COVID-19 public health emergency, these services provide an option to receive care from home when possible. Teledentistry is covered based on the plan’s preventive services benefit. Members should contact their dental provider to confirm they are offering appointments through teledentistry.

7. Will the tuition assistance benefit be impacted if employees have to go on leave?

Last updated 3/31/2020

As long as individuals continue to otherwise meet all eligibility terms within the Faculty and Staff Tuition Assistance Plan and the Dependent Tuition Assistance Plan, there is no impact to the benefit for an individual who is on a leave of absence.

8. In case of eye injury or other medical vision problem during the COVID-19 emergency, what kind of provider can I use?

Last updated 6/4/2020

Through the months of April, May and June 2020, Vision Service Plan (VSP) has expanded access to medical eye care services for VSP members and their covered dependents. It is effective through June 30, 2020. Members now have access to supplemental medical eye care for sudden vision changes, eye trauma, pink eye, foreign body removal or other symptoms that hamper day-to-day activities. Members can see a VSP network doctor in-person or remotely for supplemental eye care instead of visiting an urgent care center or emergency room. Members can also use their routine VSP coverage for lost or broken glasses or replacement contact lenses to meet immediate eyewear needs by contacting their VSP network doctor. Access to optometrists during this pandemic allows members to maintain health while easing the burden on primary care physicians and emergency rooms. Learn more with this flyer.

9. Due to COVID-19 cancellations, I am unable to complete a verified biometric health screening that would help me complete the requirements to begin earning the medical plan premium credit. Are there any alternatives so that I do not miss out on receiving the premium credit?

Last updated 4/10/2020

Benefits-enrolled employees and spouses, who are not currently receiving the premium credit, should reach out to the Your Plan for Health (YP4H) team at yp4h@osu.edu to learn about an alternative. Members will be given steps to follow, including completing the Personal Health & Well-being Assessment (PHA), to earn the premium credit.

1. Will the Child Care Program remain open?

Last updated 4/20/2020

Out of an abundance of caution the difficult decision has been made to temporarily close both our Ackerman Road and Buckeye Village Community Center locations of the Ohio State Child Care Program (CCP).

  • The Ackerman Road CCP facility closed Tuesday, March 24.
  • The Buckeye Village CCP facility closed Friday, March 27.

We cannot confirm timing for when either of the two CCP locations will reopen. Future updates will be shared via email with CCP families as more information becomes available.

2. What are my options when my child’s school or daycare is closed?

Last updated 4/3/2020

If you are an essential employee in need of child care, please see this link to the state-wide pandemic child care list. You can check to see if you are considered essential on the State of Ohio’s Child Care Essential List. Important considerations for essential employees:

  • The university does not endorse a child care facility; however, you are encouraged to check the pandemic child care list linked above and call to make sure your child care choice has openings.
  • Two forms must be completed for your selected child care location and a verification of employment is required. Acceptable forms of verification of employment include a copy of a pay stub, tax forms, work ID, a work schedule or letter from the employer. A client statement can be used if no other verification is available.

The university requires all employees who can do so to work from home. The university has suspended the requirement that, to telework, you must have alternative dependent care arrangements, which allows for more flexibility under these circumstances. However, we know telework is not an option for many of our faculty and staff who are needed so we can continue to provide care to the university community and patients. The university is continuing to explore additional resources to help navigate dependent care needs and will share information as it becomes available. It is also encouraged for staff to work with their colleagues and managers to modify schedules and/or switch shifts to help accommodate childcare needs.

The COVID-19 leave page has additional guidance for using family and medical leave due to child care closures in the sections on the Families First Act and employee scenario number 3.

1. How does a university state of emergency affect probationary employees?

Last updated 4/7/2020

Probationary periods are extended for the duration of the university state of emergency or up to 60 work days, whichever is less. This does not apply to Wexner Medical Center probationary employees.

2. If COTA’s restricted bus schedule impacts an employee’s arrival time to the worksite, how can supervisors address start times?

Last updated 5/5/2020

We encourage supervisors to:

  • Identify the number of employees impacted in their department.
  • Talk with employees about their needs and be flexible with schedule changes that could be made while balancing operational needs.
  • Be flexible with employees as they work through alternative transportation arrangements.
  • Work with Human Resources to consider flexibility with attendance policies, as appropriate, when employees plan ahead and communicate in advance.

See more information about COTA’s revised schedule.

1. Is the university open for business?

Last updated 3/25/2020

Yes. The university is under a state of emergency, effective Sunday, March 22. However, critical services remain open on campus, and employees are encouraged to telework, where possible. Classes are continuing with virtual instruction for the remainder of spring semester 2020. Learn more here.

