A RESOLUTION OF THE BOARD OF SUPERVISORS
OF THE COUNTY OF MODOC
ESTABLISHING INTERIM PERSONNEL POLICIES RELATED TO COVID-19
WHEREAS, currently the world is experiencing a pandemic related to the COVID-19 (Coronavirus), and
WHEREAS, the Governor of the State of California has declared a statewide emergency and issued guidelines concerning limitations on public gatherings to prevent and slow the spreading of COVID-19, and
WHEREAS, State guidelines are impacting Modoc County employees who could not have anticipated these events and are left without resources, and
WHEREAS, the Board of Supervisors finds that it is in the best interest of the citizens and employees of Modoc County to prevent the spread of COVID-19 and to protect employees.
NOW THEREFORE BE IT RESOLVED, that the Board of Supervisors, based on the foregoing, establishes that personnel policies and rules will be temporarily amended as stated below:
1. Employees who can effectively perform the essential functions of their classification while working remotely from County facilities may work from home with the permission of their Department Head who must receive prior approval from the County Administrative Officer.
2. Employees who have been exposed to the COVID-19 virus shall voluntarily quarantine in their homes for a period of fourteen (14) days. These employees may work from home at the approval of the Department Head who must receive approval from the County Administrative Officer. At the discretion of the employee, employees on voluntary quarantine who cannot work shall be allowed to use sick leave or vacation leave during the quarantine period.
3. Employees who have minor children who are unable to attend school due to illness, quarantine or school closures due to COVID-19, and who cannot find other child care arrangements, shall be allowed to work remotely under the terms of Section 1, or shall be allowed to use sick leave or vacation leave during the necessary period.
4. For employees who have been directed to be under quarantine by a qualified medical professional and without sufficient leave to cover the quarantine period, the Board of Supervisors authorizes the accumulation of up to eighty (80) hours of negative sick leave, which will be made up by a percentage reduction in sick leave accruals over a period of one (1) year or upon separation from County employment. All balances owed will be paid in full as a deduction from employees final check. If any amount remains due after these deductions, employee will pay the remaining balance back to the County within ten (10) business days of separation from County employment as identified in the Agreement for Repayment of Advanced Leave Pay.
5. Under these interim rules and policies, with the exception of those working from home pursuant section 1, the Human Resource Director may require that the employee obtain a medical certification of exposure, presumptive positive, and or a positive COVID-19 test.
6. The Board of Supervisors will reconsider this resolution during each regularly scheduled Board meeting following adoption and this Resolution shall sunset thirty (30) days from enactment.
7. The Human Resource Director, working through the county’s official labor negotiator, shall establish contact with the two bargaining unit representatives to assure labor concurrence or suggested modifications of these interim policies. All personnel policies, rules and regulations not directly affected by this resolution shall remain in full force and effect.