SI/SAO COVID-19: HR-Related Guidance 11 March 2020

 

Telecommuting

Supervisors/managers should review the telecommute status of their respective staff and determine those who are currently "telework-ready," i.e., telecommuting agreements are in place, either routinely scheduled or ad hoc; those who could be ad hoc telework ready; and those that would not normally be able to telework but who may do so during a COVID-19 emergency.*

Ad hoc Telecommuting agreements should be completed for those individuals who are able to perform work from home.

Supervisors and staff should have a clear understanding of work expectations while telecommuting as well as how/when they will communicate regarding need to telecommute as a result of COVID-19 related incidents.

*NOTE: Information regarding Emergency Telework will be provided in future.

Leave

Restricted Travel-Related Leave Guidance:

To align with CDC recommendations, SI requires that employees who have personal travel to Level 3 countries (currently identified by CDC as: South Korea, Italy, Iran, China) must stay home for 14 days (from the last day they were in a Level 3 country).

If asymptomatic, the individual will be expected to telework during this period. If the individual is asymptomatic and not able to telework due to nature of position, i.e., duties cannot be performed remotely, the individual will be placed on administrative leave for the regularly scheduled work hours during the 14-day period. Use of administrative leave can be authorized by Director, SAO or delegate.

If the individual is symptomatic, the individual is to use accrued sick leave.

In case of school closure: If an individual is required to stay at home due to closure of children’s school, and the individual is able to telework and is not required to provide child care or home-schooling, etc., the individual should telework. If a child or family member is ill, and the individual is required to provide care for ill family member, the individual should take sick leave or annual leave as appropriate. If not able to telework, and not required to care for an ill child or family member, individual should take accrued annual leave, compensatory time, leave without pay.

In case of closure of SAO: Individuals who are able to telework are expected to work from home. Individuals who are not able to telework, i.e., work cannot be performed remotely, may be granted administrative leave.

When is use of Administrative Leave Appropriate:

    1. Employee is required to stay at home for 14 days following travel to Level 3 country
      AND employee is not able to telework due to nature of position,
      AND employee is asymptomatic.
    2. SAO is closed due to health and safety,
      AND employee is not able to telework due to nature of position.
    3. Use of administrative leave is authorized by OPM, SI, and/or Director, SAO or delegate.