Vulnerable Employees. A member who is unable to work due to being part of the CDC’s at-risk group (older than 60 or with an underlying medical condition) or has a family member in their residence in those categories, may request an accommodation to their direct supervisor which may include assignment to telemedicine. If a workplace accommodation cannot be granted, the employee will be granted a leave of absence and have access to accrued time off benefits. If employee’s paid time off accruals exhaust during the leave, Employer will work on a case by case basis with the employee to ensure appropriate continuation of medical benefits until the employee is able to return to work.
Vulnerable Employees. Members of the bargaining unit, and members with immediate family members, who are particularly vulnerable to COVID-19 according to the Centers for Disease Control (e.g., due to age or underlying conditions) may request an alternative work assignment. The Collaborative will assign employees into these positions in its discretion based on availability and needs of the Collaborative. A vulnerable employee not selected for an alternative work assignment may request a leave of absence for the duration of the 2020-2021 school year, and such requests shall not be unreasonably denied. The EMPLOYER agrees not to challenge a request for unemployment benefits filed by a vulnerable employee on a leave of absence. However, the Employer may answer accurately any request for information from the Massachusetts Department of Unemployment Assistance (DUA). If a vulnerable employee’s initial request for benefits is initially denied by the DUA, the EMPLOYER agrees not to participate in the DUA appeals process for that employee. Requests for a leave of absence shall be subject to review by the EMPLOYER on a case-by-case basis.
Vulnerable Employees. A member who is unable to work due to being part of the CDC’s at-risk group (older than 60 or with an underlying medical condition) or has a family member in their residence in those categories, may request an accommodation (including employer provided living accommodation to prevent spread to family members) to their direct supervisor which may include assignment to telemedicine. If a workplace accommodation cannot be granted, the employee will be granted a leave of absence and have access to accrued time off benefits. If employee’s paid time off accruals exhaust during the leave, Employer will work on a case by case basis with the employee to ensure appropriate continuation of medical benefits until the employee is able to return to work.
Vulnerable Employees. Where the employer sells, transfers, contracts out or reorganises all or any part of its business (restructuring) and an affected employee is employee in cleaning, food catering, orderly or laundry services the following process will be used:-
Vulnerable Employees a. All Teachers and Paraprofessionals, who are in the highest tier of risk under the published CDC guidelines (e.g., due to being 75 years old or older, or due to the underlying conditions below) shall be provided work-from-home assignments upon request. In order to qualify for remote work under this section, the employee must submit a certification from his/her physician (or his/her household member’s physician) specifying such specific qualifying condition as defined by the CDC, or if the employee is pregnant. Currently, these qualifying conditions are: cancer, chronic kidney disease, COPD, Immunocompromised state from solid organ transplant, obesity with BMI of 30 or higher, Serious Heart Conditions such as heart failure, coronary artery disease, or cadiomypathies, sickle cell disease, or Type 2 diabetes mellitus. The Parties acknowledge that this list may be amended by the CDC.
