HomeMy WebLinkAbout14 21 LLii.iP 3i .
COUNTY OF JEFFERSON
State of Washington
In the Matter of Adopting a Sixth } 14 21
Temporary County Policy Based on } RESOLUTION NO.
Emergency Response to the COVID-19 }
Pandemic }
WHEREAS, on February29, 2020, Governor JayInslee declared a State of
Emergency in all Counties in Washington State to due to the public health emergency caused by
the COVID-19 virus; and
WHEREAS,on March 10,2020,the Jefferson County Health Officer issued a Public
Health Order to control and prevent the spread of the COVID-19 virus; and
WHEREAS, on March 11, 2020, the World Health Organization declared the
outbreak of COVID-19 to be a pandemic; and
WHEREAS, on March 16, 2020, the Jefferson County Board of Commissioners
approved a Declaration of Emergency due to the COVID-19 Pandemic; and
WHEREAS, on March 23, 2020, Governor Jay Inslee signed Proclamation 20-25
declaring that a State of Emergency continues to exist in all Counties in Washington State due to
COVID-19; and that his prior proclamations are amended and superseded by a Proclamation to
impose a Stay Home — Stay Healthy Order throughout Washington State, which prohibits all
people in Washington State from leaving their homes or participating in social, spiritual and
recreational gatherings of any kind regardless of the number of participants, and all non-essential
businesses in Washington State from conducting business, within the limitations provided in
Proclamation 20-25; and
WHEREAS, on March 23, 2020, the Jefferson County Board of Commissioners
approved a Resolution Temporarily Limiting Access to County Buildings and Offices through
April 24, 2020, due to the COVID-19 Pandemic; and
WHEREAS, on March 23, 2020, the Jefferson County Board of Commissioners
approved a Resolution Adopting a Temporary Policy for a Limited Period of Time to Grant
"Emergency Paid Administrative Leave"; Authorize Telecommuting; and Authorize Sick Leave
Advancement for employees due to the COVID-19 Pandemic through April 24, 2020; and
WHEREAS, on April 2, 2020, Governor Jay Inslee extended through May 4, 2020,
his Stay Home— Stay Healthy Order throughout Washington State, which prohibits all people in
Washington State from leaving their homes or participating in social, spiritual and recreational
gatherings of any kind regardless of the number of participants, and all non-essential businesses in
Washington State from conducting business, within the limitations provided in Proclamation 20-
25; and
Page 1 of 4
WHEREAS, on April 13, 2020, the Jefferson County Board of Commissioners
approved a Resolution Extending the Order Temporarily Limiting Access to County Buildings and
Offices due to the COVID-19 Pandemic through May 4, 2020 or for as long as the Governor's
Stay Home—Stay Healthy Order is in effect; and
WHEREAS, on April 13, 2020, the Jefferson County Board of Commissioners
approved a Resolution Adopting a Second Temporary Policy to Authorize Telecommuting;
Temporary Expanded Use of Employer Provided Sick Leave; Temporary Sick Leave
Advancement; and Use of Leave provided under the Federal Families First Coronavirus Response
Act (FFCRA) due to the COVID-19 Pandemic through May 4, 2020 or for as long as the
Governor's Stay Home— Stay Healthy Order is in effect; and
WHEREAS, on May 4, 2020, Governor Jay Inslee extended through May 31, 2020,
his Stay Home — Stay Healthy Order throughout Washington State, as provided in Proclamation
20-25 as amended, and adopted the Safe Start Washington plan allowing phased reopening of the
economy and activities in Proclamation 20-25.3; and
WHEREAS,on May 22,2020,Jefferson County applied to enter Phase 2 of the Safe
Start Washington plan with modifications pursuant to Jefferson County Health Board Resolution
30-20 and Jefferson County Resolution 31-20; and
WHEREAS, on May 23, 2020, the Washington State Department of Health
approved Jefferson County to enter Phase 2 of the Safe Start Washington plan; and
WHEREAS, on May 28, 2020, Jefferson County Health Officer Dr. Thomas Locke
issued Directive No 2020-2 requiring all individuals to wear face coverings over their noses and
q g g
mouths at indoor public settings, or at outdoor locations and cannot maintain distancing of
approximately six feet, effective June 1, 2020; and directing that owners and operators shall not
permit non-employees to enter a business unless wearing a cloth face covering,except while eating
or drinking, effective when Jefferson County began full implementation of Phase 2 of the Safe
Start Washington plan; and
Ili WHEREAS, on May 31, 2020, Governor Jay Inslee extended through July 1, 2020
his Stay Home — Stay Healthy Order by issuing Proclamation 20-25.4 entitled Transition From
"Stay Home — Stay Healthy" To "Safe Start — Stay Healthy" County-By-County Phased
Reopening; and
WHEREAS, under the Governor's Proclamation 20-25.4, the "Safe Start — Stay
Healthy" County-By-County Phased Reopening includes a requirement beginning June 8, 2020
that all employees must wear a cloth facial covering, except when working alone in an office and
other exceptions, and requires employers to provide cloth facial coverings to employees except for
certain occupations that require a higher level of protection; and
WHEREAS,on June 24,2020,the Secretary of Health issued Order 20-03,effective
June 26, 2020, requiring all individuals in Washington State to wear a face covering that covers
their nose and mouth when in any indoor or outdoor public setting, except under certain
Page 2 of 4
circumstances, which provides a minimum level of protection for Washingtonians when they are
not at work where the Department of Labor& Industries' face covering requirements apply; and
WHEREAS, on July 24, 2020, the Secretary of Health issued Order 20-03.1,
effective July 25, 2020, which expands the Secretary's prior face covering mandate to require all
people in Washington State to wear a face covering when they are outside of their house, mobile
home, apartment, condominium, hotel or motel room, bedroom in a congregate living setting, or
other dwelling unit; and
WHERAS, health professionals and epidemiological modeling experts advise that
Washington is still in a state of COVID-19 outbreak, and pauses in phase reopening, restrictions
on gathering size, and increased mask use may help prevent Washington from experiencing the
crisis situation being experienced in other parts of the country; and
WHEREAS, science also suggests that by ensuring safe social distancing hygiene
practices, and the use of cloth face coverings, many business and recreational activities can be
conducted with limited exposure to customers, which is important to revitalizing Washington
State's economy, restoring jobs, and providing necessary goods and services; and
WHEREAS, The Washington State Department of Health has confirmed localized
person-to-person spread of COVID-19 in Washington State, significantly increasing the risk of
exposure and infection to the general public, and creating an extreme public health risk that may
spread quickly; and
WHEREAS, Proclamation 20-25 has been amended several times, with the most
recent amendment occurring on November 15, 2020 in Proclamation 20-25.12, which renamed
Proclamation 20-25 et seq. "Healthy Washington—Roadmap to Recovery;" and,
WHEREAS, Proclamation 20-25.12 makes clear that restrictions in prior
proclamations continue to apply, except as amended in Proclamation 20-25.12, which makes clear
that Proclamation 20-25 et seq. remain in effect until rescinded, and requires people to wear face
masks both while at work and while not at work; and
WHEREAS, Congress passed a new Coronavirus relief bill December 21, 2020
which allows employers to extend Federal Families First Coronavirus Response Act (FFCRA)
employee leave benefits through March 31, 2021, and Jefferson County deems it is in its interest
to implement this extension: and
WHEREAS, Jefferson County, in order to promote public health during this
pandemic, deems it is in its interests for employees eligible for FFCRA Use of Leave as specified
in the Act to have their leave eligibility reset to 80 hours effective January 1, 2021 through March
31, 2021, and
