- Spartanburg School District 7
- COVID-19 Guidance and Information for Employees and Staff
COVID-19 Guidance for Employees and Staff
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District Priorities
Spartanburg School District Seven is committed to keeping employees and staff safe. Once of the main ways to ensure this is by encouraging all faculty, staff, and students to stay home if they are sick. The District also encourages all employees to adhere to the following when reporting to school buildings:- Wash hands frequently for at least 20 seconds;
- Avoid touching your face, eyes, nose, or mouth
- Try to social/physical distance (at least six feet when possible) from people;
- Cover your mouth with a tissue or the inside of your elbow whenever you sneeze or cough. If a tissue is used, dispose of it immediately; and wash your hands adhering to proper protocol
- Clean objects you touch frequently. Use disinfectants on objects like phones, computers, doorknobs, etc.
COVID-19 Symptom Check
Masks
The Center for Disease Control (CDC) has issued guidance that all individuals should wear a cloth face mask covering to cover their nose and mouth in the community (public) setting. Wearing a cloth face covering will help protect people around you, including those at higher risk of severe illness from COVID-19 and workers who frequently come into close contact with other people. This is considered an additional public health measure people should take to reduce the spread of COVID-19 in addition to (not-instead of) physical/social distancing, frequent hand cleaning and other everyday preventative measures.COVID-19 in the Workplace
Individuals who are sick with COVID-19 may or may not be symptomatic. If you are sick or think that you may have COVID-19, remain at home and contact your health care provider. report your absence using the standing District procedures. Notify your supervisor and Human Resources if you have a medically documented case of COVID-19 so your time away is tracked as Emergency Paid Leave related to COVID-19.Supervisors, administrators, and HR staff members are obligated to respect the privacy of District employees’ health conditions which is covered by Health Insurance Portability & Accountability Act (HIPAA).
Process for Potential Exposure Notification
When Spartanburg School District Director of Health Services/ Human Resources is informed of a confirmed COVID-19 case, school administration will facilitate informing appropriate fellow employees of their possible exposure to COVID-19 in the workplace but maintain confidentiality as required by the Americans with Disabilities Act (ADA). District Seven will coordinate with local health officials in order to determine best practice for school attendance.- Most workplaces should follow the Public Health Recommendations for Community-Related Exposure (https://www.cdc.gov/coronavirus/2019-ncov/php/public-health-recommendations.html).
- Critical infrastructure workplaces should follow the guidance Implementing Safety Practices for Critical Infrastructure Workers Who May Have Had Exposure to a Person with Suspected or Confirmed COVID-19 (https://www.cdc.gov/coronavirus/2019-ncov/community/critical-workers/implementing-safety-practices.html).
What to do if an employee comes to work with symptoms of COVID-19?
Employees who have COVID-19 symptoms when they arrive at work or become sick during the day should immediately be provided a mask if not already wearing one and immediately separated from other employees, students, and visitors and sent home. Employees who develop symptoms outside of work should notify their supervisor and stay home.COVID-19 symptomatic employees should follow CDC-recommended steps (https://www.cdc.gov/coronavirus/2019-ncov/symptoms-testing/symptoms.html?CDC_AA_refVal=https%3A%2F%2Fwww.cdc.gov%2Fcoronavirus%2F2019-ncov%2Fabout%2Fsymptoms.html ). Employees should not return to work until they have met the criteria to discontinue home isolation and have consulted with a healthcare provider and state or local health department.
What to do if an employee is suspected or has a confirmed case of COVID-19?
In most cases, you do not need to shut down your facility. However, close off any areas used for prolonged periods of time (fifteen minutes or more) by the sick person:- If possible, wait 24 hours before cleaning and disinfecting to minimize potential for other employees being exposed to respiratory droplets.
- During the waiting period, open outside doors and windows to increase air circulation in these areas.
Follow the CDC cleaning and disinfection recommendations:
- Clean dirty surfaces with soap and water before disinfecting them.
- To disinfect surfaces, use products that meet EPA criteria for use against COVID-19 and are appropriate for the surface.
- Always wear gloves and gowns appropriate for the chemicals being used when you are cleaning and disinfecting
- You may need to wear additional personal protective equipment (PPE) depending on the setting disinfectant product you are using.