Due to event cancellations and/or other interim measures taken to maintain operations, the university may reassign employees to do other work as long as they can be trained to perform those tasks, which can also be done utilizing telework arrangements, if appropriate. Wexner Medical Center employees who are using telework may be requested to report back on campus to assist with essential hospital operations as needed. Supervisors should consult with the Human Resources Business Partner about applicable rules for the employees with whom they are considering alternative work arrangements.

2. Are HR offices open for walk-in appointments and other in-person service requests?

Last updated 4/10/2020

The health and safety of our employees, their families, and those we interact with daily is a priority. Effective immediately, please utilize phone/email/fax or drop box (for campus, located in the 3rd floor elevator lobby at 1590 N. High Street) to communicate, provide paperwork, etc., in lieu of walk-in services.

For Wexner Medical Center, please utilize phone/email/fax for HR services, including Verification of Employment, Change of Information forms and I-9 services.

Effective immediately, fingerprinting services at the Office of Human Resources (located at the Gateway C Building at 1590 N. High Street) will no longer be available on a walk‐in basis, but by appointment only until otherwise communicated. Appointments must be made in advance with the Background Check Team at HR‐BackgroundChecks@osu.edu or 614‐292‐3595.

If it is critical to speak directly with an HR staff member, please schedule an appointment in advance with the appropriate HR contact, if known, or contact HR Customer Service at 614-292-1050 or email hr@osu.edu. For Wexner Medical Center, schedule an appointment with the appropriate HR contact, if known, or contact the HR Service Center at 614-293-4912 or HR.ServiceCenter@osumc.edu.

1. What signs and symptoms may indicate that an employee has become ill with COVID-19?

Last updated 6/4/2020

Symptoms of COVID-19 include:

  • A fever of 100°F or higher
  • Respiratory symptoms, such as dry cough or shortness of breath
  • Sore throat
  • Headache
  • Body ache
  • Chills
  • Loss of taste or smell

Symptoms may appear 2-14 days after exposure. View the Centers for Disease Control and Prevention website for more detail.

For health professionals: At present, the CDC also includes epidemiologic risk factors — such as a history of travel from affected geographic areas within 14 days of symptom onset or close contact with a laboratory-confirmed COVID-19 patient within 14 days of symptom onset — as criteria for health care professionals to identify individuals as patients under investigation (PUI). Refer to the most current CDC guidance for health professionals as the criteria will likely change as further information becomes available.

2. What steps should be taken if an employee becomes ill with fever, cough or other concerning symptoms?

Last updated 6/4/2020

The university requires all employees who can do so to work from home. For essential areas physically working onsite: Managers and supervisors should recommend that employees who are sick remain out of the workplace. Sick employees should stay home until they are free of fever (without the use of medication) for at least 72 hours (three full days) and symptoms have resolved for at least 72 hours and at least seven days have passed since symptoms first began. A health care provider’s note is not required to return to work, as health care providers and medical facilities may be extremely busy and not able to provide such documentation in a timely way.

Employees may be sent home if they are sick. The university is required to maintain a safe and healthy environment for all its employees, students, and visitors. Employees sent home will be asked to contact their healthcare provider and will be eligible to use paid time off as appropriate. An authorization from a health care provider to return to work may be required.

3. What if an employee believes they have been exposed to COVID-19?

Last updated 4/10/2020

If an employee is in close contact with a person under investigation of COVID-19, is a resident in a community where there is ongoing spread of COVID-19 or a person that has been confirmed to have COVID-19, and develops symptoms of COVID-19, they should call their primary care provider. The primary care provider will decide whether the employee needs to be tested. The university requires all employees who can do so to work from home.

If an employee does not have a primary care provider, they should contact the Wexner Medical Center call center at 614-293-4000.

4. What if an employee or an employee’s family member has been diagnosed with COVID-19?

Last updated 4/10/2020

Sick employees should stay home until they are free of fever (without the use of medication) for at least 72 hours (three full days) and symptoms have improved for at least 72 hours and at least seven days have passed since symptoms first began. A health care provider’s note is not required to return to work, as health care providers and medical facilities may be extremely busy and not able to provide such documentation in a timely way.

For people who are ill with COVID-19, but are not sick enough to be hospitalized, please follow CDC guidance on how to reduce the risk of spreading your illness to others. People who are mildly ill with COVID-19 are able to isolate at home during their illness.

5. What if an employee has been told by a healthcare provider that they need to be isolated or quarantined due to exposure?

