Human Resources Department (HRD)
During COVID-19 Emergency
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COVID-19
MONTEREY COUNTY EMERGENCY RESPONSE MANUAL & COVID-19 PREVENTION PROGRAM
If you are unable to file electronically, click on the form below to download and submit manually.
FORMS
DONATED LEAVE BANK FORMS
FREQUENTLY ASKED QUESTIONS
The below questions have been developed for the purposes of supporting the Human Resources Emergency Response Manual. The HR Point Person referenced in these questions refers to the Director of Human Resources, Irma Ramirez-Bough and Senior Personnel Analyst, Ariana Hurtado. Questions directed toward the HR Point Person referenced should be forwarded to HRDAdmin@co.monterey.ca.us.
Click on the questions below to view answers. For a printable copy of the questions below, please click HERE to download the PDF Frequently Asked Questions.
HR COVID-19
- Wash your hands with soap and water for at least 20 seconds.
- Avoid touching your eyes, nose and mouth.
- Avoid close contact with people who are sick.
- Stay home when you are sick.
- Cover your cough or sneeze with a tissue; then throw the tissue in the trash.
- Clean and disinfect frequently any objects and surfaces that are touched.
- Get a flu shot if you haven't already gotten one this season.
As you know, all County employees are designated by State law as Disaster Service Workers (DSWs) and upon hire, County employees signed an oath confirming their understanding that they are designated as DSWs. This means that when the County declares a local emergency, you may be deployed to different work sites or be asked to perform work duties or tasks that are different from your regular work responsibilities. No one will be assigned duties they are not qualified or trained to perform.
3. If I fall into a group considered at higher risk from severe illness from COVID 19 should I report to work?
People over the age of 65 and people with serious underlying medical conditions like heart disease, diabetes, and lung disease, and those with immunosuppressed systems are considered at high risk from severe illness from COVID 19. The federal guidance is employee stay at home. Explore options with management regarding telecommute.
If you feel like you have flu-like symptoms you should let your supervisor know and call your health care provider prior to arriving at their office. Do not go to the hospital emergency department unless your healthcare provider directs you to go. We need to reserve emergency room visits for serious illness and medical emergencies.
If you have symptoms of acute respiratory illness and are feeling sick do not come to work. Notify your supervisor and stay home. You may be eligible for Emergency Paid Sick Leave under the provisions of the Families First Coronavirus Response Act or Special Paid Leave (paid at base rate of pay) under the provisions of the Human Resources Emergency Response Manual (Section 10). These leave provisions provided a pro-rated number of hours for less than full-time employees.
5. If my doctor's office is not available for an appointment, what other alternatives or resources are available?
Employees with CalPERS health plans should refer to their Medical ID card for Nurse Line 24/7 TeleMed information. Refer to the Emergency Response Manual or the Employee Benefits website for more information.
Yes. The Center for Disease Control and Prevention states that employees who become ill with symptoms of COVID-19 should leave the workplace and stay at home.
Yes, your department can require you to go home if you are showing symptoms such as fever, coughing, and/or shortness of breath. Under the California Occupational Safety and Health Act (Cal-OSHA), employers are required to maintain safe and healthy working conditions for employees. You may be eligible for Emergency Paid Sick Leave under the provisions of the Families First Coronavirus Response Act or Special Paid Leave (paid at base rate of pay) under the provisions of the Human Resources Emergency Response Manual (Section 10). These leave provisions provide a pro-rated number of hours for less than full-time employees.
You can return to work if you are no longer sick. According to Section 15 of the Human Resources Response Emergency Response Manual, when you are ready to return to work you should contact your supervisor for instructions on when and where you should return for your assignment. In certain circumstances, the County may require a note from your health care provider clearing you to return to work. If you were diagnosed with COVID-19, and the County designated the leave as FMLA/CFRA leave, the County will accept your treating physician’s certification that you can return to work.
Yes, in accordance with Section 15 of the Human Resources Emergency Response Manual you can call in sick without needing to a doctor's note during this pandemic event.
10. If my doctor provides a note that I am to be quarantined, is this sufficient notification for my department?
Yes, your doctor’s note is sufficient certification to potentially be eligible for Emergency Paid Sick Leave under the provisions of the Families First Coronavirus Response Act. However, only the County Health Officer or authorized state/federal official can provide an official quarantine order. The County Health Officer or designee will notify Human Resources if any of its employees have tested positive for COVID-19, and a worksite has been deemed to have been potentially exposed or are considered a Person Under Investigation. However, you may still be asked by your Department Head or designee to telecommute/work from home or be “excused” if no telecommute/work from home options are available.
