Guidance for Employees of the City and County of San Francisco

Shelter in Place Public Health Order

What does the Shelter in Place mean for me?

San Francisco issued a Public Health Order requiring everyone to shelter in place beginning on March 17, 2020. This Order has been extended indefinitely with a phased plan for reopening: https://sf.gov/information/reopening-san-francisco. While the Health Order allows some additional activities to resume and businesses to open, the Order still requires everyone to stay safe at home as much as possible.

Employees performing essential services must still report to work. Employees who can perform their work remotely must continue to work from home.

Is this mandatory or is it just guidance?

It is mandatory. California law requires you to follow this order. It is a misdemeanor crime not to follow the order (although the intent is not for anyone to get into trouble).

It is critical for everyone to follow the order to prevent the spread of COVID-19 and protect themselves, their loved ones, friends, neighbors and the whole community.

All persons, businesses, and other entities are required to comply if they do not fall within the exemptions that are specified in the Order.

Am I an "essential employee"?

All City employees perform important work. However, during this time, some work is essential to keep the people of San Francisco healthy and safe, and to keep the City operational. These are “Essential Services”. Other work may need to be put on hold until the COVID-19 emergency ends. Essential Services include but are not limited to the following list. Employees who fulfill duties related to the services below should report to work. If you have questions, check with your manager or supervisor.

  • Public Safety (Police Officers, Firefighters)
  • Healthcare workers (Nurses, Doctors, Respiratory therapists, etc.)
  • Jails
  • Courts (Judges, Attorneys etc.)
  • Garbage/sanitation
  • Transportation (Bus drivers, train operators, etc.)
  • Utilities: Water, Power, Gas
  • Essential Office work (Payroll, security, and administration, etc.)
  • Disaster Service Workers

What are physical distancing requirements?

If you must leave the house, follow these requirements to keep yourself and others healthy:

  • Avoid groups of people.
  • Stay at least 6 feet away from others. (When you are outside, you can be closer than 6 feet with people you live with.)
  • Reduce the amount of time you are outside the home.

The best way to reduce your risk of getting sick, as with seasonal colds or the flu, still applies to prevent COVID-19:

  • Wash hands with soap and water for at least 20 seconds.
  • Cover your cough or sneeze.
  • Stay home if you are sick.
  • Avoid touching your face.
  • When you are in line, keep 6 feet of distance between you and others. When that isn’t possible, keep the duration short.
  • Be sure you don’t sneeze or cough onto people. If needed, cough or sneeze into your shirt or into an elbow with clothing on.

What can't I do?

  • You cannot participate in group activities with people you don't live with.
  • You cannot have dinner parties. You cannot invite friends over to your home to hang out.
  • You cannot go to bars or nightclubs.
  • You cannot go to a nail salon or get your hair cut by a stylist or barber.
  • You cannot take unnecessary trips on public transport or in your car or motorbike.
  • You cannot go to facilities with shared equipment including playgrounds, gyms, pools, or barbeque or picnic areas, or play outdoor activities that require shared equipment with people outside your household, with some exceptions.
  • You cannot go outside your home without a face covering that covers your nose and mouth.
  • Additional details on what is and is not permissible under the Health Order can be found here: FAQs for San Francisco Health Orders

What can I do?

  • You can go outside to exercise or walk your dog, as long as you keep 6 feet of distance from others and wear a mask.
  • You can have a picnic with people who live with you outside, as long as you are six-feet from others.
  • You can visit parks, beaches, outdoor historical sites, outdoor museums and botanical gardens, if they are open.
  • You can take a trip to the store to buy groceries and other items.
  • You can provide care for relatives to make sure they are healthy and safe.
  • You can seek medical attention if needed. (Many doctors and hospitals are encouraging people to have telephone of videoconference appointments rather than coming in person.)
  • You can work from home.
  • You can go to work if your department has an approved Safety Plan from the City Administrator and you have been authorized by your manager or supervisor.
  • You can go to dog and skate parks and play tennis and golf with people who live with you, with some exceptions.
  • Additional details on what is and is not permissible under the Health Order can be found here: FAQs for San Francisco Health Orders

Employee Leave and Compensation

What should I do if I have been diagnosed with COVID-19 or I have symptoms consistent with COVID-19 (fever, cough, shortness of breath)?

