Essential On-Site Personnel

First and foremost, we want to thank our employees who must be physically present in their regular workplace or at a designated workplace to perform essential functions on behalf of the County. Employees who have any questions about their status as essential personnel should contact their supervisors for clarification. We want to provide the fullest support and appreciation to these employees as they continue to perform their regular duties. 

Temporary Telework Authorization

Teleworking is encouraged as much as possible. If you have not already done so, employees who can perform work from a remote work location should submit the Temporary Telework Authorization to request approval. Additional information can be found here. 

COVID-19 Standby Pay updated April 1, 2020

While every effort is being made to keep employees working during this difficult time, there may be instances where you are unable to work because of your own circumstances or where your worksite is closed due to the Governor’s “Stay Home” order and your inability to telework. Employees who are engaged in non-essential activities and cannot telework may be placed on standby status from March 25 through April 24, 2020.

Employees in standby status will be assigned to work from home and receive their normal pay. During this standby time, these employees may or may not have work duties to perform from home. Regardless, if work is assigned, these employees must be immediately available to report to work if/when requested and may not engage in activities that render them unable to work. If standby employees are asked to work and are unable to do so, they will be required to use accrued vacation leave, comp-time, personal holiday, or go into an unpaid leave status. Select the Standby Work Opportunities tab above.

Families First Coronavirus Response Act (FFCRA) 

updated April 14, 2020
In addition to County benefits, the FFCRA may provide you with additional benefits. This is updated guidance on the FFCRA as of March 31, 2020. Effective April 1, 2020, through Dec. 31, 2020, (this effective date is a change from our initial understanding of April 2, 2020) employees may utilize three new benefits passed by this emergency federal legislation:

1. Emergency Family and Medical Leave Expansion (Emergency FMLA Expansion)

• Employed 30-days with Pierce County: Employees who have been employed with the County for at least 30-days are eligible for this leave.
• For childcare issues: This leave is for your inability to work because of COVID-19 childcare issues or school closure for elementary and secondary school aged children (or over 18 who is incapable of self-care because of a mental/physical disability).
• 10-day waiting period: This is a partially paid leave but requires a 10-day waiting period before benefits begin.  During this 10-day period, you may choose to take leave without pay, elect another leave accrual, or use FFCRA emergency paid sick leave (see below). 
• 2/3 pay: Once you have fulfilled your 10-day waiting period, payment is two-thirds of your regular rate of pay up to a maximum of $200 per day or an aggregate maximum of $10,000.
• 12-weeks of FMLA: This emergency expansion is for 12-weeks of FMLA and is part of your regular FMLA time for which you may be eligible. 
• Emergency responders and medical care providers are excluded.
• Request Form: Employees should complete the Emergency FMLA Expansion request form at the Human Resources website if they wish to apply for this benefit beginning April 1, 2020.

2. Emergency Paid Sick Leave

• Up to 80 hours of emergency paid sick leave: Effective April 1, 2020, emergency paid sick leave is available to all employees regardless of how long they have worked for the County. This leave provides up to 80 hours for full time employees (the average two weeks’ hours for part time employees) if you are unable to work or telework for a covered reason. Employees are not required to use other sources of leave before using the emergency paid sick leave. 
• Follow regular Call-in Procedure and specify if leave is Regular Sick Leave or FFCRA Emergency Paid Sick Leave: You are required to call in according to your normal department call-in procedures. Inform your supervisor if you want to take regular accrued County sick leave or Emergency Paid Sick Leave. You need to state the reason for the Emergency Paid Sick Leave and specifically which category of leave your time qualifies for.
• If you are not teleworking and are unable to work due to a reason other than child care (1, 2, 3, 4 and 6) you must use Emergency Paid Sick Leave in full day increments and continue to use it until the full amount has been used, or you no longer have a qualifying reason for taking Emergency Paid Sick Leave. DOL requires this to prevent the spread of the virus.
• There are two categories of Emergency Paid Sick Leave with different pay amounts:
  • Self-care is paid at your regular rate of pay, up to $511 per day (up to a maximum total compensation of $5,110) and includes leave where:

1. You have received a government quarantine or isolation order. Governor Inslee’s current Stay Home Order qualifies unitl the County movies to Phase 2. Once the County is in Phase 2, employees are unable to use the governor's Stay Home Order as a qualifying reason;
2. Your health care provider recommends you self-quarantine; or
3. You are experiencing symptoms and self-quarantine while awaiting a diagnosis.

