Covid-19 information, resources for the LBCC community

Human Resources FAQs and Benefit Information 

To provide the greatest level of employee safety, only critical functions are permitted to be performed ON CAMPUS. Critical functions are those that are absolutely necessary to keep the college operational and cannot be performed remotely. Many other LBCC functions have transitioned to working from remote locations.

 

 

COVID-19 Preparedness and Response

How do I know if I should be working on campus or at home?

Please engage directly with your immediate supervisor regarding your individual status, and whether you can or should be working on campus or from another location.

Your supervisor will speak with you to determine your best work environment. Some employees will work from campus with a virtual delivery of services. In some instances, part-time, hourly employees may be eligible to work remotely, with prior supervisory approval.

Are staff in Human Resources available?

HR staff members are available for questions and services by phone or email Monday-Friday, from 8:00a.m. to 4:30p.m. Email is currently the best mode of communication for those seeking a timely response.

As the college responds to continual updates and recommendations from the Governor, Oregon Health Authority, public health officials, and the Higher Education Coordinating Commission, it may be necessary for HR staff to adjust office hours and/or work remotely to provide continuity of services.

Any updates to operations and availability will be posted as a status update.

Do I need a letter from LBCC showing that I am an essential employee and allowed to be on campus?

The Oregon State Police advise us that they will not ask for such letters, nor will they be required.

If an employee displays signs of sickness, but does not want to go home, may a supervisor send them home involuntarily?

Now, as ever, we are all encouraged to care for one another, and ourselves. If you are unwell and possibly contagious, you are encouraged to stay home to get well, and to keep others safe.

Considerations under the Fair Labor Standards Act and the Americans with Disabilities Act (ADA) may dissuade employers from forcing an employee to go home if they insist they are well enough to work. During this time of increased concerns about COVID-19, supervisors may strongly encourage employees to use their sick and/or paid leave benefits (if applicable), and may consider utilizing telecommuting options where appropriate.

Please refer to the Human Resources website for telecommuting information and to complete the telecommuting agreement form

What if an employee expresses concerns that they may have been directly exposed to COVID-19?

Supervisors may receive calls or questions from employees concerned about potential exposure to COVID-19, whether or not they have had direct exposure, are currently ill, or presenting any symptoms.  At this time, we recommend supervisors follow these steps to respond to employees' concerns or inquiries:

  1. If an employee is not displaying symptoms associated with COVID-19, but they are ordered by a public health official to self-quarantine due to likely exposure, the employee should follow that order explicitly and let their supervisor or Human Resources know as soon as possible. Confidentiality will be strictly maintained.
  2. If an employee is experiencing symptoms consistent with COVID-19, they should notify their direct supervisor or Human Resources, self-quarantine, and establish contact with a healthcare professional as soon as possible. If this information comes to the supervisor only, that supervisor should immediately contact the Human Resources Manager, Deana Culbertson (x4431), and provide the employee's name and contact information.
  3. The HR manager will establish direct, confidential contact with the employee to discern where they are in the diagnostic identification process (i.e., has the employee been tested ... are they confirmed positive?)
  4. If no positive test has been confirmed, the employee is advised to continue self-quarantine until they are at least two full days without symptoms or per their doctor's instructions. If a positive test is confirmed, LBCC will await instructions from public health officials as to further notifications and/or follow-up instructions.
  5. If an employee believes they were exposed to any infectious disease, including COVID-19, while they were on the job, they may submit a workers’ compensation claim. SAIF, the college’s workers’ compensation carrier, will consider all circumstances and determine whether the claim is accepted and compensable.

How do I apply for Emergency Paid Leave to cover for lost work time due to being quarantined for COVID-19, or to cover for lost work time due to school or daycare closures?

You may apply online for emergency paid leave by completing the FFCRA Emergency Paid Leave Request Form. Access the fillable form on the Human Resources website under Forms or the webpage for Administrative Rules 6000 Series - Human Resources.  Additional information about the Families First Coronavirus Response Act can be found on LBCC’s dedicated webpage for COVID-19 updates.

Do all employees qualify for 80 hours of emergency paid sick leave or extended paid family medical leave to take care of kids due to school and daycare closures?

No. Full time, part-time, and student employee who meet All Qualifying Conditions may receive up to two weeks of emergency paid leave, based on their typical schedule, or up to 10 weeks of extended paid family medical leave. Employees must complete the request form and provide adequate documentation to confirm eligibility for the FFCRA paid leave. Click here for additional information and employee rights under Families First Coronavirus Response Act

May I use my sick leave and paid leave benefits?

Employees with paid sick leave and paid leave (vacation) hours available may use those benefits in accordance with their perspective collective bargaining agreements. Part-time employees with paid sick-time hours available may use those hours in accordance with policy. If an employee has exhausted all paid sick and/or paid leave benefits, supervisors may approve unpaid time off.

May I access donated leave pools?

Members of the full-time Faculty Association and the Classified Association* may be eligible to access donated paid sick leave. For information and eligibility criteria, refer to the Leave Pool Procedures located on the HR website under the heading of "FORMS".

*Contracted Classified staff: At this time, the pool reserve balance is very low. The college and IACE leadership are working on an MOU intended to provide additional donated leave that may assist eligible employees during the current COVID-19 outbreak. If agreed, this MOU would temporarily alter provisions of Article 26. Additional information will be announced as soon as possible. Access the IACE web page.

 

 

Federal Families First Coronavirus Response Act

What is this Act and when does it go into effect?

On March 18, 2020, the Families First Coronavirus Response Act was signed into law to address COVID-19. This new legislation becomes effective on April 1, 2020.

The U.S. Department of Labor has clarified the Families First Coronavirus Response Act by providing information on the FFRCA. Regulations will be issued as well.

While the questions relate to private sector employers in terms of employee thresholds, all public sector employers at the state and local government levels are subject to FMLA regardless of the number of employees.

What is the Emergency Paid Sick Leave Provision?

Due to this new legislation, employees will be eligible to receive up to 80 hours of paid sick leave for full-time employees, or up to the average numbers of hours worked over a two-week period for part-time employees, if the employee is unable to work (or telework) because: 

  • The employee is subject to a federal, state, or local quarantine or isolation order related to COVID–19, 
  • The employee has been advised by a healthcare provider to self-quarantine due to concerns related to COVID–19
  • The employee is experiencing symptoms of COVID–19 and is seeking a medical diagnosis, or 
  • The employee is caring for an individual who is subject to an order or has been advised by a healthcare provider to self-quarantine, or 
  • The employee is caring for the employee’s child if the school or place of care of the child has been closed, or the childcare provider of the child is unavailable, due to COVID–19 precautions.

What is the Emergency Paid Family and Medical Leave Provision?

Public sector employees (of public colleges, universities, and schools) who have been employed for more than 30 days, are temporarily eligible for paid, job-protected family leave for up to 12 weeks if they are unable to work (or telework) due to the need to care for a minor child because the child’s school or child care facility has been closed, or the child care provider is unavailable due to a public health emergency. The 12 weeks of leave is consistent with current state and federal law and is not an additional 12 weeks over that which is already provided under federal and state family leave laws (FMLA/OFLA).

The first ten days of emergency family leave are unpaid, or the employee may use their other accrued paid or sick leave, if available. Thereafter, the employee may receive two-thirds of their wages, not to exceed $200 per day and $10,000 in the aggregate. Time worked to determine wages is based on the hours the employee is generally expected to work.

 

 

Other Benefit Updates Due to COVID-19

FMLA and OFLA

Employees who become ill from the flu or complications of the flu, and/or employees who must provide care to a sick family member, may be eligible for protected leave under federal and state family medical leave laws (FMLA and OFLA). To request FMLA/OFLA, employees must submit a request form, which is located on the HR website. In some cases, medical certification may be required.

In an effort to alleviate the need for employees to travel to physicians or medical offices for certification, risking further spread of the COVID-19 virus, HR will make efforts to assist employees by phone, fax, or email wherever possible. For additional information regarding FMLA and the flu, please visit the DOL website.

Employee Assistance Plan - OEBB and Reliant Behavioral Health

The college has extended its Employee Assistance Plan to cover all employees, including Work Study, CWE, and Learn & Earn student employees.

The EAP provides up to five (5) free counseling sessions for stress and mental health, family issues, or financial concerns, plus one 30-minute legal consultation.

To access these free benefits, contact Reliant Behavioral Health and identify yourself as an LBCC employee. Access online resources by using the code OEBB. They have added online self-care resources specific to the COVID-19 outbreak. 

Group Health Insurance

The Oregon Educator Benefit Board (OEBB) has a dedicated web page for members to keep abreast of potential changes to group health insurance plans in response to COVID-19, including updates to closures of medical, dental, and vision facilities. Employees covered on OEBB plans may access information from the Oregon Health Authority/OEBB website.

OEBB is also communicating with covered members via their work and/or home email addresses. Employees may want to update email addresses in their OEBB profiles to ensure this vital information is received.

Short-term Disability

Employees who have purchased optional short-term disability insurance through American Fidelity or the Standard Insurance Co. (OEBB) may be eligible to receive some income replacement if they become ill and are unable to work for a significant time.

Claims may be filed online or over the phone. Approval is subject to provisions and waiting periods of the employees’ specific plan. Employees must have been unable to work due to a medically certified illness or injury for a period of more than 14 days (American Fidelity) or 30 days (Standard Insurance). Human Resources will work to assist employees by phone, fax, or email as needed so the employee may stay home and prevent further spread of illness.

Unemployment Benefits and Claims

The Oregon Employment Department provides Unemployment Insurance (UI) benefits to most workers who are out of work through no fault of their own. Please refer to OED's dedicated COVID-19 website for current and specific information for employers and workers impacted by the pandemic. 

Read the OED COVID-19 Resources in English or OED COVID-19 Recursos en Espanol.

Workers’ Compensation Claims

If an employee believes they were exposed to an infectious disease, including COVID-19, while they were on the job, they may submit a workers’ compensation claim. SAIF, the college’s workers’ compensation, carrier will consider all circumstances and determine whether the claim is accepted and compensable.

Other Miscellaneous Benefits

Employees who are traveling and become ill may be able to receive assistance, such as: medical referrals through MODA or Kaiser for emergency or out-of-network services; or travel assistance if needing medical transport through the Standard Insurance Co.

Information is available from the OEBB website. Please refer benefits questions to Diana Ward at wardd@linnbenton.edu or to Deana Culbertson at culberd@linnbenton.edu.

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