Inform your supervisor and stay in contact with your health care provider. Stay home except to get medical care, separate yourself from other people in your home- this is known as home isolation, stay away from others, and call ahead before visiting your doctor so that they can protect themselves and other patients.

There are several leave options that may be available to you including federal paid sick leave, the additional 80 hour allocation of COVID-19 sick pay, your accrued leave balances or advance vacation or sick paid leave. See below for additional details about these programs.

Can a department send an employee home if the department believes the employee is too sick to work?

Yes. Employees who come to work and cannot safely perform their duties due to illness or risk of causing harm to other employees, co-workers or the public may be instructed to go home by a supervisor or manager.

If you are asked to go home due to any of the reasons above, you may use paid sick leave or other accrued leave including vacation, compensation time or floating holidays as well as the new City and federal paid sick leave programs available to eligible employees and discussed in more detail below.

What if I have been advised by my health care provider to self-quarantine?

Civil Service Rules allow employees to use paid or unpaid sick leave for illness and quarantine ordered by your health care provider or the Public Health Department. If you have run out of accrued sick leave, your department has discretion to approve your use of other accrued leaves, such as vacation, floating holidays, or compensation time as well as the new City and federal paid sick leave programs available to eligible employees and discussed below.

What are the new sick leave programs available to me?

The City and the federal government have created several new paid sick and family leave programs to support City employees during this time. More information on these programs can be found here. Eligibility criteria, benefits and procedures for federal Emergency Sick Leave, and Emergency Sick and Vacation advances can be found here .

Can I use paid sick leave if I am afraid to come to work because of COVID-19?

No. Employees cannot use paid sick leave due to general concerns over COVID-19. Such concerns do not qualify as an illness under the City's sick leave policies or the federal Emergency Paid Sick Leave Act eligibility criteria. If operationally feasible and subject to management approval, however, employees may use discretionary leave, such as vacation, floating holidays, etc.

If an employee's health care provider has recommended the employee isolate or self-quarantine, an employee may be eligible for sick leave. Employees must submit a completed Sick Leave, Emergency FMLA, or Vacation Request Form that identifies the health care provider who advised the employee to isolate/quarantine and the date the health care provider issued their recommendation.

Are employees required to reimburse the City for using COVID-19 (COV) sick pay?

No. COV is a new City allocation of 80 hours of paid sick leave for regularly scheduled employees and is prorated for part-time employees. The sick leave may be used for any illness, not just COVID-19, and can be used for child care due to school closures. Employees do not have to repay COV.

Does the federal Emergency FMLA give an employee a second FMLA 12-week entitlement?

No. The federal Emergency FMLA is not an additional 12-week entitlement, but rather simply expands the criteria for eligibility for FMLA to some COVID-19-related circumstances. Read more for the specific criteria .

If I use Emergency FMLA for childcare, will this reduce the FMLA leave that I may be eligible for in the event of a serious health condition or other qualifying circumstance?

Yes. The Emergency FMLA does not provide additional hours; it only expands the eligibility criteria. For example, if prior to April 1, 2020, an employee took six weeks of FMLA leave for child bonding, the most the employee could be eligible for through FMLA is the remaining 6 weeks.

Is COVID-19 sick pay in addition to federal Emergency Sick Pay and Emergency FMLA?

Yes. The 80 hours of COVID-19 sick pay is in addition to federal Emergency Sick Pay and Emergency FMLA. More information about the leave programs available to eligible employees can be found here.

Do I have to use federal Emergency Sick Pay and FMLA before using the COVID-19 sick leave?

No, COVID-19 sick pay does not need to be used before federal Emergency Sick Pay and Emergency FMLA.

Under the federal Emergency Paid Sick Pay and Emergency FMLA programs, you may not receive 100% of your regular pay. COVID-19 sick pay may be used to supplement your paycheck. Examples of how these programs interact can be found here .

Are the City and federal COVID-19 paid sick and family leaves programs retroactive to March 17, 2020 when the first shelter in place order went into effect?

No, City and federal Emergency leaves and benefits are effective April 1, 2020. However, the Sick Leave and Vacation Advance Program is effective March 11, 2020.

Can I work or telecommute for part of the day and use federal Emergency Sick Pay and/or Emergency FMLA for the hours when I am caring for children?

