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CSD Issues COVID-19 Employee Guidelines for “Yellow” Phase

Canyons School District will implement the following COVID-19 employee guidelines beginning Monday, June 15, 2020, and will continue until the District transitions from the “yellow,” or low-risk, phase into a different phase of the Utah color-coded health guidance system.  Modifications to the guidelines may occur at any time. 

In Canyons School District, all employees will return to onsite work according to each employee’s respective work calendar beginning Monday, June 15, 2020.  Some exceptions are listed below.  Employees are directed to adhere to the following guidelines:

  • Employees who are physically ill should NOT be at work. 
  • All employees are required to wear a face covering when moving through the District Offices and/or schools, working with visitors, attending in-person employee meetings and/or sharing a work area that does not provide for appropriate social distancing.
  • If an employee’s work area does not provide for appropriate social distancing (ideally six or more feet), employees will work with their supervisor and/or CSD’s Human Resources Department to identify resources and/or alternatives, e.g. face covering.
  • No gatherings or meetings may exceed 50 individuals in a room. However, large-capacity rooms or auditoriums may exceed 50 individuals as long as the seating provides six feet of space in all directions between individuals while seated.
  • All employees shall observe appropriate social distancing when meeting with employees and visitors. Please maintain a separation of six feet.
  • All visitors are required to wear a face covering while in the District Offices and schools. If a visitor approaches without a face covering, please provide them with one. If they refuse, contact Human Resources. If you are at a school, please contact the school administration.
  • Frequently Asked Questions

Click a question below to expand the section for more information.

  • Fever over 100.4
  • Cough
  • Sore throat
  • Shortness of breath
  • Muscle aches and pain (without recent physical activity)
  • New reduced sense of taste or smell

Employees who are showing symptoms of COVID-19 should NOT be at work and should be tested.  COVID-19 testing locations can be found at https://coronavirus.utah.gov/testing-locations/ 

The Medical Advisory Team to the Public Health and Economic Emergency Commission defines high-risk individuals as those likely to require a hospital bed. Utah-specific data and CDC guidelines identify the following as high-risk individuals:

  • Age – People aged 65 years and older
  • Group quarters – People who live in a nursing home or long-term care facility
  • Lung disease – People with chronic lung disease or moderate to severe asthma
  • Heart conditions – People who have serious heart conditions
  • Immunocompromised – People under cancer treatment, who smoke, have bone marrow or organ transplants, HIV or AIDS, and who have prolonged use of corticosteroids and other immune weakening medications
  • Obesity – People of any age with severe obesity (body mass index > 40)
  • Underlying medical conditions – People with diabetes, kidney disease, and liver disease, particularly if not well controlled

NOTE:  Individuals who are pregnant should be monitored since they are known to be at risk with severe viral illnesses, however, to date data on COVID-19 has not shown increased risk.

The Utah Department of Health has issued guidelines for high-risk individuals:

  • Wear face masks at all times in public
  • Stay home as much as possible. If you need to go into public settings, stay at least 6 feet from
  • Wash hands
  • Limit travel to only essential travel.
  • Continue to seek emergency care, routine doctor visits, and medication pickups.
  • Limit visiting friends or family without urgent
  • Limit physical interactions with other high-risk individuals, except for members of your household or residence.
  • Limit attending gatherings of any number of people outside your household or residence.
  • Do not visit others in hospitals, nursing homes, or other residential care facilities.
  • Work remotely if possible, if not, maintain social distancing (ideally six or more feet).

NOTE: Most positions in the District cannot be worked remotely when schools are operational and/or students/employees are present, e.g.:

    • District Office Personnel — Must be physically present to provide face-to-face customer service and support to employees/parents/patrons addressing student learning/safety and other concerns.
    • Educational Leaders — Must be physically present to address student learning as well as safety/emergency situations; e.g. student altercations/fights, medical incidents, social and emotional support for students and employees, injured student/employee, upset parent, waterline break, power and/or phone outage, fire, lockdown, bomb threat, active shooter, carbon monoxide, shelter-in-place, hazardous materials, earthquake, and public health emergency.
    • Teachers — Must be physically present to address student learning and supervision, provide social and emotional support, as well as address safety/emergency situations.
    • Counselors — Must be physically present to provide social and emotional support to students, as well as address safety/emergency situations. 
    • School Psychologists/Social Workers — Must be physically present to provide student social and emotional support, complete required testing, as well as address safety/emergency situations. 
    • Administrative Assistants — Must be physically present to address student, patron, educator, and supervisor needs/concerns as well as address safety/emergency situations.
    • Para Educators, Instructional/MTSS Assistants, Brain Boosters — Must be physically present to address student learning and supervision as well as address safety/emergency situations.
    • Nurses — Must be physically present to address ongoing student medical issues as well as address safety/emergency situations.
    • Custodial — Must be physically present to clean, sanitize, and maintain the facility.
    • Facilities Services — Must be physically present to perform maintenance duties; e.g. electrical, HVAC, mowing, painting, plumbing.
    • Information Technology Services — Must be physically present to perform maintenance duties; e.g. computer and network repair, ID-badge production, onsite customer service.
    • Nutrition — Must be physically present to prepare and serve meals to students, as well as clean and sanitize.
    • Transportation — Must be physically present to transport students to and from schools as well as clean and sanitize.

High-Risk Individuals are not precluded from working onsite; however, the employee should adhere to social distancing (ideally six or more feet), wash hands often, and use appropriate Personal Protective Equipment (PPE).

High-Risk Individuals may continue to work remotely, if possible for the position (see above), with recommendation of the supervisor and approval by Human Resources.

High-Risk Individuals who are required to work onsite will be provided, at the employee’s request and through their supervisor, PPE (e.g. a face covering, gloves, face shield, sneeze guards).  Further accommodations may be made by engaging in the ADA Interactive Process.

District policy 410.04 – Employee Leave (Licensed) or 420.04 – Employee Leave (ESP) provides to benefit eligible employees, but not limited to, the following leave:

  • Alternative Leave – One (1) day of Alternative Leave is available for employee use each contract year at a fee of (Licensed) $110 or (ESP) 40% of the employee’s daily rate; however, certain restrictions apply as to when the day may be used; refer to policy.
  • Bereavement Leave – Bereavement Leave is granted for funeral and related issues in the case of the death of a family member; refer to policy.
  • Personal Leave Paid – Up to five (5) days of accrued Personal Leave Paid can be used in each contract year; however, certain restrictions apply as to when the days may be used; refer to policy.
  • Personal Leave Non-Paid – Up to fifteen (15) days of Personal Leave Non-Paid may be used in a three-year period.  Leave granted under this regulation shall be without pay; refer to policy.
  • Family Sick Leave – Allocated Family Sick Leave can be used for the employee’s health care needs or the health care needs of immediate family members; refer to policy. A person identified only as a High-Risk Individual would not be considered ill.
  • Sick Leave – Accrued Sick Leave can be used for the employee’s own health care needs; refer to policy. A person identified only as a High-Risk Individual would not be considered ill.
  • Critical Family Care – A maximum of twelve (12) days of accrued Sick Leave may be used each year to care for a critically-ill member of the immediate family or critically-ill person residing on a permanent basis in the employee’s home. A person identified only as a High-Risk Individual would not be considered critically ill. Use of Sick Leave for Critical Family Care must be authorized by the Sick Leave Review Board; refer to policy.
  • Sick Leave Bank – A prorated amount of leave from the Sick Leave Bank is available to employees for their own health care needs provided they donated a Family Sick Leave day to the Sick Leave Bank, and meet specified qualifications.  A person identified only as a High-Risk Individual would not be considered ill. Sick Leave Bank is not intended to be used for short-term, in-and out absences, elective medical procedures or other medical care that could be scheduled during non-contract time; refer to policy.

District policy 400.23 – Vacation Leave provides Vacation Leave for benefit-eligible employees assigned to the 242/245 day calendar.  Vacation leave is to be scheduled during off-peak work seasons and may be used for any reason; refer to policy.

