Employees Quarantined Due to Possible Exposure to COVID-19 Sample Clauses

Employees Quarantined Due to Possible Exposure to COVID-19. Employees who have been advised by a public health agency to quarantine at home due to possible exposure to COVID-19 may not come to work at a District work site and may access the following: 1. Alternative assignment for work/services which may be provided remotely, if available; 2. Emergency Paid Sick Leave (EPSL) (80 hours maximum) under the federal Families First Coronavirus Response Act (FFCRA), with, to the extent desired by the employee and allowed by law, supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) by other paid leaves identified below; 3. Leave for illness, injury or emergency; 4. Shared leave; 5. Personal leave and/or vacation leave (only available under the terms of applicable CBAs) 6. Paid administrative leave of up to 10 days annually will be made available if the employee has exhausted EPSL and an alternative work assignment for work/services provided remotely is unavailable, and the quarantine was due to an identified close-contact exposure (defined as being within six feet of the COVID-19 positive person for 15 minutes) on District work property while the employee was performing a job duty. Such leave is conditioned upon the employee getting tested for COVID-19 at the earliest possible convenience; 7. Unpaid leave of absence for the period of the temporary disabling condition; and 8. Unemployment benefits.
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Employees Quarantined Due to Possible Exposure to COVID-19. Employees who have 39 been advised by a public health agency to quarantine at home due to possible exposure to 40 COVID-19 may not come to work at a District work site and may access any or all of the 41 following benefits under the terms of the applicable collective bargaining agreement (CBA) or 42 law:
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Employees Quarantined Due to Possible Exposure to COVID-19. 46 Employees who have been advised by a public health agency to quarantine at home due to 47 possible exposure to COVID-19 may not come to work at a District work site and may access 48 any or all of the following benefits under the terms of the applicable collective bargaining 1 agreement (CBA) or those that may be available to them by law: 2 a. Alternative assignment for work/services may be provided as determined by the district. 3 b. EPSL (10 days up to $511/day). This temporary leave provision is effective from April
Sample 1
Employees Quarantined Due to Possible Exposure to COVID-19. 35 Employees who have been advised by a public health agency to quarantine at home due to 36 possible exposure to COVID-19 may not come to work at a District work site and may access 37 any or all of the following benefits under the terms of the applicable collective bargaining 38 agreement (CBA) or law: 39 a. Alternative assignment for work/services which may be provided from home, if 40 available (see paragraphs 10-11 below. 41 b. Emergency Paid Sick Leave (ESPL) under the federal Families First Coronavirus 42 Response Act (FFCRA). 43 c. Paid administrative leave if the employee has exhausted EPSL, an alternative work 44 assignment for work/services provided at home is unavailable and the quarantine was 45 directed by the County Health Department and due to reported exposure at a District 46 work site. 47 d. Leave for illness, injury, or emergency. 48 e. Personal leave and/or vacation leave once all other leaves become exhausted. 1 f. Unpaid leave of absence for the period of the quarantine. 2 g. Unemployment benefits. 4 3. Employees Caring for Someone with COVID-19/Suspected COVID-19: 5 Employees who are caring for an individual who is subject to quarantine because that 6 individual has been diagnosed with COVID-19, or is experiencing symptoms of COVID-19 7 and is seeking a medical diagnosis, may not come to work at a District work site and may 8 access any or all of the following benefits under the terms of the applicable collective 9 bargaining agreement (CBA) or law: 10 a. Alternative assignment for work/services which may be provided from home, if 11 available (see paragraphs 10-11 below). 12 b. Emergency Paid Sick Leave (EPSL) under the federal Families First Coronavirus 13 Response Act (FFCRA). 14 c. Leave for illness, injury, or emergency.
