City Employee Information - COVID-19

Messages from the City Manager

Mesage from the City Manager  (Leave Policy) - 04/01/2020

Message from the City Manager - 3/19/2020

Message from the City Manager - 3/17/2020

HR Resources

Guidelines

Families First Coronavirus Response Act Dept. of Labor Notice (Non-Federal) 

Families First Coronavirus Response Act Dept. of Labor Notice (Federal) 

Memorandum COVID-19 Pandemic Human Resources Guidelines

Re-Deployement Opportunities Available fro COT Employees

 

Supervisors

Supervisor FAQs 04-02-2020

Supervisor Telecommuting Guidance/Checklist

A.D 2.01-19 - Telecommuting

Exposure to COVID-19 Decision Tree

Staff Screening Tool

Badge Request Process Update

Leave 

City of Tucson Negative Paid Leave Information (updated 04-02-2020)

Mandatory Leave and Return Protocols 

Cigna

NEW! Cigna EAP finding childcare assistance Info

Cigna Virtual Care Info 

Cigna Resource for 90-day perscriptions

Free Help Coping with COVID-19-Related Stress 1.866.912.1687
Cigna is providing resources free of charge for all customers, clients, and communities to help manage high stress and anxiety during during this time. Call Cigna's 24-hour toll-free help line 1.866.912.1687

Childcare

Child Care for ages 5-12

  • YMCA - (5-12 years old) Limited spots available for those who are critical in helping our community at this time
  • Boys and Girls Club - (5-12 years old) Limited spots available for those who are critical in helping our community at this time

LifeCare

The City of Tucson provides employees with 3 days of back up child care or senior care if needed. https://www.lifecare.com/

Needs Assessment 

Child care needs survey 3/20/2020

Workplace Safety

Proper Glove Removal 


Employee Frequently Asked Questions

Questions? Email to HRCOVID19FAQ@tucsonaz.gov
Additional questions and answers will be added to this page frequently to support employee concerns. 

  • How can employees access and submit forms to payroll? 

Forms that employees submit including tax documents, direct deposit changes or enrollment and deduction starts and stops should be scanned and emailed to Central Payroll at Central-Payroll@tucsonaz.gov.  These forms should also be sent inter-office to Central Payroll.

Here are some quick links for the following forms (if you are unable to access the intranet please email for a copy of a form: Central-Payroll@tucsonaz.gov ):

W-4  https://intranet.tucsonaz.gov/files/2020_w-4.pdf

A-4  https://intranet.tucsonaz.gov/files/2020_A-4_Arizona_tax.pdf

Direct Deposit https://intranet.tucsonaz.gov/files/finance/Automatic_Deposit_Authorization_Form_0.pdf

Deduction Start/Stops https://intranet.tucsonaz.gov/files/finance/Payroll_Deduction_Form.pdf

Address & Name Changes https://intranet.tucsonaz.gov/files/ADDRESS_OR_NAME_CHANGE_FORM2017.pdf

Any types of employment verification should continue to be faxed to 520-791-4236

 

  • Now that schools are closed, with no certain return date, what childcare options are available for employee who must report to work?
    • Beginning 3/23/2020: Extended Spring Break camp for families of "health care workers, first responders and those providing vital services to our community" is being offered through the YMCA of Southern Arizona. Click here for more information and to register; limited availability.

    • NEW! Beginning 3/23/2020: Boys & Girls Clubs of Tucson (BGCT) will be opening its Frank & Edith Morton Clubhouse at 3155 East Grant Road on Monday, March 23rd from 8 a.m.-6 p.m. to strictly provide emergency childcare to 60 children, ages 5-12, of essential/critical service community workers during the closure. Click here for more information on the Boys & Girls Clubs of Tucson website (scroll to Special Announcements).

      In accordance with the COVID-19 Pandemic Human Resources Guidelines Memorandum from the City Manager's Office, employees may use any available leave for the purpose of staying home with children, due to school or daycare closures. If we receive info regarding childcare resources, we will share it with all employees with an announcement and on this website.

  • Are we being too cautious, or over-reacting to the COVID-19 virus?
    • Not at all.

      Our responses to COVID-19 are based on recommendations from the Center for Disease Control (CDC). We all need to do our part to stay healthy and protect the medically vulnerable during this outbreak. Thank you for your cooperation.

