NORTH SANPETE SCHOOL DISTRICT

Creating Conditions for Learning So All Students Can Succeed

NORTH SANPETE SCHOOL DISTRICT

Creating Conditions for Learning So All Students Can Succeed

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IV-36: Epidemic or Pandemic, or Similar Communicable Disease Outbreak Employee Leave Policy


North Sanpete School District

Statement of ........................

 

Board Policy with Guidelines

Policy Number: IV-36
Effective Date: 08/18/2020

Revised Date: 


PDF Download

 

Subject: Epidemic or Pandemic, or similar Communicable Disease Outbreak Employee Leave Policy                           


DEFINITIONS


  • Epidemic – An outbreak of disease that spreads quickly and affects many individuals within a community, population, or region at the same time.
  • Pandemic – A type of Epidemic (one with greater range and coverage), an outbreak of a disease that occurs over a wide geographic area and affects an exceptionally high proportion of the population.
  • Communicable Disease Outbreak (“Outbreak”) – As identified by the Centers for Disease Control and Prevention (CDC), the Utah Health Department, or the local health department, a greater-than-anticipated increase in the number of cases of a certain Communicable Disease in a geographical area. It can also be a single Communicable Disease case in a new area. If it’s not quickly controlled, an Outbreak can become an epidemic.
  • Communicable Disease – An infectious disease that is transmissible by contact with infected individuals or their bodily discharges or fluids (such as respiratory droplets, blood or semen), by contact with contaminated surfaces or objects, by ingestion of contaminated food or water, or by direct or indirect contact with disease vectors (such as mosquitoes, fleas, or mice).
  • High-Risk Employee – An employee with a health condition that the CDC, Utah Department of Health, or the local department of health has determined makes the employee:
  • more likely to contract the Communicable Disease, or
  • suffer more severe illness as a result of the Communicable Disease-causing the epidemic, pandemic, or Outbreak.


EMPLOYEE GUIDELINES


Employment During an Epidemic, Pandemic, or Other Communicable Disease Outbreak

Unless specifically stated otherwise herein, the provisions set forth in this policy are only applicable in the event the CDC, the Utah Department of Health, or the local department of health declares a current epidemic, pandemic, or other outbreak in the District’s geographical boundaries. If there is not a current epidemic, pandemic, or outbreak declared by an authorized federal, state, or local government authority, then these guidelines are dormant and of no effect unless specifically stated otherwise herein.


Employee Leave in the Event of Required Quarantine or Isolation

An employee shall receive paid leave for all days the employee cannot work or telework (work remotely) due to a Qualifying Reason. Workdays missed by an employee for a Qualifying Reason for the time period advised by the controlling federal, state, or local government authority shall not count against the employee’s leave days or sick bank time.


Qualifying Reason is defined as when the employee is unable to work or telework because the employee:

  1. Is subject to a Federal, State, or local quarantine or isolation order related to the Communicable Disease-causing the Outbreak, epidemic, or pandemic;
  2. Has been advised by a health care provider to self-quarantine related to the Communicable Disease-causing the Outbreak, epidemic, or pandemic; or
  3. Is experiencing symptoms of the Communicable Disease-causing the Outbreak, epidemic, or pandemic and is seeking a timely medical diagnosis.


Reasonable Accommodations For High-Risk Employees

To the extent that they do not create undue hardship (including, but not limited to, financial hardship) on the District or prevent the employee from performing the essential functions of the job, the District may make reasonable accommodations for High-Risk Employees. A few examples of potential reasonable accommodations include:

  1. adjusted work schedule,
  2. assignment changes,
  3. modification of dress code, and
  4. remote work attendance.


These are examples of reasonable accommodations the District could make. They should not be interpreted as accommodations the District has to make. Nothing set forth herein shall limit or restrict employee rights that are established through federal or state law.


Physical Attendance An Essential Function of Job

Anytime all or a portion of students are physically attending school, physical attendance is an essential job function for District employees who typically work from or in District facilities.


However, the District at its sole discretion may make exceptions to the requirement that an employee be physically at work if all four of the following requirements are satisfied:

  1. the employee’s supervisor approves the employee working remotely,
  2. the imposition of reasonable conditions on the employee working remotely,
  3. the employee working remotely does not create an undue hardship on the District, and
  4. the employee is able to perform a significant portion of the essential functions of his/her job from a remote location.


If an employee desires and is authorized to work remotely, then the District may deduct from such employee’s compensation any expense incurred by the District in performing the essential function of the job that is not being performed by the employee working remotely. If the number of employees allowed to work remotely is limited, High-Risk Employees shall be given preference.


Personal Protective Equipment 

Any personal protective equipment (PPE) necessary as a result of the epidemic, pandemic, or Outbreak will be provided by the District. Employees must wear all PPE required by the District. If for health or job performance reasons an employee cannot wear the required PPE, then the District may make reasonable accommodations for that employee.



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