During this pandemic event, if you are sick you should remain home from work, you may be eligible for Emergency Paid Sick Leave under the provisions of the Families First Coronavirus Response Act, Special Paid Leave (paid at base rate of pay) under the provisions of the Human Resources Emergency Response Manual (Section 10) or you can elect to use leave accruals, unless authorized to work from home. These leave provisions provide a pro-rated number of hours for less than full-time employees.
You may be eligible for Emergency Paid Sick Leave under the provisions of the Families First Coronavirus Response Act, FMLA/CFRA leave because the condition constitutes a “serious health condition” or Special Paid Leave (paid at base rate of pay) under the provisions of the Human Resources Emergency Services Manual. These leave provisions provide a pro-rated number of hours for less than full-time employees.
13. If I have to stay home to care for a family member who is sick or showing symptoms what time off can I use?
Please discuss with your supervisor if temporary telecommuting/working from home or a flexible work schedule is an option based on your duties. You are eligible to use your leave accruals and may be eligible for Emergency Paid Sick Leave under the provisions of the Families First Coronavirus Response Act or Special Paid Leave (paid at base rate of pay) under the Human Resources Emergency Response Manual (Section 10). These leave provisions provide a pro-rated number of hours for less than full-time employees.
14. I feel fine but I have been placed on quarantine by the County Health Officer or other government authority and am to stay home. Do I use my accrued sick leave to cover the absence?
Check with your supervisor about telecommute/work from home options. If none are available, you may be eligible for Emergency Paid Sick Leave under the provisions of the Families First Coronavirus Response Act or Special Paid Leave (paid at base rate) under the provisions found in the Human Resources Emergency Response Manual (Section 10) when quarantined by the County Health Officer or other government authority due to the Pandemic event. These leave provisions provide a pro-rated number of hours for less than full-time employees.
Under the provisions of the Human Resources Response Manual Section 10, regular, probationary and temporary employees who are quarantined by the County Public Health Officer or authorized State or federal official due to the Pandemic event, sick or with the Pandemic event symptoms, or excused by the appointing authority and unable to temporarily telecommute/work from home may be eligible for Special Paid Leave hours. The 80 hours of Special Paid Leave shall be pro-rated for less than full-time employees based on their FTE.
16. If my department head designates my job as a mission critical function and I work during the pandemic event, and I get sick after the county has returned to normal operations am I still eligible to use the Special Paid Leave hours?
Special paid leave hours provided under the provisions of the Human Resources Emergency Response Manual (Section 10) will be available until the expiration date of the emergency declaration.
17. If I am already out on an approved Leave of Absence (LOA) am I eligible for the County’s Special Leave hours?
Employees already out on an approved Leave of Absence would not be eligible for Special Paid Leave hours as found in the provisions of the Human Resources Emergency Response Manual (Section 10) and would continue to integrate their regular leave accruals as usual.
18. If I am sick or caring for a sick family member and I have run out of leave balances, can I get an advance on my leave hours?
You may be eligible for Emergency Paid Sick Leave under the provisions of the Families First Coronavirus Response Act or Special Paid Leave (paid at base rate) under the provisions found in Section 10 of the Human Resources Emergency Response Manual (Section 10). These leave provisions provide a pro-rated number of hours for less than full-time employees. In addition, the County’s Personnel Policies & Practices Resolution provides the County Administrative Officer authority to grant up to 20 days of paid administrative leave. Also, you can apply to the County’s Donated Leave Bank for leave hours. Please contact the Human Resources Benefits Division at BenefitsHelp@co.monterey.ca.us for additional information.
Under Section 7 of the Human Resources Emergency Response Manual employees can make reasonable requests to temporarily telecommute/work from home, but the approval is at the discretion of the appointing authority. The Temporary Telecommuting Request form is located on the Human Resources Department website at: https://www.co.monterey.ca.us/government/departments-a-h/human-resources.
Employees may be eligible for Emergency Paid Sick Leave or Public Health Emergency Leave under the provisions of the Families First Coronavirus Response Act. Please consult with your Human Resources staff or Benefit Coordinator for additional information.
Under Section 17 of the Human Resources Emergency Response Manual, if you are a First Responder, you must report to work during this Pandemic event. First Responders are defined as Mission Critical and include law enforcement, emergency communications, emergency service officials and healthcare personnel. In the event that child and dependent care coverage may become impossible, arrangements may be made in advance for approval from the appointing authority to telecommute, if appropriate. If telecommuting is not appropriate upon approval, mission critical personnel will use accrued leave. Otherwise, mission critical employees must report to work.
Mission Critical personnel provide for and maintain the critical functions of the County including human resources, payroll, finance. In the event that child and dependent care coverage may become impossible, arrangements may be made in advance for approval from the appointing authority to telecommute, if appropriate. If telecommuting is not appropriate upon approval, mission critical personnel will use accrued leave. Otherwise, mission critical employees must report to work.
