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Home My WebLink About06. (Handout) COVID-19 Response Update presentation 04/15/20 Item 6. (Handout) CENTRAL SAN'S Ike C0V1D = 19WS1--'11* . -=- RESPONSE �r UPDATE` Pandemic Response Team Co-coordinators F Emily Barnett, Communications & Government Relations Manager Teji O'Malley, Human Resources Manager April 16, 2020 WORKING UNDER SHELTER Order(s) •3/15/20: State issues directive for all persons 65 an older or with chronic medical conditions to self-isolate at home •3/16/20: Contra Costa County issues Shelter Order through April 7, 2020 Arc 1 1 04/15/20 WORKING UNDER SHELTER Response •3/17/20: Emergency Board Meeting — Board authorizes GM to designate Essential Workers and to provide Administrative Leave where appropriate •3/27/20: Central San releases FAQs based on Board's decision to provide leave until 4/7 Off ice Hybrid At Home • • Telework . . • 3/17/20 138 21 70 61 4 294 WORKING UNDER SHELTER Order(s) •3/18/20: Families First Coronavirus Response Act (H.R. 6201 ) •3/19/20: Governor Newsom issues Executive order N-33-20 - statewide order to shelter at home with no end date specified •3/31/20: Contra Costa County extends/strengthens shelter order - - 1 2 04/15/20 WORKING UNDER SHELTER Response •4/2/20: Regular Board Meeting — Extended authorization for General Manager to classify workers and provide continued Admin Leave for unique cases •4/7/20: FAQs (inclusive of H.R. 6201 and extension of GM authority) •4/8/20: CDC Guidelines for Potentially Exposed Critical Infrastructure Workers HybridOffice At Home On-Site Telework No Telework On-site = go 3/17/20 138 21 70 61 4 294 3/31/20 130 10 76 74 4 294 CDC GUIDELINES FOR POTENTIALLY EXPOSE CRITICAL INFRASTRUCTURE WORKERS • Pre-Screen: Employers should measure the employee's temperature and assess symptoms prior to them starting work. Ideally, temperature checks should happen before the individual enters the facility. • Regular Monitoring: As long as the employee doesn't have a temperature or symptoms, they should self-monitor under the supervision of their employer's occupational health program. • Wear a Mask: The employee should wear a face mask at all times while in the workplace for 14 days after last exposure. Employers can issue facemasks or can approve employees'supplied cloth face coverings in the event of shortages. • Social Distance: The employee should maintain 6 feet and practice social distancing as work duties permit in the workplace. sinfect and Clean work spaces: Clean and disinfect all areas such as offices, ooms, common areas, and shared electronic equipment routinely. 3 04/15/20 MOM APRIL 7,2020 - FAQ SUMMARY ZWw VF •Administrative Leave Pay authorized through April 7, 2020 for the following scenarios: • Childcare needs due to school/day care closures and not able or no telework available •Administrative Leave Pay authorized through May 3, 2020 for the following scenarios: • Over the age of 65 and/or underlying health condition and no telework available • Employee is not ill but is required to home isolate or quarantine as mandated by a federal, state, or local guidelines or medical provider • Directed by District to go home due to observable COVID-19 symptoms • Employee calls in sick with COVID-19 symptoms AND provides documentation of a positive COVID- �5 19 test result APRIL 7,2020 - FAQ SUMMARY • Employee accruals (with up to 80 hours being borrowed from future accruals) for the following reasons: • Temporary Employees who are required to home isolate or quarantine and who are not able or no telework available • Employee wants/needs to provide care for members of household that are required to home isolate or quarantine and who are not able or no telework available • Employee calls in sick with COVID 19 symptoms and has not provided documentation of a positive COVID-19 test result 4 04/15/20 MOM APRIL 7,2020 - FAQ SUMMARY ZWw VF • District implemented the following as required by H.R. 6201 • Effective April 1, 2020 all employees (regular and temporary) receive up to 80 hours of Emergency Paid Sick Leave that can be used for the following COVID-19 reasons: 1. The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID- 19 2. The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID-19 3. The employee is experiencing symptoms of COVID-19 and is seeking a medical diagnosis 4. The employee is caring for an individual who is subject to a quarantine or isolation order or has been advised to self-quarantine 5. 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 6. The employee is experiencing any other"substantially similar condition"specified by the Secretary �of Health and Human Services APRIL 7,2020 - FAQ SUMMARY +r Pay for Emergency Paid Sick Leave: • For reasons 1-3 (previous slide), 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 4-6 (previous slide), 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 • Emergency Family Medical Leave • 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 • 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 moo 5 04/15/20 GOOD NEWS ITEMS JMPW VF • Risk Management: Submitted the District's Initial Damage Estimate to the County which is the first step in the FEMA reimbursement application process • Development Services/Planning: Completed the capacity and environmental fee calculations and studies completely teleworking, which is going to the Finance Committee •Communication Services: Developed a 360-degree virtual plant tour 6