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HomeMy WebLinkAbout2020-36 - Res. Amending Res. 2020-30 Pandemic and Public Health Emergency Response and Recovery RESOLUTION NO. VZO - RESOLUTION AMENDING 2020-30 MASON COUNTY PANDEMIC AND PUBLIC HEALTH EMERGENCY RESPONSE AND RECOVERY FOR COUNTY EMPLOYEES POLICIES AND PROCEDURES WHEREAS, Mason County Pandemic and Public Health Emergency Response and Recovery for County Employees Policies and Procedures was adopted March 24, 2020 in response to the COVID-19 outbreak; WHEREAS,the County Commissioners declared a partial County Closure effective March 23, 2020 pursuant to Proclamation 20-25 STAY HOME — STAY HEALTHY that was adopted by the Washington State Governor on March 23, 2020 proclaiming a State of Emergency for all counties throughout the state of Washington as a result of the coronavirus disease 2019 (COVID-19) outbreak in the United States and confirmed person-to-person spread of COVID-19 in Washington State; WHEREAS, the Governor extended the STAY HOME— STAY HEALTHY order until May 4, 2020 and is now extended to May 31, 2020 and the partial County Closure remains in effect until the Governor's Order ends or until the County Commissioners take action to end the partial County Closure; WHEREAS, the County Commissioners consider all Mason County employees essential; WHEREAS, County Commissioners authorized Closure Pay and Extra Duty Pay effective March 23, 2020. A number of compensation alternatives are available to cover employee absences and the Commissioners wish to no longer offer the Closure and Extra Duty Pay options effective May 5, 2020; NOW, THEREFORE BE IT RESOLVED by the Board of Commissioners of Mason County to amend Mason County Code Title 2 Administration and Personnel, Mason County Pandemic and Public Health Emergency Response and Recovery for County Employees Policies and Procedures. Amendments include declaring all Mason County employees as essential (attachment A). IT IS FURTHER RESOLVED to continue the partial County Closure, pursuant to the STAY HOME-STAY HEALTHY Proclamation adopted by the Governor of Washington State and effective May 5, 2020 eliminate the Closure Pay and Extra Duty Pay and urge all employees to utilize the various compensation alternatives. The partial County Closure is in effect only until the Governor's Order ends or until the County Commissioners take action to end the partial County Closure. DATED this 5th day of May, 2020. BOARD OF COUNTY COMMISSIONERS MASON COUNTY/, WASHINGTON : ATTEST ,.J n TraK. Cair M iss rewry, erk&the Board Ran y Neatherlin, Commissioner TO FORM: Kevin Shutty Commissioner im W Chief Deputy Prosecuting Attorney J:\RESOLUTIONS&ORDINANCES\RESOLUTIONS-ORDINANCES Word Files\2020\AMENDED Pandemic&Public Health Emergency Policy.doc Attachment A— Revised May 5, 2020 � os Cry, Mason County Pandemic and Public Health Emergency Response and f Recovery for County Employees Policies and Procedures I. PURPOSE: The purpose of this policy is to provide guidance and establish procedures in the event a pandemic illness or public health emergency is expected to occur, or currently is taking place, which may affect the operations of Mason County and/or pose a risk to the health or safety of staff and the community at large. The provisions within this policy provide additional benefits beyond those which are prescribed by current Mason County Policy, current Collective Bargaining Agreements, Washington State and Federal Law. The provisions within this policy do not create or permit any adverse employment actions beyond those which are prescribed by current Mason County Policy, current Collective Bargaining Agreements, Washington State and Federal Laws. Furthermore, these Policies and Procedures are only in effect until the Declaration of Emergency ends. No actions available in this Policy will survive the end date of the Declaration of Emergency. II. SCOPE: This policy applies to all Mason County Departments, Elected Offices and employees. III. DEFINITIONS: A. Closure Pay: Payment of regular wages and benefits during closure of the County or other County facilities in the event of a pandemic, outbreak, or proclamation of a public health emergency. Equivalent to "Paid Administrative Leave": Regular pay without impact to accrued leave banks. B. Extra Duty Pay: Payment of regular wages and benefits during a closure of the County or other County facilities in the event of a pandemic, outbreak or proclamation of a public health emergency equivalent to a 5% increase in regular wages for FLSA-exempt and FLSA non-exempt employees who are called to perform "Essential" work during a closure of the County. C. Pandemic Pay: Payment of wages if an employee is eligible under criteria defined in Section VI-D a, b, c, below. D. Pandemic Care Pay: Payment of wages if an employee is eligible under criteria defined in Section VI-D d, e, below. E. Outbreak: a widespread occurrence of an infectious disease in a