Frequently Asked Questions for Lincoln County R-III Employees - Response to Coronavirus
Last updated July 29, 2020
The health and safety of our students and employees is our first priority. We are all navigating this evolving and new situation related to the coronavirus. We want to assure you that we will work together to navigate this in the best interest of each individual staff member, while also understanding that we have a shared responsibility to continue to care for and educate our students.
This is not a time to be concerned about missing work if you are sick. If you are having flu-like or coronavirus symptoms (cough, fever, shortness of breath or difficulty breathing, a new loss of sense of smell or taste, sore throat, muscle or body aches, chills, headaches, congestion or runny nose, nausea or vomiting, diarrhea, or fatigue), please stay home, notify your supervisor and consult a physician.
District administration is closely monitoring and developing responses to address this rapidly changing situation. Federal, state, and local agencies may make mandates that change our responses to the questions below. As we learn more information, we will update our responses to the questions below and add any additional relevant information. So, please continue to check this FAQs page which is available in Staff Resources on the District website, as well as, your LCR3 email. As always, should you have any questions or concerns you can email HR at HR@troy.k12.mo.us or contact any of our HR team members individually.
Are staff required to wear a face covering?
Yes. Employees are required to wear masks/face coverings while at work when a distance of at least 6 feet from others may be difficult to maintain.
Will staff be provided face coverings?
Yes. Cloth (non-medical) face coverings will be provided to each employee and additional masks/face coverings will be available in each office. Additionally, clear face shields have been ordered and will be made available to employees upon arrival. Employees may also wear their own mask.
Do I have to use Personal Protective Equipment?
The use of protective equipment other than face coverings will be directed by supervisors and training will be provided on the appropriate use of PPE. When the District requires additional PPE for specific duties it will be provided at no cost.
What if I don’t feel well?
Employees should stay home if they do not feel well. If an employee is experiencing COVID19 symptoms and seeks a medical diagnosis, additional paid leave may be available pursuant to the Families First Coronavirus Response Act (FFCRA). The employee should contact their supervisor immediately. The supervisor will relay the information to HR who will contact the employee to discuss leave implications. If the employee is not experiencing COVID19 symptoms, the normal procedure for requesting a sick day should be followed.
How do I record my leave?
If you are out for COVID or non-COVID19 related reasons, you will need to let your supervisor know. You will record your leave normally, if non-COVID19 related. If the reason for the leave may be COVID19 related, you should notify your supervisor who will notify HR. HR will discuss with you the type of leave that is required/allowed for the absence.
Can my supervisor or HR ask me about my symptoms if they are related to COVID19?
Yes. The Equal Employment Opportunity Commission has weighed in on COVID19-related conversations in the workplace. As COVID19 is a medical condition that affects others and has been deemed a public health concern, employers may ask employees if they are experiencing COVID19-related symptoms, even prior to the employee working at the facility/location.
Can my supervisor or HR send me home?
Yes. Employees may be sent home under various circumstances including if an employee has COVID19-like symptoms, is seeking a COVID19 diagnosis, tests positive for COVID19, or had contact within 6 feet for 10 to 15 minutes or more with a person who has tested positive for COVID19.
What if I have a temperature of 100 degrees Fahrenheit or higher and I am sent home?
If your temperature is 100 degrees Fahrenheit or higher upon arrival for your shift, you will be asked to go home. Employees may not return to work until they are fever-free and absent of any other symptoms without medication for 72 hours. If eligible, the employee will receive paid leave as provided in the Family First Coronavirus Response Act or will enter sick, personal, or vacation time during the employee’s absence. Any employee who is sent home due to fever should contact Human Resources Coordinator Lisa Deters, firstname.lastname@example.org, or Human Resources Director Sarah Schmanke, email@example.com to discuss his/her absence.
What if I or my child have a compromised immune system?
You may be eligible for leave under FMLA or the FFCRA, or reasonable accommodations under the American Disabilities Act Amendment Act. Please contact HR to discuss eligibility for leave and/or accommodations.
If I am caring for my child who has COVID19, do I get emergency paid sick leave for two weeks?
Employees who are caring for a child who has COVID19 may qualify for up to two weeks of emergency paid sick leave under the FFCRA. The pay provided may be either 2/3 or full pay (caps apply) depending on the circumstances. For situations that are specific to COVID19, please contact Human Resources for direct guidance.
What if I use all of my emergency paid sick leave under FFCRA (generally 2 weeks for full time employees) to care for a family member but then get COVID symptoms? Do I get more emergency paid sick leave?
No. Qualifying employees will be provided up to 80 hours of emergency paid sick leave under the Families First Coronavirus Response Act (FFCRA). This leave does not reset with a new qualifying reason for leave, however an employee may be eligible for traditional FMLA and/or District-provided sick or personal leave.
What if there is an uptick in positive cases in Lincoln County?
The district will continue to partner and communicate frequently with our local health professionals for guidance. Their input will help guide the District’s decisions as it relates to potentially moving to a different tier or implementing additional safety measures.
What if an individual who is positive for COVID19 was in a LCR3 building?
LCR3 will comply with CDC and local health department orders and guidance. This could include quarantine for those who were a contact of the positive individual and a possible short term closure of the building. Additional cleaning and sanitation procedures will be followed to ensure that the building has been properly disinfected.
What if a member of an employee’s household tested positive?
The employee must stay home and contact his/her supervisor. The employee is strongly encouraged to contact the health department for further guidance.
What if an employee has been in contact with someone who has tested positive?
If the employee had contact with the positive individual within 6 feet for 10 to 15 minutes or more the employee must stay home and contact his/her supervisor. The employee is strongly encouraged to contact the health department for further guidance.
What if an employee has been in contact with someone who has COVID19 symptoms?
The employee can continue to come to work so long as the employee does not have symptoms. The employee should continue to self-monitor for symptoms. If the individual with whom the employee has had close contact tests positive, the employee would need to quarantine. The employee can contact the health department for additional guidance.
What if an employee has had indirect contact with a confirmed case (contact with another individual who did have confirmed exposure)?
The employee can continue to come to work and can also contact the health department for additional guidance. The employee should continue to self-monitor for symptoms.
What if I currently have ADA accommodations or may need ADA accommodations?
Any existing ADA accommodations applicable to the employee’s duties will remain in place. Any employee who has questions about his/her ADA accommodations or who feels that he/she may need an ADA accommodation due to a disability, should contact Human Resources Coordinator Lisa Deters, firstname.lastname@example.org or Human Resources Director Sarah Schmanke, email@example.com.
Will teachers get plan periods this year?
Yes, teachers will have plan periods.
Are the two weeks of paid sick leave through the FFCRA on top of the employee’s normal 10 sick days or will these days be deducted from an employee’s sick leave balance?
The two weeks of paid sick leave through the Families First Coronavirus Response Act are in addition to the 10 sick days provided by the District per year. Leave approved under FFCRA will not be deducted from an employee's District-paid sick leave balance.
Can teachers in grades kindergarten through third grade ask/recommend that students wear a mask?
The District encourages students in kindergarten through third grade to wear face coverings. A teacher may not mandate students wear additional protective equipment beyond the District’s requirement.
What happens if I contract COVID19 and am unable to return to school for a period of time?
If a staff member contracts COVID19 there are various leave options available. Any employee who contracts COVID19 should notify their supervisor and HR will follow up with the employee. Substitutes will cover employee absences, as necessary.
As a substitute for the District, how will things be different for me?
Substitutes will be expected to follow the same employee reporting, screening, and safety protocols. Approved substitutes will receive additional information regarding these protocols prior to August 17th.
Can a teacher stay home and teach virtually?
Currently, all employees will report to campus for work on August 25th. If the District moves into Tier 2 or 3, reporting requirements will be communicated by supervisors at that time. If an employee has a medical condition he/she should contact HR to discuss potential accommodations or leave.
What leave is available if I am ordered to quarantine?
An employee who is ordered to quarantine may be entitled to paid leave under the Family First Coronavirus Response Act. Leave approved under FFCRA will not be deducted from an employee's District-provided sick leave balance. If an employee is not eligible for this leave or has exhausted this leave, other forms of leave including District-provided sick leave may be utilized. Employees who are ordered to quarantine should contact HR to discuss leave options.
Can a paraprofessional, teacher, or other staff member who works in more than one room during the day disinfect their work area upon entering the room even if it results in not teaching bell to bell?
While teaching bell to bell is always a goal, the District recognizes that safety is a top priority. Staff entering into a new work space may take the time necessary to disinfect their personal work area upon entering into a new room.