Yes, if your department approves, you may use both programs while caring for children part-time and working or telecommuting part-time.

Do I have to take the federal Emergency Sick Pay and/or Emergency FMLA continuously or at different times?

It depends on the reason for leave and the type of work you perform. You can review the criteria for continuous or intermittent leave here .

What should I do if I am unable to come to work because my child’s school or childcare provider has closed?

Talk to your supervisor. Your supervisor may allow you to telecommute if you can do work projects from home, and if you can still work a full day while providing childcare.

If you cannot telecommute, you may use other accrued leave (vacation, floating holidays, compensatory time off) and may be eligible for the new City and federal programs described in more detail here .

If I requested a vacation or sick leave advance, will the 80 hours of COVID-19 sick pay automatically reimburse my advance?

No, this will not be done automatically. If you would like to use your COVID-19 sick pay allocation to reimburse any vacation or sick leave advanced, you must submit a written request to your department personnel officer or payroll staff.

Will the new allocation COVID-19 sick pay reduce the 12 or 16 weeks of Paid Parental Leave (PPL) compensation?

Yes, the additional allocation of 80 hours of COVID-19 sick pay leave will reduce the amount of PPL compensation paid to employees. Employees on qualifying parental leave must use their COVID-19 sick pay before they can receive PPL compensation. If you chose to retain your COVID-19 sick pay, you will have your PPL benefit reduced by the hours you retain.

Federal emergency paid sick leave and emergency FMLA will not reduce the amount of PPL compensation paid to employees.

I am in the vulnerable population, am I eligible for federal Emergency Sick Pay?

It depends. You are not automatically eligible for federal Emergency Sick Pay if you are in the vulnerable population. If you have a chronic medical condition and a health care provider has advised to isolate or quarantine, you may be eligible for federal Emergency Sick Pay if you provide additional details requested on the Emergency Paid Sick Leave, FMLA, or Vacation Request Form (COVID-19).

Employees who want to stay home due to concerns about exposure to COVID-19, and who are unable to telework, are not eligible for federal Emergency Sick Leave and do not qualify under the City's sick leave policies. If operationally feasible and subject to management approval, employees may use discretionary leave, such as vacation, floating holidays, etc.

What should I do if my healthcare provider advises me to self-isolate and I do not have symptoms consistent with COVID-19?

Talk to your supervisor about telecommuting. If there are no work projects you can do from home, then you may be allowed to use paid sick leave including the additional 80 hours of COVID paid sick leave, or any other paid leave (vacation, floating holidays, compensatory time off).

If you have exhausted your paid leave balance, then you may take unpaid sick leave.

Do I need to submit a doctor’s note if I am absent more than five (5) days during the COVID-19 emergency?

It depends.

For COVID-19 or similar symptoms: No, your department will not require you to submit a doctor’s note or other verification for absences caused by COVID-19 symptoms, such as fever, cough or shortness of breath. Do not come into work if your doctor advises you to stay home, or if you are sick. Let your supervisor know.

For absences due to other types of illness or injury: Yes, you must submit a doctor’s note for more than five days of medical leave, during periods of Sick Leave Restriction, and when requested for medical clearance to return to work following absences of more than five days.

If I call in sick and my health improves, do I need to provide my department with medical clearance to return to work? When is it acceptable for me to return to work?

If you are out sick due to COVID-19 related symptoms, you do not need to provide medical clearance to return to work regardless of the length of your medical leave. Supervisors will observe all employees for performance problems or symptoms of illness that raise concerns. An employee should not be at work if they are unhealthy and may make others sick. Supervisors have the right to send an employee home if there are concerns about health issues affecting the employee’s job performance.

What is paid furlough, and can I request it?

Employees cannot request paid furlough. The department makes that determination. You may be placed on paid furlough (meaning you will be paid even while you are at home) if your supervisor asks you to stay at home due to the shelter in place order, and there are no telecommute work projects for you to do from home. Remember that when you are placed on paid furlough, you may be recalled to work or deployed as a DSW at any time, and you must be available to work. If you are placed on paid furlough, your vacation and sick pay will accrue at your usual rate. Only regularly scheduled employees are eligible to receive paid furlough.

You cannot withdraw vacation, sick, or child bonding leave requests because you want paid furlough instead. Employees cannot request paid furlough.

