Coronavirus (COVID-19) - HR guidance for state agencies
- Resource Guidance document - PDF (Version 1, November 1, 2022)
- Directive of the Governor 22-13.1 (August 5, 2022)
- Checklist of the steps to follow if your employee is diagnosed with COVID-19 [PDF]
- Compliance with non-discrimination laws during COVID-19 outbreak [PDF] - Human Rights Commission
The information here is to help state organizations to prepare for and respond to issues and questions related to novel coronavirus (COVID-19). We hope this resource helps you make sound decisions in the workplace. The following Resource Document is for use in finding information through one location. This does not take the place of viewing DOH, LNI and CDC guidance.
Resource Guidance document - PDF (Version 1, November 1, 2022)
Effective November 1, 2022, the Roadmap to Recovery Guide is no longer necessary as the state of emergency and its associated proclamations expire on October 31, 2022. It now makes sense to re-align agency practices and return to a normal state of business. This re-alignment will give flexibility to agencies to meet unique business needs while also empowering agencies to ensure they are able to adapt to the current state of public health, which may include localized considerations.
To replace the Guide, we have developed this resource document to help you as you transition to a more normal, pre-pandemic work environment, while maintaining the safety of your employees and those you serve.
This guidance was distributed to HR Managers on 8/20/20 to help state agencies and managers in those agencies support working parents and caregivers. It includes numerous options to allow flexibility for those state employees with children or other dependents requiring care in the home and other resources and recommendations for supporting employees in light of the ongoing pandemic and school closures.
Additional COVID-19 response guidance
See our guidance on options for onboarding, depending on your agencys's needs:
What if the employer finds out an employee is pregnant, immune-compromised or has an underlying health condition identified by DOH that places them at higher risk?
What we recommend
- If the employee asks to take time off to protect their health and cannot telework, you should allow them to do so.
- If an employee is unwilling to report to the worksite, the employer should work with the employee to explore options. Allow an employee to telework if telework is an option. If telework is not an option, employees may use leave in accordance with the civil service rules or CBA.
What health and medical organizations strongly recommend
How Human Resources should respond to each issue
You can recommend that the employee review what the CDC and DOH recommends and consult with their health care provider by phone.
If the employee asks to take time off to protect their health and cannot telework, you should allow them to do so.
If an employee is unwilling to report to the worksite, the employer should work with the employee to explore options. Allow an employee to telework if telework is an option. If telework is not an option, employees may use leave in accordance with the civil service rules or CBA.
Can I ask my employee if they are experiencing symptoms of fever and cough or shortness of breath?
Yes, you may ask them this question. Don’t ask them to disclose if they have an underlying medical condition. If they are experiencing these symptoms, they need to stay home and not come to work for 72 hours after fever is gone and symptoms get better, whichever is longer.
See our guidance on continuing active recruitments, freezing or suspending recruitments, and how to interview candidates during the COVID-19 outbreak: