COVID-19 Staff Resources

Will I be required to do a health screening?

All employees must complete a health screening checklist prior to entering a school district building. Click here for the health screening checklist. 

Will face coverings be provided to school district employees?

Every employee will be provided one cloth face covering. Additional face coverings may also be provided to employees including face shields.

I have a health concern that keeps me from being able to wear a mask?

Contact Janet Anderson at janet.anderson@isd15.org and provide a doctor’s note outlining the reasons for not being able to wear a mask. Employees will not be allowed in the building without a face covering without pre-approved arrangements from human resources.

Do schools have the right to require students who have COVID-19 symptoms to go home?

Yes, schools must ensure individuals with symptoms consistent with COVID-19 are not in school.

The MDH guidance contains a link to a decision tree for students who have COVID-19 or its symptoms, but it doesn't discuss what schools should do for the other students and staff members who have been exposed to that student. How long must a school or classroom shutdown if a student or staff member in that classroom has symptoms or tests positive? In other words, what event triggers a quarantine obligation and who decides?

• In general, the first step in the process is to conduct contact tracing to identify **close contacts of anyone with a confirmed case who attended school while infectious. Close contact is when someone is within six feet of the ill person for at least 15 minutes. All **close contacts of a confirmed case will be notified of their exposure and asked to self-quarantine at home for 14 days since their last exposure to the confirmed case.
• The decision to close a classroom or school is made on a case-by-case basis and depends on the length of time the ill individual spent in the space, whether six feet of distancing was maintained consistently, the extent of the ill person's activities while infectious in the school facility and the extent to which all **close contacts can be identified. Schools will work collaboratively with local and state health officials to identify close contacts of a case and evaluate the extent of the exposure to determine if a full classroom or school closure is warranted.

Are districts obligated to notify the staff when someone in the school community – either a student or a staff member – reports a positive COVID-19 test result, when the district is aware of such a result?

Schools must report all confirmed cases of COVID-19 to the Minnesota Department of Health (MDH) or the local public health agency. MDH or the local public health agency is obligated to conduct a case investigation and identify anyone who has potentially been exposed to the confirmed case. MDH or the local public health agency notifies all people who have been exposed and provides them with information about how to protect themselves, their families and their communities.

I am an at-risk employee and I am required to report to work. What can I do?

Individuals with disabilities have the right to request "reasonable accommodations" from employers that are subject to the Americans with Disabilities Act (ADA) and/or the Minnesota Human Rights Act. If you have a disability that affects your risk for contracting COVID-19 or being harmed if you do contract the virus, you have the right to request a reasonable accommodation from the school district. When requesting a reasonable accommodation, describe the nature of the accommodation requested and how it will assist you in performing the essential functions of your job. Whether a requested accommodation is reasonable will depend on the specific circumstances. If an employee does not request a reasonable accommodation, the law does not mandate that the school district take any action.

I live with a family member who has an underlying health condition that places them at greater risk if they contract COVID-19 and I am unable to work from home. What are my options?

Workers who live with family members who are at greater risk if they contract COVID-19 are encouraged to ask for reasonable accommodations that will allow them to continue working while maintaining the safety and health of their family member. If unable to provide a reasonable accommodation, you may have paid or unpaid leave options provided by policy, collective bargaining agreement, or law. If unable to provide a reasonable accommodation, you may be eligible for unemployment insurance benefits.

Can my employer disclose the identity of an employee who has tested positive for, or otherwise been diagnosed with, COVID-19 to coworkers who were in **close contact with the infected employee during the relevant 14-day period?

An employer should not disclose the identity of an employee who has tested positive for, or otherwise been diagnosed with, COVID-19 to coworkers without the consent of that employee. However, an employer can provide employees with information that would help them evaluate exposure. Employers can generally identify that "an employee has tested positive for COVID-19" or that "an employee has been exposed to COVID-19," but the employee should not be identified.

If I am not displaying symptoms of COVID-19 but have had **close contact with someone diagnosed with COVID-19, should I self-quarantine?

MDH recommends anyone who has had **close contact with a confirmed case of COVID-19 should self-quarantine at home for 14 days from the last date of exposure. People who have been **close to someone with COVID-19 may have been exposed to the virus, which means they have a greater chance of getting it themselves and then of spreading it to others. To prevent the spread of COVID-19, people who have been exposed need to stay home. Contact human resources immediately if you have had close contact with someone diagnosed with COVID-19.

Can I telework while self-quarantining due to contracting COVID-19 or due to COVID-19 exposure?

Depending on the situation, an employee may telework while self-quarantining or self-isolating with supervisor approval.

I understand the federal government enacted emergency paid sick leave legislation and expanded benefits under the Family Medical Leave Act (FMLA) related to COVID-19. What does that legislation provide?

The federal Families First Coronavirus Response Act (FFCRA) requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. These provisions expire December 31, 2020, unless otherwise extended by Congress.

Generally, FFCRA provides that employees of covered employers are eligible for:

• Two weeks (up to 80 hours) of paid leave at the employee's regular rate of pay (up to $511 a day and $5,110 in the aggregate), 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 leave at two-thirds the employee's regular rate of pay (up to
• $200 a day and $2,000 in the aggregate), where 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 expanded family and medical leave at two-thirds the employee's regular rate of pay (up to $200 a day and $10,000 in the aggregate), 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.
• The form to complete for this provision is located on the district’s website under departments, human resources and then COVID-19 staff resources.

I am not feeling well or have been asked to quarantine because of a potential exposure, but I'm concerned about losing income if I can't work. What can I do?

• You may be eligible for paid sick leave under FFCRA (see question above)
• You may have access to paid time off through provided by policy, collective bargaining agreement, or law.
• You may be eligible for workers' compensation if your illness is due to your employment.
• In addition, the state's unemployment program was recently expanded to ensure those whose presence in the workplace would jeopardize the health of others will have access to unemployment income for the time they are unable to work. To get more information about unemployment insurance or to apply for benefits, visit Minnesota Unemployment Insurance.

What should an employee do if they think they contracted COVID-19 while working?

The employee should notify the school district as soon as possible after they develop symptoms they think could be COVID-19 contracted while working. There are time limitations for reporting an injury to the school district.