COVID-19: Employee Protections and Benefits

This page serves as a resource for employees seeking information about COVID-19-related benefits and protections. If you have any questions about the information on this page, please email bonnief@peregrineschool.org.

This page serves as a resource for employees seeking information about COVID-19-related protections and benefits. If you have any questions about the information on this page, please email bonnief@peregrineschool.org.

PROTECTIONS

Cleaning Procedures

These procedures can also be found in our Pandemic Policies:

  • All high-touch surfaces and bathrooms are sanitized on a scheduled basis using Signet 1Neutral Disinfectant (DS1) which meets the EPA’s criteria for use against SARS-CoV-2, the cause of COVID-19.

  • Teachers sanitize classrooms (e.g., tables, work areas, toys) during breaks and after school using DS1, Clorox wipes, or Seventh Generation Disinfectant Spray. The number of indoor and outdoor toy options will be reduced, used only by one cohort per day, and sanitized at the end of each day. All surfaces will be disinfected before and after every use, both indoors and outdoors. Classes will stagger their use of the bathrooms, and all bathroom surfaces will be disinfected between uses. Our janitorial service cleans and disinfects the interior spaces daily after operating hours.

  • FDA approved disinfectant products to be used: Oxivir, DS1, and diluted bleach solution; Seventh Generation Disinfectant Spray for food surfaces and indoors when around children or in poorly ventilated spaces; Clorox wipes will be used to clean high touch surfaces in staff rooms and be back-up for classroom use.

Anti-discrimination and Anti-retaliation Policies

  • Peregrine School is committed to compliance with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in School operations. Peregrine School prohibits unlawful discrimination against any job applicant, employee or unpaid intern by any employee of the School, including supervisors and coworkers. Peregrine School will not retaliate against you for filing a complaint or participating in any workplace investigation and will not tolerate or permit retaliation by management, employees or coworkers. Peregrine School will not retaliate against an employee for disclosing a positive COVID-19 test or diagnosis or order to quarantine or isolate. Employees who believe they have been retaliated against in violation of this section may file a complaint with the Division of Labor Standards Enforcement pursuant to Section 98.6. The complaint shall be investigated as provided in Section 98.7.

BENEFITS

American Rescue Plan Act of 2021 

The American Rescue Plan Act (ARPA) allows certain employers to extend FFCRA paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. It also makes some changes to the qualifying reasons employees may use these benefits. These provisions will apply from April 1, 2021 through September 30, 2021. ​Employees are entitled to up to two weeks (80 hours, or a part-time employee's two-week equivalent)​ of paid sick leave based upon the higher of their regular rate of pay, or the applicable state or federal minimum wage. This sick leave is paid at:

  • 100% of their pay rate if the employee:

    • is subject to a federal, state, or local quarantine/isolation order related to COVID-19.

    • has been advised by a health care provider to self-quarantine related to COVID-19.

    • is experiencing COVID-19 symptoms and is seeking a medical diagnosis​.

    • is obtaining immunization [i.e., vaccination] related to COVID–19.

    • ​is recovering from any injury, disability, illness, or condition related to such a COVID-19 immunization after ‘medical diagnosis’

    • is seeking or awaiting the results of a diagnostic test for, or a medical diagnosis of, COVID–19 and such employee has been exposed to COVID–19 or the employee’s employer has requested such test or diagnosis

 

  • 2/3 of their pay rate if the employee:

    • is caring for an individual subject to an order self-quarantine as described in the first two reasons above.

    • is caring for his or her child whose school or place of care is closed (or unavailable) due to COVID-19-related reasons.

    • employees are eligible up to ​$200 daily or $2,000 total

  • up to 12 weeks of paid sick leave and expanded family medical leave for any reason stated above:

    • paid at 2/3 rate​.

      • employees are eligible up to $200 daily or $12,000 total

California COVID-19 Supplemental Paid Sick Leave (SB 95)

This California bill provides employees with up to two weeks (80 hours, or a part-time employee's two-week equivalent)​ of COVID-19 supplemental paid sick leave. It is in effect (retroactively, if applicable) from January 1, 2021 to September 30, 2021.