How should employees who go from room-to-room handle passing periods when social distancing cannot be maintained?
All employees and students in grades 4 through 12 are required to use face coverings during times when a distance of at least 6 feet may be difficult to maintain, which would include passing periods. Staff are further asked to engage in preventive hygiene including frequent hand washing/sanitizing upon entering rooms.
How will the Return to Learn plan affect employees who travel between multiple buildings?
Staff travel between buildings on the same day will be limited to the extent feasible. Staff who are reporting to a building that is not their assigned primary building will be asked to report to the main office upon arrival to be temperature screened, if not already screened in another building, and will be entered into LobbyGuard (the District’s visitor management system). This process is necessary to help with the potential need for contact tracing.
Can employees use their accumulated District-provided sick days instead of the 2/3 paid leave under the FFCRA?
The Family First Coronavirus Response Act provides for paid emergency sick leave of up to 2 weeks and paid extended leave which can be up to an additional 10 weeks beyond the 2 weeks sick leave.
2 Weeks of Emergency Sick Leave:
Depending on the qualifying reason for the leave the paid sick leave is either 2/3 of an employee’s pay or full pay (up to applicable caps). The two weeks of emergency paid sick leave under FFCRA are in addition to sick days and will be used prior to using any accumulated District paid leave.
The extended leave of up to 12 weeks may only be taken to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID19. Under FFCRA the first two weeks of extended leave are unpaid but the paid emergency sick leave can be used to provide pay during this time. After the initial two week employees are to be paid 2/3 pay (up to $200 per day) for this extended leave. When an employee qualifies for this extended FFCRA leave, the employee may use existing District-provided leave after the first two weeks concurrently with expanded FFCRA leave but such leave will be limited to the same type of leave that the employee would be permitted to use if he or she were not using expanded FFCRA leave. This would include personal and vacation days but not sick days unless the employee or his/her child is ill.
How will evaluations be impacted by the increased safety measures and/or virtual or distance learning?
Employees will continue to receive feedback and evaluations during the 2020-21 school year. Evaluators will take into account the necessary differences in the learning environment this year, as well as, altered duties, as appropriate. For certified evaluations, the District is utilizing guidance from the Network for Educator Effectiveness to continue to use feedback and evaluation best practices that translate to virtual and distance learning environments.
If I have to be absent from school will a substitute teacher take over my class while I am out?
As in previous school years, the District will continue to use substitutes for employee absences, as necessary.
What if I have a medical condition? Who should I contact?
Any employee with concerns related to a medical condition should contact Human Resources Coordinator Lisa Deters, firstname.lastname@example.org, or Human Resources Director Sarah Schmanke, email@example.com.
Will I be able to utilize full day Latchkey care in Tier 2 and 3 if my children are enrolled in another school district and that their school also closes?
Pending sustainable interest and enrollment, the District will offer a full day Latchkey program for employee children at a reasonable daily rate for days when employees are required to report to work and their child is participating in distance learning. This will be available for pre K through 5th grade age children but will not be limited to LCR3 students.
What is the cost per day for full day Latchkey care?
The cost per day will depend on the interest in the program. Without sustainable interest, the District will not be able to offer full day care. The expense of operating a full day program is far greater than a program limited to before and after care. Should the District enter into tier 2 or 3 within the first few weeks of school the $250 yearly fee for employees may be credited towards the daily rate.
Will the full day child care option in Tier 2 or 3 be staffed by Latchkey employees or other District employees?
This program will be staffed by Latchkey employees. If additional staff is needed, employees in other positions may be given the opportunity to help staff the program.
Can I sign my child up for Latchkey in January if I choose virtual learning for the fall and in person in the spring?
Students can be enrolled in Latchkey at any time during the school year. Students are not guaranteed a spot in Latchkey, however. The District may have a waitlist to ensure adequate staffing for a safe staff-to-student ratio. Regardless of the month enrolled or utilization, the Latchkey charge to employee for before and/or after care is $250 per child, which is less than a community member pays for 1 month of services.
Where can I find the most recent protocols and information?
As this situation continues to change employees will be notified of significant changes through District email and/or communications from supervisors. Additionally, these FAQs will be updated and available in Staff Resources on the District’s website.
What if I have additional personnel questions?
Any employee with personnel questions or concerns should reach out to HR.