Miami-Dade County continues to act under an abundance of caution and is following the guidelines of the Centers for Disease Control and Prevention (CDC). The wellbeing of our employees is of paramount importance and we ask for everyone's full cooperation.
Temporary emergency policies are being implemented to address the current worldwide pandemic and should not be considered permanent changes unless otherwise noted.
In line with the reinstatement of fares by Miami Dade County Transit, the Internal Services Department (ISD) Parking Operations has reinstated regular parking fares June 1, 2021. Parking operations have returned to normal and any modified parking card access that was instituted due to the pandemic has been deactivated. Download parking forms.
- For County employees who are registered monthly parkers, payroll deductions have been reinstated automatically unless a notice of cancelation was received in writing prior to May 15, 2021
- All ISD parking garages are open Monday to Friday, 5:30 a.m. – 12:30 a.m. (accessible 24/7 for monthly parkers). Garages are closed for hourly parking, and closed on Saturdays, Sundays and County-observed holidays
- For more information, visit the Parking Operations office at 200 NW 2nd Ave, Suite 100, Miami, FL 33128, Monday to Friday, 8 a.m. to 4:30 p.m., or call 305-679-PARK (7275) or 305-375-4159
1.1. Q: What is Coronavirus COVID-19?A: According to the CDC, on February 11, 2020 the World Health Organization announced an official name for the disease that is causing the 2019 novel coronavirus outbreak. The new name of this disease is coronavirus disease 2019, abbreviated as COVID-19. In COVID-19, "CO" stands for "corona," "VI" for "virus," and "D' for disease. Formerly, this disease was referred to as "2019 novel coronavirus" or '2019-nCoV."
1.2. Q: What are the symptoms of COVID-19? (Updated 4/27/2020)A. According to the CDC, people with COVID-19 have had a wide range of symptoms reported – ranging from mild symptoms to severe illness. These symptoms may appear 2-14 days after exposure to the virus:
- Shortness of breath or difficulty breathing
- Repeated shaking with chills
- Muscle pain
- Sore throat
- New loss of taste or smell
1.3. Q: What are the symptoms of COVID-19, Flu, and Allergies? (Updated 4/27/2020)A: The symptoms are:
- COVID-19: Fever, cough, shortness of breath, chills, repeated shaking with chills, muscle pain, headache, sore throat, new loss of taste or smell
- Flu: Fever, dry cough, runny nose, headache, sore throat, muscle and joint pain
- Allergies: Sneezing, coughing, itchy eyes, runny or stuffy nose
1.4. Q: How do I protect myself against COVID-19? (Updated 5/19/2020)A: Practice good hygiene
- Wash your hands often
- Use hand sanitizer
- Avoid touching your eyes, nose, and mouth with unwashed hands
- Avoid close contact with people who are sick
- Put distance between yourself and other people (social distance)
- Avoid handshakes and kissing when greeting people
- Stay home if you are sick
- Wear a facemask
- Clean and disinfect frequently touched surfaces at work and a home
1.5. Q: What is "social distancing"?A: Per the CDC's recommendation, social distancing involves "remaining out of congregate settings, avoiding mass gatherings, and maintaining distance" whenever possible to limit the ability of the virus to spread. The recommended distance between persons is six feet.
A: According to the CDD, those at high-risk for severe illness from COVID-19 are:
1.6. Q: It has been said individuals with underlying health conditions should take extra precautions. What are the underlying healthcare issues? (Updated 5/13/2020)
People of all ages with underlying medical conditions, particularly if not well controlled, including:
- People with chronic lung disease or moderate to severe asthma
- People who have serious heart conditions
- People with severe obesity (body mass index [BMI] of 40 or higher)
- People with diabetes
- People with chronic kidney disease undergoing dialysis
- People with liver disease
- People who are immunocompromised - Many conditions can cause a person to be immunocompromised, including cancer treatment, smoking, bone marrow or organ transplantation, immune deficiencies, poorly controlled HIV or AIDS, and prolonged use of corticosteroids and other immune weakening medications.
- People aged 65 years and older
- People who live in a nursing home or long-term care facility
1.7. Q: Do I need to communicate to my supervisor what my underlying health condition is?A: No. You do not have to share personal health information with your supervisor but you may want to let your supervisor/DPR know that you do have an underlying health condition and you may need to take sick leave to stay home as a precaution if you do not feel comfortable going to work. Your health is the most important thing and Miami-Dade County is supportive of your needs.
A: Yes. Avoid unnecessary travel, do not go on cruises, avoid crowds, avoid contact with sick people, practice social distancing, self-isolate as needed, ensure you have prescriptions filled and follow your healthcare provider's instructions.
1.8. Q: If I have an underlying health condition, is there something I should be doing?
A: Employees known to be exposed to an individual diagnosed with COVID-19 will be notified that a case of COVID-19 has been confirmed, but the Americans with Disabilities Act protects the identity and medical information of people with communicable diseases.
1.9. Q: Will I be notified if someone I work with is confirmed to have COVID-19?
A: Yes. You must notify your supervisor immediately.
1.10. Q: If I test positive for Coronavirus COVID-19, do I need to notify my supervisor? (Added 3/27/2020)
A: Call the Florida Department of Health at 305-324-2400 prior to going into any medical office or facility.
1.11. Q: What do I do if I believe I have been exposed to someone with COVID-19?
A: Yes, during a pandemic, it is permitted for employers to take temperature readings in order to ensure the wellbeing of others and prevent the spread of the disease.
1.12 Q: Can my employer take my temperature as I enter my worksite? (Added 4/11/2020)
Quarantine and Isolation (Added 1/12/2022)
1.13 Q: When should I quarantine?
A: If you had close contact with someone with COVID-19 and you are up to date with your COVID-19 vaccines or you had confirmed COVID-19 within the last 90 days, you do not need to quarantine. If you are up to date with COVID-19 vaccines, you should wear a well-fitting mask around others for 10 days from the date of your last close contact with someone with COVID-19 (the date of last close contact is considered day 0). Get tested at least 5 days after you last had close contact with someone with COVID-19. If you test positive or develop COVID-19 symptoms, isolate yourself from other people and follow the recommendations in the Isolation section below. If you tested positive for COVID-19 with a viral test within the previous 90 days and subsequently recovered and remain without COVID-19 symptoms, you do not need to quarantine or get tested after close contact. You should wear a well-fitting mask around others for 10 days from the date of your last close contact with someone with COVID-19 (the date of last close contact is considered day 0). If you have COVID-19 symptoms, get tested and isolate from other people and follow the recommendations in the Isolation section below.
If you come into close contact with someone with COVID-19, you should quarantine if you are not up to date on COVID-19 vaccines. This includes people who are not vaccinated.
- Stay home and away from other people for at least 5 days (day 0 through day 5) after your last contact with a person who has COVID-19. The date of your exposure is considered day 0. Wear a well-fitting mask when around others at home, if possible.
- For 10 days after your last close contact with someone with COVID-19, watch for fever (100.4◦F or greater), cough, shortness of breath, or other COVID-19 symptoms.
- If you develop symptoms, get tested immediately and isolate until you receive your test results. If you test positive, follow isolation recommendations.
- If you do not develop symptoms, get tested at least 5 days after you last had close contact with someone with COVID-19.
- If you test negative, you can leave your home, but continue to wear a well-fitting mask when around others at home and in public until 10 days after your last close contact with someone with COVID-19.