Non-Mission Critical- In the event that non-mission critical personnel have exhausted their options for child and dependent care coverage accrued leave will be used for such an approved absence.
You may also consult with your Human Resources staff to inquire about potential daycare options available to County employees.
Illnesses associated with a Pandemic are not considered work related. Employees may not be denied the right to file a worker’s comp claim, however, the claim may be denied by the carrier.
Work related injuries are to be reported and processed as usual. Contact your departmental HR Analyst or your supervisor for information.
23. If I am classified as Non-Mission Critical Personnel, and sent home with no duties to perform, am I eligible for Unemployment Insurance?
Employees are encouraged to check the EDD website for information regarding Unemployment Insurance claims and filing processes.
Employees with serious illness including COVID-19 are encouraged to apply for disability benefits. During the pandemic event the State has reduced the waiting period for SDI benefits so please contact your benefits coordinator promptly for assistance.
- Employees will continue to be paid bi-weekly on established pay dates. All employees enrolled in direct deposit will receive their pay electronically. Your pay statement can be viewed and printed out using ESS (Employee Self-Service) using employee-center.co.monterey.ca.us.
Direct Deposit changes can be made using the following options:
- Log into ESS Employee Self Service using employee-center.co.monterey.ca.us
- Mail to Auditor-Controller Payroll, P.O. Box 390, Salinas 93902
- Fax to 831-755-5144
Those employees that still receive a paper check should contact their department timekeeper for check pickup information. Especially during this pandemic event we strongly urge employees to enroll in direct deposit to ensure that you receive your pay electronically and not have to physically pick up a check and then travel to the bank. Please see direct deposit question above for more information on how to enroll.
No, Special Paid Leave hours do not count towards overtime.
29. Do essential employees receive any additional compensation or hours for working through the pandemic event?
Employees deemed essential to departmental operations will receive their normal pay and benefits.
Your departmental timekeeper will provide time entry instructions specific for your department operations (this could include pay and leave usage codes, override codes, etc.) All time entry questions should be directed to your supervisor and/or departmental timekeeper.
Contact the County’s local Nationwide representative, Justin Bryant at 831-200-5501 or Justin.Bryant@Nationwide.com.
Employees can also schedule a virtual appointment at https://montereycounty457.myretirementappt.com/. This is an excellent opportunity to be sure beneficiary designations are up to date.
The FSA card can be used for doctor prescribed items, medical supplies and equipment. Check out the FSA Store at https://FSAstore.com.
33. If I am on a modified duty and my position is classified as essential, can my position be changed to non-essential due to my work restrictions?
No, your position cannot be deemed non-essential based only on your medial work restrictions.The County may ask you if you are experiencing symptoms of the pandemic virus. Symptoms compatible with COVID-19 include subjective or measured fever, cough, or difficulty breathing according to CDC. The County will maintain all information about an employee’s illness as a confidential medical record in compliance with the ADA.
The County may ask you if you are experiencing symptoms of the pandemic virus. Symptoms compatible with COVID-19 include subjective or measured fever, cough, or difficulty breathing according to CDC. The County will maintain all information about an employee’s illness as a confidential medical record in compliance with the ADA.
Yes, the County can delay the start date according to the Center for Disease Control and Prevention guidance.
A close contact is someone who was within 6 feet of a COVID 19 case for a prolonged period of time which may occur while caring for, living with, visiting, or sharing a healthcare waiting area or room with a COVID 19 case OR having direct contact with infections secretions of a COVID 19 case. If this applies, HR Department Point of Contact will contact Public Health at 831-755-4521 for guidance. Recommendation may be that close contact should go home for 14 days from last date of contact with COVID 19 case and self-monitor.
See above for definition of Close Contact. HR Department Point of Contact will contact Public Health at 831-755-4521 for guidance.
Cruise ships are classified as level 3 as of March 17 per CDC. If you were on a cruise in the past 14 days: Stay home for 14 days from the time you disembark, practice social distancing, and monitor your health. Social distancing means staying out of crowded places, avoiding group gatherings, and maintaining distance (approximately 6 feet or 2 meters) from others when possible.
Please check the following link for current CDC guidelines on Travelers returning to the USA. https://www.cdc.gov/coronavirus/2019-ncov/
- Please do not report to work. Stay home and call your healthcare provider before arriving at their office
- Public Health will contact County HR Department point of contact if there is a positive case in the workplace and provide guidance on what actions need to be taken.
HR Department Point of Contact will contact Public Health at 831-755-4521 for guidance as it differs on whether employee is a healthcare employee or not.
HR Department Point of Contact will contact Public Health at 831-755-4521 for guidance as it differs on whether employee is a healthcare employee or not.