When will departments place employees on Paid Administrative Leave?

If you are sent home because of possible workplace exposure to COVID-19 and you cannot do work from home, then you may be placed on Paid Furlough or Paid Administrative Leave (PAL). Your department will determine whether you can telecommute (for example, do phone consultations). If there are work projects you can do by telecommuting, then you may remain on regular paid status.

Do employees qualify for federal paid sick leave due to the shelter-in-place public health orders issued by the City and the state?

To qualify for federal paid sick leave employees must be subject to a federal, state or local shelter-in-place order that precludes their working or telecommuting. Many City employees are working either onsite or via telecommuting while under the current shelter-in-place orders. City employees who are unable to work onsite or telecommute are on paid furlough. Employees on furlough are not eligible for federal Emergency Paid Sick Leave, because they continue to be available for work.

How long will the City be offering paid furlough?

The existing Paid Administrative Leave (Paid Furlough) program for City employees has been extended through June 30, 2020, to mitigate the financial impacts of the emergency on these City employees. The Mayor and Department of Human Resources will continue to evaluate the need for paid furlough as the situation evolves.

What if I am not able to come to work due to transportation disruptions caused by the COVID-19 public health emergency?

Talk to your supervisor. Consider alternative methods of commuting or modifying your work hours. Your supervisor may allow you to telecommute.

If telecommuting is not possible, your supervisor may shift you to a flexible work schedule to allow additional commute time, or possibly provide you with an alternative work location.

If you are unable to come to work at all, you should request time off using accrued vacation, compensatory time off, or floating holidays. You may not use sick leave for this reason.

Can I use my sick time to get a COVID-19 test?

Yes, this is an eligible use of sick time.

What if I have reached my vacation and floating holiday leave cap?

The City employee vacation leave and floating holiday leave caps are waived through the duration of the declared emergency. This means that employees can earn up to an additional 80 hours over their vacation leave cap and may roll over an additional 80 hours of floating holiday. Additional information can be found here .

How does extended Health Order change the benefits and leave protections?

To continue to support employees the City has extended certain benefits and leave provisions, including:

  • Income security and paid furlough for all City employees through June 30, 2020.
  • Emergency childcare is still available to all essential employees.
  • An additional 80 hours of paid sick leave to use for a variety of circumstances, including childcare responsibilities resulting from school closures is still available to all employees.
  • All essential employees who leave their home to do their job are eligible for testing through CityTestSF.

Face Coverings

Are face coverings mandatory? When should I wear a face covering and when is it not required?

Yes, you must wear a face covering when leaving your home and are within 30 feet of anyone you don't live with. This includes when you are:

  • At the workplace, unless you're in a non-shared office alone or eating
  • Shopping at a store
  • On public transportation (or waiting for it)
  • In a taxi or rideshare vehicle
  • Seeking healthcare
  • Going into facilities that have be authorized to open
  • Walking or exercising outdoors or on a motorcycle, skateboard or scooter and see someone within 30 feet

You do not need to wear a face covering if:

  • You are at home and not near visitors who are there to perform work or provide services such as a care assistance or household repair
  • You are in your car alone or you're only with people you live with
  • You are eating or drinking alone or with people who live with you and you are more than six-feet from others
  • You are sitting in an outdoor area alone or with people who live with you and you are more than six-feet from others

While you do not need to wear a face covering in these situations, you should have one readily available.

You don't need to wear a mask if you're a child under 12 or for certain health and safety reasons that are listed here: https://sf.gov/information/masks-and-face-coverings-coronavirus-pandemic

Enforcement of this rule began May 29, 2020. The official Health Order than provides additional details can be found here: https://www.sfdph.org/dph/alerts/files/Order-No-C19-12b-RequiringFaceCoverings-05282020.pdf

What is an appropriate face covering?

There are several options for face coverings, as long as they cover the nose and mouth. Face coverings can be made of a variety of cloth materials, such as bandanas, scarves, t-shirts, sweatshirts, or towels. For more information about how to make a face covering and how to keep it clean, please follow this link: https://sf.gov/information/masks-and-face-coverings-coronavirus-outbreak

Disaster Service Workers

How are Disaster Service Worker (DSW) assignments designated, and what factors are considered?