- If you test positive, you should isolate for at least 5 days from the date of your positive test (if you do not have symptoms). If you do develop COVID-19 symptoms, isolate for at least 5 days from the date your symptoms began (the date the symptoms started is day 0). Follow recommendations in the isolation section below.
- If you are unable to get a test 5 days after last close contact with someone with COVID-19, you can leave your home after day 5 if you have been without COVID-19 symptoms throughout the 5-day period. Wear a well-fitting mask for 10 days after your date of last close contact when around others at home and in public.
- If you are unable to wear a mask when around others, you should continue to quarantine for 10 days. Avoid people who have weakened immune systems or are more likely to get very sick from COVID-19, and nursing homes and other high-risk settings, until after at least 10 days.
Watch for symptoms until 10 days after your last close contact with someone with COVID-19.
If you have symptoms, isolate immediately and get tested.
1.14 Q: When should I isolate?
A: If you tested positive for COVID-19 or have symptoms, regardless of vaccination status, isolate for at least 5 days. To calculate your 5-day isolation period, day 0 is your first day of symptoms. Day 1 is the first full day after your symptoms developed. You can leave isolation after 5 full days.
Return to Work After Testing Positive for COVID-19
- You can end isolation after 5 full days if you are fever-free for 24 hours without the use of fever-reducing medication and your other symptoms have improved (Loss of taste and smell may persist for weeks or months after recovery and need not delay the end of isolation).
- You should continue to wear a well-fitting mask around others at home and in public for 5 additional days (day 6 through day 10) after the end of your 5-day isolation period. If you are unable to wear a mask when around others, you should continue to isolate for a full 10 days. Avoid people who have weakened immune systems or are more likely to get very sick from COVID-19, and nursing homes and other high-risk settings, until after at least 10 days.
- If you continue to have fever or your other symptoms have not improved after 5 days of isolation, you should wait to end your isolation until you are fever-free for 24 hours without the use of fever-reducing medication and your other symptoms have improved. Continue to wear a well-fitting mask through day 10. Contact your healthcare provider if you have questions.
- If you were severely ill with COVID-19 you should isolate for at least 10 days. Consult your doctor before ending isolation.
1.15 Q: If I tested positive for COVID-19, what do I need to do to be approved to return to work (at a County worksite)? (Updated
5/1/2020, 2/18/2021; 1/12/2022) Effective 2/22/2021A. Please refer to FAQ 1.14 to calculate isolation period.
A Return-to-Work form must be completed and signed by each employee who meets the criteria above. The form must be provided to, verified, and signed by the employee’s DPR or designee prior to the employee returning to his or her worksite.
1.16 Q: Can I return to work without obtaining a physician’s return to work release? (Added 4/30/2020, updated 2/18/2021)
A: Effective February 22, 2021 employees are no longer required to obtain a physician’s return to work release. A symptom-based strategy, in accordance with CDC guidelines has been implemented. The employee must however complete and sign a Return-to-Work form and have their DPR (or designee) verify and sign before returning to a worksite.
1.17 Q: What do I do if I cannot get an appointment for the two COVID-19 tests required to return to work? (Added 4/30/2020, updated 2/18/2021)
A: Effective February 22, 2021 employees are no longer required to obtain two negative tests in order to return to work. A symptom-based strategy, in accordance with CDC guidelines has been implemented. The employee must however complete and sign a Return-to-Work form and have their DPR (or designee) verify and sign before returning to a worksite.
1.18 Q: How long does it take to get the test results back from the test sites? (Added 4/30/2020, updated 2/18/2021)
A: It varies from site to site.
1.19 Q: Is there a cost for the COVID-19 tests at one of the County’s test sites? (Added 4/30/2020) (Updated 8/17/2021)
1.20 Q: Is there a cost for a Covid-19 test if I go to a municipal, State or private COVID-19 test site? (Added 4/30/2020)
1.21 Q: If I have had close contact with someone who tested positive for COVID-19 and I have been vaccinated, am I still required to quarantine? (Added 2/18/2021) (Updated 8/17/2021)
A: Please refer to FAQ 1.14 to determine if you need to quarantine.
Families First Coronavirus Response Act (FFCRA)
2.1.Q. What is COVID-19 paid sick leave and who is eligible for it? (Added 3/22/2020, Updated 3/27/2020)
A. On October 19, 2021 the Board of County Commissioners (BCC) approved Resolution R-1002-21 which offers paid sick leave from October 29, 2021 through December 31, 2023, to all employees, regardless of vaccination status, who are unable to work, work from home, or telework for one of the reasons listed below:a. The employee is subject to a federal, state or local quarantine or isolation order.b. The employee has been advised by a health care provider to self-quarantine.c. The employee is experiencing symptoms associated with COVID-19 and is seeking a medical diagnosis.d. The employee is caring for an individual for whom no other suitable care is available, and that individual: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 due to concerns related to COVID-19; or3) is experiencing symptoms associated with COVID-19 and seeking a medical diagnosis;e. The employee is caring for a child whose primary or secondary school or place of care has been closed (or whose childcare provider is unavailable) due to COVID19 related reasons, and no other suitable care is available for that child.f. The employee is experiencing any other substantially-similar condition specified by the U.S. Department of Health and Human Services.g. The employee has been exposed to COVID-19 and is seeking or awaiting the results of a diagnostic test for, or a medical diagnosis of, COVID-19. h. The employee is experiencing or recovering from an injury, disability, illness, or condition related to obtaining immunization related to COVID-19.
2.1.Q. Is this the same as the Families First Coronavirus Response Act (FFCRA)?
A. No. The FFCRA is a Federal Law that was signed into law by President Trump and was in effect from April 1, 2020 through December 31, 2020. The COVID-19 paid sick leave is a benefit granted to all Miami-Dade County employees regardless of vaccination status, and authorized by the BCC.
2.2 .Q. How many hours of Covid-19 sick leave am I allowed to use?
A. Eligible employees may take up to a total of 80 hours of COVID-19 paid sick leave for any combination of the qualifying reasons above, while those who are part-time may take up to the average number of hours that such employee works over a two-week period.
2.3 Q. Can I use this leave intermittently?
A. Yes, intermittent use is allowed. However, employees are allotted a total of 80 hours to be used from October 29, 2021 through December 31, 2023.
2.4.Q. What happens if I need additional time due to my special circumstance?
A. Should an employee exhaust the 80 hours of COVID-19 sick leave, he/she may use available accrued leave to cover for the absence.
2.5.Q. Do I need approval to use this leave?
A.Yes. Employees must complete the COVID-19 Paid Sick Leave Request Form if they meet any of the qualifying reasons above. The form must be completed, verified, approved, and submitted to Human Resources’ Personnel, Time & Attendance Division at FFCRAF@miamidade.gov for processing before the leave is entered on the employee’s timesheet.
2.6.Q. How should this leave be recorded on my timesheet?
A. A new time reporting code (TRC), “VY”, has been created to record Covid-19 sick leave on the timesheets.
2.7.Q. Will I need to provide any supporting documentation?
A.Yes. Supporting documentation must be submitted with the form and may include items such as proof of a positive COVID-19 test, proof of vaccination, a notice of closure or unavailability from the employee’s child's school, place of care, or childcare provider.
2.8. Q. Do I have to be vaccinated to be eligible for this leave? (Added 1/10/2022)
A. No. All employees regardless of vaccination status are eligible provided that at least one of the eight qualifying reasons listed in Question 2.1 is met.
