Human Resources Flu FAQ's
We will update these Frequently Asked Questions as new information becomes available.
For All Employees
Q: Where can I get my flu shots?
A: Employees are strongly encouraged to get their flu shots at their earliest convenience. H1N1 vaccine is now
readily available to their regular health care providers, clinics and pharmacists. To find a location of clinics and
pharmacies that have vaccine, visit www.google.com/flushot and enter your location information. It will return
a map with sites marked and details available by clicking on the sites. For more information on flu and
vaccinations, visit the Department of Health and Human Services web page at www.co.washington.or.us/flu.
Q: How much sick time might I have to use this flu season?
A: Since the appearance of the H1N1 virus this spring, the typical duration of illness in an otherwise healthy adult has been about three to five days. If you and a member of your family become sick this season, you could need 80 hours of sick or other leave—or more—to recover from the virus and care for a loved one. Employees are encouraged to review their sick leave balances and usage with this in mind. Taking steps to prevent the spread of flu—such as getting a flu shot, covering your cough, washing your hands and staying home when sick—will help keep sick-time usage to a minimum. More information about the nature of the H1N1 virus can be found at the Department of Health and Human Services' Web site at: www.co.washington.or.us/flu.
Updated 9/17/09
Q: What happens if I'm out of sick leave hours and I have a flu-like illness?
A: Sick employees are asked to stay home until they have been free of a fever for at least 24 hours without the use of medication. This guidance from the U.S. Centers for Disease Control and Prevention (CDC) also applies to employees without accrued sick leave.
Under County policy, employees who have exhausted their available sick leave must use other available leave resources before going on leave without pay. Sick leave without pay may then be authorized.
If the County Administrative Office were to declare an emergency due to a significant amount of illness within the organization, specific personnel rules could be suspended to allow the continuation of accruals and qualified payroll periods for employees with a leave-without-pay status. This approach is intended to encourage employees to stay home while sick and avoid the detriment of losing a qualified payroll period and accruals for the period of illness. The suspension of the rules would be temporary and for a specific time period.
Employees should follow their department and County policies for requesting time off without pay.
Updated 9/17/09
Q: Is donated leave a possibility for employees who are unable to come to work because of H1N1?
A: Donated leave is reserved for very serious situations. Although uncomfortable and disruptive, most cases of flu are not expected to rise to this level. If complications from H1N1 created a catastrophic illness situation for someone, the donated leave policy may be applied. Taking steps to prevent the spread of flu—such as getting a flu shot, covering your cough, washing your hands and staying home when sick—will help avoid illness in the first place.
Updated 9/17/09
Q: If my child is being sent home with flu-like symptoms, can I use my sick time?
A: Yes under County policy sick leave may be used to care for your sick dependent child. The County's collective bargaining agreements also allow for the use of sick leave to care for a sick child.
Updated 9/17/09
Q: If my child is being sent home with flu-like symptoms, is it covered by Family Medical Leave (FMLA) or
A: FMLA covers serious health conditions. Flu-like symptoms would only qualify for FMLA with a physician's certification that your child's illness met the criteria for a serious health condition. This would be protected leave under OFLA because OFLA provides for sick-child leave.
Updated 9/17/09
Q: If my child's school/day care is being closed due to a flu outbreak but my child is not sick, can I use my sick time?
A: Yes. The County's personnel rules allow the use of sick leave because the child is at home due to exposure to contagious illness. The various union contracts provide represented employees the same benefit as that granted to non-represented employees. The County encourages you and your family to prevent the spread of flu by getting flu shots, covering coughs, washing hands and staying home when sick.
Updated 9/17/09
Q: If I take leave to care for my elderly parent, can I use my sick time?
A: Yes. Sick leave can be used, and if no sick leave were available, other types of accrued leave are available as well.
Updated 9/17/09
Q: If I take leave to care for my elderly parent, is this covered by protected FMLA and/or OFLA?
A: Perhaps, If the illness is serious as defined by FMLA and OFLA, leave to care for the parent would be protected. Please contact your Human Resources liaison if you have additional questions about FMLA and OFLA.
Updated 9/17/09
Q: My co-worker is coughing and sneezing. I'm afraid that she has the flu. What can I do?
A: Share your concern with your supervisor, who may follow-up with the employee to see how they are feeling and discuss whether or not they are well enough to work. An early and central symptom of the flu is the presence of a fever. As a reminder, employees who are fever free for at least 24 hours without medication are cleared to come back to work. This, however, does not mean the employee will be symptom free. They may still exhibit other flu related symptoms such as coughing, sneezing and runny nose, so attention to covering cough and hand washing is important.Also remember, you and your co-workers will still experience the typical colds and viruses. Please follow the precautions for preventing the flu such as washing your hands often and sanitizing shared surfaces.
