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Archives: FAQs

Employee Calls in Sick/Wishes to Go Home Sick

Employees will be required to first exhaust accrued sick leave. For the duration of the local emergency, employees will be permitted to use other paid leave accruals (e.g., comp time, vacation, etc.). Managers have approval authority and must ensure appropriate timesheet completion. This temporary use of other paid time off will terminate when the City … Continued

Potential Exposure to COVID-19 at work

If an employee believes they were exposed to COVID-19 during their regular course of work, they may be eligible for Workers’ Compensation benefits. Employees should submit a Workers’ Compensation Claim form to HR. Employees should use leave accruals for the time off while their claim is under review by LWP (our workers’ comp administrator). If … Continued

Precautions for Publicly-Facing Counter Staff

Employees should wipe down their work areas and counters. Social-distancing (keeping 6-feet apart) should be maintained as much as possible. All employees should be using hand sanitizer regularly and wash their hands often with soap and water for at least 20 seconds. See this helpful video for specific instructions regarding proper hand washing:

How do I check my email?

Open a web browser and go to: https://portal.office.com  Enter your City Username: FirstL@cityofsanrafael.org (e.g. Luke Skywalker, user name lukes@cityofsanrafael.org), or badge number @ srpd.org  Enter the same password use on your desktop computer at work. A successful logon should look like this: Click on the Outlook icon to open the Mail application.  Additional resources for helping with Outlook … Continued

Is Catastrophic leave available for employees who do not have leave accruals?

The City’s Catastrophic Leave Policy applies to an illness or event that is expected to preclude an employee from returning to work for an extended period of time.  At this time, the 2-week quarantine period is not considered an “extended” period of time.  Medical absences of longer than 30 days, may be eligible for Catastrophic Leave donations … Continued

I think (or know) that my coworker was out sick for him/herself or was caring for a family member who was sick. How do I know the employee is healthy?

We understand that employees may wish to know whether a coworker was ill due to COVID-19, the flu, a cold or some other reason.  The City, though, is not entitled to ask for diagnosis information from employees.  The City will follow the County Public Health Officer’s direction in order to insure all employees who may have been … Continued

Will I be called to serve as a Disaster Service Worker?

As a City employee, we all took an oath as a Disaster Service Worker and you may be called upon to serve in this capacity. We are working closely with the County EOC and identifying the needs of the community which are changing daily. Every employee should be available to be reached via phone during … Continued

What about scheduled training for work?

Based on the recent Governor’s order, all work-related travel and training should be cancelled. Please work with the vendors in order to receive reimbursement and/or credit for later use. 

Do I qualify for California unemployment insurance benefits or State Disability Income?

California’s Unemployment Insurance (UI) program pays benefits to workers who have lost their job and meet the program’s eligibility requirements. Temp employees that have experienced a reduction in hours may be eligible for unemployment benefits and should visit the State EDD website for more information. State Disability Insurance (SDI) provides short-term benefit payments to eligible … Continued

Do I qualify under the federal or state family medical leave acts?

If you test positive for COVID-19, or are caring for a family member who tested positive for COVID-19, you qualify for federal Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA) leave because the condition constitutes a “serious health condition” and your absence from work will be designated as protected leave under FMLA/CFRA. … Continued

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