What to do if an employee has been exposed to COVID-19 but shows no symptoms?
Employees may have been exposed if they are a “close contact” of someone who is infected, which is defined as being within approximately 6 feet of a person with COVID-19 for 15 minutes or more:- Potentially exposed employees who have symptoms of COVID-19 should self-isolate, contact their primary physician, and follow CDC recommended guidelines.
- Potentially exposed employees who do not have symptoms should remain at home or in a comparable setting and practice social distancing for 14 days.
All other employees should self-monitor for symptoms such as fever, cough, or shortness of breath. If they develop symptoms, they should notify their supervisor and stay home.
See Public Health Recommendations for Community-Related Exposure for more information (https://www.cdc.gov/coronavirus/2019-ncov/php/public-health-recommendations.html).
See Safety Practices for Critical Infrastructure Workers Who May Have Had Exposure to a Person with Suspected or Confirmed COVID-19 for more information (https://www.cdc.gov/coronavirus/2019-ncov/community/critical-workers/implementing-safety-practices.html).
What to do if you find out several days after an employee worked, that he/she were COVID-19 positive?
- If it has been less than 7 days since the sick employee used the facility, clean and disinfect all areas used by the sick employee following the CDC cleaning and disinfecting guidelines.
- If it has been 7 days or more since the sick employee used the facility, additional cleaning and disinfecting are not necessary. Continue routine cleaning and disinfecting all high-touch surfaces in the facility.
- Employees may have been exposed to the virus if in close contact. Those with potential exposure should follow guidelines listed above. Those who have symptoms should self-isolate and follow CDC recommended guidelines.
- Those potentially exposed, but with no symptoms, should remain at home or in a comparable setting and practice social distancing for 14 days.
When should employees suspected or confirmed COVID-19 positive be allowed to return to work?
Sick employees should follow steps to prevent the spread of COVID-19 if you are sick (https://www.cdc.gov/coronavirus/2019-ncov/if-you-are-sick/steps-when-sick.html).
Employees should not return to work until they meet the criteria to discontinue home isolation and have consulted with a healthcare provider and state or local health department
Options for returning to work after (home) isolation period criteria have been met?
- Option 1
If, in consultation with a healthcare provider and local public health authorities knowledgeable about locally available testing resources, it is determined an employee will not have a test to determine if they are still contagious, the employee can leave home and return to work after these three conditions have been met:
- The employee has had no fever for at least 72 hours (that is, 3 full days of no fever without the use of medicine that reduces fever) AND
- The employee’s respiratory symptoms have improved (for example, cough or shortness of breath have improved) AND
- It has been at least 10 days since their symptoms first appeared.
- Option 2
If, in consultation with a healthcare provider and local public health authorities knowledgeable about locally available testing resources, it is determined the employee will be tested to determine if they are still contagious, the employee can leave home and return to work after these three conditions have been met:
- The employee no longer has a fever (without the use of medicine that reduces fever) AND
- The employee’s respiratory symptoms have improved (for example, cough or shortness of breath have improved) AND
- They have received two negative tests in a row, at least 24 hours apart. Their doctor should follow CDC guidelines.
FAQ
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Will someone let me know if I have had contact with someone who has tested positive for COVID?
While privacy laws keep us from sharing each of these cases with you, please take precautions as if everyone has COVID-19, including you and your family. If we find out that you have been in direct contact with a positive COVID-19 case, or someone whose medical provider diagnosed them with a presumed case of COVID-19, we will contact you.
We will ask everyone who has been in close contact (prolonged close contact of 15 minutes or more) to stay at home and self-quarantine for 14 days from exposure. -
If I don’t feel well, how do I deal with leave, and whom do I need to notify?
If you believe your symptoms are COVID-19 related, you might qualify for additional leave through the Families First Coronavirus Response Act (FFCRA). You will need to report your absence as usual, contact your supervisor, and you will need to contact our Director of Health Services. (you do not necessarily have to test positive for COVID-19 to qualify, if you have symptoms and are quarantined, you may qualify)
If you are sick but it is not COVID-19, you will use your sick leave as usual, in accordance with district policy. -
What if I need to take leave for COVID-19?
If you need to take time off because of COVID-19, you might qualify for paid leave under the Family First Coronavirus Relief Act (FFCRA), which applies through December 31, 2020.
