This website is for City employees.     |     COVID-19 (novel coronavirus) for Staff Resources

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.


If an employee was unable to work or telework due to any of the qualifying reasons noted above and used another paid leave (or went unpaid), the employee may request that SPSL be applied retroactively by completing the 2022 COVID-19 Supplemental Paid Sick Leave (SPSL) Request form.

Compensation is based on the employee’s regular rate of pay, excluding overtime, capped at $511 per day ($5,110 in total).  If an employee’s regular compensation exceeds $511 per day, the employee may elect to supplement the SPSL maximum pay amount with other accrued paid leaves to make up the difference in pay.

Employees receiving SPSL after a positive COVID test are required to test on day five, following the initial positive test.  If you test negative for COVID-19 on or after day five and do not present COVID-19 symptoms, you may end your isolation period and return to work.  HR will provide a rapid test upon request or the employee can seek a free COVID test through their medical provider or a local testing site.

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