WHEREAS, as of March 1,2021, COVID-19 vaccines will soon become available
for the general public and employees according to each individual's Washington State mandated
priority order and Jefferson County,in order to promote public health during this pandemic,deems
it in its interests to encourage employees to become vaccinated; and
Page 3 of 4
WHEREAS, Policy 4 below, EXTENSION AND ENHANCEMENT OF THE
FEDERAL FAMILIES FIRST CORONAVIRUS RESPONSE ACT (FFCRA), is set to expire
March 31, 2021 unless Congress takes additional action, and
WHEREAS, RCW 38.52.070(2) vests emergency powers in the Board to take
extraordinary measures for the preservation of public health and to relieve loss, hardship, and
suffering; and
WHEREAS, the severity of the situation demands that the Board take measures to
protect the public and County employees from further transmission of COVID-19 in Jefferson
County;
NOW, THEREFORE, BE IT RESOLVED, by the Board of Jefferson County
Commissioners that:
1. Policy 1, 2, 3, 5, and 6 shall all remain in effect through June 30, 2021, or the end of the
declared pandemic, whichever is sooner, as a temporary measure to slow and help prevent
the spread of the COVID-19 virus, APPENDIX `I' — Temporary Personnel Policies to
Address the COVID-19 Pandemic as amended (attached) continues to be added to the
Jefferson County Personnel Administration Manual and contains standards for public
service and accountability and is necessary to maintain the efficiency of governmental
operations. Employees who fail to follow the requirements of APPENDIX `I' are subject
to disciplinary action and termination for just cause.
2. Policy 4 shall expire March 31, 2021 unless Congress allows employers the option of
extending the EXTENSION AND ENHANCEMENT OF THE FEDERAL FAMILIES
FIRST CORONAVIRUS RESPONSE ACT (FFCRA). If an extension is allowed by
Congress, this Resolution extends this policy through June 30, 2021.
3. Policy 7, TEMPORARY PAID ADMINISRATIVE LEAVE ENHANCEMENT, shall be
effective from February 1, 2021 (to allow retroactive adjustment of an employee's time, in
limited circumstances)through September 30, 2021. This temporary policy allows regular
Jefferson County employees to be vaccinated on paid work time, with limitations.
4. This Resolution shall repeal and replace Resolution 79-20 of Jefferson County.
w`' PROVED AND ADOPTED this I day ofAilot-Va" , 2021.
/ \'3 �` JEFFERSON COUNTY
kim . 1 , ' ' BOARD OF COMMISSIONERS
it. : & Kate De. , Chair
OW
A`TTI✓ a o H ,w ` s '�*,�~ ember
aroly Gallaway, CMC e 4 i Isenhour, Member
Clerk of the Board
Page 4 of 4
APPENDIX `I' — Temporary Personnel Policies
to Address the COVID-19 Pandemic
1. TELECOMMUTING: Healthy County employees may be allowed to work from home or
another authorized location, as necessary and if practical, before being allowed to use sick
leave. Accordingly, Elected Officials and Department Directors, at their discretion and in the
County's interest, may take steps to temporarily assign employees to work in an isolated
fashion,driving an individually assigned vehicle or piece of equipment with no passengers and
avoiding close contact with others, or to maximize the assignment of employees to work from
locations other than their County workplace, including their homes. Elected Officials and
Department Directors are authorized to develop temporary alternate work schedules as may be
necessary to increase physical distancing and to address other public health recommendations.
Elected Officials and Department Directors will determine which positions are eligible to
temporarily telecommute based on essential functional role and business needs.
Telecommuting is not designed to be a replacement for appropriate childcare or eldercare.
These telecommuting requirements must be followed:
A. Telecommuting employees may be provided with county-owned equipment to perform
their job duties or may be authorized to use their own personal equipment subject to
configuration by Central Services IT. Telecommuting employees are responsible for
maintenance and repair of their own personal equipment.
