If management sends an employee home, the agency will pay the employee for the remainder of the shift for that day only. This applies to both FLSA Exempt and Non-Exempt employees. Employees should record the time on their time sheet as “miscellaneous paid leave” (MPL) and not “sick leave” (SL). An employee will be notified if a release to return to work is required prior to returning.
Afterwards, accrued leave is to be used according to policy or collective bargaining agreement. If no accrued leave is available, leave without pay will be approved until the release to return to work (if required) has been received.
For AFSCME and SEIU-represented employees, and classified unrepresented, management service, and unclassified executive service employees: Employees will be encouraged to telework if their position is suitable for telework, if telework resources are available, and if the network can accommodate it. Employees may be eligible for paid administrative leave if they are medically mandated to remain at home and are unable to work. Employees may also choose to use their accrued leave or leave without pay to cover their absence while exhibiting symptoms.