COVID-19 Leave. Effective the date of ratification of this Agreement through December 31, 2022, employees who are fully vaccinated or have a valid medical or religious vaccine exemption who test positive for COVID-19 using a non-rapid, PCR test, will be eligible to use up to 10 days (NTE 80 hours, prorated for part-time employees) of paid COVID-19 Leave in place of an employee’s own leave or leave without pay to recover from COVID-19. An employee is considered fully vaccinated if the employee has received (1) two doses of Pfizer or Moderna COVID-19 vaccines; (2) one dose of Xxxxxxx & Xxxxxxx COVID-19 vaccine; or (3) any required COVID-19 boosters (as applicable). Notwithstanding the non-rapid PCR testing requirement noted above, the State will temporarily relax the non-rapid PCR test requirement and accept the results of rapid tests for the purpose of verifying a COVID infection. The temporary relaxation of the PCR test requirements will apply to leave requests between December 13, 2021 and March 1 2022. The parties acknowledged that DBM may, in its sole discretion, extend this temporary relaxation of the non-rapid PCR testing requirement beyond March 1, 2022. To eligible for COVID-19 Leave, employees must either:
COVID-19 Leave. For the 2021-2022 and 2022-2023 school years, the teachers shall be granted an extra ten (10) sick days each year to be used only COVID-19 related absences as noted in the FFCRA Qualifying Reasons for Leave Related to COVID-for19.
COVID-19 Leave. Effective January 1, 2024, through December 31, 2024, employees who test positive for COVID- 19, will be eligible to use up to 5 days (NTE 40 hours, prorated for part-time employees) of paid COVID-19 Leave in place of an employee’s own leave or leave without pay to recover from COVID-19. To receive COVID-19 Leave, employees must provide Human Resources the following:
COVID-19 Leave. Consistent with the Health Emergency Labor Standards Act, any “frontline” (in building) employee who contracts COVID-19 and provides proof of diagnosis is presumed to have contracted the virus at work for purposes of Workers’ Compensation eligibility, unless there is a preponderance of evidence to prove otherwise. Employees diagnosed with COVID-19 in this manner or directed to quarantine due to a worksite exposure may have access to Workers’ Compensation benefits. For employees who meet these criteria, the District will supplement Workers’ Compensation with paid administrative leave during time periods when the employee is unable to work as a result of such exposure. If the employee is required to quarantine due to a worksite exposure, but does not qualify for Workers’ Compensation due to having tested negative for COVID-19, the employee will receive paid administrative leave or an alternative remote assignment for the period of quarantine. The District will communicate protocols for accessing these leaves to impacted employees. Employees will obtain testing at the earliest appropriate opportunity in such situations and will share the results with the District immediately upon receipt.
COVID-19 Leave. Consistent with the Health Emergency Labor Standards Act, any “frontline” (in building) employee who contracts COVID-19 and provides proof of diagnosis is presumed to have contracted the virus at work for purposes of Workers’ Compensation eligibility, unless there is a preponderance of evidence to prove otherwise. Employees diagnosed with COVID-19 in this manner or directed to quarantine due to a worksite exposure may have access to Workers’ Compensation benefits. For employees who meet these criteria, the District will supplement Workers’ Compensation with paid administrative leave during time periods when the employee is unable to work as a result of such exposure.. The protocol for accessing this leave can be found here: Workers’ Compensation COVID-19
COVID-19 Leave. The district will provide leave as outlined in the Emergency Paid Sick Leave Act and Families First Coronavirus Response Act through December 31st, 2020 unless extended by the federal government. XXXX represented staff, working in person, will be able to access Shared Leave prior to exhausting their own accrued sick leave (as long as this is allowable by state law). (modified 8/19/20) If after accessing all other leaves a member has no other option other than an unpaid leave, the BISD and BIEA leadership shall meet to discuss other paid leave options.
COVID-19 Leave. From January 1 2023 through December 31 2023, each bargaining unit member as described below will be entitled to 80 hours (staff employees) or 96 hours (line employees) of paid COVID- 19 leave. If by the end of the allowable period in which the employees are entitled to this leave there are unused hours, those hours will be forfeited.
COVID-19 Leave. Employees who are required to miss work under the College’s public health policy shall not be disciplined for absences during the time they are required not to work. Such employees shall receive pay for all scheduled shifts during this time.
COVID-19 Leave. From July 1, 2022 through December 31, 2022, employees who are fully vaccinated or have a valid medical or religious vaccine exemption who test positive for COVID-19 using a non-rapid, PCR test will be eligible to use up to 10 days (not to exceed 80 hours in total, prorated for part-time employees) of paid COVID-19 Leave in place of an employee’s own leave or leave without pay to recover from COVID-19. An employee is considered fully vaccinated if the employee has received the number of doses required by the manufacturer (e.g., two doses of Pfizer or Moderna COVID-19 vaccines or one dose of Xxxxxxx & Xxxxxxx COVID-19 vaccine) and any required boosters to maintain fully vaccinated status. In order to receive COVID-19 Leave, employees must be either (1) fully vaccinated prior to the date of the first day of leave requested; or (2) submit approved medical/religious vaccine exemption documentation to Human Resources prior to the date of the first day of leave requested. Additionally, employees must provide Human Resources the following documentation:
COVID-19 Leave. For vaccinated staff, COVID-19 leave is available consistent with the 19 Health Emergency Labor Standards Act., up to 10 days. Unvaccinated staff will not be 20 provided any COVID-19 leave.