3.1 Q. My child is sick with Covid-19. Can I be excused from work?
A. Supervisors will be flexible to the extent possible and approvals will be based on operational necessity.
3.2. Q. My child’s school has closed, and I need to care for my child. Can I be excused from work?
A. Supervisors will be flexible to the extent possible and approvals will be based on operational necessity. If you are not able to work from home, you may be eligible to use the Covid-19 sick leave benefit.
3.3. Q. My child’s school has closed. Can I bring him or her to work with me?
A. For the safety and wellbeing of your child and your co-workers alike, we ask that children not be brought to the workplace.
3.4. Q. If I am home with my child because his/her school or place of care is closed, or childcare provider is unavailable, can I use Covid-19 sick leave?
A. Yes. You may be eligible to use Covid-19 sick leave for these reasons.
3.5. Q. If I am or become unable to telework, am I entitled to use Covid-19 sick leave
A. If your department permits teleworking—for example, allows you to perform certain tasks or work a certain number of hours from home or at a location other than your normal workplace—and you are unable to perform those tasks or work the required hours because of one of the qualifying reasons listed for Covid-19 paid sick leave, then you are eligible to use Covid-19 paid sick leave. Similarly, if you are unable to perform those teleworking tasks or work the required teleworking hours because you need to care for your child whose school or place of care is closed, or child care provider is unavailable, because of COVID-19 related reasons, then you are eligible to use Covid-19 sick leave.
4.1 Q: Can I work from home?
A: Due to the Coronavirus (COVID-19), employees are being encouraged to work from home if their job duties allow for them to do so. The County has developed an Employee Telecommuting Policy, released Nov. 4, 2021, which provides guidelines for employees on alternative work arrangements, specifically telecommuting and flexible work schedules, and a Telecommuting and Work from Home Agreement, which is to be completed in order to authorize. You should become familiar with the policy or contact your supervisor for details.
4.2 Q: If I have been approved to work from home, can I take my desktop computer home with me to do my work?
A: No. Coordinate work from home assignments with your supervisor. ITD guidelines must be followed.
4.3 Q: If I am working from home, do I need to be available via phone and/or email during work hours?
4.4 Q: If I am working from home, and I am asked to report to my worksite, do I need to report?
A: Yes, unless you are sick or have been exposed to someone with COVID-19. You must notify your supervisor.
4.5 Q: If I am working from home, are there performance measures which I need to satisfy?
A: Yes. Your supervisor should be able to provide you with guidelines and expectations for your temporary assignment.
4.6 Q: Are all employees expected to work from home?
A: No, departments may require a skeleton staff and proper supervision and possible rotation of schedules.
4.7 Q: Do I have to work from home?A: No, however, during this time of pandemic, we are taking precautions to avoid the spread of the disease and encourage as many people to work from home as long as County services are not significantly interrupted.
5.1 Q: If I am sick and stay home with flu-like symptoms, do I need a doctor's note to return to work?
A: No. The CDC has advised to not require a doctor's note during this time of pandemic.
5.2 Q: What do I do if I have a cough, fever or difficulty breathing.
A: Stay home, you are "safer at home."
5.3 Q: If I stay home sick, can I still work from home?
A: You are encouraged to work from home if possible. It will depend on the operational needs of each department. If your job duties allow you to work from home, you may be directed to work from home until further notice or on a rotating basis.
5.4 Q: If I need to stay home because of the Coronavirus-COVID-19 before the Families First Coronavirus Response Act becomes effective (3/9/2020 through 3/31/2020), what leave will be used to cover my absence? (Added 3/27/2020)A: Before April 1, 2020, you can use TRC "CV" for any one of the following reasons:
- You tested positive for Coronavirus COVID-19 and are required to stay home for self-isolation and are not able to work from home.
- Somebody in your household tested positive for Coronavirus COVID-19 and you are required to self-isolate and are not able to work from home.
- You are sick, have taken the test and are awaiting results and you are not able to work from home.
- Somebody in your immediate work area tested positive and you have been notified you may have had "close contact" with the employee and asked self-isolate and are not able to work from home.
- You need to self-isolate due to returning from a Level 3 region as outlined by the CDC and you are not able to work from home.
- You are asked to stay home because your operation has temporarily closed or has suspended services and you are not able to work from home. Please note you may be asked to work on a Coronavirus assistance team, call center etc.
- You are sick with flu-like (Coronavirus COVID-19) symptoms are required to stay home and you are not able to work from home.
- You have an underlying health condition or are an older work (age 65 or older) who should stay home, and you are not able to work from home. Applies to non-essential staff only. Must be authorized by supervisor and/or department director.
- Your child's school/childcare is closed, and you cannot report to work, and you are not able to work from home. Applies to non-essential staff only. Must be authorized by supervisor and/or department director.
5.5 Q: If I am required to self-isolate at home, feel well and able to work from home, must I work from home? (Added 3/27/2020, Updated 4/11/2020)
5.6 Q: If I need to stay home because of the Coronavirus-COVID-19 after the Families First Coronavirus Response Act becomes effective (4/1/2020), what leave will be used to cover my absence? (Updated 8/17/2021)
A: FFCRA Codes valid only for the following dates: (4/1/2020 through 12/31/2020)
The following NEW Time Reporting Codes (TRCs) are being created with applicable caps by daily and maximum amounts. Refer to EMPLOYEE RIGHTS - Wage and Hour Division, Department of Labor Notice to Employees:
- "VS" - Virus Coronavirus COVID-19 FFCRA Paid Sick Leave: Paid sick leave for up to two weeks for employee who meets qualifying reasons #1, #2 and #3 in the FFRCA (80 hours for full-time employees and part-time employees are eligible for hours normally scheduled to work for the two-week period). Up to of $511 daily and $5,110 total.
- "VF" - Virus Coronavirus COVID-19 FFCRA Paid Sick Leave: Used for employee is caring for someone affected by Coronavirus or caring for child whose school is closed (qualifying reason #4 and #6 in FFCRA). Up to of $200 daily and $2,000 total.
- "VC" - Virus Coronavirus COVID-19 FFCRA Child Care: Employees may be eligible for up to an additional 10 weeks of partially paid expanded family and medical leave for "caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons" (qualifying reason #5). Up to $200 daily and $12,000 total.
5.7 Q: If I use the, "VC" or "VF" where only partial pay is granted, can I use Sick or Annual leave to cover the balance of the time in order to be paid for a full 80 hours?(Updated 8/17/2021)
A: FFCRA Codes valid only for the following dates: (4/1/2020 through 12/31/2020)
Yes. On the FFCRA Request Form, indicate which leave code you wish to use to make up the difference in the 2/3 of salary paid by the VC and/or VF codes. The appropriate number of leave hours will be deducted from your leave balances.
5.8 Q: Can I use 80 hours of Paid Sick Leave "VS" for me and 80 hours of "VF" if a family member has a Coronavirus related illness? (Updated 4/11/2020)
A: No. A maximum of 80 hours of Paid Sick leave is granted.
5.9 Q: After I exhaust the FFCRA Paid Sick leave, If I am sick and cannot work from home, do I need to use my sick leave? (Updated 3/27/2020)
A: You may use any available accrued leave you have including Annual leave, Holiday leave, Compensatory leave (if applicable), Birthday holiday and Floating holidays for full days.