DSW assignments are based on the needs of the Emergency Operations Center. Assignments are based on department operational needs, equity, employee availability, and the skill set needed for the DSW assignment. Employees assigned to the EOC are typically assigned a 2-week deployment, but the duration will vary depending on operational needs. Your department will receive a DSW request that outlines the proposed job class, duties, hours, duration of the assignment, and reporting location. DSWs may have specialized duties depending on their normal work or any special skills they may possess. Employees may also have to perform general duties that are not part of their normal duties, such as clerical support, damage assessment, driving, food preparation, sorting, packing, or loading. Employees will not be assigned DSW work for which they are not qualified and trained.

Who is eligible to be assigned to Disaster Service Worker (DSW) duty?

All City employees are eligible to be assigned to DSW duty. This includes employees that are on paid furlough, those that are working in their normal location, and those that are telecommuting. Because they are still being paid, employees that are on paid furlough must remain available to accept DSW and other work assignments.

How will I know if I have been assigned to DSW duty?

You will receive an email or a phone call notifying you that you have been assigned to DSW duty and will be provided information about the assignment. For this reason, you must regularly check work voicemail, work email (if you have access), and personal voicemail and email for communications from the City. You must also respond promptly to communications from the City. In order to make sure all communication reaches you, you should maintain accurate contact information with the City.

If you receive a notice from the City, the notice will identify a timeframe to respond, generally within one business day. If you fail to return to work when assigned or do not respond to your department, you will be considered absent without authorization and may be placed on unpaid leave.

Can I volunteer for DSW assignments? Will the department ask for volunteers first?

Departments may ask for volunteers before making mandatory assignments. Departments should take into consideration department operational needs, equity, employee availability, employee discipline or attendance issues, and the skill set needed for the DSW assignment. If you are interested in volunteering as a DSW, please complete this survey .

Are DSW assignments mandatory?

Yes. California law designates all public employees as Disaster Service Workers (DSWs). DSWs perform disaster-related duties as required to promote and maintain public health and safety during a declared emergency. DSWs may be required to come to work at any time of day to perform disaster-related duties. These duties may not be part of an employee’s regular duties and may not be at the regular work location. DSW responsibilities may continue into the recovery phase of an emergency and may be organized into daily or hourly shifts that are different from an employee’s regular work schedule.

Can I refuse a Disaster Service Worker assignment?

No. The City is facing unprecedented times and we need all our City employees to help fight against COVID-19. Employees who refuse a DSW assignment due to general concerns over COVID-19 have the option to request vacation from their manager or supervisor. If approved, the employee can use their accrued vacation time for the duration of the DSW assignment (usually two weeks). After the assignment period has expired, the employee can return back to their regular work duties but will be eligible for a new DSW assignment. Please refer to the Matrix If Employee Declines a Work Assignment for additional details.

Will I keep my alternative work schedule as a DSW?

You can request alternative work schedules during your DSW deployment. However, work schedules may change temporarily during DSW deployment due to the operational needs of the Emergency Operations Center.

How long will DSW assignments last?

DSW assignments are based on EOC necessity. However, most employees will serve approximately two weeks in an assignment before another employee in the rotation is assigned.

If I am called to a DSW deployment but cannot serve because I am sick, can I still telecommute?

No. If you are sick, you should not be working, even if it is telecommuting.

If you do not report to the DSW assignment because you are sick, you are required to use sick leave until you are ready to return to work.

If you don’t have sick leave, you can use vacation, floating holidays or compensation time. When you have recovered, you may be contacted again for a DSW assignment.

If I am assigned to work in an office setting or in the field, will I receive protective equipment such as a face covering?

If you are a City employee who is working on site (not telecommuting), you will receive personal protective equipment (PPE) that is appropriate for the type of work you are performing. Not all City employees will receive a City issued face covering but, you are still required to wear one in compliance with Health Order C19-12.

PPE will be provided when you report for your assignment. Due to the limited supply, it is extremely important that employees given face coverings use them for as long as possible –until they are soiled, damaged or wet.

Do I have to accept a DSW assignment? What will happen if I don't report to my DSW assignment?

Yes, you must accept your DSW assignment. This is an unprecedented time and we understand there may be concern over a DSW assignment. However, the City's ability to fight COVID-19 relies on its thousands of employees.

