Employees in High Risk Categories. Employees in high-risk categories, as defined by the CDC, shall self-identify no later than 5 work days after notification of a return to in- person instruction.
Employees in High Risk Categories. 1. Any employee who has a disability (within the meaning of the law) or who is in a high risk category as determined by the CDC may request and will be granted a reasonable accommodation, which may include a request to work remotely or a request for a leave of absence. Such requests will be granted when remote work the Districts need performed is available provided the employee is qualified for the remote work.
Employees in High Risk Categories. 36 Any employee who believes they are high risk as outlined by the Governor’s Proclamation are 37 encouraged to dialogue with the Superintendent regarding potential accommodations. Agreed 38 upon accommodations will be documented in writing. The employee may be required to 39 provide documentation of the specific issue that makes them high risk. Telework, if available 40 and qualified leave access are some accommodations that will be considered. 42 IV. Quarantine Due to COVID Exposure or Positive Test Results: 43 Staff who are required to quarantine due to COVID exposure or positive test results but are 44 unable to work remotely due to their health or district needs, shall be entitled to a leave to the 45 extent available as provided in Families First Corona Response Act or other qualifying leaves 46 per the Collective Bargaining Agreement.
Employees in High Risk Categories. Employees in high‐risk categories as defined by the CDC may self‐identify in order to be able to consider ADA accommodations. Employees do not have to provide personal health information but may be required to sign an affidavit affirming that they are in a high‐risk category. The District will make every reasonable effort, which may include offering out‐of‐endorsement waivers, to allow these employees to work remotely or with a limited number of students. No employee in a high‐risk category shall be expected or required to work without additional PPE, on any task that cannot be performed without social distancing, and/or with students or staff who cannot wear face coverings. Priority for future remote teaching positions will be given to those in high‐risk groups and will follow the AVT process as outlined in the current Collective Bargaining Agreement. Any employee reassigned related to COVID‐19 shall be returned to their original teaching position at the conclusion of the 2020‐2021 school year. The current collective bargaining agreement, Section 10, Assignment, Vacancies, Promotion and Transfer remains in force.
Employees in High Risk Categories. Any employee with a personal medical condition impacting their ability to perform the essential functions of their position may request an ADA reasonable accommodation. As protected under Governor Xxxxxx’x Proclamation 20-46.2, employees who are 65 years of age or older or fall within the “at increased risk” category as defined by the CDC, do not require medical provider verification to enter an interactive dialogue with the district regarding accommodations. Employees will, however, have to complete a self-attestation form of their “at-risk category” status. An employee who is found to have falsified their self-attestation may be subject to discipline. Medical provider verification is required in the event the employee is not 65 years of age or older, is not in a defined “at increased risk” category, or if they are seeking leave as an accommodation. Should the governor’s proclamation be modified or revoked the district will adjust accommodation and leave practices to align with the governing regulations. Staff who would like to pursue an ADA reasonable accommodation will need to work with their personal medical provider to complete and submit the Employee Accommodation Form and ADA Medical Provider Accommodation Form. All ADA forms can be found on the Human Resources Webpage under Employee Leaves and Accommodations . Following receipt of the ADA documentation the District will engage with the employee in an interactive dialogue to explore a reasonable accommodation that would allow the employee to perform the essential functions of their job. Possible reasonable accommodations may include limiting the individual’s contact with others by establishing one-way hallways or aisles, using plexiglass or other barriers, adjusting the work schedule, or exploring a temporary or permanent alternative work assignment. If the District is unable to accommodate at the worksite or in an alternative work assignment, leave options may be available. Alternative work assignments will be done based on vacancy on a first come first serve basis consistent with qualifications for the position. The District will make every reasonable effort (i.e. offering out of endorsement waivers for certificated staff when it makes educational sense to do so)to find alternate work settings that match the employee’s endorsements, experience, and/or skill set. No employee in a high-risk category shall be expected or required to work without PPE. Any employee who is placed in an alternative posit...
Employees in High Risk Categories. 44 Any employee who believes they are high-risk as outlined in the August 11, 2020 plan from 45 the superintendent to all staff are encouraged to dialogue with the superintendent regarding 46 potential accommodations. Agreed upon accommodations will be documented in writing. 47 The employee may be required to provide documentation of the specific issue that makes them 48 high-risk. Memorandum of Understanding (Reopening of 20-21 SY) September 30, 2020 Quincy PSE/Quincy School District #144-101 Page 1 of 3