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Employees Quarantined Due to Possible Exposure to COVID-19. Employees who have 21 been advised by a public health agency to quarantine at home due to confirmed direct 22 exposure to COVID-19 may not come to work at a District work site and may access any or 23 all of the following benefits under the terms of the applicable collective bargaining agreement 24 (CBA) or law: 25 i. Alternative assignment for work/services which may be provided from home, if 26 available (see 3.k-l below); 27 ii. EPSL with supplementation up to the employee’s regular daily salary if the 28 employee’s salary exceeds the statutory EPSL cap ($511/day) by (a) ten (10) days of 29 paid administrative leave if the quarantine was due to confirmed exposure at a District 30 work site; or (b) other paid leaves identified below if the quarantine was due to 31 reported exposure elsewhere; 32 iii. Paid administrative leave if the employee has exhausted EPSL, an alternative work 33 assignment for work/services provided at home is unavailable, and the quarantine was 34 due to exposure traced by the Health Department to a District work site; 35 iv. In the event a worksite outbreak has been traced by Health Department officials, an 36 employee who is experiencing COVID-19 symptoms and is awaiting test results 37 (normally 3-5 days), and is quarantined as a result of that outbreak will receive up to 38 ten (10) additional days of paid leave. A healthcare professional’s note will be 39 required, consistent with the CBA. If someone is awaiting a test result based on a 40 potential exposure, they may be allowed administrative leave or to work remotely. 41 v. Leave for illness, or emergency; 42 vi. Personal leave; 43 vii. Worker’s compensation (Under certain circumstances, claims from health care 44 providers and first responders involving COVID-19 may be allowed. Other claims 45 that meet certain criteria for exposure will be considered on a case-by-case basis.); 46 viii. Approved unpaid leave of absence for the period of the quarantine; and 47 ix. Unemployment benefits.
Sample 1
Employees Quarantined Due to Possible Exposure to COVID-19. Unvaccinated 15 employees who have been advised by a public health agency to quarantine at home due to 16 confirmed direct exposure to COVID-19 may not come to work at a District work site and 17 may access any or all of the following benefits under the terms of the applicable collective 18 bargaining agreement (CBA) or law: 21 22 24 25 26 ii. 27 28 iii. 29 30 iv. 31 32 33 34 35 In the event a worksite outbreak has been traced by school district officials, an employee who is experiencing COVID-19 symptoms and is awaiting test results (normally 3-5 days), and is quarantined as a result of that outbreak may qualify for administrative paid leave. A healthcare professional’s note or testing results will be required, consistent with the CBA. Leave for illness, or emergency; Personal leave; Worker’s compensation (Under certain circumstances, claims from health care providers and first responders involving COVID-19 may be allowed. Other claims that meet certain criteria for exposure will be considered on a case-by-case basis.);
Sample 1
Employees Quarantined Due to Possible Exposure to COVID-19. Employees who have been advised by a District nurse or administrator to quarantine due to possible exposure to COVID-19 may not come to work at a District work site and may access the following: 1. Alternative assignment for work/services which may be provided, if available, and if the employee is healthy enough to work; 2. Leave for illness, injury or emergency; 3. Shared leave; 4. Personal leave and/or vacation leave (only available under the terms of applicable CBAs); 5. Paid administrative leave of up to five (5) days annually will be made available to classified staff and certificated staff if their work cannot be performed remotely, an alternative work assignment for work/services is unavailable, and the quarantine was due to an identified close-contact exposure on District work property while the employee was performing a job duty. Such leave is conditioned upon the employee getting tested for COVID-19 at the earliest possible convenience and following return to work guidance given by the school nurse. Such leave is not accessible if the employee is receiving worker’s compensation; 6. Worker’s compensation (Under certain circumstances, L&I claims involving missed work due to COVID-19 quarantining may be allowed. Other claims that meet certain criteria for exposure will be considered on a case-by-case basis. L&I determines whether a claim is eligible for coverage not the District); 7. Unpaid leave of absence for the period of the temporary disabling condition; and 8. Unemployment benefits.
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Related to Employees Quarantined Due to Possible Exposure to COVID-19

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