If you feel that you have an underlying health condition that places you in a vulnerable population and prevents you from deployment as a DSW, or if a health care provider advises you to self- isolate or quarantine, you must fill out the self-certification form found on DHR’s website and talk to your supervisor. You may be required to use your own accrued leave balances, see the FAQ about DSW deployments and Leave and Compensation for more information.

If you have a legitimate restriction, talk to your department or human resources representative about how it can be accommodated so that you can still perform the DSW assignment.

If you do not report to your DSW assignment, you will be contacted by your department to determine why you did not report for your assignment. If you do not respond or do not provide a legitimate basis for not reporting, the department will consider you absent without official leave and you may be placed on unpaid furlough.

I have childcare responsibilities that prevent me from serving as a DSW, what should I do?

The City has provided childcare for DSWs, please refer to the DHR webpage for more information: https://www.dcyf.org/care . If you are unable to serve as a DSW because of childcare responsibilities, you must fill out the self-certification form found on DHR’s website. The form will require you to report:

  1. the name of the child(ren)
  2. the grade(s) of the child(ren)
  3. the name(s) of the school or childcare provider that closed or is unavailable due to the COVID-19 public health emergency, and
  4. the hours you are available to work each day, if any.

If you can work while also caring for children, you may continue telecommuting. If you are unable to work while caring for children, please refer to the Leave and Compensation section above.

Will employees be allowed to take previously approved vacations or attend medical appointments, and attend to childcare issues, and other obligations during the COVID-19 public health emergency?

The EOC will work with DSW employees who request leave for personal needs, such as childcare drop-off/pick-up, medical appointments, and pre-approved vacations. To the extent practical, flexible schedules and leaves will be approved. However, operational needs of the Emergency Operations Center will determine DSW assignments, work schedules and leave approvals.

Can I request time off while I am deployed as a DSW?

If you would like to request time off during your DSW deployment, please follow your home department’s leave request policy to get the approvals from your immediate supervisor as well as your DSW Section Chief/DOC Manager.

If a DSW employee is sick, whom do they notify?

If you will be absent from work as a DSW, you should notify both your designated contact for your DSW assignment, and your regular supervisor.

How will DSWs be compensated?

Employees will continue to receive their normal pay during DSW deployment (including overtime or compensatory time, if they should earn it).

Will I receive additional benefits for deploying as a DSW or performing essential service at the workplace during this emergency?

Yes. For employees performing essential services who report to work and DSWs, the City will provide 8 hours of floating holidays for every 40 hours of regularly scheduled hours worked in the workplace, up to a maximum of 80 hours of floating holidays over the duration of the emergency. Employees will see these hours in the first full pay period after the end of the emergency.

Returning to the Workplace

What are the new requirements for returning to the workplace?

If you are returning to work in person, you must follow the City's Health Orders and Guidance .

Below are a few of key requirements when reporting to the worksite:

  • Stay home if you are sick
  • Stay at least 6 feet away from others
  • Wear a face covering over your nose and mouth at all times when near co-workers or with members of the public
  • Complete a COVID-19 health screening before reporting to work day
  • Get tested for COVID-19 regularly (if required by your worksite)

In addition to the Health Orders and guidance, employees should avoid physical contact with others in the workplace (no handshakes or hugs), avoid touching high-touch surfaces and do not share personal items such as your phone, food, or pens.

What is a health screening?

By order of the Department of Public Health, each City facility must have a health screening process in place for all employees reporting in person. The health screening will consist of a set of questions that must be answered in-person or digitally COVID-19 symptoms. Departments may require you to complete the screening before leaving home or when entering the worksite.

If you work at a department and have job duties where there is an increased chance of exposure, you may be required to have your temperature taken before entering the worksite. Your department will advise you if this is required and will inform you of the procedures.

Information from these screenings are confidential and will not be retained or disclosed.

What are the requirements to return to work after recovering from COVID-19 or exposure?

If you have recovered from a COVID-19 illness, before entering your worksite your must be:

  • Free of fever over 100.4⁰ F for 72 hours (and without the use of fever reducing medications such as acetaminophen, ibuprofen, naproxen), and
  • Have improving respiratory symptoms such as reduced cough, and
  • Have isolated yourself for 10-days from the date of your first symptoms.

