COVID-19 Leave. Effective the date of ratification of this Agreement through December 31, 2022, employees who are fully vaccinated or have a valid medical or religious vaccine exemption who test positive for COVID-19 using a non-rapid, PCR test, will be eligible to use up to 10 days (NTE 80 hours, prorated for part-time employees) of paid COVID-19 Leave in place of an employee’s own leave or leave without pay to recover from COVID-19. An employee is considered fully vaccinated if the employee has received (1) two doses of Pfizer or Moderna COVID-19 vaccines; (2) one dose of Xxxxxxx & Xxxxxxx COVID-19 vaccine; or (3) any required COVID-19 boosters (as applicable). Notwithstanding the non-rapid PCR testing requirement noted above, the State will temporarily relax the non-rapid PCR test requirement and accept the results of rapid tests for the purpose of verifying a COVID infection. The temporary relaxation of the PCR test requirements will apply to leave requests between December 13, 2021 and March 1 2022. The parties acknowledged that DBM may, in its sole discretion, extend this temporary relaxation of the non-rapid PCR testing requirement beyond March 1, 2022. To eligible for COVID-19 Leave, employees must either:
(1) be fully vaccinated prior to the date of the first day of leave requested; or
(2) have a medical or religious vaccine exemption approved prior to the date of the first day of leave requested. To receive COVID-19 Leave, employees must provide Human Resources the following:
(1) proof of full vaccination, or an approved medical or religious exemption;
(2) a positive COVID-19 non-rapid, PCR test dated no sooner than three days prior to the first day of leave requested, and no later than the last day of leave requested; and
(3) a written request on a form prescribed by the Secretary of Budget and Management for COVID-19 Leave. An employee must submit the required documentation to Human Resources by the end of the pay period that follows the pay period the employee is requesting COVID-19 Leave. COVID-19 Leave must be taken consecutively and used in full-day increments; however, an employee is not required to use all 10 days of COVID-19 Leave at once. This leave will be available to employees of SPMS and MDOT. This provision extends the use COVID-19 Leave through the end of calendar 2022, but does not provide for an additional 10 days of COVID-19 Leave in calendar 2022. If a qualifying employee has used all 10 days of COVID-19 Leave in calendar 2021, they will not ...
COVID-19 Leave. For the 2021-2022 and 2022-2023 school years, the teachers shall be granted an extra ten (10) sick days each year to be used only COVID-19 related absences as noted in the FFCRA Qualifying Reasons for Leave Related to COVID-for19.
COVID-19 Leave. Effective January 1, 2024, through December 31, 2024, employees who test positive for COVID-19 will be eligible to use up to 5 days (NTE 40 hours, prorated for part-time employees) of paid COVID-19 Leave in place of an employee’s own leave or leave without pay to recover from COVID-19.
(1) a positive COVID-19 non-rapid, PCR test dated no sooner than three days prior to the first day of leave requested, and no later than the last day of leave requested; and
(2) a written request on a form prescribed by the Secretary of Budget and Management for COVID-19 Leave which shall be provided to employees as needed and available online at the DBM website. An employee must submit the required documentation to Human Resources by the end of the pay period that follows the pay period the employee is requesting COVID-19 Leave. COVID-19 Leave must be taken consecutively and used in full-day increments; however, an employee is not required to use all 5 days of COVID-19 Leave at once. This leave will be available to employees of SPMS and MDOT.
COVID-19 Leave. Consistent with the Health Emergency Labor Standards Act, any “frontline” (in building) employee who contracts COVID-19 and provides proof of diagnosis is presumed to have contracted the virus at work for purposes of Workers’ Compensation eligibility, unless there is a preponderance of evidence to prove otherwise. Employees diagnosed with COVID-19 in this manner or directed to quarantine due to a worksite exposure may have access to Workers’ Compensation benefits. For employees who meet these criteria, the District will supplement Workers’ Compensation with paid administrative leave during time periods when the employee is unable to work as a result of such exposure. If the employee is required to quarantine due to a worksite exposure, but does not qualify for Workers’ Compensation due to having tested negative for COVID-19, the employee will receive paid administrative leave or an alternative remote assignment for the period of quarantine. The District will communicate protocols for accessing these leaves to impacted employees. Employees will obtain testing at the earliest appropriate opportunity in such situations and will share the results with the District immediately upon receipt.