  • CA COVID-19 supplemental paid sick leave is applicable to any of the following circumstances: The employee is

    • ​subject to quarantine or isolation period related to COVID-19 as defined by an order or guidelines of the California Department of Public Health, the federal Centers for Disease Control and Prevention, or a local health officer with jurisdiction over the workplace.

    • advised by a health care provider to self-quarantine due to concerns related to COVID-19.

    • experiencing symptoms of COVID-19 and seeking a medical diagnosis. 

    • caring for an individual who is subject to a government quarantine or a self-quarantine advised by a health care provider.

    • caring for a child whose school or place of care is closed or unavailable due to COVID-19 on the premises.

    • obtaining immunization [i.e., vaccination] related to COVID–19.

    • recovering from any injury, disability, illness, or condition related to such a COVID-19 immunization after ‘medical diagnosis’.
       

NOTE: If the employee is seeking or awaiting the results of a diagnostic test for, or a medical diagnosis of, COVID–19, and such employee has been exposed to COVID–19 or the employee’s employer has requested such test or diagnosis, this situation is NOT an official qualifying reason for CA SPSL, but employers are allowed to require the use of CA SPSL before paying under the Cal/OSHA requirements.​ ​

  • CA COVID-19 supplemental paid sick leave may run concurrently with other benefits like EPSL/EFMLA. However, all CA COVID-19 supplemental paid sick leave is paid at the employee’s full rate of pay. 

Workers' Compensation (SB 1159)

This California bill provides worker’s compensation benefits to employees who contract COVID during an outbreak in their workplace. It is in effect now until January 1, 2023.

  • An "outbreak" is defined as four employees testing positive for COVID-19 at a specific (physical) work site; or OR a work site being closed by a local or state public health agency due to risk of COVID infection.

  • If an employee tests positive for COVID-19 with 14 days of the outbreak or closure (or is one of founding cases of an outbreak), they are presumed to have contracted COVID-19 at work and may file a claim.

  • Workers' compensation benefits may include (but are not limited to) medical coverage and wage replacement.

Cal/OSHA Emergency Regulations

These emergency regulations are in effect as of November 30, 2020 (updated June 17, 2021) and outline a number of steps employers must undertake in order to prevent the spread of COVID-19 in the workplace.

  • In the event of a positive COVID-19 case within the school, the school must offer COVID-19 testing at no cost to employees, during their working hours, to all employees who had a potential COVID-19 exposure in the workplace.

    • The regulations define potential COVID-19 exposure as being within six (6) feet of a positive COVID-19 case (with or without a face covering) for a cumulative total of 15 minutes or greater in any 24 hour period within or overlapping with the “high-risk exposure period.”  The regulations define the “high-risk exposure period” as the following:

      • For persons who develop COVID-19 symptoms, the two (2) days before the symptoms develop until 10 days after symptoms first appeared, and 24 hours have passed with no fever, without the use of fever-reducing medications, and symptoms have improved.

      • For persons who test positive for COVID-19 and never develop symptoms: from two (2) days before until 10 days after the specimen for their first positive test was collected.​

  • In the event of a positive COVID-19 case within the school will continue to provide compensation to employees who may not report to work because they have COVID-19 (due to a workplace exposure) or are under an isolation or quarantine order issued by a local or state health official (due to a workplace exposure).

    • The School may require that these employees use employer-provided employee sick leave benefits for this purpose and consider benefit payments from public sources in determining how to maintain earnings, rights and benefits, where permitted by law and when not covered by workers’ compensation.​

  • As of June 17, 2021, employees who are fully vaccinated against COVID-19 need not be excluded from the workplace in the event of a workplace COVID-19 exposure.

  • As of June 17, 2021, an employer must provide respirators in two scenarios: (1) to any unvaccinated employee who works with others indoors or in a vehicle and who requests one and (2) where there is a major outbreak, to any employees in the exposed group for voluntary use. The respirator must be the right size, and the employee must receive basic instruction on how to get a good “seal,” or fit.

PAGE LAST UPDATED: 06/23/2021