  • The COVID-19 virus is contagious; why are employees required to come to the office?
    • As employees in the public sector, we have a duty to continue business operations at the highest level possible. As an employer, the City of Tucson has an important role in protecting employee health and safety, and limiting the impact of this pandemic. We are encouraging social distancing, telecommuting when feasible, and other preventative measures for our employees. We will continue to perform those functions that are required. Department directors have the authority to balance between telework for employees, and ensuring the essential functions to the community of Tucson.
  • When can employees return to work if they stayed home with flu-like symptoms, and they have (or have not) had a COVID test?
    • Per the Center for Disease Control (CDC), below are the guidelines for determining when a person may end home isolation and return to work:

      People with COVID-19 who have stayed home (home isolated) can stop home isolation under the following conditions:

      If you will not have a test to determine if you are still contagious, you can leave home after these three things have happened:

      • You have had no fever for at least 72 hours (that is three (3) full days of no fever without the use of medicine for reducing fevers)
        AND
      • other symptoms have improved (for example, when your cough or shortness of breath have improved)
        AND
      • at least 7 days have passed since your symptoms first appeared

      If you will be tested to determine if you are still contagious, you can leave home after these two things have happened:

      • You no longer have a fever (without the use of medicine for reducing fevers)
        AND
      • other symptoms have improved (for example, when your cough or shortness of breath have improved)

       Your doctor will follow CDC guidelines.

  • How does FML work with COVID-19?

    • The recently passed Families First Coronavirus Response Act will provide additional leave options for COVID-19 related requests for leave, including: 

      •  

         

        1. Federal Emergency Paid Sick Leave (FEPSL) effective April 1, 2020
        2. Expanded Emergency Family and Medical Leave (for employees who are caring for a minor child) (see City Manager’s Office April 1, 2020 Memo)
      •  

         

        Employees requesting leave for COVID-19 related issues for themselves or a family member could possibly be protected by the Family and Medical Leave Act (FMLA) if they meet FMLA-eligibility requirements and City of Tucson administrative directives. Generally, employees are not entitled to take FMLA to stay at home to avoid getting sick. Consult with your HR Manager with additional questions or contact Occupational Health and Leaves to submit a Medical Leave Request

  • Has the Negative Sick Leave changed?

    • Yes - the Negative Sick Leave has been revised per the City Manager's Office Memo on April 1, 2020. 
    • Employees who have exhausted all accrued leave options, including those who require sick leave to recover or care for a family member, will be allowed a sick leave deficit in the form of Paid Negative Sick Leave of up to 24 hours.
    • Sick leave advance will be based on employee need and employee work schedule, and will be approved for up to 24 hours, regardless of alternate work schedules (Fire suppression and part-time permanent employees will receive a pro-rated amount of hours based on hours worked per year).
  • What is the testing protocol of COVID-19 for City of Tucson Employees and/or first responders?

    • City Employee Protocol for COVID-19 testing based on occupational risk factors will be shared soon; stay tuned to this page for updates, and request more info from your HR Manager. 

      The testing protocol of COVID-19 for the general public is also recommended for City of Tucson employees. Due to the limited number of tests available in the State of Arizona, COT Employees should review the test assessment info provided by Pima County and contact the Pima County Health Department to inquire about being tested as needed.

  • Can my supervisor send me home if I am sick? Also, can they make me get tested for COVID-19?

    • In accordance with Sick Leave AD 2.01-7B section E(4): Contagious or pandemic preparedness- When a supervisor observes an employee exhibiting flu or other symptoms of a potentially contagious illness, the supervisor may place the employee on Sick Leave and require the employee to seek medical attention. While testing might be encouraged by a supervisor based on symptoms, testing protocol will be administered by state and county medical professionals.

  • I am telecommuting during the COVID-19 pandemic. Can I have my standing desk or other COT equipment moved to my home during the time that I am working from home, or may I move it myself?

  • My family member/dependent recently returned from traveling to a country where COVID-19 was prevalent, and I've been advised by medical professionals to self-quarantine for 14 days. What is the process for using sick leave, if I don't have enough?

    • Per the COVID-19 Pandemic Human Resources Guidelines Memorandum from the City Manager's Office, employees who have exhausted all accrued leave options, including those who require sick leave to self-quarantine, recover or care for a family member, will be allowed a sick leave deficit in the form of Paid Negative Leave of up to 104 hours.

  • What is the criteria for using the allotted 24 hours for sick time?

    • The criteria for using the allotted 24 hours of Paid Negative Leave require the employee to have exhausted all accrued leave options, and need sick leave to recover or care for a family member due to COVID-19. Such employees will be allowed a sick leave deficit in the form of Paid Negative Leave of up to 104 hours upon with supervisor notice and approval. The deficit simply means that, once the employee returns to work and begins to accrue leave, this leave will be repaid through the employee's future sick leave accruals. Paid negative leave hours are not accruable and not used as hours worked for the calculation of overtime pay.

  • I am planning to go on vacation. When I return, will I be required to complete the 14 day self-quarantine?

    • Travel is highly discouraged, especially out of state, if at all possible. Employees should exercise discretion with traveling and avoiding potential exposure risk, especially to countries affected by the COVID-19 pandemic. That said, upon return to work, employees may be subject to Sick Leave AD 2.01-7B section E(4): Contagious or pandemic preparedness - When a supervisor observes an employee exhibiting flu or other symptoms of a potentially contagious illness, the supervisor may place the employee on Sick Leave and require the employee to seek medical attention.