Return to Work Guidelines (COVID-19) March 19, 2020, To help prevent the spread of 2019 coronavirus disease (COVID-19) in the community, Department of Defense (DoD) Commanders in coordination with medical experts have instituted transmission-based precautions. Night Pay – Normally, night pay is payable for any regularly scheduled hours of work between 6 p.m. and 6 a.m. (see 5 U.S.C. 446 0 obj
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An employee, teleworking full-time, participates in the maxiflex work schedule. Employees are also permitted to telework full-time in response to COVID-19. 12/1 6 /2020 . If the agency policy had allowed an employee under the maxiflex work schedule to choose to perform holiday work, the agency would generally be obligated to pay a 100-percent premium for up to 8 hours of holiday work. a`��\���p������#|s��7���07�U�0�4Ҍ@�� iU��3���p�1�+�,@KV�Eux�+C�2F �S>�
A full-time employee must have 80 basic work requirement hours in a biweekly pay period. Agencies must designate the 8 holiday hours applicable to each FWS employee. FWS employees may not earn Sunday premium pay when they earn or use credit hours. OMB and OPM reminded agencies of their ongoing authority to … A full-time employee’s basic work requirement must be completed by working on 5 workdays per week, 8 hours per day, 40 hours per week, and 80 hours per biweekly pay period. CDC guidance for COVID-19 may be adapted by state and local health departments to respond to rapidly changing local circumstances. (See 5 U.S.C. Within agency-established flexible time zones or bands, an employee may vary arrival and departure times (i.e., starting and stopping work times) on a daily basis during the established flexible hours. 6103(b) or section 3 of Executive Order 11582) is entitled to his or her rate of basic pay plus premium pay equal to his or her rate of basic pay for that holiday work. worksites will resume. However, hours within an employee’s basic work requirement are not overtime hours even if they exceed an applicable daily or weekly overtime threshold. An employee must (1) account for missed core hours (if permitted) with leave, credit hours, or compensatory time off or (2) with agency approval, work the core hours at another time (within the same workday) or on another day within the pay period. If an agency allows an FWS employee to elect to complete basic work requirement hours by working on Sunday, the employee generally would be entitled to Sunday premium pay—a 25 percent premium for up to 8 hours in a daily tour that includes Sunday hours. For an FWS employee, agencies generally must pay night pay for those hours that must be worked between 6 p.m. and 6 a.m. to complete an 8-hour daily tour of duty. (See 5 U.S.C. (See 5 U.S.C. 2. Normal Flexible Hours: Monday through Friday, 6:00 a.m. to 6:00 p.m. FWS consist of workdays with core hours and flexible hours and allow an employee to complete his or her biweekly basic work requirement by determining his or her own schedule within the limits set by the agency. Many Americans who were working remotely to avoid catching or spreading COVID-19 in April and May have since returned to their workplaces. 6122(a)(2).) symptoms first appeared) and have not had a fever for at least 72 hours, without the use of fever- reducing medications, and with other symptoms improving; 3. The agency’s maxiflex schedule will have core hours on each Thursday from 1:30 to 3:30 p.m. and flexible time bands available from 5:00 a.m. to 12:00 midnight on Monday through Saturday. An employee, teleworking full-time due to COVID-19, participates in the maxiflex work schedule. 6121(3).) Agencies must establish flexible and core hours and the employee must work during core hours. Core day/hours: Thursdays, 10:00 a.m. to 2:00 p.m. (excluding a 30-minute unpaid lunch break). Return to Work Guidance for health care workers, first responders, critical infrastructure workers, and all other workers in Massachusetts. Skip table of contents. Protocols for Essential Personnel to Return to Work Following COVID-19 Exposure or Infection 2 2. Agencies may order mandatory compensatory time off, in lieu of overtime pay for irregular or occasional overtime work, only for those employees who are FLSA-exempt and whose rate of basic pay exceeds the rate for GS-10, step 10. Expanded Flexible Hours under COVID-19: Monday through Friday, 6:00 a.m. to 10:00 p.m. On review of the form, management may contact you and ask you not to return to work immediately and will … FWS can also assist employees in balancing professional duties with caregiving and other responsibilities. symptoms first appeared) and have not had a fever for at least 72 hours, without the use of fever-reducing medications, and with other symptoms improving; 3. Is night pay authorized? An agency allows employees to elect to work a maxiflex work schedule and to telework. An employee may use credit hours during future basic work requirement hours, subject to supervisory approval and any agency policies that bar use in the same week or pay period. If you return to work, continue to protect yourself by practicing everyday preventive actions. ROM/Quarantine . The employee must account for any additional hours the employee typically works on the 8-hour holiday and would either need to take leave (or other time off) or work additional hours during the biweekly pay period to ensure the employee has an 80-hour workweek. Reopen responsibly, monitor intelligently, and protect continuously with solutions for a safer work environment. 6124.) Fair Labor Standards Act (FLSA) covered (nonexempt) employees on FWS may not earn overtime pay as a result of “suffered or permitted” hours (under the FLSA) as hours of work. 6121(6).) 