The County grants eligible employees each year, 96 hours of Sick leave, a minimum of 80 hours of Annual leave, plus longevity annual (up to an additional 80 hours per year), 1 Birthday holiday, and 2 or 3 Floating holidays depending on the employee's bargaining unit. This equals approximately 200 hours of accrued leave (or 25-26 days) per year per employee.
5.10 Q: After I exhaust the FFCRA Paid Sick leave and I do not have enough leave to cover my absence, what are my options? (Updated 5/21/2020)
A: In an abundance of caution during this time of a worldwide pandemic, you are still required to stay home.
As a special provision through December 31, 2020, once your leave is exhausted, your balance will go into negative balances (cap of 80 hours for Sick and 80 for Annual as of June 1, 2020) to keep you in pay status. Once you return to work and begin to accrue pay periods and leave, the earnings going forward will offset the negative balances until the leave has been “repaid” by leave hours used.
5.11 Q: Do I qualify for leave for a COVID-19 related reason even if I have already used some or all of my leave under the Family and Medical Leave Act (FMLA)? (Added 4/11/2020)
A: If you are an eligible employee, you are entitled to paid sick leave under the Emergency Paid Sick Leave Act regardless of how much leave you have taken under the FMLA. However, if your employer was covered by the FMLA prior to April 1, 2020, your eligibility for expanded family and medical leave depends on how much leave you have already taken during the 12-month period that your employer uses for FMLA leave. You may take a total of 12 workweeks for FMLA or expanded family and medical leave reasons during a 12-month period. If you have taken some, but not all, 12 workweeks of your leave under FMLA during the current 12-month period determined by your employer, you may take the remaining portion of leave available. If you have already taken 12 workweeks of FMLA leave during this 12-month period, you may not take additional expanded family and medical leave.
For example, assume you are eligible for preexisting FMLA leave and took two weeks of such leave in January 2020 to undergo and recover from a surgical procedure. You therefore have 10 weeks of FMLA leave remaining. Because expanded family and medical leave is a type of FMLA leave, you would be entitled to take up to 10 weeks of expanded family and medical leave, rather than 12 weeks. And any expanded family and medical leave you take would count against your entitlement to preexisting FMLA leave.
Source: Department of Labor FAQs
5.12 Q: If I was on FMLA prior to the Coronavirus COVID-19 pandemic, how do I record my hours? (Added 4/11/2020)
A: If your absence is for reasons not directly related to the Coronavirus COVID-19 pandemic, continue to record hours as you did prior to the pandemic (Sick or Annual).
5.13 Q: Must I use my accrued leave, Sick, Annual, Holiday, etc., before using leave under the FFCRA? (Added 4/11/2020)
A: No, if eligible, you must first use the new FFCRA leave for qualifying reasons before using your own leave.
5.14 Q: I am a new employee and I still cannot use my leave because I have not satisfied the eligibility period. What are my options after I exhaust the FFCRA Paid Sick leave? (Updated 5/21/2020)
A: As a special provision through 5/31/2020, you will be able to use your accrued leave prior to satisfying the eligibility period (of 13 completed pay periods) and will be allowed to go into negative balances to keep you in pay status.
5.15 Q: If after I exhaust the FFCRA Paid Sick leave, I do not want to have my leave balances go into negative balances, can I choose to go without pay instead? (Updated 3/27/2020)
A: Yes, you should record your time and attendance to indicate you wish to be "without" pay "W" or sick without "SW" if sick leave is being used.
5.16 Q: If after I exhaust the FFCRA Paid Sick leave I am sick with a serious health condition or if I have to care for a family member who has a serious health condition and I do not have any accrued leave, can the department set up a special leave pool for me? (Updated 3/27/2020)
A: Yes. You may make the request via your Departmental Personnel Representative (DPR).
5.17 Q: If I am a part-time employee and if after I exhaust the FFCRA Paid Sick leave I do not have any accrued leave and I need to stay home, what do I do? (Updated 5/21/2020)
A: In an abundance of caution during this time of a worldwide pandemic, you are still required to stay home.
As a special provision through December 31, 2020, once your leave is exhausted, your balance will go into negative balances (cap of 80 hours for Sick and 80 for Annual as of June 1, 2020) to keep you in pay status. Once you return to work and begin to accrue pay periods and leave, the earnings going forward will offset the negative balances until the leave has been “repaid” by leave hours used.
5.18 Q: If I do not use all my FFCRA Paid Sick leave, can I have it rolled over or saved to use beyond December 31, 2020? (Added 3/27/2020)
5.19 Q: If I separate from the County and I have not used the 80 hours of FFCRA Paid Sick leave, can I have it paid out? (Added 3/27/2020)
5.20 Q: Can I use the 80 hours of FFCRA Paid Sick leave for anything other than Coronavirus COVID-19 related absences? (Added 3/27/2020)
5.21 Q: Somebody in my work area is sick. What should I do?
A: If you are concerned, notify the employee's supervisor and the supervisor and appropriate senior staff will follow-up directly with the employee.
5.22 Q: If I am over 65 years old or I have an underlying health condition, and have been approved to stay home per the State and County Emergency Orders, am I eligible for the FFCRA leave TRC “VS”? (Added 5/21/2020)
A. Yes. If after the 80 FFCRA hours are used, the employee needs to remain out of work and is not able to work from home, the employee may request FMLA and use accrued leave in accordance with the Miami-Dade County Leave Manual.
5.23 Q: If I am an employee who according to the Centers for Disease Control and Prevention (CDC) may be at higher risk for severe illness, can I return to work? (Updated 5/19/2020)
A. You may continue to work and should be permitted to go to your worksite.
5.24 Q: I am able to work from home, but I do not want to work from home, can I work at my regular worksite? (Updated 5/19/2020)
A. Yes. Discuss work arrangements with your supervisor. You may return to work and may be asked to work a staggered shift in order to minimize the number of employees at the worksite.
5.25 Q: If I have been out of work due to an underlying medical condition and I want to return to work, do I need to provide a letter from my physician authorizing my return to work? (Added 4/30/2020)
A. Yes. If you claimed an underlying health condition as a reason to be excused from work or to use the paid sick leave benefits under FFCRA, you may need to provide a letter from your physician authorizing you to return to work.
6.1 Q: How do I record my time if I am working from home? (Updated 4/11/2020)
A: If you are performing you regular job duties at home, enter hours with Time Reporting Code (TRC) WH (work from home regular time) or OT (overtime) whichever is applicable.
6.2 Q: How do I report my time, if I was sent home because my department has cancelled services, has closed, or I was otherwise told not to report to work? (Updated 5/21/2020)
A: Use TRC “CV”. This is an administrative leave code and you will be paid for hours all hours approved. As of 5/21/2020, CV must be approved by the department director.
6.3 Q: What if I don’t have enough work to do at home and only work for a few hours?A: Use TRC "RT" for hours worked and "CV" for hours not worked but authorized to not report to work.
7.1 Q: How do I report my time and attendance if I am working on a Coronavirus COVID-19 assistance team e.g., call center? (Updated 4/11/2020)
A: It is important capture and properly record all time worked on Coronavirus COVID-19 efforts. Use TRC "FC" (FEMA Coronavirus COVID-19 work).
7.2 Q: What if I am not working on my regular assignment due to workload reduction, facility closure or other reason and I have been assigned to a COVID-19 assistance team, can I refuse the assignment, if I am otherwise able to work? (Added 4/11/2020)
7.3 Q: What happens if I refuse to work on a COVID-19 assistance team? (Added 4/11/2020)
A: You will be charged Unauthorized leave "U" or "UN" (no pay) and may be subject to discipline up to and including termination.