B. At a remote location approved by the Elected Official or Department Director
telecommuting employees must establish and maintain a safe, healthful and appropriate
ergonomic work environment.
C. Telecommuting employees will ensure the security and protections of information
accessible from their alternate work location and will check with their supervisor when
security matters are at issue. No confidential information (including administrator
passwords) will be downloaded to any data storage device (including but not limited to
hard drive, CD, DVD, or USB stick). Any information that is considered confidential or
protected will not be removed from any County office without express written approval of
the Elected Official or Department Director.
D. The approved remote work location for an employee will not be changed without the prior
and express written approval of the Elected Official or Department Director.
E. Telecommuting employees must adhere to the attendance schedule of their designated
work hours and get advance approval of the Elected Official or Department Director for
any schedule changes.
F. Telecommuting employees covered by FLSA shall observe all normal workhours, meal
period breaks and rest period breaks as required by State and Federal laws.
G. Telecommuting employees must be accessible by email,telephone and/or video conference
during designated work hours, and if required, must be available to come into the office to
perform certain duties as requested by the Elected Official or Department Director, except
for limited periods when their official duties require them to be temporarily inaccessible
(such as traveling to perform a work task in an area without cell service).
H. The Elected Official or Department Director shall establish an appropriate method for
reporting on performance of job duties and task assignments. One example of this would
Page 1 of 8
Adopted: Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
be the telecommuting employee emails their supervisor their daily work plan at the
beginning of each day, and keeps a log of work performed.
I. Telecommuting employees must contact their supervisor if the employee is uncertain about
their work plan, has questions about duties, has insufficient work to fill their scheduled
workday,is unable to continue remote access or has concerns or problems with their remote
work location.
J. All duties, obligations, responsibilities, and conditions of employment with the County
remain unchanged and all County rules, regulations, policies and procedures pertaining to
employee conduct, and performance of duties and health and safety must be followed.
K. Employees assigned to telecommute by the Elected Official or Department Director shall
agree to and sign the attached Telecommuting/Remote Work Agreement. The Agreement
shall be updated any time there is a change authorized by the Elected Official or
Department Director.
2. TEMPORARY EXPANDED USE OF EMPLOYER PROVIDED SICK LEAVE: Elected
Officials and Department Directors may approve the use of employer provided sick leave for
the specific reasons listed below which may be in addition to the reasons provided elsewhere
in the Jefferson County Personnel Administration Manual or otherwise required by State law.
This applies to employees, including those employees in their trial period:
A. Who are sick or are taking care of someone who is sick;
B. Who have been exposed to an individual suspected or confirmed to have COVID-19 and it
has been recommended by an Elected Official, Department Director or health care
professional that the employee be in isolation or quarantine;
C. Who have to care for a child when their child's school or place of care has been closed due
to COVID-19, including schools or places of care that have moved to online instruction or
to another model in which children are expected or required to complete assignments at
home in place of in-person instruction;
D. Who are at higher risk of getting very sick from COVID-19 (65 years-old and older, have
underlying health issues, or are pregnant); or,
E. Who are ordered not to come to their workplace by federal, state or local government
officials or so advised by a health care professional, even though they are not sick.
3. TEMPORARY SICK LEAVE ADVANCEMENT: Elected Officials and Department
Directors may approve up to ten(10) days of sick leave advancement for employees who have
no sick leave available to them and who have exhausted all other accrued paid leave, and all
other conditions are reasonable to such negative accrual. This applies to employees, including
those employees in their trial period:
A. Who are sick or are taking care of someone who is sick;
B. Who have been exposed to an individual suspected or confirmed to have COVID-19 and it
has been recommended by an Elected Official, Department Director or health care
professional that the employee be in isolation or quarantine;
C. Who have to care for a child when their child's school or place of care has been closed due
to COVID-19, including schools or places of care that have moved to online instruction or
Page 2 of 8
Adopted: Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
to another model in which children are expected or required to complete assignments at
home in place of in-person instruction;
D. Who are at higher risk of getting very sick from COVID-19 (65 years-old and older, have
underlying health issues, or are pregnant) and who request an accommodation; or,
E. Who are ordered not to come to their workplace by federal, state or local government
officials or so advised by a health care professional, even though they are not sick.