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COVID-19 Guidance: When to Test, Quarantine, and Isolate Spokane Regional Health District Testing, Quarantine, and Return to Work Guidance for Non-Healthcare Personnel (2) If an employee runs out of sick leave, can the agency grant advanced sick leave to an employee who is ill (symptomatic) due to a quarantinable communicable disease, such as COVID-19, or must care for a family member who is ill? When combined with telework, FWS can provide agencies with the flexibility to maintain safe social distance between employees in the workplace by reducing the percentage of employees who are in the office at any given time. See below for examples of potential types of FWS. An employee is teleworking full-time during COVID-19. Required documentation of personnel recovered from probable or confrmed COVID-19, or with recent exposure to COVID-19 who are reintegrating into the workforce. Sunday Premium Pay – An employee is entitled to Sunday premium pay for up to 8 hours of his or her basic work requirement based on electing to work flexible hours during a basic tour of duty that begins or ends on Sunday. Because of the absence of core hours on one of the normal workdays, an employee may work fewer than 10 days in a biweekly pay period. Core hours are the designated periods of the day when all employees must be working. top. Basic Work Requirement – The basic work requirement is the number of hours (excluding overtime hours) that an employee is required to work or is required to account for by leave or otherwise. $v &o�4��X$��W��6 ��]@��!�3�� 0 ��
In a particular biweekly pay period, this employee completes his 80-hour basic work requirement in 9 days by working more than 8 hours on some days. Please note that since bargaining unit employees may participate in flexible work schedules only to the extent provided for in a collective bargaining agreement, agency heads must negotiate the establishment of flexible work schedules. 5546(a) and 5 CFR 550.171.) If an agency allows an employee to perform holiday work, the employee generally would be entitled to holiday premium pay - a 100-percent premium for up to 8 hours in a daily tour on a holiday. Agencies may limit the number of hours an employee may work on a daily basis. The employee may not receive holiday paid time off for more than 8 hours even if the number of hours the employee might typically have worked on a day that is designated as a holiday exceed 8 hours. (See 5 U.S.C. (An agency may limit the number of basic work requirement hours an employee may work on a daily basis—such as, no more than 10 hours per day.) Keep these items on hand when returning to work: a mask, tissues, and hand sanitizer with at least 60% alcohol, if possible. This schedule is being used to ensure that the agency maintains continuity of operations and successfully maintains its mission. Show Table of Contents. A full-time employee’s basic work requirement must be completed by working on 5 workdays per week, 8 hours per day, 40 hours per week, and 80 hours per biweekly pay period. UNHCR; Posted 17 Dec 2020 Originally published 7 Dec 2020 Origin View original. Due to the expanded flexible hours, the employee can complete the 80-hour biweekly work requirement on Thursday through Saturday without needing to take leave or other time off. COVID-19 Return to Work Form To help prevent the spread of COVID-19 in the workplace, every worker must complete and sign this form before returning to work. World. 456 0 obj
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A … Supervisors should communicate the flexibilities and work schedule(s) that are available to their employees, along with their expectations for employees electing to use any new flexibilities. Return to Work (RTW) Guidelines for Non-Operational Environment: Coronavirus Disease (COVID-19) Revised 13 May 2020 (changes in blueare updated guidance) To help prevent the spread of coronavirus disease 2019 (COVID-19), Department of Defense has instituted transmission-based precautions, which include restriction of movement (ROM), quarantine, and isolation. The core hours are 10:00 a.m. to 2:00 p.m. on Wednesday. Department Framework for Returning to Normal Operations Status, June 9. If an agency allows an employee to complete basic work requirement hours by working on Sunday, the employee generally would be entitled to Sunday premium pay - a 25-percent premium for up to 8 hours in a daily tour that includes Sunday hours. If an agency allows an FWS employee to elect to perform holiday work within the employee’s basic work requirement, the employee generally would be entitled to holiday premium pay—a 100-percent premium for up to 8 hours in a daily tour on a holiday. (An agency may limit the number of basic work requirement hours an employee may work on a daily basis or in a workweek.) Employees at a higher risk for serious complications from COVID-19 should remain on telework until “risk is minimal." (See 5 U.S.C. As part of the limitations an agency establishes for an FWS, an agency may bar employees from completing basic work requirement hours on a Sunday. See the Handbook on Alternative Work Schedules for more information at https://www.opm.gov/policy-data-oversight/pay-leave/reference-materials/handbooks/alternative-work-schedules/. Flexible hours are the part of the workday when employees may (within limits or "bands") choose their time of arrival and departure (i.e., starting and stopping work time). Improvement in respiratory symptoms (e.g., cough, shortness of breath), and 1.3. (For example, an employee would not earn overtime for electing to work a 9-hour day within the basic work requirement of his or her FWS. Gliding – Employees may vary starting and stopping (or arrival and departure) times on a daily basis during the established flexible hours. If you are using assistive technology to view web content, please ensure your settings allow for the page content to update after initial load (this is sometimes called "forms mode"). Agency allows employees to work Guide, may 18 operations and successfully maintains its mission Friday: 6:00 to! Requirement hours in a biweekly pay period not all-inclusive biweekly because of the workday and the workweek the basic requirement. 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