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Local Government / COVID-19 Information Call - Shared screen with speaker view
Amy
28:28
will you please share what you sent to your mayor and chief in regards to the law enforcement?
ewilde
35:20
We had that exact question about a grandparent so what would you say?
Paula Melgar
36:21
Can they telecommute? They can be offered the telecommute option, before being put on leave.
Sharon Hokanson
36:38
Does the "S" in your email address have to be capitalized?
Paula Melgar
37:14
My question is if they are offered telecommuting and they refuse, do they still qualify?
Kami Perkins
39:45
While my kids are older now I looked at it this way. If my mom (grandma) helped me during this closure and she was suddenly sick or she's over 60 and we just received updated guidance from our local health department - and as a family, we want to support that and grandma doesn't want the kids there anymore - I'm inclined to approve it if they aren't deemed ineligible as an emergency response position.
Tami Olsen
40:36
David - Can you share Steve's response to Jami's question with all of us after his meeting tomorrow?
Heather Briskey
40:52
Our City has now opened a daycare for the resources of our employees that their daycares have closed or schools have closed. Do we as an employer have the right to have them use or child care facility? Or would they still qualify for FFCRA?
Paula Melgar
41:05
Thank you!
Paula Melgar
42:37
Would this apply to winter seasonal employees who come in for snow removal, and the snow is now pretty much gone? Or crossing guards after school is out at the end of May/beginning of June?
Casey Arnold - West Point City
43:42
Paula, I think they have to have worked consistently for the past 30 days. So since schools have been closed, crossing guards wouldn't qualify?
avalenzuela
44:44
I also have the same question as Paula above. Also, is anyone still planning on continuing to pay crossing guards after Spring Break?
Sharon Hokanson
46:08
Can we deny the benefit for child care once school is out for the summer?
Amy
47:13
Sharon, i do not believe so because if someone uses child care during the summer, such as a day camp, and it is closed, that would qualify as child care being affected by COVID
Sharon Hokanson
47:19
My understanding was that, if the employee was furloughed due to COVID-19, they are not eligible. They should apply for unemployment instead. Is this not correct?
David Kitchen
47:41
@Sharon, yes, that is what I have heard too.
Kami Perkins
49:05
@Sharon and @David - I agree. We'll lay them off for the summer. They can claim unemployment just like they normally do.
Tami Olsen
49:33
Question 23 & 24 from the DOL Q&A page deals with EEs who can no longer work because the facility his shut down. Generally they are not eligible and are directed to unemployment.
Tami Olsen
49:58
*has
Sharon Hokanson
50:42
Thank you. That is what I had read and understood.
Kami Perkins
52:56
How is everyone calculating for their officers on the 84 hour, 14-day pay period?
Rebecca Smyrniotopoulos
54:34
I'm finding this general FAQ on the DOL's site quite informative. Others may also: https://www.dol.gov/agencies/whd/pandemic/ffcra-questions
Tami Olsen
54:45
Provo has decided to give the equivalent of two weeks rather than the strict 80-hour cap.
Kami Perkins
56:35
How about FMLA? We pay them for 2/3 but can we still count a full 8 hours towards their bank?
Kimberly Foster
56:56
West Valley is giving the 56 hour/week Fire employees 100% pay for the extra 32 hours (on top of the 80 emergency sick).
Tami Olsen
58:58
The hours used under EFMLA all count toward the 12-week allotment, regardless of whether it's paid at 2/3 or full.
Rebecca Smyrniotopoulos
59:19
@Kari according to my reading, yes, since they're *taking* 8 hours even though they're only being paid for 2/3. That would certainly be in keeping with the fundamental nature of FMLA and the fact that it's clear in DOL language that someone taking this emergency family leave doesn't get more than 12 weeks total (i.e. an employee can't take 12 weeks of EFMLEA and 12 weeks of standard FMLA also)
Kami Perkins
59:43
Here's one that came up - my teenage daughter can't get her school work done while taking care of her sibling so she is closing her "daycare services" down. Can I use E-FMLA now?
Rebecca Smyrniotopoulos
01:00:50
apologies for misspelling your name Kami :)
Paula Melgar
01:03:12
We are doing a case-by-case basis on what is allowed and offered.
Bill Brass
01:06:18
If we have exempted out of EPSLA and EFMLA are we still required to meet the noticing requirements?
awoolf
01:09:27
With relation to Bill's question, we are a Fire District which is why we have exempted
awoolf
01:09:51
Or are contemplating exemption to be correct.
jami brackin
01:11:43
That is answered in # 56 and # 57 of the FAQ
Casey Arnold - West Point City
01:13:43
Quick clarification question - although my city is a covered employer under FMLA (as we are a public agency) but have no employees covered by FMLA because we have less than 50 employees within a 50-mile radius, our employees ARE entitled to this FMLA extension under the Act?
awoolf
01:13:58
Thanks Jami.
Casey Arnold - West Point City
01:14:45
Ok, that's what I thought - thank you!!
Renee Baker
01:15:11
Any one use Caselle Accounting Software? I was going to set up new paycodes for these and just want to see how others are doing it as well. If you want to chat about Caselle- rbaker@grandcountyutah.net
Saratoga Springs HR Department
01:16:31
We're talking about setup three paycodes: 1 for full rate, 1 for 2/3 rate and 1 for employees who are working in other departments temporarily
Paula Melgar
01:18:25
Thank you!
Keri
01:19:13
thanks!
Rebecca Smyrniotopoulos
01:19:15
thank you
Saratoga Springs HR Department
01:19:24
Thanks for putting these together David.
Amy
01:19:31
Thanks!