Advanced accrual of up to ten(10)days of sick leave balance will be repaid either through
future positive accruals at normal accrual rates or with a deduction from final employment
payments should an employee leave County service for any reason when their sick leave
account remains negative.
4. EXTENSION AND ENHANCEMENT OF THE FEDERAL FAMILIES FIRST
CORONAVIRUS RESPONSE ACT(FFCRA): Elected Officials and Department Directors
shall consider the use of leave specifically authorized by the FFCRA. In addition to the policies
above, under the federal FFCRA, which is extended from January 1, 2021 through March 1,
2021, employees may be eligible for paid sick leave and expanded family and medical leave
for specific reasons related to COVID-19.
FFCRA includes Emergency Paid Sick Leave and Expanded Family and Medical Leave,which
are summarized along with an enhancement by Jefferson County for 2021, below. In the
application of FFCRA including the County's enhancement, the regulations of the U.S.
Department of Labor controls.
A. Emergency Paid Sick Leave:
1. In addition to sick leave benefits the employer already provides to employees, eligible
full-time employees are entitled to up to 80 hours from March 1, 2020 through
December 31, 2020, and are entitled to up to an additional 80 hours from January 1,
2021 through March 31, 2021.
2. Eligible employees who work a part-time or temporary schedule are entitled to be paid
based on the average number of hours the employee worked for the six months prior to
taking this is eaves
3. Eligible employees who have worked for less than six months prior to taking leave are
entitled to be paid based on the average number of hours the employee would normally
be scheduled to work over a two-week period.)
4. Eligible employees receive 100% of pay up to $511 daily and $5,110 total for
qualifying reasons in Section C.1, C.2, or C.3 below.
5. Eligible employees receive 2/3 pay up to $200 daily and $2,000 total for qualifying
reasons in Section C.4, C.5, or C.6 below.
B. Expanded Family and Medical Leave:
1. Eligible employees who have been employed for at least 30 days prior to their leave
request may be eligible for up to 12 weeks of family and medical leave.
Page 3 of 8
Adopted: Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
2. The first ten (10) days is unpaid, but employees are allowed to use their emergency
paid sick leave or any other accrued leave they may have.
3. Eligible employees receive 2/3 pay up to $200 daily and $10,000 total for qualifying
reason in Section C.5 below.
C. Qualifying reasons for leave related to COVID-19:An employee is entitled to take leave
related to COVID-19 if the employee is unable to work, including unable to telework,
because the employee is:
1. Subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
2. Advised by a health care provider to self-quarantine due to concerns related to COVID-
19;
3. Experiencing COVID-19 symptoms and is seeking a medical diagnosis.
4. Caring for an "individual" who is subject to an order described in "1" or a self-
quarantine as described in"2" above;
5. Caring for the employee's child under age 18 due to the closure of the child's school
or unavailability of the child's childcare provider due to COVID-19 related reasons,
including schools or places of care that have moved to online instruction or to another
model in which children are expected or required to complete assignments at home in
place of in-person instruction; or,
6. Experiencing any other substantially similar condition specified by the U.S.
Department of Health and Human Services.
