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Home My WebLink About06. Receive update on reponse to COVID-19 pandemic Page 1 of 4 Item 6. ,ek CENTRAL SAN CENTRAL CONTRA COSTA SANITARY DISTRICT April 16, 2020 TO: HONORABLE BOARD OF DIRECTORS FROM: TEJI O'MALLEY HUMAN RESOURCES MANAGER EMILY BARNETT, COMMUNICATIONS AND INTERGOVERNMENTAL RELATIONS MANAGER REVIEWED BY: ROGER S. BAILEY, GENERAL MANAGER SUBJECT: RECEIVE UPDATE ON CENTRAL SAN'S RESPONSE REGARDING THE CORONAVIRUS (COVID-19) PANDEMIC AND CONSIDER ANY ADDITIONAL 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 and 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. On April 1, 2020, the new Families First Coronavirus Response Act (FFCRA) became effective, which affected the administration of leaves related to COVI D-19. Those changes have been implemented where appropriate. On April 2, 2020, in response to the continued COVI D-19 pandemic and corresponding Contra Costa County mandatory shelter-in-place order through May 3, 2020, the Board of Directors extended the previous General Manager authorizations through May 3, 2020, in conjunction with the provisions of the FFCRA. On April 6, 2020, an updated list of frequently asked questions from employees (see Attachment 1)was distributed related to the COVI D-19 pandemic, which summarizes the new FFCRA. District staff continues to survey other agencies to determine how they are responding to COVI D-19 issues. Any pertinent information will be shared with the Board when it becomes available. Staff will give an updated presentation at the meeting. Strategic Plan Tie-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 April 16, 2020 Regular Board Meeting Agenda Packet- Page 76 of 208 Page 2 of 4 ATTACHMENTS: 1. Updated FAQs April 16, 2020 Regular Board Meeting Agenda Packet- Page 77 of 208 Page 3 of 4 kC..ENTRAL SAN CONTRACENTRAL . DISTRICT 5019 Employee FAQs Related to COVID-19 April 6, 2020 The Board of Directors made the decision on a non-precedent basis to continue the policies that answered many of the FAQs from April 8t`' through the current shelter in place (May 3, 2020) with some additional clarification to address and incorporate the recent federal legislation which was passed last month and went into effect on April 1, 2020. The Board and District staff will continue to monitor developments as they occur and will determine whether any policies, and subsequent changes to FAQs, should be modified or revised as the situation unfolds. 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 May 3,2020. 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. The employee may borrow up to eighty (80) hours from any 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 May 3, 2020. If the illness is not related to COVID-19, they may utilize any accrual balances. Effective April 1, 2020, pursuant to H.R. 6201, they will be credited with up to an additional 80 hours of emergency sick leave while they are seeking a medical diagnosis. These additional hours will be paid at their regular rate of pay up to a maximum of$511 per day and cannot exceed a total of$5,110. If they received a COVID-19 positive test result and received administrative leave pay, they can use the additional emergency sick leave hours after May 3, 2020. 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 May 3, 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 May 3, 2020. April 16, 2020 Regular Board Meeting Agenda Packet- Page 78 of 208 Page 4 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 they have been designated and are able to work remotely, they will get your regular pay for time worked. If they are unable to work remotely or were required to be on-site, they will be authorized to utilize their remaining sick leave balance. Effective April 1, 2020, pursuant to H.R. 6201, they will be credited with up to an additional 80 hours of emergency sick leave while they are adhering to a federal, state, or local quarantine or isolation order related to COVID-19. These additional hours will be paid at their regular rate of pay up to a maximum of$511 per day and cannot exceed $5,110 in total. 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. Effective April 8th, pursuant to H.R 6201, if they are unable to work remotely or were required to be on-site, they will be eligible to take FMLA leave for up to 12 weeks (if they have not already exhausted FMLA leave in the previous 12 months) to take care of a minor child. The first ten days shall be unpaid or they may use any of their accruals. After 10 days, they will be paid up to two-thirds of their base salary up to a maximum of $200 per day and cannot exceed $10,000 in total. Additionally, they will also be eligible for up to an additional eighty (80) hours of emergency sick leave while they are taking care of a minor child. These additional hours will be paid at their regular rate of pay up to a maximum of$200 per day and not to exceed $2,000 in total. 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. The employee may borrow up to eighty (80) hours from any future balances. Effective April 1, 2020, pursuant to H.R. 6201, they will be granted up to an additional 80 hours of emergency sick leave to care for an individual who is subject to a quarantine or isolation order. These additional hours will be paid at their regular rate of pay up to a maximum of$200 per day and cannot exceed $2,000 in total. April 16, 2020 Regular Board Meeting Agenda Packet- Page 79 of 208