City Employee Information - COVID-19

Voluntary COVID-19 Testing for City Employees, Contract Employee, and COT Employee Household Family Members Now Available

All City of Tucson employees,contract employees, and COT employee household family members can now be voluntarily tested for COVID-19 through our contracted medical providers. (Employees,Contract Employee, and COT Employee Household Family Members who use these providers will incur no out-of-pocket expense):

  • Evolve Tactical Occupational Health for Commissioned Police Officers and Firefighters
  • MBI Industrial Medicine for all other Non-Commissioned City employees.
  • El Rio Health for any City Employee, COT Employee Household Family Members, and Contract Employees

The testing is available by appointment only! Walk-in testing is not available.

Please click here to view the information as a web page.

City Employees please click here for a printable pdf to learn more and schedule your test.

Contract Employees please click here for a printable pdf to learn more and schedule your test. 

COT Employee Household Family Members  please click here for a printable pdf in English or Spanish to learn more and schedule your test.

COT Employee COVID-19 testing Frequently Asked Questions


City Manager/Employee Town Hall 

 


Messages from the City Manager

Message from the City Manager (Part VI: Face Covers - Updated 06/01/2020)

Message from the City Manager (Part V: Childcare - Emergency Responders - COVID-19 Pandemic) - 04/29/2020

Message from the City Manager (Part IV: Cloth Face Covering) - 04/20/2020

Message from the City Manager (Part III: FFCRA and Emergency Responders) - 04/17/2020

Message from the City Manager  (Part II: Leave Policy) - 04/01/2020

Message from the City Manager - 3/19/2020

Message from the City Manager - 3/17/2020

PCHD Criteria for Phase 1 - 4/28/2020

PCHD Criteria for Phase 1 - 5/4/2020


HR Resources

LifeCare Backup Care Info

Stay Connected: Human Resources Storyboard


Guidelines

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

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

Re-Deployment Opportunities Available for COT Employees


Human Resources Department Telecommuting Contact Info:

EGSD Housing & Community Development Parks & Recreation
Transportation & Mobility Tucson Fire Tucson Water

Supervisor Resources


Cigna


Workplace Safety

Employee Self Screening

Navigating the New Normal - Safety Training Guide

Disinfectant Info - Safety Data Sheets (SDS)

 

Proper Glove Removal 

Face Covers and Face Masks Info

 


Childcare

RE-IMAGINED KIDCO PROGRAM FOR CITY OF TUCSON EMPLOYEES ONLY - Tucson Parks and Recreation is offering an all-day Re-imagined KIDCO program at El Rio (1390 W. Speedway Blvd.) and Freedom (5000 E. 29th St.) recreation centers for City of Tucson employees to help navigate this school year during the pandemic. The program will begin on Wednesday, Aug. 19, from 7:30 a.m.-6 p.m. Children will need to bring their own breakfast and lunch. The program will offer on-site virtual learning monitoring and assistance during normal school hours, along with activities, games, sports, and art during after-school times. Parents of children ages 5-11 (currently enrolled in K-5th grade) can register for the employee-only sites by calling (520) 791-4877. These sites are in addition to 10 school sites that are open to the public. Those begin on Monday, Aug. 17. Registration for the school sites can be made using the link below. Students must wear a mask and bring their own virtual learning equipment (laptops, books, etc.). The cost is $125/month for city residents and $157/month for non-city residents. The Discount Program is available for city residents only. Applications must be submitted prior to registration.
Register via EZEEreg.com
Discount Program

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/


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 ):

Paperless paychecks: Direct Deposit or Pay Card Info (April 2020)

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 Form (new)

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

 

  • What is the guidance regarding close contact for COVID-19?
    • According to the CDC (Center for Disease Control): 
      Person Exposure to
      Individual who has had close contact (< 6 feet)** for ≥15 minutes***
      • Person with COVID-19 who has symptoms (in the period from 2 days before symptom onset until they meet criteria for discontinuing home isolation; can be laboratory-confirmed or a clinically compatible illness)
      • Person who has tested positive for COVID-19 (laboratory confirmed) but has not had any symptoms (in the 2 days before the date of specimen collection until they meet criteria for discontinuing home isolation)

 

  • As a Non-perm employee, I've experienced a reduction in hours. Am I eligible to apply for unemployment? 
    • Yes. Please review the guidelines for applying for unemployment here

 

  • If I get tested for COVID-19 through MBI as a city employee, when can I expect to be notified of the results?
    • You may be notified in as few as 48-hours or it may take much longer (2-3 weeks), it depends on the lab processing the test. However, if your result is positive for COVID-19, you may be notified in one of the following ways:
      • by the County Health Department.
      • by the clinic who conducted the test, or
      • by the City
      • by the lab via email 
  • In ES, many bathrooms have been closed. Any other options?

    • Yes. In the Parks Department is still maintaining bathrooms in 42 locations throughout the city. They include – Armory, Bonita, Case, Christopher Columbus, Conner, Freedom, Ft. Lowell, Greasewood, Groves, Himmel, Hoffman, Jacobs, Jesse Owens, Kennedy, La Madera, Lakeside, Lincoln, Mansfield, McCormick, Menlo, Michael Perry, Mission Manor, Murrietta, Ormsby, Oury, Palo Verde, Purple Heart, Reid, Rio Vista, Rolling Hills, Rudy Garcia, Saint Johns, Santa Cruz, River Frisby Park, Santa Rita, Santa Rosa, Silverlake, Sunnyside, Todd Harris, Udall, Vista del Prado, and Vista del Pueblo.

      You can also view these locations on this map

  • Is it a requirement for an employee to wear gloves while handling paperwork (e.g. work orders, documents, etc.) or are they just provided if the employee wishes to use them? 

    • The use of gloves has not been made mandatory at this time, nor is it a requirement to provide them for this purpose. Normal printing up of, filling out, completing and filing work orders, preparing documents/packets, etc. is using paper from within the office. Please continue to follow the recommended guidelines from CDC of washing your hands frequently, using hand sanitizer and not touching your face.

  • How am I supposed to pay for school now that tuition reimbursement has been suspended?

    • Great News!  The City of Tucson has reinstated the tuition reimbursement program effective Monday, July 13, 2020. Contingent upon funding availability, this program allows eligible employees to upgrade their skills through an accredited institute of higher learning.  While the program remains mostly the same, we have updated some steps of the process to better serve our employees. Please visit our new website to submit the updated pre-approval form if your class has not started. 

  • Now that schools are closed, with no certain return date, what childcare options are available for employee who must report to work?
    • City of Tucson employees may utilize the LIfeCare Back-up childcare benefit for emergency situations.

    • 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.
  • 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.
  • 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: 

      • Federal Emergency Paid Sick Leave (FEPSL) effective April 1, 2020

        1. 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 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).

 

  • 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?

    • Full-time employees are entitled to two weeks (up to 80 hours) of paid time off at their regular rate of pay (up to $511 per day required by FFCRA; COT will not cap) to seek a medical diagnosis or preventive care, receive treatment, or if advised by a doctor to self-quarantine for COVID-19, or if an employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19.

    • 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 24 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 24 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.