HomeMy WebLinkAbout062821_ra01 Regular Agenda
JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
AGENDA REQUEST
TO: Board of County Commissioners
FROM: Mark McCauley, Interim County Administrator
Andy Rowlson, Human Resources Manager
DATE: June 28, 2021
SUBJECT: RESOLUTION NO. re: In the Matter of Adopting a Seventh 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 seventh temporary County policy based on
emergency response to the COVID-19 Pandemic.
This seventh temporary policy:
1. Extends Policy 1,Telecommuting,until the end of the temporary period of the public health
emergency or when a permanent telecommuting policy is adopted by the Board of County
Commissioners, whichever occurs first.
2. Policies 2,3,and 4 shall all remain in effect,but shall expire at 11:59 p.m.on June 30,2021.
3. Policy 5 shall remain in effect, but shall expire on at 11:59 p.m. on June 30, 2021. A new
Policy 5, as detailed in APPENDIX `I' — Temporary Personnel Policies to Address the
COVID-19 Pandemic as amended(attached),shall be effective at 12:00 a.m.on July 1,2021.
4. Policy 6,DELEGATION OF AUTHORITY TO COUNTY ADMINISTRATOR TO ISSUE
INTERPRETATIONS, remain in effect until the end of the temporary period of the public
health emergency.
5. Policy 7,TEMPORARY PAID ADMINISRATIVE LEAVE ENHANCEMENT,shall remain
in effect,but shall expire at 11:59 p.m. on September 30,2021.This temporary policy allows
regular Jefferson County employees to be vaccinated on paid work time, with limitations.
ANALYSIS:
The proposed resolution adopts a seventh temporary County policy authorizing the following:
1. Continued telecommuting, until a permanent Telecommuting Policy may be adopted;
2. Ends the temporary expanded use of employer provided sick leave;
3. Ends temporary sick leave advancement for employees who have no sick leave available to
them and who have exhausted all other accrued paid leave;
Regular Agenda
4. Ends leave options provided for in the Federal Families First Coronavirus Response Act
(FFCRA) depending upon authorization by Congress; and
5. Ends current Health and Safety Workplace Requirements, and substitutes new Health and
Safety Workplace Requirements; and
6. Continues 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. On September 30, 2021, ends Temporary Paid Administrative Leave Enhancement benefit to
help assure regular employees are able to become COVID-19 vaccinated as soon as practicable.
This policy shall be in effect through September 30, 2021 or the end of the declared pandemic emergency.
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 Seventh Temporary County policy based on Emergency
Response to the COVID-19 pandemic.
REVIEWED BY:
lair /7/
Mark McCaule nterim County Admi 's ator ate
COUNTY OF JEFFERSON
State of Washington
In the Matter of Adopting a Seventh }
Temporary County Policy Based on } RESOLUTION NO.
Emergency Response to the COVID-19 }
Pandemic }
WHEREAS, on February 29, 2020, Governor Jay Inslee 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
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 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 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
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
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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
WHEREAS, as of March 1, 2021, COVID-19 vaccines became 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
WHEREAS, Proclamation 20-25 has been amended several times, with the most
recent amendment occurring on May 21, 2021 in Proclamation 20-25.13; and,
WHEREAS, on June 11, 2021 Governor Inslee announced that industries may
return to usual operations on June 30, 2021, except the May 21, 2021 masking guidance from the
Washington Department of Labor & Industries in Publication F414-179-000 [05-2021] continues
to apply; and
WHEREAS, as of June 13, 2021, 63% Jefferson County residents have been fully
vaccinated; 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. APPENDIX `I' — Temporary Personnel Policies to Address the COVID-19 Pandemic as
amended (attached) is adopted as set forth below.
2. Policy 1 shall remain until the end of the temporary period of the public health emergency
or when a permanent telecommuting policy is adopted by the Board of County
Commissioners, whichever occurs first.
3. Policies 2, 3, and 4 shall all remain in effect, but shall expire at 11:59 p.m. on June 30,
2021.
4. Policy 5 shall remain in effect, but shall expire on at 11:59 p.m. on June 30, 2021. A new
Policy 5, as detailed in APPENDIX `I' — Temporary Personnel Policies to Address the
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COVID-19 Pandemic as amended (attached), shall be effective at 12:00 a.m. on July 1,
2021.
5. Policy 6, DELEGATION OF AUTHORITY TO COUNTY ADMINISTRATOR TO
ISSUE INTERPRETATIONS,remain in until the end of the temporary period of the public
health emergency.
6. Policy 7, TEMPORARY PAID ADMINISRATIVE LEAVE ENHANCEMENT, shall
remain in effect, but shall expire at 11:59 p.m. on September 30, 2021. This temporary
policy allows regular Jefferson County employees to be vaccinated on paid work time,with
limitations.
7. Each policy in this resolution is adopted 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.
8. This Resolution shall repeal and replace Resolution 14-21 of Jefferson County beginning
at 12:00 a.m. on July 1, 2021.
APPROVED AND ADOPTED this day of , 2021.
SEAL: JEFFERSON COUNTY
BOARD OF COMMISSIONERS
Kate Dean, Chair
Greg Brotherton, Member
ATTEST:
Heidi Eisenhour, Member
Carolyn Gallaway, CMC
Clerk of the Board
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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).
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to Address the COVID-19 Pandemic
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
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.
Policy 1 shall remain in effect until the end of the temporary period of the public health
emergency or until a permanent telecommuting policy is adopted by the Board of County
Commissioners, whichever occurs first.
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.