District policy 400.26 – Family Medical Leave (FMLA) provides additional paid and/or unpaid leave to benefit-eligible employees who have been employed by the District for 12 months (need not be consecutive) and have worked at least 1,250 hours during the 12-month period immediately preceding the start of the leave; refer to policy.

Due to the unprecedented events caused by COVID-19, the U.S. Congress passed the Families First Coronavirus Response Act, which expires December 31, 2020. A section of the Act grants employees emergency paid sick leave, which provides that an employee is entitled to two weeks (up to 80 hours) of paid sick leave if they have worked for the District for at least thirty (30) days and meets one of the following six (6) qualifying conditions: 

  1. is subject to a federal, state, or local quarantine or isolation order related to COVID-19;
  2. has been advised by a health care provider to self-quarantine related to COVID-19;
  3. is experiencing symptoms of COVID-19 and seeking medical diagnosis;
  4. is caring for an individual subject to an order described in (1) or self-quarantined in (2);
  5. is caring for their son or daughter whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19; (If leave is needed beyond the initial 2 weeks, contact the Human Resources Department) or
  6. is experiencing any other substantially similar conditions specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.

Note:

  • Conditions 1-3 are paid at the employee’s regular rate of pay for two weeks (up to 80 hours)
  • Conditions 4-6 are paid at 2/3rd of the employee’s regular rate of pay for two weeks (up to 80 hours)
  • MAX PAY PER DAY: ($511 for qualifying conditions – 1,2,3), ($200 for qualifying conditions – 4,5,6)
  • Benefit-eligible employees use leave according to District policy as listed above, i.e. Alternative Leave, Personal Leave Paid, Personal Leave Non-Paid, and Vacation Leave.
  • Hourly employees may not use more than fifteen (15) days absence in a school year (unpaid). 
  • Benefit-eligible employees use leave according to District policy as listed above, i.e. Alternative Leave, Personal Leave Paid, Personal Leave Non-Paid, and Vacation Leave.
  • Hourly employees may not use more than fifteen (15) days absence in a school year (unpaid). 
  • Employees use Families First Coronavirus Response Act (FFCRA) Leave. A completed FFCRA Leave Form must be submitted to Human Resources as soon as possible.

Employees who have been or were potentially exposed to COVID-19, and have been told to self-isolate by the health department or a medical provider, are required to self-isolate for fourteen (14) days or until the employee tests negative for COVID-19.

  • Employees use Families First Coronavirus Response Act (FFCRA) Leave. A completed FFCRA Leave Form must be submitted to Human Resources as soon as possible.

Employees experiencing symptoms of COVID-19 and seeking medical diagnosis should NOT be at work and should self-isolate until the employee tests negative for COVID-19.

  • Employees use Families First Coronavirus Response Act (FFCRA) Leave. A completed FFCRA Leave Form must be submitted to Human Resources as soon as possible.

Employees who test positive for COVID-19, and have been told to self-isolate by the health department or a medical provider, are required to self-isolate for fourteen (14) days or until the employee tests negative for COVID-19.

  • Employees use Families First Coronavirus Response Act (FFCRA) Leave. A completed FFCRA Leave Form must be submitted to Human Resources as soon as possible.

If additional leave is required, as directed by a medical provider:  

  • Benefit-eligible employees use leave according to District policy as listed above, i.e. Family Sick/Sick Leave, FMLA, Sick Leave Bank.

Hourly employees may not use more than fifteen (15) days absence in a school year (unpaid). Exceptions will be made on a case-by-case basis regarding the fifteen (15) day limit.

  • Benefit-eligible employees use leave according to District policy as listed above, i.e. Family Sick/Sick Leave, FMLA, Sick Leave Bank.
  • Hourly employees may not use more than fifteen (15) days absence in a school year (unpaid).

Exceptions will be made on a case-by-case basis regarding the fifteen (15) day limit. 

  • Benefit-eligible employees use leave according to District policy as listed above, i.e. Alternative Leave, Bereavement Leave, Personal Leave Paid, Personal Leave Non-Paid, or Vacation Leave.
  • Hourly employees may not use more than fifteen (15) days absence in a school year (unpaid).
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