7.4 Q: Can I pick the assistance team assignment I wish to be assigned to? (Added 4/11/2020)
7.5 Q: What if I work for only a portion of the day on the Coronavirus COVID-19 assistance team (call center or other)? Will I get paid for a full day?A: Yes. Use TRC "FC" for hours worked on the assistance team and "CV" for hours not worked.
8.1 Q: If it is deemed that I need to be tested for COVID-19, is the cost covered by the County's AvMed Insurance?
A: Yes, for AvMed members. AvMed will cover with no prior authorization as Preventive Care.
8.2 Q: I am a new employee and I am still not eligible for insurance coverage. What can I do? (Updated 8/17/2021)
A: As a special provision you will be covered from date of hire. This temporary provision will be in place for new employees hired through December 31, 2021.
Telemedicine/Virtual Visits (Updated 5/21/2020)
Telemedicine is available to all AvMed members and covered dependents. You can consult a board-certified physician conveniently from your computer or smartphone anytime, anywhere. Virtual Visits can be accessed 24/7/365. Register in advance to avoid delays when you need to have a virtual visit with a board-certified physician. Effective 3/17/2020, due to the Coronavirus COVID-19 pandemic, copay will be waived through December 31, 2020.
9.1 Q: I plan to travel on my personal time. What do I need to do? (Updated 3/4/2021, 1/12/2022)
A: Travel guidelines may change depending on guidance provided by the CDC and it is incumbent on employees, if they plan to travel, to keep up to date with CDC guidelines, advisories as well as Miami-Dade policies or procedures on current travel provisions. Please visit the CDC’s website for current travel information: COVID-19 CDC Travel Guidance.
9.2 Q: What do I do if I have traveled to one of the Level 4 or Level 3 regions identified by the CDC? (Updated 3/4/2021, 1/12/2022)A: Travel guidelines may change depending on guidance provided by the CDC and it is incumbent on employees, if they plan to travel, to keep up to date with CDC guidelines, advisories as well as Miami-Dade policies or procedures on current travel provisions. Please visit the CDC’s website for current travel information: COVID-19 CDC Travel Guidance.
9.3 Q: I have an upcoming cruise. Should I go? (Updated 1/12/2022)
A: It is important to understand that guidelines may change depending on guidance provided by the CDC and it is incumbent on employees, if they plan to travel, to keep up to date with CDC guidelines, advisories as well as Miami-Dade County policies or procedures on current travel provisions. Please visit the CDC’s website for up to date information: COVID-19 CDC Travel Guidance.
If you decide to proceed with your travel plans, upon your return, you may be asked to self-monitor at home on your personal annual leave.
9.4 Q: I am scheduled to attend a work-related seminar/conference/course. Can I go?
A: Until further notice and unless otherwise approved by your Deputy Mayor, all non-essential travel is suspended.
10.1 Q: I am concerned that if offices close, I will not be able to pick up my paycheck. If I am not signed up for direct deposit, can I still signup for direct deposit?
A: Yes. It is not too late. Go to the Employee Direct Deposit page.
10.2 Q: What happens if I do not sign up for direct payroll deposit? (Updated 8/17/21)
A: Employees who are not enrolled in direct deposit will have their paychecks mailed to the address on file. We cannot guarantee employees will receive their paycheck on Friday payday.
10.3 Q: I need to file a fair employment complaint, but I do not want to travel downtown, how do I file a fair employment practices, discrimination, harassment, and/or retaliation complaint?
A: Please contact the Human Rights & Fair Employment Practices Division at 305-375-2784 and a staff member will assist you. You may also submit your complaint via email at firstname.lastname@example.org, fax at 305-375-2114 or use the online complaint intake system. In an ongoing effort to practice social distancing, all intake interviews will take place telephonically until further notice.
10.4 Q: I need to schedule, reschedule or cancel a retirement counseling session. Who can I contact?
A: Call 305-375-4161 or 305-375-4288
10.5 Q: Can I schedule a telephonic retirement counseling session?
10.6 Q: I have a benefit family status change (e.g., birth of a child, marriage). How do I submit a Change in Status Form? (Updated 8/17/2021)
A: The following ways:
- Via fax: 305-375-1368
- Via email to: Dwight Wilson Jr.
- Via US Mail: Attn: Benefits Division, 111 NW 1st Street, Suite 2324, Miami, FL 33128
- In person: 111 NW 1st Street, Suite 2324, Miami FL, 33128
10.7 Q: How do I submit Leave of Absence insurance premium payments? (Updated 8/17/2021)
A: Via US Mail: Benefits Division, Attention: Leonor Dotson, 111 NW 1st Street, Suite 2340, Miami, FL 33128
In person: 111 NW 1st Street, Suite 2324, Miami FL, 33128
10.8 Q: If an employee has personal problems which are affecting their ability to function on the job, at home, or in society, who can they contact? (Updated 8/17/2021)
A: The Miami-Dade Employee Support Services (ESS) is a benefit designed to provide a confidential service to employees. Professional licensed counselors at ESS can assist you in these difficult times and connect you with appropriate support and resources for you and your family. Employee Support Services are available to all Miami-Dade employees and their eligible dependent family members. ESS is designed to ensure confidentiality. Persons who enter ESS on a voluntary basis will have information released only to those individuals authorized by the employee. Only the staff of the program will have access to information on any employee who utilizes the services of ESS in accordance with Federal and State regulations governing confidential information. The ESS is providing virtual and on-site support at this time. Call 305-375-3293 or email email@example.com to schedule an intake session.
10.9 Q: If I had a direct payroll deduction for Metrorail or downtown parking, how do I cancel since I am no longer using the train or parking downtown? (Added 4/11/2020)
A: The payroll deductions for the month of May which are deducted in the first pay period of April have been automatically suspended until further notice – no deduction was taken in the paycheck of 4/10/2020.
10.12 Q: Are there any options for employee wellness engagements? (Updated 8/17/2021)
A: Yes. You can still contact our wellness professionals virtually or schedule an in-person session if available. Our coaches and professional staff can assist in creating catered programs for employees that aid in promoting a healthier lifestyle through proper diet and exercise. To make an appointment, visit the Miami-Dade County WellnessWorks website: https://secure.miamidade.gov/employee/coronavirus/wellness-works-resources.page where contact numbers and emails of all health coaches are listed. Employees can also email the coaches at firstname.lastname@example.org. For more information about the program and current initiatives please contact email@example.com.
- 11.1 Q: I have an employee who appears to be sick but does not want to go home. Can I mandate him/her to go home on Sick leave?
A: Yes. However, you should talk to the employee. Do not make assumptions. Begin by clarifying the reason for your questions indicating that you are asking as a precaution and directly related to the current COVID-19 pandemic. Questions you may want to ask:
Employees know their health better than anyone else and can provide helpful information in determining your next step. For example, the employee may have regular allergies, or the employee may have recently been to the doctor or urgent care for treatment. All these questions will help you access the next steps to take. If the employee has been cleared to work by a doctor and provides a doctor's note, you can ask the employee to please wear a mask at work.11.2 Q: If, after speaking to the employee, you believe the employee should be sent home, what should you do?
- Have you recently traveled to a Level 3 region in the last 14 calendar days?
- Have you been on a cruise within the last 14 calendar days?
- Have you come in contact with someone diagnosed with Clovid-19?
- Are the symptoms you are showing new or is this an existing condition?
