Posted March 25, 2020

Current COVID-19 Work, Stay Home Order, and Leave Guidance

As the rapidly changing situation continues to unfold, we want to ensure that you continue to get timely guidance on work and leave issues. We recognize many employees across the County may be working modified schedules and working remotely, and that some may be unable to work in the coming weeks and months.  Below is current guidance to help you navigate options.  

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

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 1, 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.

Families First Coronavirus Response Act (FFCRA)

In addition to County benefits, the FFCRA may provide you with additional benefits. Effective April 2, 2020, through December 31, 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 for your inability to work because of COVID-19 childcare issues for your elementary and secondary school aged children.
• 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 or elect another leave accrual. 
• 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 additional weeks of FMLA: This emergency expansion is for an additional 12-weeks in addition to any 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 2, 2020.

2. Emergency Paid Sick Leave

• Up to 80 hours of emergency paid sick leave: Effective April 2, 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 leave and specifically which category of leave your time qualifies for.
• There are two categories of emergency 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:
    • You have received a government quarantine or isolation order. Governor Inslee’s current Stay Home order qualifies;
    • Your health care provider recommends you self-quarantine; or
    • 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:
    • Care of another who is under government ordered quarantine or isolation;
    • 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
    • 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 telecommuting 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: