A) From March 23, 2020 thru March 31, 2020 :
If you cannot work (either on site or remotely) due to childcare issues or caring for a family member or not having a fully executed telework agreement in place yet, you will be paid for your regularly scheduled time through March 31st.
Employees who are sick for all, or any portion of the day/week will be required to use their accrued sick leave.
B) From April 1, 2020 through May 31, 2020 (will be re-evaluated as state and/or public health orders change):
If you cannot work at all (either on site or remotely) due to childcare issues or other reason related to COVID, you may be eligible for Emergency Paid Sick Leave under the Families First Coronavirus Response Act (FFCRA). Please see the FAQs page for more information.
If you have an approved telework agreement with your supervisor but cannot work some of the time due to childcare issues or other reason related to COVID-19, you may apply for Emergency Paid Sick Leave for the hours you cannot work and record your time for the hours you were able to work remotely.
If you are in the process of developing a telework arrangement with your Supervisor/Manager, please see them for direct guidance on how to record your time.
If you are called to serve as a Disaster Service Worker (DSW) for a shift(s), you will be paid for any hours worked in that capacity. Please follow the guidance above if you are not working in full-time capacity as a DSW.
Employees may continue to request time off (vacation, comp, etc.), if they would like to, and are required to use accrued leave balances for any time they are unavailable to work.
Employees who are sick for all or any portion of the day/week will be required to use the appropriate leave accrual for the time they are off and unavailable to work. if the illness is related to COVID, please see the FFCR FAQs.