Last updated 4/10/2020

Employees who are able to do so should work from home.  Employees unable to work from home will remain off work through the end of the period of quarantine defined by the health care provider.

6. May the university prohibit an employee from coming to work if the employee is known to have contracted COVID-19, or to have had close contact with someone who has?

Last updated 3/15/2020

Yes. The university is obligated to provide a safe workplace and may take necessary and reasonable steps to minimize health risks for its employees, such as requiring that employees not come to work if they have been diagnosed with, or have been exposed to, COVID-19. Refer to FAQs above for additional guidance.

Supervisors are permitted to ask employees whether they have symptoms that are consistent with COVID-19. The information received is to be used to support and monitor the health and safety of the workplace and will be treated as a confidential medical record. Only questions about symptoms are needed, disclosure of underlying medical conditions are not required. Supervisors should consult with their HR business partner prior to directing employees to not report to work.

7. What if I become aware of someone that has tested positive for COVID-19?

Last updated 3/15/2020

Ohio State will do everything we can to support these individuals through what is undoubtedly a difficult time. Ohio State is committed to protecting our community and the community beyond our campuses. We will work with our local agencies to notify any individuals that have been identified as having been in contact with, or in close proximity to, any individual who has tested positive for the virus.

Ensuring the anonymity of individuals who have tested positive for COVID-19 is paramount. If you are aware of their identities, please respect their privacy. The last thing they need – or any of us would want for them – is public attention and scrutiny. They should be focused completely on their health.

8. How do I report COVID-19 cases?

Last updated 4/8/2020

Individuals: Contact your primary care physician if you are personally experiencing signs or symptoms of respiratory illness consistent with coronavirus, have been exposed to an individual with coronavirus or have been diagnosed with the virus. If you are unable to reach your primary care physician, call the Wexner Medical Center’s COVID-19 call center at (614) 293-4000.

Managers: If you receive a report, confirmed or unconfirmed, that a member of your team has been exposed to or has contracted coronavirus, connect with your HR Business Professional.

HR Business Partner or managers call Wexner Medical Center’s COVID-19 call center at (614) 293-4000 for guidance on what you should do.

Please remember: If you learn of a possible case, do not share the person’s health information with colleagues. This is a violation of their privacy, and this information is protected by HIPAA and other laws. In the face of this unprecedented pandemic, we must rely on regional public health officials to continue to investigate cases and trace potential contacts.

The COVID-19 leave page has additional guidance on leave options.

1. How will occurrences related to COVID-19 be assessed within the context of attendance policies/guidelines?

Last updated 3/11/2020

Attendance occurrences related to COVID-19 will be excused from consideration for corrective action in all attendance policies across the university and medical center. Employees are expected to follow the proper call-off procedures established within their department.

2. If I am an employee with an underlying high risk medical condition or part of a high risk population according to CDC guidelines for COVID-19, what are my options?

Last updated 3/23/2020

Ohio State’s Employee Health office is monitoring and assessing risk based on CDC guidelines for any employee exposure at work.

Employees should talk to their health care provider to determine if they should be under restrictions at this time. Telework should be considered and utilized where appropriate. If telework is unavailable and the employee has restrictions per their health care provider, they should contact Integrated Absence Management and Vocational Services at 614-292-3439 or LeaveAdministrator@osu.edu to request an accommodation such as temporary reassignment. A medical leave may be determined necessary if other alternative work arrangements remain unavailable.

For Wexner Medical Center and Health Sciences employees who are pregnant and/or immunocompromised, these employees may continue to work as usual and follow guidance regarding use of personal protective equipment. These high-risk populations should not be involved in aerosol-generating procedures for any suspected or confirmed COVID-19 patients, and a comprehensive list of those procedures is being developed for Wexner Medical Center employees. High-risk populations can still provide routine patient care for suspected and confirmed COVID-19 patients. It’s important for any pregnant or immunocompromised person to know they can/should discuss their individual situation with their health care provider who can give guidance if they should be removed from patient care. Employees who live with someone with a high-risk medical condition should continue to practice standard precautions and good hand hygiene. Additional guidance for Wexner Medical Center direct patient care providers is available through the Wexner Medical Center call center at 614-293-4000.

Additional guidance specific to health care personnel.

3. What are my options if I live at home with someone that has an underlying high-risk medical condition(s)?

Last updated 3/15/2020

Employees should have their family member contact their health care provider to determine risk.

Telework should be considered and utilized where appropriate. If telework is not available, please contact your HR Business Partner or Employee Relations Representative for further guidance.

