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Northborough, MA 01532
Office Phone: (413)272-2459
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COVID-19 concerns

Hope to fine all safe and well during this time, please share and tell members sign up onto AFSMCE Council 93 Web-site for information able to write concerns and issue to the union. http://www.afscme93.org/ 

See the attachments of helpful information.

If the employee does not have sick time available, and is symptomatic of a COVID-19 like illness, said employee shall be advanced sick leave to cover up to ten days from the date the employee became ill.  Should an employee require more than ten days, additional sick time may be advanced subject to the approval of the Agency and the Chief Human Resources Officer.  Employees will not be required to use other accrued leave time prior to an advancement of sick time.  Employees who are advanced sick leave will have sick leave reduced as it is accrued each bi-weekly pay period until the advancement is paid back in full.  Should an employee leave the service of the Commonwealth prior to paying back the full advancement of sick leave, the employer may charge the balance owed against the employee’s vacation or compensatory time cash-out.  If an employee has exhausted his/her sick-in-family entitlement, he/she may borrow against their sick-in-family entitlement for the following year. 

In the event that an employee is quarantined but is not symptomatic, the employer shall make arrangements for the employee to telework if that is a feasible alternative for the employee.  If teleworking is not possible for the employee and the employee does not have sick time available, the employee shall be advanced sick leave to cover up to ten days of the quarantine.  Should an employee require more than ten days, additional sick time may be advanced subject to the approval of the Agency and the Chief Human Resources Officer.

Although sick time may not be used to avoid contracting an illness, the Employer may explore alternative arrangements for a concerned employee.  This is especially true for those employees who are at significant risk such as those with compromised immune systems.  For example, if reassignment or telework is a feasible alternative for an employee, the employer should consider granting such an arrangement.  The employer may also grant the use of vacation or personal time if it will not compromise operational needs. 

In Solidarity

Paul L. Faria

Human Service Coordinator  

AFSCME Council 93

Phone: 774.202.8066

Fax: 508.991.4266