5. HEALTH AND SAFETY WORKPLACE REQUIREMENTS: To help prevent the spread
of COVID-19 employees must follow these workplace requirements:
A. Employee Self Pre-screening Before Starting Work and Temperature checks: Prior to
reporting to work at a County facility, each employee will self-screen and self-monitor for
potential COVID-19 symptoms and will immediately report to their supervisor if they are
experiencing symptoms outlined below (some departments may require thermometer
temperature checking of employees based on their level of risk exposure as outlined in
OSHA standards and requirements):
1. A cough that they cannot attribute to another health condition;
2. Shortness of breath or difficulty breathing that they cannot attribute to another health
condition;
3. A fever(100.4 degrees F or higher), or a sense of having a fever;
4. A sore throat;
5. Muscle or body aches that they cannot attribute to another health condition, or that may
have been caused by a specific activity (such as physical exercise);
6. Chills or repeated shaking with chills;
7. Headache;
8. A new loss of smell or taste;
9. Fatigue;
10. Congestion or runny nose;
Page 4 of 8
Adopted: Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
11. Nausea or vomiting;
12. Diarrhea.
B. Within the last 12 hours, if an employee has 1) a cough that they cannot attribute to
another health condition, or 2) shortness of breath or difficulty breathing that they
cannot attribute to another health condition, or 3) if an employee has at least two of
the remaining symptoms listed in 5.A. above, the employee shall do all of the
following:
1. Contact their health care provider immediately or call the Jefferson Health Care
COVID-19/Respiratory Illness Nurse Consult line at 360-344-3094 for an evaluation.
2. Notify their supervisor immediately.
Follow guidance provided by the Centers for Disease Control and Prevention (CDC)
regarding symptoms and testing and what to do if you are sick:
https://www.cdc.gov/coronavirus/2019-nCoV/index.html.
C. Sick Employees Must Stay Home: Please help keep co-workers safe. This includes
temporary/seasonal employees.
1. If you are sick, please contact your supervisor immediately and stay at home.
2. Medical certification from your health care provider may be required.
3. If you need to stay home to care for a sick family member, please do so. During this
time, more workers may need to stay at home to care for sick children or other sick
family members than is normal.
4. Employees may use applicable Federal Emergency Paid Sick Leave as well as their
individual leave accruals per policy (e.g., sick leave, vacation, floating holidays, and
comp time).
D. COVID-19-Sick Employees or Family Members:
1. Employees who have been sick with or without COVID-19 may be required to provide
medical certification. Medical certification for FMLA requests will be required if the
FMLA is for a COVID-19-sick employee or family member.
2. If an employee has COVID-19, the employee must:
a. Notify their supervisor immediately. The supervisor and any other employee who
knows must keep it confidential.This is required by the Americans with Disabilities
Act(ADA);
b. Contact the Public Health Department. The Public Health Department will conduct
contact tracing and inform close contacts of the sick employee that they may have
been exposed to COVID-19; and,
c. Follow guidance from the CDC regarding symptoms and testing and what to do if
you are sick: https://www.cdc.gov/coronavirus/2019-nCoV/index.html.
3. Employees who have a family member at home with COVID-19 must:
a. Notify their supervisor immediately.
Page 5 of 8
Adopted: Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
b. Contact the Public Health Department. The Public Health Department will conduct
contact tracing and inform close contacts of the sick employee that they may have
been exposed to COVID-19; and,
c. Follow guidance from the CDC regarding symptoms and testing and what to do if
you are sick: https://www.cdc.gov/coronavirus/2019-nCoV/index.html.Working
remotely may be authorized if approved by the employee's department director.
E. Required Physical Distancing and Face Coverings: To help prevent the spread of
COVID-19 employees must follow these workplace requirements:
1. Employees shall keep at least six feet of physical distance between coworkers, and the
public at all times, when feasible. Elected Officials and Department Directors or the
Human Resources Manager may determine the locations where the required physical
distancing is not feasible.
2. Employees shall use a face covering to cover the nose and mouth to prevent
transmitting droplets from coughs and sneezes when they are: 1) in a location where
the required physical distancing in Section 5.E.1, above is not feasible or they are
unable to keep at least six feet of physical distancing between them and other
individuals; 2)at their desk which is not situated six feet from other individuals(unless
other transmission-mitigation alternatives to face coverings approved by Public Health
have been implemented); 3) leaving their personal work space and entering common
work areas, hallways, stairways, meeting rooms,breakrooms, restrooms, or any public
area where they might encounter other individuals and may not be able to keep at least
six feet of physical distance between them and another individual.
