Personnel Policy Changes During Soft Closure

Approved March, 2020

While classes are cancelled for the corona virus pandemic, and afterwards as required by law (currently until December 31, 2020), the following special personnel policies are in place:

During school closure, there are two categories of employees:  

  1.  Significant work can be done from home
  2.  Significant work cannot be done from home

Beginning March 30, category 1 includes all teachers, the counselor, the therapist, and the business manager.  Category 2 includes paras and office staff.    The principal and vice principal are in both categories, as they must work in the building for many tasks but can do a portion of their work from home.

Category 1 employees must work at home on all school days, an amount of time comparable to their usual schedule, and complete all job requirements.  While most of their work can be done from home, they must come to school when the job requires it.   Employees in category 1 will continue to earn their regular salary or hourly wage.

Category 2 employees must do most of their work at school or in the community.  When there is no work for them due to the closure, they will stay at home and not work.  They will come in and work when there is work to be done.  This work may or may not be identical to the work they were doing before the soft closure.  These employees will be paid the same as they were before the pandemic.  Hourly workers will be paid for the amount of hours they worked on average over the past 6 months, regardless of how many hours they actually work during the soft closure.  

When in-person school resumes, employees in both categories are expected to work in the building every school day, with the exceptions described below.

For personal or family needs not related to COVID-19, regular sick time and personal leave time rules apply to both categories of workers.

For employees in both categories who are unable to meet the expectations of their job category for personal or family needs that are related to COVID-19, the following rules apply (from FFCRA, effective April 1 to December 31, 2020):

The employee is eligible for up to two weeks (10 work days) of special sick leave paid at 100% if he or she is subject to a quarantine order, advised by a medical provider to self-quarantine, or is experiencing COVID-19 symptoms and seeking a medical diagnosis.

The employee is eligible for up to two weeks (10 work days) of special leave paid at 67% if caring for an individual in quarantine.

The employee is eligible for up to 12 weeks of expanded family and medical leave paid at 67% if caring for a child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons.

The employee requesting a COVID-19-related leave must supply appropriate documentation of the need for leave.