The URL can be used to link to this page

Home My WebLink About09. Receive update on COVID-19 response and consider any additional steps Page 1 of 4 Item 9. ,ek CENTRAL SAN CENTRAL CONTRA COSTA SANITARY DISTRICT April 2, 2020 TO: HONORABLE BOARD OF DIRECTORS FROM: TEJI O'MALLEY HUMAN RESOURCES MANAGER REVIEWED BY: KENTALM, DISTRICT COUNSEL ROGER S. BAILEY, GENERAL MANAGER SUBJECT: RECEIVE UPDATE ON CENTRAL SAN'S RESPONSE REGARDING CORONAVIRUS (COVID-19) PANDEMIC AND CONSIDER ALTERNATIVES AND ANYADDITIONAL STEPS TO BE TAKEN On March 17, 2020, in response to the COVI D-19 pandemic, the Board of Directors authorized the General Manager to designate which employees are considered to be non-essential as well as which employees shall be paid administrative leave through April 7, 2020. Since that time, the General Manager has made those designations and has provided administrative leave where appropriate. Since then, additional scenarios have arisen and staff is seeking further guidance and direction from the Board as to how to address them, including the handling of administrative leave pay after April 7, 2020. In the meantime, attached are two documents. One addresses frequently asked questions from employees related to the COVI D-19 pandemic, and the other summarizes the new Families First Coronavirus Response Act (FFCRA). Human Resources staff is also surveying other agencies to determine how they are responding to COVI D-19 issues. That information will be available prior to the Board meeting. Strategic Plan re-In GOAL FOUR: Develop and retain a highly trained and innovative workforce Strategy 1 - Ensure adequate staffing and training to meet current and future operational levels ATTACHMENTS: 1. Employee FAQs 2. FFCRA Summary April 2, 2020 Regular Board Meeting Agenda Packet- Page 99 of 115 Page 2 of 4 ,A� I CENTRAL SAN ATTACHMENT 1 CENTRAL CONTRA COSTA SANITARY DISTRICT 5019 IMHOFF PLACE, MARTINEZ, CA 94553-4392 Employee FAQs Related to COVID-19 March 27, 2020 Question #1: If an employee is at the District and is observed showing symptoms of respiratory related illness and is directed to go home by the supervisor/manager and not to return until they can provide a medical certification stating they are not communicable. How do they get paid? Answer: If they are unable to work due to illness, they will be granted administrative leave pay through April 7, 2020. If they have been designated and are able to work remotely, they will get their regular pay for time worked. Question #2: If an employee (Regular or Temporary) calls in and states that they are sick with COVID-19 related symptoms and cannot work. How do they get paid? Answer: They will be required to utilize any accruals and may borrow from future balances. If they receive a COVID-19 positive test result, they will be granted administrative leave retroactively for any accruals utilized during the absence through April 7, 2020. If the illness is not related to COVID-19, they may utilize any accrual balances. Question #3: If an employee is not ill but is subject to a quarantine or isolation order per the federal, state, and/or local guidelines or a medical provider (such as traveling to affected areas as dictated by the CDC or has had exposure to a COVID-19 positive individual, etc.). How do they get paid? Answer: If they have been designated and are able to work remotely, they will get their regular pay for time worked. If they are unable to work remotely or were required to be on-site, they will be granted administrative leave pay through April 7, 2020. Question #4: If an employee in a high-risk category (Age 65 or older or underlying health conditions) but not ill and was directed by the District to home isolate pursuant to federal, state, and/or local guidelines. How do they get paid? Answer: If they have been designated and are able to work remotely, they will get their regular pay for time worked. If they are unable to work remotely, they will be granted administrative leave pay through April 7, 2020. April 2, 2020 Regular Board Meeting Agenda Packet- Page 100 of 115 Page 3 of 4 Question #5: If a temporary (District temporary or Intern) employee in a high-risk category (Age 65 or older or underlying health conditions) but not ill and was directed by the District to home isolate pursuant to federal, state, and/or local guidelines. How do they get paid? Answer: If you have been designated and are able to work remotely, you will get your regular pay for time worked. If you are unable to work remotely or were required to be on-site, you will be authorized to utilize your remaining sick leave balance. Question #6: If an employee has to stay home to take care of minor children due to school/day care closure(s). How do they get paid? Answer: If they are unable to work remotely or were required to be on-site, they will be granted administrative leave pay through April 7, 2020. If they have been designated and are able to work remotely, they will get their regular pay for time worked Question #7: If an employee is required to work on-site but is requesting that they stay home to take care of family member or member of household who is at risk (Age 65 or over or underlying health conditions) and subject to an isolation order. How do they get paid? Answer: They will be allowed to utilize any accrual that is available to them and may borrow against future accruals. Question #8: If an employee who is required to be on-site and works less than the hours in any given monthly pay period due to new shift requirements. How will they get paid? Answer: They will be paid for all hours within any given monthly pay period. April 2, 2020 Regular Board Meeting Agenda Packet- Page 101 of 115 Page 4 of 4 ATTACHMENT 2 H.R. 6201 -Families First Coronavirus Response Act (FFCRA) Summary Effective 4/1/2020 through 12/31/2020 FMLA leave changes: 1. FMLA expanded to include up to 12 weeks of protected leave for any employee who has to take care of a minor child due to school/daycare closure. 2. Pay: First 10 days are unpaid. After 10 days, employer is required to pay two- thirds of employee's base salary up to a maximum of $200 per day and not to exceed $10,000 in the aggregate. 3. Employees who have exhausted the 12 weeks of FMLA (on a prior qualifying event) prior to the commencement of this FMLA qualifying event will not be eligible for additional leave. It is 12 weeks in total for all qualifying events. Emergency Sick Leave 1. All employees (regardless of status) shall be provided with 80 hours of emergency sick leave (on top of current balance of accruals) to be utilized in the following cases: A. The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19 B. The employee has been advised by a health care provider to self- quarantine due to concerns related to COVID-19 C. The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis D. The employee is caring for an individual who is subject to a quarantine or isolation order or has been advised to self-quarantine E. The employee is caring for the employee's child if the child's school or place of care has been closed, or the child care provider of the child is unavailable, due to COVID-19 F. The employee is experiencing any other "substantially similar condition" specified by the Secretary of Health and Human Services 2. Pay • For reasons A-C above, employee's regular rate of pay up to a maximum of $511 per day and not to exceed $5,110 in the aggregate • For reasons-D-E above, paid at two-thirds of the employee's regular rate of pay to a maximum of $200 per day and not to exceed $2,000 in the aggregate. April 2, 2020 Regular Board Meeting Agenda Packet- Page 102 of 115