3. When wearing face coverings is required, employees may wear County-provided face
coverings or coverings made or purchased by the employee.
4. Employees shall keep cloth face coverings clean,consistent with washing standards set
by the CDC.
5. Employees should avoid touching mouth, nose, eyes or nearby surfaces when putting
on, using, and removing a face covering.
6. Employees shall limit in-person meetings. Use phone conferences or video meetings
when available.
7. When a meeting in person is necessary, employees shall only meet in a large room or
outdoors,and shall maintain a distance of at least six feet from one another. Employees
shall meet in person only for as short a time as possible.
8. If work duties require driving, employees who do not live together must take separate
vehicles when the passenger space does not allow for physical distancing.
9. The judges of the District and Superior Courts have authority to modify the
requirements in this Section as necessary to meet statutory or constitutional
requirements for their courtrooms.
10. Pursuant to the Americans With Disabilities Act of 1990 (42 U.S.C. §§ 12101-12213)
or the Washington State Law Against Discrimination (ch. 49.60 RCW), an employee
may request an accommodation to the face covering requirements in this section.
Page 6 of 8
Adopted: Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
F. Frequent and Adequate Hand Washing: To help prevent the spread of COVID-19
employees must follow these workplace requirements:
1. Wash hands frequently and regularly with soap and water for at least 20 seconds as
needed and including: when arriving at work, coming and going from different
worksites, taking breaks, using the restroom, before and after eating, drinking or using
tobacco products, after sneezing and/or coughing, and after touching surfaces or
handling objects touched by others or suspected of being contaminated.
2. Use hand sanitizer(between handwashing) after touching surfaces or handling objects
touched by others or suspected of being contaminated.
3. Do not touch mouth, nose or eyes with unwashed hands.
G. Routine and Frequent Cleaning and Sanitizing: To help prevent the spread of COVID-
19 employees must follow these workplace requirements:
1. Frequently clean, sanitize and disinfect commonly touched surfaces and objects in
work areas.
a. For scanners, copiers, and printers see the attached "Canon Cleaning Guidelines
4.28.20.pdf'
b. Computers/Monitors—Not all computers are the same. See the attached"Guidance
for Keeping Your Dell Technologies Equipment Clean_Dell US.pdf' and "Clean
and care for your Surface.pdf'
i. Turn the computer off. Particularly for laptops.
ii. For monitors use a dry, soft, lint-free cloth. If needed use a solution of mild
soap and water. Do not use:
1. Aerosol sprays—no Windex!
2. Don't spray liquid directly on a screen.
3. Don't use a hard cloth.
iii. If your mouse/keyboard is particularly dirty contact IT for a replacement.
2. Do not use other workers' phones, desks, offices, or other work tools and equipment
when possible. If an employee must use other workers' equipment, the employee
should clean, sanitize and disinfect the equipment before and after use. Do not share
headsets or other objects that are near the mouth or nose.
H. Education: To help prevent the spread of COVID-19 employees are provided the
following information about these workplace requirements:
1. Education and information about COVID-19 is provided to employees through adopted
policies, established guidelines and protocols, signs, posters, informational bulletins
and meetings.
2. Resources for current information and additional guidance include:
a. Centers for Disease Control and Prevention(CDC): www.cdc.gov/coronavirus.
b. Washington State Department of Health: www.doh.wa.gov/coronavirus.
c. Washington State Department of Labor and Industries: www.lni.wa.gov.
Page 7 of 8
Adopted: Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
d. Jefferson County Public Health: www.co.j efferson.wa.us/1429/COVID-19 or by
telephone at(360)385-9400.
