this slideshow presentation is intended to give a · 2020-03-17 · this slideshow presentation is...
TRANSCRIPT
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COVID–19 FSSA Updates
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Topics for today1. COVID-19 brief overview 2. COVID-19 Non-Pharmacologic Interventions (NPI)3. FSSA essential services plan4. FSSA supports to date5. How you can help6. Sneak peek at All-Staff Address
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COVID-19 situation update• Novel virus: highly contagious through respiratory
transmission Six-foot spread 2-14 days incubation Symptoms: fever, cough, difficulty breathing Can progress to pneumonia; mortality is still being estimated NO antibiotics or steroids
• Declared pandemic by WHO• Evidence of recovery in China with extensive
containment strategy U.S. several weeks behind
How COVID-19 spreads
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Coughing, then
Touching, then
Touching again
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Why are we doing all this?• Probably the same number of people will be exposed• GOAL = NOT ALL AT THE SAME TIME
Overwhelmed healthcare system Decimated workforce Interruption of essential services
Proper hygiene
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Clean surfaces
(60% alcohol content)
Wear gloves in high risk
areas
Wash your hands!
Social distancing
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Interrupt the social
spread
Stop person to person
spread
Stay at home
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Social distancing• Limitation of mass gathering• Travel restrictions• School closure• Prioritize remote work• Facility visitation suspension• Distance individuals in groups settings
Congregate meals Daycares
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Creating a Virtual FSSAGeneral principles:1. Pre-emptive remote work is preferred when possible 2. Technology supports to facilitate direct member
services are first priority3. Documentation and work quality will be monitored
by supervisors4. Remote access must be tested prior to final
approval5. Division directors are creating program specific
guidance
SPD policy guidance• Flexible use of Vacation, Personal, and Sick Leave is allowed with manager
approval. Advanced notice requirements for these have been temporarily waived.
• Absences may qualify for FML coverage, if they include hospitalization or incapacity of more than three consecutive days plus continuing treatment. In some cases, the illness may exacerbate another underlying serious health condition that qualifies for FML.
• Authorized Leave without Pay for a limited duration is available to employees who have exhausted Sick Leave balances. This requires approval by their manager and HR representative. Remote work is not a substitute for dependent care. Appointing authorities may authorize remote work for a limited duration to accommodate unique situations that may arise. Agency leaders are responsible for the continuity of operations, measuring
the employee’s work, and monitoring hours worked.
If an employee is currently working under a remote work agreement, the employee is expected to perform their work as usual.
SPD policy guidance• Any employee who has less than six months of state service should work
with their manager and HR to determine initial options such as remote work. In accordance with 31 IAC 5-8-2, employees with less than six months of state service may request to use Sick Leave and Personal Leave as it is accrued. Employees with less than six months of state service may also request to borrow up to 22.5 hours of Vacation Leave prior to the date of the accrual and/or prior to completing six months of state service from their appointing authority.
Possible scenarios• You are diagnosed with COVID-19• You do not have symptoms but have been instructed to stay home or are
under quarantine due to a potential exposure to COVID-19 • You don’t want to come to work because you are afraid of catching COVID-19 • You have a child whose school has been closed because of COVID-19 but your
child is not sick • You have or provide care for a spouse, child, parent or person residing in
your household quarantined due to a risk of exposure to COVID-19 • You are the primary caregiver for a family member sick with COVID-19 • A state employee is confirmed to have COVID-19 • You have information causing you to believe an individual at your worksite
has been exposed, or is experiencing symptoms of, COVID19
Other considerations from SPD• Please continue to work with your HR teams to problem solve appropriately
and responsibly within the parameters outlined in this guidance document: www.in.gov/spd/files/3.12.20-INSPD%20COVID-19%20Workforce%20Guidance.pdf .
• If you believe an exception should be made, please escalate the request through your HR representative.
• Application of appropriate solutions will vary among employees based on a variety of considerations (position type, leave balances, etc.).
• This does not cover every type of situation we will encounter. We will continue to update this document and ensure you receive the latest version as our response to COVID-19 evolves.
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Policy support• Medicaid support• Early childhood support• Mental health support• Eligibility support• Guidance for our stakeholders
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How you can help• Volunteer for ISDH hotline• Generate ideas• Share fact-based information• Socially distance• Check on your neighbors, especially the elderly and
those with chronic diseases• Share resources
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“How a society treats its most vulnerable is always the measure of its humanity.”