A personal leave may be deemed necessary if other alternative work arrangements remain unavailable.

4. Are employees allowed to stay home in order to avoid possible exposure of infection?

Last updated 3/15/2020

If a healthy employee wishes to stay home to avoid possible exposure, telework should be offered, where appropriate. If telework is not available, the employee should talk to their manager to explore whether other alternative work arrangements are available.

5. Paid Leave Policy 6.27 states that vacation leave accrued in excess of the maximum carryover will be eliminated at the end of the pay period in which an employee’s anniversary date/benefits service date occurs each year. Will I lose accrued vacation hours accumulated over the maximum if COVID-19 restrictions limit my ability to take vacation before my anniversary date?

Last updated 4/27/2020

A vacation exception to allow use of accrued vacation over the established maximum carryover amounts as stated in Paid Leave Policy 6.27  has been extended to include every employee whose service anniversary date is between March 22, 2020 through December 31, 2020.  These individuals will have until their 2021 service anniversary to utilize over maximum accrued vacation.

6. I have resigned my position and had an exception to the Paid Leave Policy 6.27 to allow me to go over the maximum carryover. I was not able to take my time that I carried over. Will my payout include the amount over the carryover maximum?

Last updated 3/27/2020

No, the exception to the Paid Leave Policy only allows employees to use excess vacation hours through December 31, 2020. The policy still requires that an employee leaving the university only be paid unused vacation up to the maximum carryover amount at the termination of employment.

7. Can a supervisor require an employee to submit medical documentation to validate their illness or to return to work?

Last updated 4/15/2020

The Ohio Department of Health Stay at Home Order states that employers should not require documentation to validate illness or return to work for employees with acute respiratory illness because medical facilities are extremely busy at this time. However, managers should ask employees if the employee was provided medical advice by a health care provider related to their need for leave due to their own illness or to care for someone with an illness related to COVID-19. If the employee has documentation available, they should submit it with their leave request.

Medical documentation may still be required to support time off and/or medical leave for medical issues unrelated to COVID-19. However, in all cases (COVID-19 or non-COVID-19 related) managers are encouraged to be more flexible regarding the timing and types of medical documentation they receive during this period of time.

8. Can I donate vacation to a staff member for a COVID related absence?

Last updated 4/16/2020

Under the Paid Leave Program Policy 6.27, employees can receive donated vacation to provide care for their own or an immediate family member’s life threatening injury or illness. During this pandemic, the vacation donation allowance has been expanded to allow employees to receive donated vacation for the additional situations listed below:

  1. You are off of work due to your positive COVID diagnosis.
  2. You are off of work to care for an immediate family member who has a positive COVID diagnosis.
  3. You have a high-risk condition and your physician has written you off of work.
  4. You are caring for an immediate family member who has a high-risk condition and your physician has written you off of work.

This will remain in effect until December 31, 2020. All other provisions of the vacation donation policy and process are unchanged.

1. How can a department take proactive measures related to infectious disease preparedness?

Last updated 3/30/2020

  • Employees should be mindful of hygiene protocol and practice good hygiene including washing hands often and thoroughly, with soap and warm water, for at least 20 seconds. Alcohol-based hand sanitizer may be used as a backup. Other infection-control measures include, not shaking hands, coughing into elbow, cleaning and disinfecting frequently touched objects and surfaces with a regular household cleaning spray or wipe, and avoiding touching your eyes, nose, and mouth. Ill employees should stay home and maintain a safe distance of at least six feet from other people.
  • The university and medical center are dedicated to the health and well-being of its employees. The university and medical center are encouraging leaders and managers to critically look at the work of employees to support telework. Departments should consult with their HR Business Partners and Employee and Labor Relations to assist with this assessment if it is unclear how to handle telework arrangements with staff and faculty. Additional guidance can be found on the Working Through COVID-19 website.
  • All employees who can do so must work from home. Across all campuses, only critical services will be maintained on university property. If you are physically working onsite, maintaining a six-foot distance from others is recommended.
  • Update departmental contact lists with current telephone numbers, emergency contacts, and address information for your staff.
  • Encourage employees to have more than one back-up plan related to work, family care, etc.

2. Can our department or unit post a sign telling people to not come into our workplace if they are ill?

Last updated 3/15/2020

It is important during this time that we treat each other with tolerance and respect. We need to continue to implement the appropriate hygiene practices and encourage employees who are ill to remain home for their own health and well-being.

