Chapter 9.40 COVID-19 LEAVE POLICY

Chapter 9.40
COVID-19 LEAVE POLICY

Sections:

9.40.030 Employee expectations and safety measures.

9.40.010 COVID-19 leave policy.

(1) Effective May 1, 2021, the Tulalip Tribes and its entities will implement new COVID-19 leave and pay practices for employees needing time off for COVID-19 related quarantine. We realize that COVID-19 related absences will still occur, even with lowering numbers as employees and the general population receive the COVID-19 vaccine.

(2) Employees will be allowed to take annual leave, sick leave or leave without pay for days missed from work when required to quarantine due to COVID-19 exposure/illness.

(3) Employees who have been fully vaccinated against COVID-19 will be eligible for paid quarantine leave in the event that they test positive for COVID-19 (documentation of prior vaccination shall be required along with verification of positive test). Employees who are eligible for paid quarantine leave may be paid up to 14 scheduled workdays for quarantine due to COVID-19 illness. Paid quarantine leave will be paid based on documented scheduled hours.

(4) The Tulalip Tribes will follow current CDC guidelines, along with consulting with the Tulalip Tribe’s Chief Medical Officer/Medical Director and the Snohomish County Health Department, to determine the appropriate amount of COVID-19 leave for illness or exposure.

(5) The Human Resources Department will follow up with employees who have tested positive for COVID-19, or who have known exposures, to conduct contact tracing and communicate current practices related to COVID-19 leave.

(6) Vaccinated Employees.

(a) Vaccinated employees will still be required to wear masks during working hours and follow social distancing guidelines.

(b) An employee who has been fully vaccinated against COVID-19, in accordance with CDC guidelines, will not be required to isolate after exposure to a COVID-19 positive person.

(c) Employees who have been previously fully vaccinated, who later test positive for COVID-19, will be advised by Human Resources regarding their quarantine period, in accordance with most recent guidelines as defined by the CDC, the Tulalip Tribes Chief Medical Officer/Medical Director, and the Snohomish County Health Department.

(d) Employees who have been previously fully vaccinated, who later test positive for COVID-19, are still required to social distance and wear masks in accordance with this policy.

(7) Leave Without Pay. Approved COVID-19 leave without pay hours will not count towards the normal 80 hours allowed in a 12-month period, per the Employee Handbook – Leave without Pay.

(8) Requirements for Approved Leave. The following situations are requirements for approved COVID-19 leave:

(a) An employee, who is currently scheduled to work, who has tested positive for COVID-19, whether asymptomatic or displaying signs of illness, and is required to quarantine.

(b) An employee, who is currently scheduled to work, who has had exposure to an individual testing positive for COVID-19 and can provide documentation of the requirement to quarantine (does not apply to fully vaccinated employees).

(c) An employee, who is currently scheduled to work, who has had exposure to a TTT employee who has tested positive for COVID-19, verified through company tracing and reviewed with the Tulalip Tribes Chief Medical Officer/Medical Director (does not apply to fully vaccinated team members).

(9) A physician’s note or other valid, documented confirmation of positive test results, exposure or related symptoms, will be required in order to process an employee’s leave request. Reported absences for COVID-19 related reasons without verifiable documentation will be processed as a regular absence and will be subject to the Employee Handbook.

(10) Documentation can be faxed or emailed to the Human Resources Office at 360-716-0147; or can be dropped off by a friend/family member. [Res. 2021-114].

9.40.020 Excessive absences.

While we strongly encourage employees displaying COVID-19 related symptoms to stay home, to prevent possible spread of illness, there are occasions where abuse of leave occurs. An employee who is excessively absent from work due to COVID-19 related symptoms (that are not documented as COVID-19 illness or exposure) will be asked to provide documentation from a health care provider to excuse their absences. Employees who do not provide requested documentation will be subject to the corrective action up to and including dismissal. [Res. 2021-114].

9.40.030 Employee expectations and safety measures.

(1) Employees are expected to be honest in reporting COVID-19 related absences and information through the tracing process. Employees who are found to be dishonest during these processes will be subject to corrective action up to and including dismissal.

(2) The Tulalip Tribes has incorporated safety measures for our guests and employees, to ensure a safe environment. These safety measures will remain in place until lifted by the Tulalip Tribes Chief Executive Officer (CEO), with approval of the Board of Directors, and communicated to our employees in writing.

(3) Safety measures include:

(a) An employee who does not feel well, has a fever, is showing signs of illness, or COVID-19 symptoms, shall not report to work, and will follow regular call-in procedures.

(b) Employees are required to wear a mask or appropriate approved face covering at all times, while working in our buildings, and during break periods. The exceptions to wearing a mask are:

(i) When the employee is outside and practicing social distancing guidelines (maintaining a minimum of six feet distance with others). Employees smoking outside on break must practice social distancing to prevent/reduce risk of spreading COVID illness, even while smoking.

(ii) When the employee is eating, during a scheduled break period – unless sitting with members of your own household, it is important to practice social distancing while eating.

(c) Employees are required to follow social distancing guidelines (maintaining a minimum of six feet distance with others) to the greatest extent possible when interacting with guests and coworkers, supervisors/managers, and subordinates.

(d) Employees are urged to wash hands often, for a minimum of 20 seconds, with soap; and use hand sanitizer frequently.

(e) Wash and sanitize frequently touched areas, i.e., door handles, desk and countertops, work areas, etc.

(f) Employees are urged to limit touching your face, especially eyes, nose and mouth, unless you have recently washed with soap and water for at least 20 seconds.

(g) Follow all other safety guidelines required by your department and position, i.e., wearing gloves, sanitizing guest areas and equipment, etc.

(h) An employee who is required to be in quarantine is not allowed on any Tulalip Tribes property while in quarantine. An employee who is found on property during their quarantine period, or who knowingly comes on property with positive COVID-19 results, will be subject to corrective action up to and including dismissal.

(i) An employee’s disregard of the Tulalip Tribes’ safety requirements, to wear personal protective equipment and adhere to social distancing guidelines communicated through notices posted throughout our properties and this COVID-19 policy, is considered a very serious matter, and will cause the employee to be disqualified from quarantine leave. This will be subject to corrective action, up to and including dismissal, for jeopardizing safety and failure to comply with instructions.

(4) Additional Employee Expectations. Employees in leadership positions will be expected to:

(a) Enforce the requirements outlined in this policy;

(b) Monitor employees, watching for signs and symptoms;

(5) Our policies will be updated as necessary to meet the needs of the organization, our employees and guests. [Res. 2021-114].