6. DELEGATION OF AUTHORITY TO COUNTY ADMINISTRATOR TO ISSUE
INTERPRETATIONS: Federal and state law is in a state of flux as the federal and state
government move to address the COVID-19 emergency. Accordingly, during the temporary
period of the public health emergency,the County Administrator is hereby delegated authority
to issue interpretations as needed of how these Policies and the leave policies of the Jefferson
County Personnel Administration Manual shall be administered by the County, including
Elected Officials and Department Directors, during the temporary period of the public health
emergency to ensure efficient use of resources and compliance with federal and state law.
7. TEMPORARY PAID ADMINISRATIVE LEAVE ENHANCEMENT: - CIVUD 19
vaccines will soon become available for the general public and Jefferson County employees
according to each individual's Washington State mandated priority order. Jefferson County,in
order to promote public health during this pandemic, deems it in its interests to encourage
employees to become vaccinated. Therefore, retroactive to February 1, 2021, each regular
employee may temporarily use Paid Administrative Leave(pay code 223)when absent in order
to be vaccinated against COVID-19. This code may be used twice by each regular employee,
for up to 2 hours each usage.
If federal or state requirements are more stringent than the above policy,the more stringent federal
or state requirements shall apply.
Page 8 of 8
Adopted: Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
Consent Agenda
JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
AGENDA REQUEST
TO: Board of County Commissioners
FROM: Philip Morley, County Administrator
Andy Rowlson, Human Resources Manager
DATE: March 15, 2021
SUBJECT: RESOLUTION NO. re: In the Matter of Adopting a Sixth Temporary County
Policy Based on Emergency Response to the COVID-19 Pandemic
STATEMENT OF ISSUE:
As a temporary measure to protect public health and County employees under the declared State of
Emergency for COVID-19, the proposed resolution adopts a sixth temporary County policy based on
emergency response to the COVID-19 Pandemic.
This sixth temporary policy:
•Extends policy Numbers 1, 2, 3, 5 and 6 through June 30, 2021or the end of the declared pandemic,
whichever is sooner.
*Ends policy Number 4 (Extension and Enhancement of the Federal Families First Coronavirus
Response Act (FFCRA) on March 31, 2021 unless an extension is allowed by Congress. If
authorized to continue the FFCRA by Congress, instead of ending #4 this leave through June 30,
2021.
•Adds a new temporary policy 7, Temporary Paid Administrative Leave Enhancement, which allows
regular Jefferson County employees to be vaccinated on paid work time, with limitations. This policy
7 is effective February 1, 2021 (to allow retroactive adjustment of an employee's time, in limited
circumstances) through September 30, 2021.
ANALYSIS:
The proposed resolution adopts a sixth temporary County policy authorizing the following:
1) Continued telecommuting;
2) Continued temporary expanded use of employer provided sick leave;
3) Continued temporary sick leave advancement for employees who have no sick leave available to them
and who have exhausted all other accrued paid leave;
4) Extension or ending of leave options provided for in the Federal Families First Coronavirus Response
Act (FFCRA) depending upon authorization by Congress; and
5) Health and Safety Workplace Requirements; and
6) Delegation of authority to the County Administrator to issue interpretations of how these policies and the
leave policies of the County's Personnel Administration Manual shall be administered by the County,
including Elected Officials and Department Directors; and
7) Creation of a Temporary Paid Administrative Leave Enhancement benefit to help assure regular
employees are able to become COVID-19 vaccinated as soon as practicable.
Consent Agenda
This policy shall be in effect through June 30, 2021 or the end of the declared pandemic, except#7 which
will be in effect through September 30, 2021. The County is prepared to negotiate the impacts of this policy
with our employee unions as may be requested.
RECOMMENDATION:
Approve the proposed resolution adopting a Sixth Temporary County policy based on Emergency Response
to the COVID-19 pandemic.
REVI BY:
Philip Morley, my Adiministrator Date