COVID-19 Leave. Consistent with the Health Emergency Labor Standards Act, any “frontline” (in building) employee who contracts COVID-19 and provides proof of diagnosis is presumed to have contracted the virus at work for purposes of Workers’ Compensation eligibility, unless there is a preponderance of evidence to prove otherwise. Employees diagnosed with COVID-19 in this manner or directed to quarantine due to a worksite exposure may have access to Workers’ Compensation benefits. For employees who meet these criteria, the District will supplement Workers’ Compensation with paid administrative leave during time periods when the employee is unable to work as a result of such exposure.. The protocol for accessing this leave can be found here: Workers’ Compensation COVID-19
COVID-19 Leave. Effective the date of ratification of this Agreement through December 31, 2022, employees who are fully vaccinated or have a valid medical or religious vaccine exemption who test positive for COVID-19 using a non-rapid, PCR test, will be eligible to use up to 10 days (NTE 80 hours, prorated for part-time employees) of paid COVID-19 Leave in place of an employee’s own leave or leave without pay to recover from COVID-19. An employee is considered fully vaccinated if the employee has received (1) two doses of Pfizer or Moderna COVID-19 vaccines; (2) one dose of Xxxxxxx & Xxxxxxx COVID-19 vaccine; or (3) any required COVID-19 boosters (as applicable). Notwithstanding the non-rapid PCR testing requirement noted above, the State will temporarily relax the non-rapid PCR test requirement and accept the results of rapid tests for the purpose of verifying a COVID infection. The temporary relaxation of the PCR test requirements will apply to leave requests between December 13, 2021 and March 1 2022. The parties acknowledged that DBM may, in its sole discretion, extend this temporary relaxation of the non-rapid PCR testing requirement beyond March 1, 2022. To eligible for COVID-19 Leave, employees must either:
(1) be fully vaccinated prior to the date of the first day of leave requested; or
(2) have a medical or religious vaccine exemption approved prior to the date of the first day of leave requested. To receive COVID-19 Leave, employees must provide Human Resources the following:
COVID-19 Leave. Effective January 1, 2024 through December 31, 2024 employees who test positive for COVID-19, will be eligible to use up to 5 days (NTE 40 hours, prorated for part-time employees) of paid COVID-19 Leave in place of an employee’s own leave or leave without pay to recover from COVID-19. To receive COVID-19 Leave, employees must provide Human Resources the following:
(1) a positive COVID-19 test dated no sooner than three days prior to the first day of leave requested, and no later than the last day of leave requested; and
(2) a written request on a form prescribed by the Secretary of Budget and Management for COVID-19 Leave which shall be provided to employees as needed and available online at the DBM website. An employee must submit the required documentation to Human Resources by the end of the pay period that follows the pay period the employee is requesting COVID-19 Leave.
COVID-19 Leave. From July 1, 2022 through December 31, 2022, employees who are fully vaccinated or have a valid medical or religious vaccine exemption who test positive for COVID-19 using a non-rapid, PCR test will be eligible to use up to 10 days (not to exceed 80 hours in total, prorated for part-time employees) of paid COVID-19 Leave in place of an employee’s own leave or leave without pay to recover from COVID-19. An employee is considered fully vaccinated if the employee has received the number of doses required by the manufacturer (e.g., two doses of Pfizer or Moderna COVID-19 vaccines or one dose of Xxxxxxx & Xxxxxxx COVID-19 vaccine) and any required boosters to maintain fully vaccinated status. In order to receive COVID-19 Leave, employees must be either (1) fully vaccinated prior to the date of the first day of leave requested; or (2) submit approved medical/religious vaccine exemption documentation to Human Resources prior to the date of the first day of leave requested. Additionally, employees must provide Human Resources the following documentation:
(1) proof of full vaccination or a valid medical/religious exemption;
(2) a positive COVID-19 non-rapid, PCR test dated within the time frame the leave is requested; and
(3) a form requesting COVID-19 Leave (to be provided by Management). An employee must submit the required documentation to Human Resources by the end of the pay period that follows the pay period the employee is requesting COVID-19 Leave.
COVID-19 Leave. The health of the Assigned Employee is of utmost importance, and as such GQR will be administering leave as per state compliance. Notice must be given by Assigned Employee to both Client and GQR with details on leave. In the event an Assigned Employee is exhibiting symptoms or tested positive in relation to Covid-19 and is required to quarantine, GQR shall keep the Client up to date. GQR will be in touch upon any changes with leave as communicated by Assigned Employee.
COVID-19 Leave. A. Employees diagnosed with COVID-19, who are required to quarantine by the Department of Health Guidelines shall have access to paid COVID leave. Such leave will be credited as a supplement to L&I leave for the purpose of making the employee up to the first 15 days of illness whole, Extenuating circumstances may be brought to the Superintendent for consideration.
B. All other leave provisions under the CBA continue to be in place and may be used by the employee to care for others in their household.
