Quarantine Pay. 1. In the event an employee is exposed to a communicable disease while on the job, and is not permitted to work by the Infection Control Practitioner or designee, the employee shall be paid at full salary, including shift differential, throughout the quarantine.
Quarantine Pay. If ordered by the Medical Officer of Health or management to remain under a home quarantine, employees will continue to receive regular pay for scheduled shifts. Management may request proof of the quarantine order. If deemed necessary and medically appropriate by the Department of Public Health to work under quarantine conditions, employees under quarantine will perform regular work duties at time and a half. Part time employees ordered to remain under home quarantine will recover lost wages or potential lost wages based on a calculation of their hours averaged over the last twelve months. Persons receiving quarantine pay will remit any payments received from insurance companies or outside agencies, which are over and above the payments received from the quarantine pay, to the company.
Quarantine Pay. The School Administration will recommend that the Board approve a resolution that would grant additional time off for certain FFCRA qualifying reasons. The following terms will be part of the recommended Board resolution:
Quarantine Pay. It is agreed between the parties that the Human Resources Policy – Quarantine Pay shall remain in effect through the term of this Agreement.
Quarantine Pay. Any bargaining unit employee not permitted to work because either (1) the employee tested positive for the communicable disease or (2) required by the employer to get a test before working, shall be placed on paid administrative leave status until such time as they are permitted to return to work. While on paid administrative leave, the employer will make the employee whole for any pay or benefits they would have otherwise received if permitted to work, none of which shall be deducted from the employee’s vacation time or sick time. The employee will not lose any benefits, pay or incentives that would have otherwise been earned if they were permitted to work.
