We urge association leaders to meet with district administrators to develop and/or expand existing plans to limit exposure and reduce spread to students and staff. It is important that local associations review their collective bargaining agreements or board policies and engage in discussions, consultation, and/or bargaining with district administration over this situation.
Consider negotiating a Memoradum of Understanding (MOU) language regarding working on site. See sample MOU document (NOTE: some of the components of the MOU may not be relevant or apply at this time, but provides a template for writing a MOU):
In the event that the District requires employees to work on site, as opposed to working remotely, any such assignment shall meet the following conditions:
- No employee shall be required, asked, or permitted to perform work for which medical training or certification is necessary unless they have such training or certification.
- The District shall make available, at no cost to employees, appropriate protective gear and materials, including appropriate masks, gloves, disinfectants, soap, and hand sanitizer.
- If the District requires less than full staffing, it will first ask employees to sign up to work. Only if an insufficient number of employees sign up will the District direct additional employees to return to work. If the District directs employees to return to work, it will do so in reverse order of seniority where the CBA establishes seniority-related rights [or through another agreed upon method].
- An employee who returns to work on site shall be granted COVID-19-related paid leave if they meet any of the following qualifying conditions:
- The employee is too ill to work.
- The employee has been diagnosed with COVID-19.
- The employee is experiencing symptoms compatible with COVID-19 but has not yet been diagnosed.
- The employee has been exposed to someone who themselves has been diagnosed with COVID-19, has symptoms compatible with COVID-19, or was exposed to someone diagnosed with COVID-19.
- The employee is immunocompromised or is considered high risk according to the CDC or appropriate state or local authorities.
- The employee needs to care for a family member (cross reference relevant CBA provisions).