Policy 2 shall remain in effect, but shall expire at 11:59 p.m. on June 30, 2021.
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
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Temporary Personnel Policies
to Address the COVID-19 Pandemic
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
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.
Policy 3 shall remain in effect, but shall expire at 11:59 p.m. on June 30, 2021.
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 leave.
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Adopted: June 21,2021 Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
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.
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.
Policy 4 shall remain in effect, but shall expire at 11:59 p.m. on June 30, 2021.
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
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Temporary Personnel Policies
to Address the COVID-19 Pandemic
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;
11. Nausea or vomiting;
12. Diarrhea.
Section 5.A shall remain in effect, but shall expire at 11:59 p.m. on June 30, 2021.
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.
Section 5.B. shall remain in effect, but shall expire at 11:59 p.m. on June 30, 2021.
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.
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Adopted: June 21,2021 Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic
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).
Section 5.C. shall remain in effect until the end ofthe temporary period ofthe public health
.�.f P Y
emergency.
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.
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.
Section 5.D. shall remain in effect until the end of the temporary period of the public
health emergency.
E. Required Physical Distancing and Face Coverings: To help prevent the spread of
COVID-19 employees must follow these workplace requirements:
The following requirements in Section 5.E. shall remain in effect, but shall expire at 11:59 p.m.
on June 30, 2021:
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.
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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.
The following requirements in Section S.E. are effective at 12:00 a.m. on July 1, 2021:
1. Employees May Wear a Mask or Other Protective Equipment. Employees may wear a
mask or other protective equipment if they choose to, regardless of their vaccination
status.
2. Rules for Fully Vaccinated Employees.
a. Fully vaccinated employees for COVID-19 do not have to wear a mask or socially
distance at work.
b. In order to qualify as a "fully vaccinated employee," an employee must confirm
they are fully vaccinated for COVID-19 by providing proof of vaccination or by
signing a document under penalty of perjury that they are fully vaccinated to the
Human Resources Manager or designee.
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c. "Fully vaccinated" means that a person has received all the required doses of a
vaccine for COVID19 (e.g.,two doses of the Moderna and Pfizer vaccines and one
dose of the Johnson& Johnson vaccine) and two weeks have passed since the final
dose.
3. Required Log of Fully Vaccinated Employees. The Human Resources Manager shall
keep a log of the employees who have verified they have been fully vaccinated and the
date of full vaccination. The Human Resource Manager shall make the log available
to the Washington Department of Labor& Industries upon request.
4. Applicable Rules When Unvaccinated Employees or Other Persons Who Are Not Fully
Vaccinated Are Present.
a. If an employee chooses not to provide proof they have been fully vaccinated, it
shall be assumed that they are not fully vaccinated for purposes of this policy and
all the masking and social distancing requirements of this policy applicable to
unvaccinated employees apply.
b. Unvaccinated employees shall keep at least six feet of physical distance between
coworkers and the public at all times, unless not feasible. Elected Officials and
Department Directors or the Human Resources Manager may determine the
locations where the required physical distancing is not feasible.
c. Unvaccinated Employees, including those who have not provided the required
proof that they are fully vaccinated, shall use a face covering to cover the nose and
mouth when they are: (i) in a location where the required physical distancing in
Section 5.D.4.b., is not feasible or they are unable to keep at least six feet of
physical distancing between them and other individuals; (ii) 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);
or, (iii) 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.
d. Unvaccinated employees should avoid touching mouth, nose, eyes or nearby
surfaces when putting on, using, and removing a face covering.
e. When wearing face coverings is required, unvaccinated employees may wear
County-provided face coverings or coverings made or purchased by the employee.
f. Unvaccinated employees required to wear a mask shall keep cloth face coverings
clean, consistent with washing standards set by the CDC.
g. Unvaccinated employees shall meet in person only for as short a time as possible.
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h. If work duties require driving, unvaccinated employees who do not live together
must take separate vehicles when the passenger space does not allow for sufficient
physical distancing.
i. Employees shall limit in-person meetings that include unvaccinated persons, and
instead shall use phone conferences or video meetings when feasable.
5. Exception for Courts. The judges of the District and Superior Courts have authority to
modify the requirements in this Section S.D. as necessary to meet statutory or
constitutional requirements for their courtrooms.
6. Americans With Disabilities Act Compliance. 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 unvaccinated employee may request an
accommodation to the face covering requirements in this section.
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.
Section 5.F. shall remain in effect until the end of the temporary period of the public health
emergency.
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!
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Temporary Personnel Policies
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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.
Section S.G. shall remain in effect, but shall expire at 11:59 p.m. on June 30, 2021
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.
d. Jefferson County Public Health: www.co.j effers on.wa.us/1429/C OV ID-19 or by
telephone at (360)385-9400.
Section 5.H. shall remain in effect.
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.
Policy 6 shall remain in effect.
7. TEMPORARY PAID ADMINISRATIVE LEAVE ENHANCEMENT: As of March 1,
2021, COVID-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,each regular employee may
temporarily use Paid Administrative Leave(pay code 223,reason code COVAX) when absent
in order to be vaccinated against COVID-19. This code may be used twice by each regular
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Temporary Personnel Policies
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employee, for up to 2 hours each usage.
Policy 7 shall remain in effect, but shall expire at 11:59 p.m. on September 30, 2021.
If federal, state, or local health officer requirements are more stringent than the above policies ,
the more stringent federal, state, or local health officer requirements shall apply.
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Adopted: June 21,2021 Appendix I
Temporary Personnel Policies
to Address the COVID-19 Pandemic