You will need to talk to both your supervisor, the Director of Health Services, or Human Resources, and you will need to fill out the proper forms and get the required documentation.
The FFCRA provides up to two weeks (10 days) of paid sick leave at your regular rate of pay if you cannot work because you are quarantined on the advice of a healthcare provider or seeking a medical diagnosis for COVID-19 symptoms. Employees who meet this criteria will need to complete the FFCRA Request Form and provide medical documentation.
The FFCRA provides up to two weeks (10 days) of paid sick leave at two-thirds your regular rate of pay if you cannot work because you are caring for a child who is quarantined on the advice of a healthcare provider or who is seeking a medical diagnosis for COVID-19 symptoms.
The FFCRA also offers up to 12 weeks of paid expanded family and medical leave at two-thirds your regular rate of pay if you cannot work because you need to care for a child whose school or childcare provider is closed or unavailable due to COVID-19. You must have been employed for at least 30 calendar days. -
Is a diagnosis confidential?
Keep in mind that each staff member must keep strictly confidential all medical information regarding students and other staff, including symptoms and attendance. This includes not discussing others’ medical information with coworkers.
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What if I use all of my FFCRA leave to care for a family member but then get COVID-19 symptoms? Do I get more FFCRA leave?
No. If you use all your allotted FFCRA paid sick leave, you do not receive additional FFCRA paid sick leave for a different qualifying reason. However, you could use your district-provided paid leave, or you might be eligible for traditional FMLA. Traditional FML is unpaid leave, the district currently requires employees to use any accumulated leave while on traditional FML to run concurrently.
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Can I use my district-provided leave to supplement the two-thirds pay rate during a period of FFCRA leave I must take for caring for my child?
If you are taking FFCRA paid sick leave, you may use existing district-provided leave to supplement your leave benefits up to one-third pay, but you must inform Human Resource Services to do so.
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Can my supervisor or HR send me home? If so, do I have to use my leave?
Your supervisor, the Director of Health Services, or someone in HR reserve the right to send you home if they believe you have COVID-19 symptoms or an illness that is causing concern about your wellbeing or the risk of contagion to others. There will be expectations for you to pursue treatment or medical consultation. You might be eligible for paid leave for seeking a medical diagnosis for COVID-19 symptoms. Check with HR to see if you meet the criteria, and if you do, you will need to complete the FFCRA Request Form.
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Can my supervisor or HR ask me about my symptoms if they are related to COVID?
Yes, the Equal Employment Opportunity Commission has weighed in on COVID-related conversations in the workplace. Normally an employer may not ask you specific questions related to symptoms without medical documentation. However, as COVID-19 is a medical condition that affects others and has been deemed a public health concern, employers may ask employees if they are experiencing COVID-related symptoms, even prior to the employee working at the facility or location.
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If I am a benefit-earning employee and use COVID-related leave, will I still get my benefits?
As long as you are a benefit-eligible employee and remain in paid status, your district-provided and paid benefits will continue. If you are no longer in paid status and are using some form of approved non-paid leave, you might be responsible for a portion of your benefits premium. Both the Human Resource Services department and the Benefits department will assist you in determining any financial obligation you might have.
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If I am caring for my child who has COVID, do I get the two-thirds emergency paid sick leave for two weeks and then up to 10 weeks of two-thirds paid leave for the expanded FMLA?
You could. For situations that are specific to COVID-19, please contact Human Resource Services for direct guidance.
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If I am caring for my child, may I use the leave every other day or every other week?
Leave provided under the Family First Coronavirus Response Act (FFCRA) can only be used intermittently upon agreement between the employee and the employer. Each case will be determined individually and considered on the basis of being able to secure substitutes and cover work obligations.
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If I am using 12 total weeks to care for my child, why do I only get 2/3 pay? Can I use my own accrued leave so that I’m paid my full salary?
Yes. You can qualify for the FFCRA and get 12 weeks at 2/3 pay if approved (Dept. of Labor Guidelines).
Or, if you have accrued leave built up, you can use your own accrued leave to receive full salary until your accrued leave days are exhausted, then apply for FFCRA.
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What if my child or I have a compromised immune system?
Please contact Human Resource Services immediately if you are unable to return to work in August. Human Resource Services will work with you to determine your options.