If your unit provides services to the public and is concerned about visitors coming to your unit who are actively ill with fever or cough/shortness of breath, you may ask that visitors not enter the building and instead either (a) call the office or staff member they were going to visit and complete their business over the phone or (b) reschedule their appointment for a different day when they are not ill.

With respect to notifying visitors of this process, Wexner Medical Center has specific guidelines and visitor guidelines about ambulatory locations and hospitals in place located at https://wexnermedical.osu.edu/features/coronavirus/patient-care/visitor-policy.

All areas should work with marketing and communications at either the university campus or Wexner Medical Center before posting any signage.

1. Are student employees expected to work as in-person classes have been suspended for the remainder of spring semester 2020? (For Graduate Associates, please refer to question 2 below)

Last updated 3/26/2020

We understand the students rely on their work to help with progress toward their degree. Supervisors should be working with student employees to develop telework agreements and develop plans for continuing work while off of campus, as well as considering alternative work assignments.  Work Study/Student employees whose living arrangements have been impacted by the university closure of residence halls should be granted flexibility in their employment status.

2. How should we handle Graduate Research Associates (GRAs) that indicated that they are not able to come to campus to conduct their research because of their health and/or the health or care needs of their family? What are their options?

Last updated 3/26/2020

Graduate students with active appointments (e.g., GTA, GRA, or GAA), should continue to operate as usual. As student/employees they have employee duties and responsibilities and are expected to continue performing these duties while teleworking. All GAs should speak directly with their PIs/Advisor/Course Leaders and others such as local HR units if they are unable to complete their work. Additionally, graduate students that are experiencing symptoms should contact their primary care physician or call the Wexner Medical Center COVID-19 Support line at (614) 293-4000.

3. As a student employee hired within the last 30 days, how can I exempt from OPERS retirement?

Last updated 3/26/2020

Exemption forms may still be emailed to hr@osu.edu or faxed to 614-292-7813. Please note: your social security number is not required if you provide your Employee ID Number (the short number on your Buck ID). Review the Student Employee Benefits page for more information about student exemptions. For more specific questions, please call 614-292-1050 or email hr@osu.edu.

1. Is teleworking required for all employees?

Last updated 3/26/2020

All employees who can do so, must work from home.

Across all campuses, only critical services will be maintained on university property. These include law enforcement and public safety; hospitals and health services; child care; limited meal preparation and service; facility utilities; residential support; and others determined to be essential by the university. Senior vice presidents and deans will make determinations related to working on campus in these areas.

  • If employees, including student employees, have questions about whether to telework or come to campus to work, please reach out to your college or unit leader for clarification.
  • If it is not essential for you to be on campus but your duties can’t be completed through teleworking, or if you don’t have the resources to telework, your Human Resources Business Professionals will work with you to determine next steps.

Graduate associates who have questions relating to their duties, or their ability to perform their duties away from campus, should consult directly with their supervising unit.

1. What should employees do if they have recently traveled internationally but are asymptomatic?

Last updated 3/25/2020

Based on the most recent Level 3 travel warnings from the Centers for Disease Control and Prevention, Ohio State is requiring that students, faculty and staff currently traveling from one of those countries self-quarantine for 14 days upon their return to the United States. Personal travel to these countries should be reported to travelreporting@osumc.edu. Per CDC guidelines, all employees returning from Cruise Ship travel will need to be excluded from work for 14 days and are eligible to use paid sick leave. If employee’s travel is not a CDC flagged location, the employee is expected to work as travelling itself a restriction.

2. What if an employee has traveled and experiences a delay or inability to return due to travel restrictions?

Last updated 3/25/2020

The university requires all employees who can do so to telework. If travel restrictions cause a delay in returning home, telework should be considered and utilized where appropriate. If telework is unavailable, manager to approve a personal leave and allow use of vacation time, comp time and unpaid time.

Employees who become quarantined or diagnosed with COVID-19 while traveling abroad would be eligible to use available paid sick leave. If an employee has exhausted all paid leave balances, the employee may be considered for paid administrative leave for a time period to be determined by the university. Departments/units should consult with their HR Business Partner regarding approval of paid administrative leave and on issues of compensation.

3. I have an out-of-state vacation planned. Am I permitted to travel out of state, and am I required to quarantine after I return to Ohio?

Last updated 5/26/2020

The out-of-state travel restrictions in the state’s Stay Safe Ohio order were rescinded on May 20, 2020. Under the state’s Urgent Health Advisory, travel outside the state of Ohio is permitted, but not encouraged. If you must travel, please ensure you are keeping yourself and anyone you visit safe by maintaining social distance and wearing a face covering in public.