- Do not ask specific health-related questions.
A: You are to meet with the employee along with an HR representative, safety officer, or Division Director or above when telling the employee, in private, that he or she should head home.Additionally, if a supervisor makes the decision to recommend that an employee be sent home, the HR representative or DPR should ask whether anyone else has similar symptoms. If so, the same procedure must be applied.11.3 Q: Somebody in my work area has been exposed to someone who tested positive for COVID-19. What do I do? (Updated 4/11/2020, 8/17/2021, 1/12/2022)A: If an employee tests positive for COVID-19, they are directed by the Department of Health to notify their supervisor/employer. It is his/her obligation and responsibility to immediately report the positive test result to his/her supervisor. Please refer to FAQ 1.13 to determine if the employee who was exposed to someone who tested positive should quarantine.Time and Attendance Codes to Use:
11.4 Q: If an employee tells me they tested positive for COVID-19, can I share the information with his coworkers?A: No. The identity of anyone who tests positive is protected information under the Americans with Disability Act and the Healthcare Portability Accountability Act (HIPPA). You may only communicate the positive test result and your investigation of who the close contacts are with your Department Personnel Representative (DPR), Department Director, or the Human Resources Department.11.5 Q: If an employee is out of the office on sick leave, do I require a healthcare provider's note upon return?A: While as an employer, you may request a healthcare provider's note for a sick related absence, do not require a healthcare provider's note for employees who are sick with acute respiratory illness to validate their return to work, as healthcare provider offices and medical facilities may be extremely busy and not able to provide such documentation.11.6 Q: If an employee is asked to stay home to self-monitor as a result to recent travel to a Level 3 country identified by the CDC and is asked to stay home on AD time, or if the department director has authorized the employee to stay home as a result of a related coronavirus COVID-19 situation, how should this be reported on ePAR?A: Enter the hours absent with the new Time Reporting Code (TRC) CV.11.7 Q: What do I do about the employee's workstation if the employee was sent home because they were exhibiting flu-like symptoms?A: The work area should be thoroughly cleaned and disinfected. Contact the building manager or request cleaning of the area from your cleaning crew.11.8 Q: Must I continue to provide reasonable accommodations for employees with known disabilities that are unrelated to the COVID-19 pandemic in order to allow them to work from home, barring undue hardship?A: Yes. An employer's ADA responsibilities to individuals with disabilities continue during a pandemic. If an employee with a disability needs the same reasonable accommodation at a telework site that he or she had at the workplace, the employer should provide that accommodation, absent undue hardship. In the event of undue hardship, the employer and employee should cooperate to identify an alternative reasonable accommodation.
- Absence between 3/9/2020-3/31/2020: Use TRC: "CV"
- Absence after 4/1/2020: "VS" for a maximum of 80 hours – FFCRA form must be submitted.
- Approved absences from 10/29/2021-12/31/2023- “VY” for a maximum of 80 hours -COVID-19 Sick Leave Form must be submitted (Please see Section 2 for additional information)
11.9 Q. If an employee tests positive for Coronavirus (COVID-19), what should I do? (Added 3/22/2020) (Updated 4/11/2020, 2/26/2021, 1/12/2022)
A. Follow these steps for each case:
- The employee must be sent home immediately and/or asked not to return to work until they are cleared by a doctor or they meet the criteria of the CDC to be released from self-isolation.
- The employee’s identity must be kept confidential.
- You must determine the last day the employee was in the workplace, alternate worksite, or in contact with other employees.
- You must determine all the employees with whom the ill employee had “close contact” with on the last day the employee was at work. “Close contact” is prolonged contact (a total of 15 minutes or more) within 6 feet, such as coworkers who share a workstation and/or have repeated interaction throughout the workday. Other examples include direct physical contact, such as shaking hands or exchanging a kiss on the cheek with an infected person. The best way to identify “close contacts” is to have a discussion with the ill employee, if possible.
- You must notify all the employees who came in “close contact” of their potential exposure. Please refer to FAQ 1.13 to determine if the employee should quarantine. If an employee is required to stay home as a result of possible exposure at work, the employee(s) is to stay home on CV leave (administrative) for the days required based on date of last contact (could be anywhere from 1-10 days). A letter from the department director should be provided to all the employees who had “close contact” with the ill employee. A template is available from the Human Resources Department.
- You must also notify all of the employees who did not have “close contact” but may have been exposed by “community contact” with the ill employee, of their potential exposure. Community contact is any other kind of casual interaction with the person. For example, employees that work on the same floor, but did not come within six feet of the ill person for a total of 15 minutes or more. The “community contacts” do not have to go home, but they must be asked to self-monitor, which means they must take their temperature twice a day and monitor any respiratory symptoms, such as cough or shortness of breath, for 14 days from the date of last contact. A letter from the department director should be provided to all the employees who had “community contact” with the ill employee. A template is available from the Human Resources Department.
- The work area of the employee who tested positive should be thoroughly cleaned and disinfected.
- All the general guidelines above must be followed unless a consultation with an authorized doctor from the Florida Department of Health (FDOH) is held to discuss the particulars of the case and other guidance is provided to address that specific case.
- Your department director must notify Human Resources of the positive test and confirm steps taken or request guidance on steps needed to be taken.
On 4/4/2020, the CDC has published interim guidelines for law enforcement and other critical infrastructure workers as noted below:
To ensure continuity of operations of essential functions, CDC advises that critical infrastructure workers may be permitted to continue work following potential exposure to COVID-19, provided they remain asymptomatic and additional precautions are implemented to protect them and the community.
A potential exposure means being a household contact or having close contact within 6 feet of an individual with confirmed or suspected COVID-19. The timeframe for having contact with an individual includes the period of time of 48 hours before the individual became symptomatic.
Critical Infrastructure workers who have had an exposure but remain asymptomatic should adhere to the following practices prior to and during their work shift:
11.10 Q: If an employee's spouse or family member tests positive for COVID-19, what should be done? (Added 3/22/2020) (Updated 4/11/2020, 6/26/2020, 2/26/2021, 1/12/2022)
- Pre-Screen: Employers should measure the employee’s temperature and assess symptoms prior to them starting work. Ideally, temperature checks should happen before the individual enters the facility.
- Regular Monitoring: As long as the employee doesn’t have a temperature or symptoms, they should self-monitor under the supervision of their employer’s occupational health program.
- Wear a Mask: The employee should wear a face mask at all times while in the workplace for 14 days after last exposure. Employers can issue facemasks or can approve employees’ supplied cloth face coverings in the event of shortages.
- Social Distance: The employee should maintain 6 feet and practice social distancing as work duties permit in the workplace.
- Disinfect and Clean work spaces: Clean and disinfect all areas such as offices, bathrooms, common areas, shared electronic equipment routinely.
A. Please refer to FAQ 1.13 to determine if they employee should quarantine. No further action is required with the employee’s coworkers, unless and until you receive notice that the employee has tested positive, in which case you must follow the steps described above.
Time and Attendance Codes to Use:
Absence between 3/9/2020-3/31/2020: Use TRC: “CV”
Absence after 4/1/2020: “VF” for a maximum of 80 hours (if required to care for a family member who is recovering from COVID-19);
“VS” if the employee must quarantine due to exposure to a family member in same household who has tested positive for COVID-19.11.11 Q: What are the CDC's criteria to be released from self-isolation? (Added 3/22/2020) (Updated 4/11/2020, 2/26/2021, 1/12/2022)A: Please refer to FAQ 1.14 for calculating isolation.