community at a particular time with a hospitalization and/or mortality rate significantly higher than the common flu. F. Pandemic: a disease that is prevalent over a region, country, or the world. Page 1 of 5 IV. REFERENCES: A. RCW 7.05 — Local Health Departments B. RCW 7.08 — Combined County-County Health Departments C. RCW 70.26— Pandemic Influenza Preparedness D. RCW 38.52.070 — Emergency Powers E. RCW 49.46.210 — Paid Sick Leave F. RCW 36.16.100 — Offices to be open certain days and hours G. Mason County Comprehensive Emergency Management Plan H. Mason County Personnel Policies Specifically Sec 4.5 I. Washington Department of Health:doh.wa.gov J. HR6201- Emergency Family & Medical Leave Expansion Act K. Families First Coronavirus Response Act (FFCRA) V. POLICY: Effective the date the Governor of Washington State proclaims a State of Emergency and for the period of time a Mason County Declaration of Emergency of Pandemic and/or Public Health Emergency, is in force, it will be the policy of Mason County to take all appropriate measures needed to address a pandemic and protect public health. Protecting the community and County staff is a top priority and this policy establishes some of the actions that may be taken and the authority granted to address a pandemic. For this policy, all County employees are considered essential employees. VI. PROCEDURES: The following procedures are established to minimize disease exposure and maintain County operations in the event that a pandemic becomes a threat to the health or safety of County employees, their families, and the community at large. A. Declaration of Pandemic and/or Public Health Emergency: Public health professionals at organizations such as the Centers for Disease Control and Prevention (CDC), Washington State Public Health Department, Washington State Governor, and/or Mason County Public Health Department may declare that a pandemic, outbreak, or public health emergency exists. Such declarations may contain instructions or recommendations to both private and public sector entities. The County will follow all mandatory instructions and will implement recommendations to the extent it determines these to be applicable and/or feasible or practicable under the particular circumstances. B. Federal and State mandates: The White House, The United States Congress, The United State Senate and The State of Washington may, via legislation, mandate actions to address a pandemic. The County will follow all legislation and mandatory instructions and implement recommendations to the extent it determines them to be applicable and/or feasible or practical under the particular circumstances. C. Procedures to help minimize the spread of germs: Employees are urged to practice standard Non-Pharmaceutical Interventions ("NPI's"), including Page 2 of 5 covering coughs by coughing into a tissue or, if a tissue is not available, into their elbows, regular hand washing, regular use of alcohol hand sanitizer, and avoiding touching eyes, nose, or mouth. Hands and work surfaces should be disinfected frequently. Employees are also urged to utilize social distancing such as maintaining a distance of six feet from others when practical to do so. D. Proclamation of Emergency/Disaster Due to Pandemic: Upon the County's proclamation of emergency/disaster due to pandemic, the following status classifications shall apply when an employee is deemed to be: a. Quarantined or Isolated: When quarantine or isolation of an employee is ordered by State or County Health Officials due to a pandemic illness. Employees must not return to work until they have been free of illness symptoms (fever, temperature above 98.60, chills, sore throat, etc.) for at least 72 hours (or any longer applicable incubation period determined by the appropriate health authority) or are deemed no longer infectious by a medical professional. Documents may be required. b. Advised by health care provider to self-quarantine due to illness concerns: Employees who have an illness or are experiencing flu-like symptoms (as then- defined by the applicable health authorities), are prohibited from coming to work and are encouraged to consult their physician. Employees must not return to work until they have been free of illness symptoms (fever, temperature above 98.6°, chills, sore throat, etc.) for at least 72 hours (or any longer applicable incubation period determined by the health authority) or are deemed no longer infectious by a medical professional. Documents may be required. c. Experiencing pandemic symptoms and seek medical attention: Employees reporting to work who exhibit symptoms of an illness will be sent home and encouraged to consult their physician. Employees must not return to work until they have been free of illness symptoms (fever, temperature above 98.60, chills, sore throat, etc.) for at least 72 hours (or any longer applicable incubation period determined by the appropriate health authority) or are