Common use of Employees Quarantined Due to Possible Exposure to COVID Clause in Contracts

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 any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if available; ii. EPSL with supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) by (a) paid administrative leave if the quarantine was due to reported exposure at a District work site; or (b) other paid leaves identified below if the quarantine was due to reported exposure elsewhere; iii. Paid administrative leave if the employee has exhausted EPSL, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; iv. Leave for illness, injury or emergency; v. Personal leave; vi. 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.) vii. Unpaid leave of absence for the period of the quarantine; and viii. Unemployment benefits.

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 any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if available; ii. EPSL (as defined above) with supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) paid by (a) paid administrative leave the District if the quarantine was due to reported exposure at a District work site; or (b) other paid leaves identified below if the quarantine was due to reported exposure elsewhere; iii. Paid administrative leave if the employee has exhausted EPSL, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; iv. Leave for illness, injury or emergency; v. Personal leave; vi. 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- by-case basis.) vii. Unpaid leave of absence for the period of the quarantine; and and viii. Unemployment benefits.

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 any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if availableavailable (see paragraph (j) below); ii. EPSL with supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) by (a) paid administrative leave if the quarantine was due to reported exposure at a District work site; or (b) other paid leaves identified below if the quarantine was due to reported exposure elsewhere; iii. Paid administrative leave if the employee has exhausted EPSL, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; iv. Leave for illness, injury or emergency; v. iv. Personal leave; vi. v. 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- by-case basis.) vi. Paid administrative leave if the employee has exhausted all available leaves options, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; vii. Unpaid leave of absence for the period of the quarantine; and viii. Unemployment benefits.

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 any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if availableavailable (see paragraph 3.j and k below); ii. EPSL with supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) by (a) paid administrative leave if the quarantine was due to reported exposure at a District work site; or (b) other paid leaves identified below if the quarantine was due to reported exposure elsewhere; iii. Paid administrative leave if the employee has exhausted EPSL, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; iv. Leave for illness, injury or emergency; v. Personal leave; vi. 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- by-case basis.) vii. Unpaid leave of absence for the period of the quarantine; and viii. Unemployment benefits.

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 any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if available; ii. EPSL with supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) by (a) paid administrative leave if the quarantine was due to reported exposure at a District work site; or (b) other paid leaves identified below if the quarantine was due to reported exposure elsewhere; iii. Paid administrative leave if the employee has exhausted EPSL, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; iv. Leave for illness, injury or emergency; v. Personal leave; vi. 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- by-case basis.) vii. Unpaid leave of absence for the period of the quarantine; and viii. Unemployment benefits.

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 any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if availableavailable (see paragraph j below); ii. EPSL with supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) ; or by (a) paid administrative leave if the quarantine was due to reported exposure at a District work site; or (b) other paid leaves identified below if the quarantine was due to reported exposure elsewhere; iii. Paid administrative leave if the employee has exhausted EPSLall available leaves options, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; iv. Leave for illness, injury or emergency; v. Personal leave; vi. 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- by-case basis.) vii. Unpaid leave of absence for the period of the quarantine; and viii. Unemployment benefits.

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 any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if available; ii. EPSL with supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) by (a) paid administrative leave if the quarantine was due to reported exposure at a District work site; or (b) other paid leaves identified below if the quarantine was due to reported exposure elsewhere; iii. Paid administrative leave if the employee has exhausted EPSL, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; iv. Leave for illness, injury or emergency; v. iv. Personal leave; vi. v. 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- by-case basis.) viivi. Unpaid leave of absence for the period of the quarantine; and viiivii. Unemployment benefits.

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 any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law: i. Alternative assignment for work/services which may be provided from home, if availableavailable (see paragraph (j) below); ii. EPSL with supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) by salary; or by (a) paid administrative leave if the quarantine was due to reported exposure at a District work site; or (b) other paid leaves identified below if the quarantine was due to reported exposure elsewhere; iii. Paid administrative leave if the employee has exhausted EPSL, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; iv. Leave for illness, injury or emergency; v. iv. Personal leave; vi. v. 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- by-case basis.) vi. Paid administrative leave if the employee has exhausted all available leaves options, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; vii. Unpaid leave of absence for the period of the quarantine; and viii. Unemployment benefits.

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 any or all of the following benefits under the terms of the applicable collective bargaining agreement (CBA) or law: i. a. Alternative assignment for work/services which may be provided from home, if availableavailable (see paragraph 10 below); ii. b. EPSL with possible supplementation up to the employee’s regular daily salary if the employee’s salary exceeds the statutory EPSL cap ($511/day) by (a) paid administrative leave if the quarantine was due to reported exposure at a District work site; or (b) other paid leaves identified below if the quarantine was due to reported exposure elsewhere; iii. c. Paid administrative leave if the employee has exhausted EPSL, an alternative work assignment for work/services provided at home is unavailable, and the quarantine was due to reported exposure at a District work site; iv. d. Leave for illness, injury or emergency; v. e. Personal leaveleave and/or vacation leave (only available under the terms of some CBAs); vi. 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.) vii. f. Unpaid leave of absence for the period of the quarantine; and viii. g. Unemployment benefits.