Back to Work 2020
FAQ's

All employees who test positive for COVID-19 or those exposed to a lab-confirmed case of COVID-19 will isolate per current CDC guidelines. Any employee that has been potentially exposed to a lab confirmed COVID-19 case will be notified per TEA and CDC guidelines while maintaining HIPPA compliance.

The District Wellness Clinic does not currently offer free COVID-19 testing, however some COVID-19 testing is covered by PISD insurance. If you need assistance finding a testing location, please call the COVID-19 Hotline 713-740-0991 x70991

Yes. Please see the Express email sent on June 4, 2020 re: employee wellness program through the end of the year. A new employee wellness program will begin January 1, 2020.

All employees will be asked to self screen prior to reporting to work each day and reminders to heighten awareness will be on all entrance doors and computer screens.

As we continue to monitor the conditions related to COVID-19 transmission, this calendar can be altered/changed by the PISD Board of Trustees.

At a minimum, employees will be provided face masks, gloves, hand sanitizer and disinfectant spray. More details to follow by your principal or supervisor.

While some water fountains will be functional, we recommend all students and staff bring water bottles to school so that they can refill them at a drinking fountain or sink. Students and staff should not share water bottles with others.

If approved to telecommute, employees will be expected to follow the short-term telecommute expectations > Short-Term Telecommuting Expectations

We will continue to build on the professional development we offered this summer. Summer 20 PD Website Focus meetings will also include virtual and face-to-face training at all levels. Please review the PD August Focus Charts for more details.

The employee will remain accessible and productive during the regular scheduled eight-hour work days. Daily schedules will be campus specific and communicated by campus principals.

Yes. Any month where students are present on campus for at least 10 school days, a fire drill is required. All other emergency drills should be conducted once a semester.

Coronavirus, like the flu and other communicable illnesses, is usually not covered by workers’ compensation unless the employees’ job or occupation places them at a greater risk than the general public to contract the illness. The Department of Labor has acknowledged that it is difficult to determine the precise moment and method of virus transmission. An employee who believes they have contracted the virus while working may pursue a workers’ compensation claim. However, ultimately the decision on whether the claim will be covered or not will lie with the District’s workers’ compensation carrier, Texas Association of School Boards, Risk Management Fund.

The District may require the employee to use accrued leave until the HR department receives appropriate documentation. Documentation may include medical documentation, state/local quarantine orders, and/or HR forms completed. The District will follow Board Policy DEC local and other requirements under the Families First Coronavirus Response Act (FFCRA). If it is determined an employee is eligible for leave under the Family First Coronavirus Response Act an employee’s accrued leave may be returned to the employee. Every employee’s circumstance is different and will be taken into consideration when it comes to accrued leave.

Guidance on Families First Coronavirus Response Act (FFCRA)

• Emergency Paid Sick Leave (EPSL) - Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay (some limitations may apply) where the employee is unable to work because the employee is quarantined (pursuant to federal, state, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or

• Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay (some limitations may apply) because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to federal, state, or local government order or advice of a health care provider), or to care for a child (under 18 years of age) whose school or childcare provider is closed or unavailable for reasons related to COVID-19, and

• Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or childcare provider is closed or unavailable for reasons related to COVID-19.

The District may require the employee to use accrued leave until the HR department receives appropriate documentation. Documentation may include medical documentation, state/local quarantine orders, and/or HR forms completed. The District will follow Board Policy DEC local and other requirements under the FFCRA. If it is determined an employee is eligible for leave under the FFCRA an employee’s accrued leave may be returned to the employee. Every employee’s circumstance is different and will be taken into consideration when it comes to accrued leave. HR will determine if the employee’s essential job functions will allow for the employee to temporarily work from home. Any employee approved for short-term telecommuting will be required to complete the Pasadena ISD Short-Term Telecommuting Agreement.

Guidance on Families First Coronavirus Response Act (FFCRA)

• Emergency Paid Sick Leave (EPSL) - Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay (some limitations may apply) where the employee is unable to work because the employee is quarantined (pursuant to federal, state, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or

• Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay (some limitations may apply)because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to federal, state, or local government order or advice of a health care provider), or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and

• Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.

Employees will be required to be physically present unless district, state or local officials declare otherwise. Any request to telecommute due to underlying health conditions will be considered on a case by case basis by the HR department. Employees must be able to perform their essential job functions.

The pandemic has placed a burden on some staff members who will need to arrange supervision for their school age children during work hours. We are exploring possible options to support our employees during this difficult time. Notify your supervisor if you are unable to arrange care for your school age children.

The District will make reasonable efforts to provide the teacher with appropriate PPE. Notify your supervisor if you have a concern.

If an employee received positive COVID-19 test results from their care provider, the employee should not return to work until 10 days after symptom onset as long as there has been an improvement of symptoms and they were fever free for at least 24 hours without fever reducing medication.