TEMPORARY WORK FROM HOME ACCOMODATIONS
11.12 Q. Can I allow an employee to work from home?
A. A work from home accommodation may be approved depending on the nature of the work performed by the employee.
Department Directors have been asked to evaluate work from home opportunities for each respective area in the event employees need to be sent home, schools close and the employee has childcare needs or the County closes certain operations due to the current pandemic.11.13 Q: What protocol is required for the use of technology?A: Employees may use their home computer depending on criteria established by the Information Technology Department (ITD). There are different guidelines depending on the employee's current computer work set up e.g., desktop, virtual, etc.11.14 Q: Can the department borrow/check out a computer(s) for staff for this temporary work at home assignment?A: Yes, but subject to availability. Contact ITD.11.15 Q: Can employees take their work desktop computer home to be able to work from home?A: No.11.16 Q: Can employees get reimbursed for their home Wi-Fi?A: No.11.17 Q: Does the County provide temporary Wi-Fi access for the work from home assignment?A: Yes, but subject to availability. Contact ITD to borrow/checkout a Mi-Fi device.11.18 Q: If the employee is approved for a work from home accommodation, what do I need to do?A: You need to provide performance measures which must be met in order to cover a full day of work, the work product should be reviewed periodically to ensure compliance. Supervisors also need to inform the employee of the following:
- They must be available via phone, email, or teleconferencing during their regular work hours.
- They must be available to come in to work if they are not sick and required to report to work.
- If the employee is an hourly employee, they are not authorized to work overtime unless prior approval is obtained.
- The employee must document work done during their work at home assignment.
- If the employee is sick, the employee must call in to his/her supervisor and indicate they are not working and using personal time.
11.19 Q: If an employee indicates they are ill or has COVID-19 like symptoms, can the department require them to present a negative test before returning to the workplace? (Added 3/16/2021) (Updated 1/12/2022)
A: Any employee who is ill or has symptoms similar to those of COVID-19 should be encouraged to take a test. If the test is negative, they can be allowed to return to work, assuming their symptoms are improving and they are well enough to do so. Please refer to the Quarantine and Isolation section of the FAQs.
If the employee refuses to take a test, the employee should not be allowed to return to the physical workplace unless 10 days have passed since their symptoms have started, they have been fever-free without medication for 24 hours and their symptoms are improving. The employee may also be allowed to return to work sooner, without a negative test, if they are able to obtain medical clearance from their physician.
11.20 Q: If an employee has previously had COVID-19 and subsequently is identified as a close contact with a positive individual, are they still required to quarantine? (Added 5/14/21)
A: Per CDC guidelines as of March 12, 2021, people who have had COVID-19 within the past 3 months from the date of close contact do not have to quarantine as long as they do not develop new symptoms and/or are not immunocompromised.
12.1 Q: What health and safety protocols has Miami-Dade County implemented or will implement to protect employees? (Added 5/12/2020)
A: In order to protect employees, Miami-Dade County follows protocols based on CDC guidelines, Occupational Safety Health Administration (OSHA), and the Department of Labor standards. Some of these protocols may include screening of body temperature for all visitors and employees entering a facility, enforcing social distancing, positive hygiene practices, and requiring the use of face masks/gloves.
12.2 Q: Am I required to wear Personal Protective Equipment (PPE) such as a face masks and/or gloves at work? (Added 5/12/2020)
A: Yes. Face masks are required to be worn at all times when there are other employees/visitors around. Miami-Dade County may provide employees with facemasks and gloves, but it is encouraged that all employees have their own form of protective personal equipment.
12.3 Q: Does Miami-Dade County provide employees with PPE? (Added 5/12/2020)
A: Personal protective equipment such as facemasks, gloves, and hand sanitizers may be provided to employees by Miami-Dade County. Employees are, however, encouraged to obtain and maintain their own personal protective supplies.
12.4 Q. How do I properly wear a face mask? (Added 5/12/2020)
A. See Miami-Dade County Safety Alert on masks.
12.5 Q. How do I properly use/remove gloves? (Added 5/12/2020)
A. See Miami-Dade County Safety Alert on gloves.
12.6 Q. What should I do if an employee states that they cannot wear a face mask (or other forms of PPE) due to a disability or medical condition? (Added 7/6/2020)
A. The department should follow the process and procedures applicable to any other request for an ADA accommodation, which are described in greater detail here. The department should obtain all of the required documentation from the employee and engage in an interactive discussion with the employee to determine what, if any, reasonable accommodation can be provided. Please contact the Human Rights & Fair Employment Practices Division at 305-375-2784 for additional guidance.
- 13.1 Q: If I can do most of my work from home, do I have to come to work?A: Employees who can work from home and are productive at home are encouraged to continue to work from home. Employees may be required to alternate working virtually at home with going into the workplace as needed. This varies by department, division, job duties, and responsibilities and will be at the discretion of your supervisor and Department Director.13.2 Q: How many times per week will I be required to be in the building/facility?A: This will vary by department, division and even by section and the operational needs for each. Your supervisor will assess the daily need for in-person contact and make the appropriate arrangements from there. These arrangements may require that you be present daily for your regularly scheduled work hours or they may be at a reduced capacity.13.3 Q: Will my work hours be the same?A: Possibly. Your work hours will be the same unless otherwise altered by your supervisor for safety concerns. The number of hours you work in a week, however, will not change.13.4 Q: Is it possible to practice social distancing while at work?A: Yes. Social distancing remains the best option for limiting the spread of COVID-19. The Centers for Disease Control (CDC) recommends that you maintain a minimum of 6 feet (about 2 arms’ length) from other people.13.5 Q: Will we be operating in staggered shifts?A: Yes. To limit heavy staff interaction throughout the workday, employees may be required to come in and depart at different times. This may range from 15 minutes to two hours. If implemented, this will be at the discretion of your supervisor and Department Director.
15.1. Q: What is the Families First Coronavirus Response Act (FFCRA)? (Added 3/22/2020, Updated 3/27/2020)A: On March 18, 2020, President Trump signed the Families First Coronavirus Response Act which provides expanded FMLA benefits and paid sick leave for "qualifying employees" for various "qualifying reasons."
15.2. Q: What benefits are provided under the Families First Coronavirus Response Act? (Updated 3/27/2020)
A: Refer to EMPLOYEE RIGHTS - Wage and Hour Division, Department of Labor Notice to Employees
See FFCRA COVID-19 Codes (added 4/11/2020)
15.3. Q: When are benefits under the Families First Coronavirus Response Act effective? (Updated 3/27/2020)
A: April 1, 2020.
15.4. Q: Are there any exemptions under the FFCRA? (Added 3/27/2020, Updated 4/11/2020)A: Yes. Employees identified as "emergency responders" identified by the department directors and in accordance with the DOL's guidelines are not eligible for the Emergency Family Medical Leave Expansion Act (EFMLEA) which may provide up to 10 weeks of partial pay for the purposes of childcare if the employee is not able to telework. As per the Department of Labor's guidance on the application of the benefits of the FFCRA, "providing paid sick leave or expanded family and medical leave does not come at the expense of fully staffing the necessary functions of society, including the functions of emergency responders. The FFRCA should be read to complement – and not detract from- the work being done on the front lines to treat COVID-19 patients, prevent the spread of COVID-19 and simultaneously keep Americans safe and with the access to essential services. Therefore, the Department (DOL) interprets 'emergency responder' broadly."
