Leaves and Accommodation. COVID-19 presents unique health, family, disability and staffing challenges for the District and its employees. The following provisions are included to provide clear, objective, and practical options for the District and the employees facing those challenges. In all cases, strict compliance with all relevant District safety and health rules will be an essential function of each employee'sjob. Current leave provisions in the Collective Bargaining Agreements (CBA) remain in effect, along with current relevant policies. Unless assigned to remote location as an accommodation as described below, staff who are unable to meet the work location requirement of this Letter of Agreement, or who cannot fulfill their job responsibilities that day (For example, cannot teach online or in person due to illness), must take appropriate and available leave, pursuant to our CBAs. Note: Benefit and leave options listed below do not indicate the order of required use.
Leaves and Accommodation. 16. The District shall comply with leave laws and regulations, in addition to current leave language in the Collective Bargaining Agreement. The District agrees to negotiate the impacts of any new leave laws and regulations established by federal, state, or local agencies. District shall initiate the interactive process for employees whose physician designates them as “high risk” or “vulnerable” to COVID-19 symptoms, and offer options (such as telework, modified job responsibilities) for these at-risk employees that limit their risk to exposure. Employee seeking accommodations under this clause will provide to District written verification from a health care provider.
Leaves and Accommodation. In the event a CSEA bargaining-unit employee is exposed to coronavirus or is taken ill with coronavirus or wishes to self-quarantine for reasonable cause (i.e. family members who are uniquely vulnerable), the employee may use available leaves without fear of reprisal. The District agrees to protect and support staff who are at higher risk for severe illness (medical conditions that the CDC says may have increased risks) or who cannot safely distance from household contacts at higher risk, by providing options such as telework or negotiated change in classification or duties. If reasonable accommodations are not practicable, the District should work with the employee to develop a flexible leave plan. HR 6201: The parties recognize that the Federal “Families First Coronavirus Response Act,” also known as XX 0000, provides most employees with two weeks of paid leave for coronavirus-related absences, and extends Family Medical Leave Act (FMLA) leave. These leaves expire on December 31, 2020 unless extended by law. Specifically, XX 0000 provides as follows, effective 4/2/20:
