First we want to thank staff on the main campus who continue to support ESD operations and services to districts during this time of rapid and often confusing change. We are grateful for the positive focus on our mission to serve districts.
Employees on year-round calendars will be working Monday, Tuesday and Wednesday of Spring Break and daily communication updates (email and posts to the staff page of the ESD website) will continue during this time. The ESD will be closed on Thursday and Friday and there will be no communication updates on these days.
Should there be a priority message Lane ESD will use its phone notification system, in addition to email.
Below is additional information in Q & A format.
Will ESD staff currently not working due to the Governor’s Executive Order need to report on Monday, March 30th? Staff who are not currently working due to the Governor’s Executive Order will not be expected to report on Monday, March 30th. Instead, administrative staff will be making plans for remote meetings with licensed/professional staff.
Main Campus staff will continue working as they have since March 16th.
Can I take leave if I need to stay home to be with my children while schools are closed under the Governor’s Executive Order? For employees who are required to report to work (in person, remotely or a combination of the two), the Bureau of Labor and Industry (BOLI) has stated that employees may use OFLA leave during the current closure to care for their children. The employee can then use sick leave or other paid leaves for this time off. Paperwork related to OFLA/FMLA leave is available on the Lane ESD website.
What do I do if I have planned OFLA/FMLA during the time of the Governor’s Executive Order? For employees who are required to report to work (in person, remotely or a combination of the two) there is no change in using OFLA/FMLA, except that once paid leaves are exhausted employees will still be paid as outlined in in Governor Brown’s Executive Order (EO). For employees who are not currently being required to report to work and who would otherwise be on OFLA/FMLA during the period of school closure, this time will not be counted towards OFLA/FMLA leave and no paid leaves will be deducted.
Employees who are required to report to work (in person, remotely or a combination of the two) are expected to submit leave requests as they normally would to take time off for appointments, sick leave, vacation, and such.
Am I eligible for OFLA/FMLA if I have a condition that makes me more at risk from COVID-19, but I am not experiencing symptoms? Probably not. OFLA/FMLA leave is typically available when an employee has a “serious health condition” as defined in the law. Unless the condition itself qualifies as a “serious health condition,” an employee would likely not qualify to take OFLA/FMLA leave. Each situation is unique and we encourage employees to discuss their situation with Human Resources.
Though the condition may not qualify for OFLA/FMLA, reasonable accommodation under the ADA or other laws may be appropriate. Such accommodations could be adjustments such as flexible work schedule or working remotely, if feasible for the assignment.