Updated 9/17/09
Q: If I am sick, can I stay at home and work?
A: If you are sick, please contact your supervisor and stay home. Generally we do not want you to work if you are sick. Staying at home means you should not leave your residence except to seek medical care. Avoid normal activities including work, school, travel, shopping and social and public gatherings. Stay home for at least 24 hours after your fever subsides without the aid of medication. While at home, get plenty of rest, drink clear liquids, cover your coughs and sneezes and wash your hands. Instead of working at home, we would rather have you focus on taking care of yourself and getting well as soon as possible.
Updated 9/18/09
Q: I am not sick, but I am afraid to come to work and get exposed to the flu. Can I work from home?
A: Unless you are ill, please come to work. Your contribution is critical for the operation of your work unit and to the services provided to the community. We simply need you.
Your supervisor may approve a remote working arrangement based on business need, but the County will not approve such arrangements based solely on the desire to avoid exposure to flu in the workplace. Remote arrangements are not practicable or reasonable for all jobs. We strongly encourage all healthy employees to report to work at their appointed time and location. We will all work hard to minimize exposure by following the prevention recommendations and maintaining a healthy work environment, including getting a flu shot, covering coughs, washing hands and staying home when sick.
Updated 9/17/09
Q: Are altered work schedules or duties a possibility?
A: Yes, they are possible. Employees and supervisors may agree to alternative shifts as long as the agreement does not violate a County policy or collective bargaining agreement and meets the operational needs of the department, division or work unit. No one knows how this year's flu season will unfold, so your flexibility is appreciated.
Updated 9/17/09
Q: How might my schedule be affected?
A: Although we don't anticipate significant changes in schedules, supervisors may need to alter your regular work hours and/or day off and you might be required to change to an alternative work schedule or new shift to meet the business needs of your work unit. These changes will be temporary and typically for a short duration. You also might be required to work from a different location and perform work outside your job description (out-of-class pay may apply). We are unsure how the flu season will play out, but appreciate your flexibility and commitment to the "team" during these uncertain times.
Updated 9/17/09
Q: Are there rules about the number of overtime hours a supervisor may require an employee to work?
A: No statutory/regulatory or labor contract limits the number of overtime hours an employee may work, but practically speaking, working long hours may become a safety and morale issue. Please speak with your supervisor and/or manager with any concerns regarding the amount of overtime hours being worked. Supervisors in areas that do not typically require overtime are encouraged to contact their department director and Human Resources liaison to discuss options for work coverage and guidance on overtime use.
Updated 9/17/09
Q: Can my supervisor require me to work overtime?
A: Yes, during a severe flu outbreak, you may be required to work extra hours to provide coverage and continuity of services to the public.
Overtime pay is determined by Fair Labor Standards Act (FLSA) status, County Personnel Rules, and collective bargaining agreements. The County will pay employees for all overtime that is due.
No one knows exactly how the flu season will unfold, but we do know that the spread of illness can be avoided when we all take preventive steps, including getting a flu shot, covering coughs, washing hands and staying home when sick.
Updated 9/17/09
Q: Can my supervisor change my schedule without notice?
Yes, but every effort will be made to give employees as much notice as possible. If you have additional questions, please contact your Human Resources liaison or union representative. Again, your flexibility is appreciated as we all do our best to get through the flu season this year.
Updated 9/17/09
Q: During a severe outbreak of flu-like illness, can my supervisor cancel my already approved leave?
A: Yes. The County may rescind or adjust vacation or leave schedules to continue County operations and provide services to the community. Ideally, this will not be required, but it is a possibility if the worst case scenarios come to pass.
Employees are asked to communicate regularly with supervisors regarding status of leave time or vacation schedules. Your flexibility is appreciated as we work together to navigate this year's flu season.
Updated 9/17/09
Q: What if I come to work and then become sick and too ill to drive or take a bus home?
A: Sick employees who have a difficult time arranging a ride home should talk with their supervisor or Human Resources liaison for assistance.
It is important that all employees have emergency contacts listed with
Updated 9/17/09
Q: I have other questions that are not addressed here, whom do I call?
A: Your supervisor is your first point of contact. If for some reason your supervisor or department manager is not available, you can view Human Resources liaison information at the following link to find out which Human Resources liaison is responsible for your department at http://www.co.washington.or.us/Support_Services/HR/contact.cfm. Human Resources will help seek out the answer to your questions, or refer your question to the correct area of the County.
You can also e-mail your question to stoptheflu@co.washington.or.us and staff will route your question to the appropriate person for an answer.
Updated 9/17/09
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