City Employee Information - COVID-19

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. 

• 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.

• 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?

• Unfortunately, no. However, requests for reasonable accommodation based on limitations and an employee's essential job functions should be directed to the employee's HR Manager and Occupational Health and Leaves to initiate the interactive process.

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.