15.5. Q: Can my employer deny me paid sick leave if my employer gave me paid leave for a reason identified in the Emergency Paid Sick Leave Act prior to the Act going into effect? (Added 4/11/2020)
A: No. The Emergency Paid Sick Leave Act imposes a new leave requirement on employers that is effective beginning on April 1, 2020.
Source: DOL FAQs #11
15.6. Q: Is all leave under the FMLA now paid leave? (Added 4/11/2020)
A: No. The only type of family and medical leave that is paid leave is expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act when such leave exceeds ten days. This includes only leave taken because the employee must care for a child whose school or place of care is closed, or childcare provider is unavailable, due to COVID-19 related reasons. Exemptions may apply for certain classifications of employees.
Source: DOL FAQs #12
15.7. Q: Are the paid sick leave and expanded family and medical leave requirements retroactive? (Added 4/11/2020)A: No.
Source: DOL FAQs #13
15.8. Q: What documents do I need to give my employer to get paid sick leave or expanded family and medical leave? (Added 4/11/2020)
A: You must provide to your employer documentation in support of your paid sick leave as specified in applicable IRS forms, instructions, and information.
Your employer may also require you to provide additional in support of your expanded family and medical leave taken to care for your child whose school or place of care is closed, or childcare provider is unavailable, due to COVID-19-related reasons. For example, this may include a notice of closure or unavailability from your child's school, place of care, or child care provider, including a notice that may have been posted on a government, school, or day care website, published in a newspaper, or emailed to you from an employee or official of the school, place of care, or child care provider. Your employer must retain this notice or documentation in support of expanded family and medical leave, including while you may be taking unpaid leave that runs concurrently with paid sick leave if taken for the same reason.
Please also note that all existing certification requirements under the FMLA remain in effect if you are taking leave for one of the existing qualifying reasons under the FMLA. For example, if you are taking leave beyond the two weeks of emergency paid sick leave because your medical condition for COVID-19-related reasons rises to the level of a serious health condition, you must continue to provide medical certifications under the FMLA if required by your employer.
Source: DOL FAQs #16
15.9 Q: Is there a form I must complete to request any of the FFCRA benefits? (Added 4/11/2020)A: Yes. FFCRA Request Form
15.10 Q: Do FFCRA leave provisions apply for the care of elderly relatives? (Updated 4/30/2020)
Under the FFCRA, you may take paid sick leave to care for an individual who, as a result of being subject to a quarantine or isolation order , is unable to care for him or herself and depends on you for care and if providing care prevents you from working and from teleworking.
Furthermore, you may only take paid sick leave to care for an individual who genuinely needs your care. Such an individual includes an immediate family member or someone who regularly resides in your home. You may also take paid sick leave to care for someone if your relationship creates an expectation that you would care for the person in a quarantine or self-quarantine situation, and that individual depends on you for care during the quarantine or self-quarantine.
You may not take paid sick leave to care for someone with whom you have no relationship. Nor can you take paid sick leave to care for someone who does not expect or depend on your care during his or her quarantine or self-quarantine.
An FFCRA form must be completed and supporting documentation must be submitted to the DPR and Department Director for approval.
15.11. Q: May I take 80 hours of paid sick leave for my self-quarantine and then another amount of paid sick leave for another reason provided under the Emergency Paid Sick Leave Act? (Added 4/11/2020)
A: You may take up to two weeks—or ten days—(80 hours for a full-time employee, or for a part-time employee, the number of hours equal to the average number of hours that the employee works over a typical two-week period) of paid sick leave for any combination of qualifying reasons. However, the total number of hours for which you receive paid sick leave is capped at 80 hours under the Emergency Paid Sick Leave Act.
Source: DOL FAQs #9
15.12. Q: May I take my paid sick leave or expanded family and medical leave intermittently while teleworking? (Added 4/11/2020)
A: Yes, if your employer allows it and if you are unable to telework your normal schedule of hours due to one of the qualifying reasons in the Emergency Paid Sick Leave Act. In that situation, you and your employer may agree that you may take paid sick leave intermittently while teleworking. Similarly, if you are prevented from teleworking your normal schedule of hours because you need to care for your child whose school or place of care is closed, or child care provider is unavailable, because of COVID-19 related reasons, you and your employer may agree that you can take expanded family medical leave intermittently while teleworking.
You may take intermittent leave in any increment, provided that you and your employer agree. For example, if you agree on a 90-minute increment, you could telework from 1 p.m. to 2:30 p.m., take leave from 2:30 p.m. to 4 p.m., and then return to teleworking.
The Department encourages employers and employees to collaborate to achieve flexibility and meet mutual needs, and the Department is supportive of such voluntary arrangements that combine telework and intermittent leave.
Source: DOL FAQs #20
15.13. Q: If I am a part-time employee, am I eligible for Paid Sick leave under FFCRA? (Added 4/11/2020)
A: You are eligible to use paid sick leave for any combination of qualifying reasons for a total of the number of hours equal to the average number of hours scheduled to work over a typical two-week period. However, the total number of hours for which you receive paid sick leave is capped at 80 hours under the Emergency Paid Sick Leave Act.
15.14 Q: Can I use VC (the extended FMLA benefit for childcare) beginning April 1, 2020? (Added 4/11/2020)
A: No. If approved, you may use VF for the first two weeks (assuming VS has not been used) and then you may use the VC leave. Total combined benefit cannot exceed 12 weeks.
However, if you are not eligible to use the VF code because you have used 80 hours of "VS," then you must use your personal leave or be without pay for the first two weeks before you can become eligible to use the VC.
16.1. Q: Does our health insurance plan cover the cost of over-the-counter at-home COVID-19 tests?A: Beginning January 15, 2022, individuals covered by an employer-sponsored or individual and family health insurance plan who purchase an over-the-counter (OTC) COVID-19 diagnostic test authorized, cleared, or approved by the U.S. Food and Drug Administration (FDA) will be able to have those test costs covered by their health plan or insurance. There are specific requirements and criteria that needs to be met for the OTC COVID-19 Home Tests to be covered. Below are a few examples:
Eligible Miami-Dade County employees and their dependents may purchase OTC COVID-19 home tests at multiple locations such as pharmacies, retail stores, grocery stores and medical supply companies. Eligible members are not limited to in-network AvMed pharmacies.
- It cannot be for the purpose of employment testing
- It must be for personal use
- Must be an "FDA Authorized, Cleared or Approved" COVID-19 at-home test from the United States. Please visit In Vitro Diagnostics EUAs - Antigen Diagnostic Tests for SARS-CoV-2 for a list of FDA authorized, cleared or approved COVID-19 rapid antigen tests
Upon purchasing the tests, eligible AvMed members can complete a reimbursement form in English or Spanish.
For more information, please review AvMed's FAQ about this coverage or visit avmed.org/mdc.
- Miami-Dade County Employee Portal
- ITD Work from Home Guidelines
- ITD Help Desk: 305-375-HELP
- Miami-Dade County COVID-19
- CDC Frequently Asked Questions and Answers (Travel)
- CDC Isolation and Quarantine Guidelines
- Locations with Confirmed COVID-19 Cases Global Map
- Department of Labor - Families First Coronavirus Response Act: Questions and Answers
- What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws | U.S. Equal Employment Opportunity Commission
Human ResourcesArleene Cuellar
Stephen P. Clark Center
111 NW 1st Street,
Miami, FL 33128