• Care of others is paid at two-thirds of your regular rate of pay up to $200 per day (up to a maximum total compensation of $2000) for leave due to:

1. Care of another who is under government ordered quarantine or isolation;
2. Childcare for your elementary and secondary school aged children when your child’s school, daycare or care provider is unavailable due to COVID-19; or
3. Any other substantially similar condition as specified by the Secretary of the Federal Department of Health and Human Services.

3. Emergency Unemployment Insurance Stabilization and Access
While we are working to keep our employees working and productive through the teleworking and reassignment options, should you find yourself unemployed, this act has eased the eligibility requirements and access to Washington State unemployment compensation by waiving the work search requirement and the waiting week for claimants. Visit the Washington Employment Security Department website for information about unemployment benefits.

In addition to, or instead of the above emergency federal leaves, employees who are unable to work or telework may take County accrued leave as follows:

Situation	Leave Type That May Apply
You are ill	Sick leave or other accrued leave of employee’s choice  FFCRA Emergency Paid Sick Leave Act 2 May also qualify for: FMLA, PFML, CAT Leave*, and/or Shared Sick Leave*
You are caring for an ill, eligible family member	Sick leave or other accrued leave of employee’s choice  FFCRA Emergency Paid Sick Leave 2 May also qualify for: FMLA, PFML, CAT Leave*, and/or Shared Sick Leave*
Your child’s childcare/school was closed by order of a public official	Sick leave or other accrued leave of employee’s choice  FFCRA Emergency FMLA Expansion 1 FFCRA Emergency Paid Sick Leave2
You are ordered by public health official to quarantine	Sick leave or other accrued leave of the employee’s choice  FFCRA Emergency Paid Sick Leave 2 First responders and health care workers ONLY are eligible for industrial insurance leave May qualify for CAT Leave* or Shared Sick Leave*
You are advised by your health care provider to quarantine	Sick leave or other accrued leave of employee’s choice  FFCRA Emergency Paid Sick Leave 2  May qualify for CAT Leave* or Shared Sick Leave*
You are essential personnel and refuse to go to work because of COVID-19	You may request approval to be absent and to use accrued vacation leave, compensatory time, or personal holiday leave.
Your workplace shuts down	Sick Leave or other accrued leave of your choice FFCRA Emergency Paid Sick Leave 2

1 and 2 See above for more information on whether you qualify for these FFCRA benefits.
* Refer to sections 3.69 and 3.70 of the Administrative Guidelines. Documents can be scanned and emailed to HRLeaveAdmin@piercecountywa.gov.
 
Employees may also be approved for a leave of absence without pay pursuant to Pierce County Code 3.80 once they have exhausted their leave accruals. 

Additionally, you may be eligible for state benefits during such absences such as Paid Family and Medical Leave (PFML) or unemployment benefits. Please see the COVID-19 Scenarios and Benefits chart for further information.

Exposure to COVID-19 at the Workplace

Risk Management advises that if you feel you have been exposed to COVID-19 in the workplace, report it immediately to your supervisor. Although it is unclear whether State L&I will cover it, you are encouraged to file a worker’s compensation claim.  

Please also immediately report any known workplace exposure to the Tacoma-Pierce County Health Department. If you are placed on mandatory quarantine as a result of workplace exposure and are unable to work remotely, the following apply:  

• Your supervisor will submit a “Supervisors Report of Employee Personal Injury” form to Risk Management.  
• If you wish to file a worker’s compensation claim (SIF-2), follow the instructions found on the Risk Management intranet web page. 
• We have been informed that first responders’ and healthcare workers’ absences will be covered by industrial insurance during their quarantine. 

Thank you for your continued work and understanding during this difficult time. This guidance is based on the latest information at the time it was available and may change as we receive new developments. As usual, please contact Human Resources at 253-798-7480 or email PCHUMANRESOURCES@piercecountywa.gov with more specific questions.