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Emergency Preparedness & Response


Quinn Gardner
Emergency Manager

1600 Los Gamos Drive, Suite 345
San Rafael, CA 94903

All City employees are designated by both State and City law as Disaster Service Workers (“DSW”).  When the Mayor declares a citywide emergency, all City employees serve as DSWs. Pre-identified staff have been assigned to the Emergency Operations Center or other specific emergency duties. If you have not been pre-assigned an emergency duty, you will serve as a general DSW.

As City employees and DSWs it is your responsibility to assure you and your family are prepared for an emergency. Establish a family emergency plan, including how you will communicate and where you will meet if you cannot return home. Assure your family has emergency supplies, including water, food and medications. Your work as a DSW may not be during your normal work hours or at your normal work location.

Those serving as general DSW’s may be asked to perform a variety of tasks to support the emergency response and recovery. These may include administrative support, damage assessment, driving, food preparation, sorting, packing or staffing a call center or shelter. You may have more specialized duties, depending on the work you do every day, and/or any special skills you may possess. As a DSW you will never be asked to perform any duty or function you do not know how to perform or have not received adequate training to complete.

If you have special skills, such as holding a commercial driver’s license or language skills, let your supervisor or our City Emergency Manager, Quinn Gardner know.

In the event of a disaster, the City will activate its Emergency Operations Center (EOC), a multi-agency hub designed to manage emergencies. Staff assigned and trained for the EOC will be contacted using Everbridge. Everbridge will be the primary tool for sharing EOC activation and emergency information with EOC and city staff.


Employees who request Emergency FMLA to care for their child due to school or child care closure may request Emergency Paid Sick Leave for the first 10 days.  Leave requests for EFMLA and/or EPSL should be turned in to  If approved, employees should use the following hour types to report EPSL hours taken (see FAQ #12 above for eligibility reasons):

  • 61cvda for leave under reasons 1-3 (subject to a $511 daily max)
  • 61cvdb for leave under reasons 4-6 (subject to a $200 daily max), including EFMLA
  • If the need for EFMLA leave extends beyond 10 days, use 10cvdf beginning on the 11th day if the need for leave extends beyond 10 days (subject to a $200 daily max)

Employees who reach the maximum daily dollar cap may supplement time with their available leave accruals to be made whole.  PLEASE NOTE: Because these leaves have a daily cap, they hourly rate and total hours showing on your paystub for these pay periods may appear incorrect, however employees will be paid their full pay period rate if supplementing with leave accruals.

Most work for Temp/Seasonal employees has been suspended as of March 17.  Employees are eligible to use their earned sick leave accruals up to the maximum of 24 hours over a 12-month period per the City’s Paid Sick Time Policy for Temporary Employees. Employees may also apply for Unemployment online through EDD.  A reduction in hours is not a qualifying reason under the Emergency Paid Sick leave provision of the FFCRA. 

If a temp/seasonal employee has been working since April 1 and is no longer able to work due to a qualifying reason per the Emergency Paid Sick Leave provision of FFCRAthe number of hours they would be eligible to request each day is equal to the average number of hours each day that he or she was scheduled to work over the period of employment, up to the last six months.  They would also be eligible to use up to 24 hours of their accrued sick leave per the City’s Paid Sick Time Policy as stated above.

The U.S. Department of Health and Human Services (HHS) has not yet identified any “substantially similar condition” that would allow an employee to take paid sick leave. If HHS does identify any such condition, the Department of Labor will issue guidance explaining when you may take paid sick leave on the basis of a “substantially similar condition.”

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