The below post is taken from the Video Blog, the Subject Matter Minute. If it’s a little hard to read, it’s because it’s taken from the spoken word. You can view the episode on YouTube if you would like. Find it here: Episode #53 – Current Covid-19 Policies
If YouTube is blocked for you or your agency, you can scroll to the bottom of this post to view it from Google Drive. (I would prefer you view on YouTube, so I know how many people have watched)
You can also listen to an audio version.
Hello and welcome to another episode of the Subject Matter Minute! Congratulations on surviving another trip around the sun! Welcome to 2022. Also known as COVID: Year 3.
I’ll get back to the covid thing, but first I want to say that I hope everyone had a great holiday season!? Hopefully, your flight wasn’t one of the thousands that got canceled and you ended up spending the holiday on a smelly coffee-stained airport carpet. I know a lot of people did…. Hopefully, it was none of you.
I had a fun break. I especially enjoyed it when the snow gods dumped 5 feet of snow on the Snowy Range Ski area. It was over a week, but I got to enjoy the two best days of snowboarding I’ve ever experienced there. (at Snowy Range, that is) It was delightfully deep. And now… finally… we have a mountain range full of snow to play in. I was starting to get worried.
Hopefully, those of you that enjoy the snow are also getting out to play now.
Alright… let’s talk about COVID. (music)
Before we get started, I want to thank Tricia Flores and Nicki Reitmeyer, both of HRD, for getting me the info on what the current state of affairs is at the state regarding covid.
Also, since the pandemic is an ever-changing, fluid situation, this episode is very time and date-specific. If you are watching much past the weeks of January 10 through, say…. January 28th, you may want to find out if things are different. Today I’m going to tell you what the policies and procedures are NOW.
Let’s start with the basics. Masks. Mask policy at the state is currently set by each agency’s Director. So, if you are just heading back into the office for the first time or you are visiting another agency, please find out before you get there whether or not you need a mask. Let’s just keep that simple.
Next… if you have possibly been exposed or are showing symptoms, you can get a covid test that is at no cost to you. Cigna will cover it. For now. They regularly re-evaluate this and coverage could change. The bottom line is that it’s currently free to you and me. Now… Cigna will not cover the test if it’s simply so you can get on a flight to Cancun. You must have possibly been exposed or be experiencing symptoms. However, as you have probably heard, the Federal Government has purchased home tests that will be available soon. The ordering system is not set up as of this recording. I assume that these tests can be used for whatever situation you deem necessary.
Next, let’s talk about leave associated with covid and the vaccine.
First of all, the policy makes it very clear that the hope is that people can telework. Any admin leave will only be allowed if you are unable to telework. (I’ll get back to that)
Also, while the State personnel system does not ordinarily provide regular paid leave to AWEC and TP01 classifications, the COVID-19 Administrative Leave Policy will apply to both.
First, the policy goes through a list of negatives. Basically when covid admin leave will be denied. Instead of going through those, let’s concentrate on when it will be granted. 🙂
So, the factors to be considered in determining whether COVID-19 Administrative Leave applies includes:
- whether we have the option to telework, in which case we must telework instead of using the Leave;
- whether the Governor or State Health Officer has ordered the closure of your Agency or your building;
- whether we have been directed by the Agency to self-quarantine;
- whether we have been directed by a doctor to self-quarantine;
- whether we have been diagnosed with COVID-19;
- whether we have had direct contact with a person that has been diagnosed with COVID-19;
- whether we provide an essential government service that, if limited, would adversely impact the Agency’s ability to function. (I’m going to go out on a limb here and say that even if your job is deemed “essential”… if you are horribly sick with Covid-19, you will be allowed to take Covid leave. Don’t quote me on that, however.)
Ok, these are the factors used to determine if you can use COVID leave.
Once it is determined that you are eligible for the leave, HRD will determine the amount needed. This is initially up to 5 working days. HRD will re-evaluate at the end of the 5 days to see if more time is needed.
COVID admin leave can also be used if schools or daycares are closed due to COVID.
The HRD Admin may grant twenty days of COVID-19 Administrative Leave to us under the following circumstances:
- We are the custodian of a child under 13 years of age, or of a child under 18 years of age who has disabilities that require full-time care; and
- The school or daycare which the child attends has closed due to COVID-19; and
- We are unable to telework.
However, if childcare responsibilities are shared among two state employees (either because both employees are parents or guardians of the child, share custody of the child, or share a household with the child), then:
- COVID-19 Administrative Leave will only be granted under this policy if neither of the state employees is able to telework; and
- The twenty days granted under this policy must be shared among the two state employees. Ok? You only get 20 between ya.
Also… something to keep in mind. The COVID-19 Administrative Leave doesn’t have to be taken consecutively. So if you can telework intermittently, or find someone to help with childcare intermittently, you can spread out the leave.
Ok… Also…One hour of admin is approved to receive the vaccine. An hour per shot.
Up to 3 days of admin leave can be used for reactions to the vaccination.
Up to 10 days of admin leave can be used for the time that you are waiting for COVID-19 test results. However, if the test is negative and you are still feeling sick, any additional time must be sick leave.
As with all COVID admin leave, the HRD Administrator has the authority to approve beyond these general guidelines on a case by case basis with a detailed request. So, if you are feeling sick beyond the 5 days, it is possible to get more admin leave. I know some people are sick for a long time.
I feel like I need to revisit the teleworking thing. It sounds like if you are able to telework that you cannot use the admin leave. This isn’t true. If you are unable to telework because you are sick with covid, or your young child needs care due to daycare closure… you are unable to telework… so you can use the leave. Hopefully, that’s clear. 🙂
To finish out the admin leave info, the time code to use for this leave is: Salary =ADQRT, Hourly=HRAQT.
Meanwhile, scientists are learning more about the disease every day and they are adjusting guidelines based on this knowledge. The Wyoming Health Department has just released new quarantine and isolation guidelines based on the CDC’s new guidelines. These guidelines are quite complicated as they recommend different procedures based on vaccinated or not vaccinated, fully vaccinated vs. not fully vaccinated, date of last vaccination shot, etc. So…. I’m going to give you the link to the page that explains this on the CDC website. It’s much more clear there. Also, the recommendations for healthcare and correctional facilities are slightly different, so I’ve put the link to those below the video as well.
Ok… remember, if you are watching this video much past the release date, you will definitely want to check with your supervisor or your HR Rep to see if the rules have changed. Honestly, you’ll want to do that anyway… Right now, however, a ton of people are getting sick with COVID, or dealing with it in one way or another, so it’s good to know your options.
Alright, that’s it for today. Be careful out there and stay well! See ya next time.