deemed no longer infectious by a medical professional. Documents may be required. d. Caring for an individual "immediate family member" subject to quarantine, isolation or self-quarantine: If the illness of an employee's "immediate family member" interferes with reporting to work in a timely manner, the employee is responsible for notifying their supervisor pursuant to the provisions of the Personnel Policies or applicable collective bargaining agreement. Employees must not return to work until their family members have been free of illness symptoms(fever, temperature above 98.6°, chills, sore throat, etc.) for at least 72 hours (or any longer applicable incubation period determined by the appropriate health authority) or are deemed no longer infectious by a medical professional. Documents may be required. ii. Page 3 of 5 a. Child Care: If the school or place of care of an employee's child or dependent is closed due to pandemic, and the employee must provide care for the child or dependent. Documents may be required. iii. E. Declaration of Public Health Emergency: At the discretion of the Board of County Commissioners, the County may elect to offer any number of compensation alternatives for emergency medical absences due to the Declared Public Health Emergency: a. Unless otherwise prohibited by law, the employee shall be required to utilize accrued sick leave, if any, or other accrued paid time off (vacation leave, compensatory time, or floating holidays) pursuant to adopted Personnel Policies or applicable collective bargaining agreements if they are unable to come to work or are recovering from or caring for a family member or dependent recovering from illness. Supporting documentation may be necessary to authorize pay. b. Unless prohibited by law, the employee may use Unemployment Insurance, Washington State Paid Family Medical Leave or file a Labor & Industries claim. c. Employees may donate accrued sick leave to employees who do not have enough accrued leave balances to cover their absence, in accordance with the County's Medical Emergency Shared Leave Policy in which the Donors tax liability may be waived by the IRS. d. Employees may have access to a number of compensation alternatives, such as the Families First Coronavirus Response Act, under which the County must offer Emergency Paid Sick Leave to employees affected by Section VI, a, b, c, d, or, e. e. Authorize "Paid Administrative Leave" for employees affected by a partial closure or closure of the county as the Washington State Attorney General's Office Informal Opinion dated March 12, 2020 stated. F. At the Discretion of the Board of County Commissioners, the County may alter its business practices, hours of business, and services provided. Examples of potential measures that could be taken include but are not limited to: a. Implement Temporary Emergency Procedures: to minimize in-person contact between employees. Such measures may include greater use of e-mail, phone, and teleconferences as opposed to in-person meetings and contact. b. Reduced Reception and Front Counter Service: The County may alter how it conducts business with the public by limiting or halting in person services Page 4 of 5 at counters/areas of the County and other facilities where front-line services are typically provided. c. Limit travel by County employees outside the county for county business. d. Restrict non-essential meetings within the county and use teleconferencing. e. Limit BOCC Briefing and Action Items to those absolutely essential that could have a negative financial or public safety impact if not acted on. f. Suspend all County Advisory Board Meetings and Close all County Parks. g. Authorize Partial Work from Home Schedules: Some staff may be permitted or assigned to work from home under the Telework Policy. h. Authorize the County Elected Officials to establish business hours for their offices for the period of time these measures are in force. G. Partial County Closure, In the event an order is issued by the Governor of Washington State or other order that subjects county employees to quarantine or isolation, at the discretion of the Board of County Commissioners, the County may partially close. During partial closure, elected officials and directors will coordinate essential workflow with their managers and staff. In the event staff is unable to work in the office, they may Telework from home and receive their regular pay. The Commissioners may authorize Closure or Extra Duty pay in accordance with the provisions in this policy. H. County Closure: in the event an order from the Governor of Washington State or other order that subjects county employees to quarantine or isolation and the County is closed, staff may Telework from home and certain staff may be designated as Emergency Operations Staff and receive their regular pay. The Commissioners may authorize Closure or Extra Duty pay in accordance with the provisions in this policy. Page 5 of 5