Frequently Asked Questions

Employee Policy No. 5.3 Temporary Telecommuting in Response to COVID-19 establishes an outline for employees requesting or required to telecommute. A supervisor/manager will determine if telecommuting is available for an employee. Any employee approved for telecommuting must complete and submit the Temporary Telecommuting Agreement to HR@cvwdwater.com.

You may still request time off for vacations as long as it has been approved by your supervisor/manager. 

If your medical appointment is COVID-related, it may qualify for FFCRA leave.  Contact HR/Risk for details. If your medical appointments are not COVID-related, you must use your accrued sick time or vacation. 

This time should be coded appropriately on your timesheet. If you need assistance, contact your supervisor or HR/Risk.

Under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work (or unable to telework) due to a need for leave because the employee:

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 COVID-19 symptoms and is seeking a medical diagnosis;
4.  is caring for an individual subject to an order described in (1) or self-quarantine as described in (2);
5.  is caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19; or
6.  is experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.
7.  Under the FFCRA, an employee qualifies for expanded family leave if the employee is caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19.

However, as an essential worker, you may return to work following the strict guidelines for Critical Infrasture Workers.