Frequently Asked Questions for Employees Reimagining Education
Updated August 21, 2020
When do I report to work on-site?
All employees are expected to begin work the first day of their service calendar.
Our school year will begin as scheduled on August 20, 2020, all instruction will be delivered virtually for at least the first three weeks of the school year. Employees, including teachers and instructional staff, will have the option to work remotely from home or report to work on-site during the three-week period of virtual instruction.
In order to work from home, employees must be able to meet the expectations of their job requirements and have supervisor approval. Employees who cannot meet the expectations of their job requirements are expected to report to work on-site when their service calendar begins. We will assist employees who need to request leave or accommodations. If approved to work from home, hourly employees must clock in & out daily through Kronos on a RRISD device with VPN or submit a Time Detail Authorization Change Form to your supervisor.
Whether reporting virtually or on-site, employees will continue to follow their service calendar which indicates the day the employee begins their 2020-2021 school year. Prior to reporting to work on-site, employees must review and complete the Return to Work On-Site document.
Assuming students do return on September 10, we are asking all staff to report to work on-site on September 8. These plans may be adjusted due to prevailing conditions.
What should I do if I test positive for SARS-CoV-2 (the virus that causes COVID-19) or have COVID-19 symptoms?
If an employee has been diagnosed with COVID-19 or has any of the symptoms during their daily screening, they should NOT report to work. They are to contact their supervisor immediately and If you have any of the symptoms listed below during your daily screening, do NOT report to work, contact your supervisor immediately and apply for the appropriate leave. To request leave, please apply online.
Will the medical information I provide remain confidential?
Yes, your information will remain confidential to the extent allowable by law.
What COVID-19 medical expenses are covered by the District?
Testing for COVID-19 is covered 100% for all employees and their dependents who are enrolled in RRISD health plans. Each employee should review their benefits coverage through ESS.
Will the District provide testing for COVID-19 for staff and students?
No, the District will not be providing tests for staff or students. Please see these approved testing locations.
Will employees be required to test for COVID-19 prior to working on-site?
RRISD is not requiring employees to be tested as a prerequisite to return to work.
If I test positive for SARS-CoV-2 (the virus that causes COVID-19) or have to be quarantined, do I have to use the Families First Coronavirus Response Act (FFCRA) leave or my own leave? Can I work remotely?
If an employee can continue to work remotely, the employee may submit an ADA request. However, if an employee is too ill to work, an employee should use their accrued leave or apply for an approved leave. To request leave, please apply online.
What is the Families First Coronavirus Response Act (FFCRA)?
FFCRA provides paid sick leave and expanded family and medical leave for employees who are unable to work due to COVID-19 related reasons. FFCRA will expire December 31, 2020. To request leave, please apply online.
What is Alternative Work Arrangement (AWA)?
A COVID-19 related alternative work arrangement (AWA) may be considered for employees who are normally exposed to large crowds or for employees who have close contact with a person who is at an increased risk for COVID-19 according to CDC guidelines. AWA may allow an employee an alternate work location or a flexible schedule. AWA may not be suitable for all positions or individuals. The final decision to approve a request will be based on District needs, employee’s performance, available resources, employee’s needs, and supervisor input. The District can rescind an AWA if there are issues with the employee’s work performance or if it is in the best interest of the District. An AWA implemented during a widespread crisis will terminate upon the District’s ability to resume normal operations.To request AWA, please apply online.
These same arrangements may be requested through ADA for an employee’s own medical condition. To request an ADA accommodation, please apply online.
When can I return to work after testing positive for SARS-CoV-2 (the virus that causes COVID-19) or experiencing the symptoms of COVID-19?
In the case of an employee who was diagnosed with COVID-19, the individual may return to work when all three of the following criteria are met and they have been approved to return by the Benefits department:
- at least 24 hours have passed since recovery (resolution of fever without the use of fever-reducing medications);
- and the individual has improvement in symptoms (e.g., cough, shortness of breath);
- and at least 10 days have passed since symptoms first appeared.
When do I have to quarantine?
When an employee with known close contact to a person who has tested positive for SARS-CoV-2 (the virus that causes COVID-19). The employee may NOT return to work until the end of the 14 day self-quarantine period from the last date of exposure. They are to contact their supervisor immediately and apply for the appropriate leave. To request leave or an accommodation through ADA to work remotely, please apply online.
Per public health guidance published by TEA, close contact is defined as:
- being directly exposed to infections secretions (e.g., being coughed); or
- being within 6 feet for a cumulative duration of 15 minutes; however, additional factors like case/contact masking (i.e., both the infectious individual and the potential close contact have been consistently and properly masked), ventilation, presence of dividers, and case symptomology may affect this determination.
Either (1) or (2) defines close contact if it occurred during the infectious period of the case, defined as two days prior to symptom onset to 10 days after symptom onset. In the case of asymptomatic individuals who have tested positive for SARS-CoV-2, the infectious period is defined as two days prior to the confirming lab test and continuing for 10 days following the confirming lab test.
Am I required to use my accrued leave when I have to self-quarantine?
If employees are required to quarantine, they do so for 14 days. Employees are covered under Emergency Paid Sick Leave for 10 work days at regular pay.*
*Full time employee: 80 hours at regular rate of pay, with cap.
Part time employee: Number of hours employee work on average with cap.
Cap for Pay: Payments are capped at $511 a day ($5,110 in total)
If an employee can continue to work remotely, the employee may submit an ADA request to do so. To request an accommodation, please apply online.
I am considered at an increased risk for severe illness under COVID-19 due to my medical condition, age, or pregnancy. What are my options?
When possible the District will be as flexible as possible regarding work options. As of July 17, 2020, the CDC updated their risk categories. People of any age with certain underlying medical conditions are or might be at an increased risk. If you fall under one of the risk categories, you may request a workplace accommodation through The Americans with Disabilities Act (ADA). Employees that are at an increased risk will be prioritized for remote assignments. Please note that ADA accommodations must be requested through the District and not your supervisor. To submit a formal accommodation, please apply online.
I have a family member who lives with me and is considered at an increased risk for severe illness under COVID-19. What are my options?
The Americans with Disabilities Act (ADA) is for an employee’s accommodations due to their own serious health condition. Employees may apply for a COVID-19 Alternative Work Arrangement (AWA) or request other Leave options. To submit a formal accommodation, please apply online.
Will I be notified if I have been exposed to COVID-19 at work?
Yes. If the District becomes aware that employees have been exposed to COVID-19, employees who may have been exposed will be notified. The identity of the individual who tested positive for SARS-CoV-2 (the virus that causes COVID-19) will not be disclosed.
What do I do if I do not have childcare and cannot report to work on-site?
Employees may apply for leave under FFCRA if they are caring for a child whose school or place of care is closed. To submit a formal request for FFCRA leave, please apply online.
If I choose for my child to continue virtual learning after September 10, 2020, or when schools reopen, am I eligible for Emergency Family and Medical Leave Expansion Act (EFMLA) under FFCR?
Choosing to have your own child continue virtual learning after schools physically reopen is not a qualifying reason for EFMLA. This leave only applies if the parent must care for their child because their school or place of care is closed or unavailable due to a COVID-19 related reason.
If your child’s school is closed but provides online instruction or other models of instruction requiring students to complete assignments at home, that may serve as a qualifying reason for an employee to request FFCRA leave. To submit a formal request for FFCRA, please apply online.