If you never had symptoms then you need to isolate for 10 days from the date that you first took the test for COVID-19 with positive results.

Employees who have had a close contact with someone with COVID-19 must quarantine for 14 days from the date of the most recent contact. The definition of a close contact can be found here .

Employees who believe they are ready to return to work must contact their Department Personnel Officer or other contact designated by their department to receive clearance to return.

Can I get tested for COVID-19?

All City employees reporting to the worksite are eligible for and can schedule an appointment for a free COVID-19 test with their healthcare provider or at a CityTestSF location . Employees do not need to be experiencing symptoms or have been exposed to someone with COVID-19 to get tested.

COVID-19 Exposure Guidance

What should I do if I have been in close contact with someone who tested positive for COVID-19 but do not have any symptoms?

Get in touch with your health care provider or the Nurse Triage Hotline at 855-850-2249 to determine whether you need to quarantine. The Department of Public Health’s contact tracing team will contact you if they determine that you have been in close contact with someone who has tested positive. If your health care provider or the Department of Public Health has determined that you have been in close contact with someone who has tested positive for COVID-19, follow the instructions in the Department of Public Health’s Close Contact Advisory . If you are an essential or frontline City employee and leave your home to do your job, you can schedule an appointment for a COVID-19 test at a CityTestSF location.

What should I do if I have COVID-19 symptoms?

Get in touch with your health care provider and get tested. All essential and frontline City employees who leave their homes to their jobs can schedule an appointment for a COVID-19 test at a CityTestSF location. Be sure to seek care if you have trouble breathing, or have any other emergency warning signs , or if you think it is an emergency . While awaiting results of testing, or if you have not been tested, assume that you have COVID-19 and follow these steps recommended by the CDC.

What should I do if you have a confirmed case of COVID-19?

Stay in touch with your health care provider. Follow the instructions in the Department of Public Health’s Close Contact Advisory and the CDC’s detailed instructions for persons sick with COVID. You are encouraged you to notify your manager or supervisor, your confidentiality will be protected.

Telecommuting

What is telecommuting and how can I telecommute?

Telecommuting is an arrangement that allows City employees to work from a designated area outside the office. During this emergency, employees who can perform their work remotely should seek approval from their manager or supervisor to telecommute.

Can I go to work?

Generally, no. You should not visit the worksite when you are not scheduled to do so. If you must come to the worksite to pick up work related materials, get equipment repaired or perform large or sensitive printing jobs, for example, you must obtain approval from your manager or supervisor. This is to protect the health and safety of the employees who must report to the worksite in person.

Can I use equipment from my worksite while I'm telecommuting?

Generally, yes. Your department will let you know if you can take home City equipment (i.e. laptop computers, monitors, keyboards, chairs, computer mice and desktop equipment) and will establish a process for you to pick it up.

Workers' Compensation

If I am exposed to COVID-19 at work entitled to workers’ compensation benefits?

No. Workers’ compensation benefits are extended to employees who become injured or ill as a result of their work. An exposure is not an illness.

What if I contract COVID-19 after the known exposure? Would that be a valid workers’ compensation claim?

The Workers’ Compensation Division will evaluate each claim on a case-by-case basis to determine whether the work activities were the direct source of the illness.

Will my time off for COVID-19 isolation or testing be covered by Workers’ Compensation?

No. An exposure is not an illness.

Is there a “presumption” that health care workers or first responders who contract COVID-19 are covered by Workers’ Compensation?

No, there are no legal presumptions that COVID-19 infections are related to work for first responders or health care workers. However, any of these employees who contract COVID-19 and believe that it is a direct result of their work activities should report it to their supervisor and file a Workers’ Compensation claim.

What if I have symptoms of COVID-19?

You should always contact your health care provider with health concerns. If you believe you have been exposed to COVID-19 as a result of their work can also contact the Nurse Triage/Injury Hotline at 855-850-2249 to discuss their concerns and file a report of the exposure or illness.

Who can answer my questions about workplace exposure from coworkers or the public, and about to keep employees safe?

You can call the Nurse Triage/Injury Hotline at 855-850-2249 to get your questions answered on the likelihood of exposure and how to stay safe at work.

If I have questions that were not answered in these FAQs, who do I talk to?

You should first reach out to HR representative or email DHR-Questions@sfgov.org