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Before you buy any new supplies or equipment, check to see if another Department has what you need and if you can borrow it. Here is an inventory of supplies and equipment available to borrow. Email CommunityRelations@CRgov.com to borrow something. If your Department has items you are willing to lend - email a picture, brief description and who to contact in the Department to CommunityRelations@CRgov.com and we will add it to the inventory.
HR will announce training opportunities to Town employees by email. Following the email announcement, the training will be open for registration. Registration will be open for two weeks, or until the class is full.
To sign up for this class you will need to go to the Depot and click on Employee Connect (like you do for open enrollment). Please click the arrow icon in the upper right hand corner to log in. This will direct you to a sign-in screen where you will sign in with the same Username and Password as you use when you log into your computer.
No, this requirement went away April 16, 2021. Thermometers remain available for anyone wishing to use them, and anyone with a temperature of over 100.4 should go home.
If an employee comes to work displaying coronavirus symptoms (fever, shortness of breath, cough or other flu-like symptoms), stay calm.
Immediately separate the employee from other employees, and send the employee home until they have had no fever for at least 72 hours (that is three full days of no fever without the use of medicine that reduces fevers) AND; other symptoms have improved (for example, when cough or shortness of breath have improved) AND; at least ten (10) days have passed since symptoms first appeared.
Notify Lauren Welch in HR.
If the employee came into close physical contact with other employees during their time in the workplace (i.e., a distance of less than six feet for 15 minutes or more), send those employees (other than critical infrastructure workers) home to self-quarantine for 14 days from the date of initial contact.
If any of those employees develop symptoms they should remain at home until they have had no fever for at least 72 hours (that is three full days of no fever without the use of medicine that reduces fevers) AND; other symptoms have improved (for example, when cough or shortness of breath have improved) AND; at least ten (10) days have passed since symptoms first appeared. .
Employers should also conduct a deep clean of the ill / potentially ill employee’s workspace following the latest recommendations of the CDC and local health authorities.
Please note: Supervisors and managers should not reveal the identity of the sick employee unless the employee has provided permission to share his or her name. Like with any illness, the reason for an employee’s absence is confidential and should not be shared with others. Depending on the nature of your workplace, you may also want to inform any potentially exposed customers or vendors.
Critical infrastructure workers can refer to the “Guidance for Critical Infrastructure Workers” located on the Depot.
In the unlikely event the employee is at work when they receive the news, send the employee home immediately and follow the procedures outlined in the "What should a supervisor/manager do if an employee comes to work exhibiting coronavirus symptions" question.
Additionally, try to gather information from the infected employee (you may do this electronically or via phone).
Notify all potentially impacted employees of their potential exposure - meaning all employees who were in close contact with the infected employee (within six feet for 15 minutes or more) during the prior 14 days, and then send those employees home to self-quarantine for a period of at least 14 days from the date of last contact.
Supervisors/managers should also ensure a deep clean of the diagnosed/potentially diagnosed employee’s workspace is conducted.
Please note: Supervisors and managers should not reveal the identity of the infected employee unless the infected employee has provided permission to share his or her name. Like with any illness, the reason for an employee’s absence is confidential and should not be shared with others. Supervisors/managers may ask the employee if they are willing to share COVID-19 medical related information. Depending on the nature of your workplace, you may also want to inform any potentially exposed customers or vendors that a member of the Town may have been exposed, or diagnosed. Again, unless the employee agrees, the Town may not share employee names or medical information.
You may be eligible for both types of leave, but only for a total of twelve weeks of paid leave. You may take both paid sick leave and expanded family and medical leave to care for your child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons. The Emergency Paid Sick Leave Act provides for an initial two weeks (80 hours) of paid leave. This period thus covers the first 2 weeks (80 hours) of expanded family and medical leave, which are otherwise unpaid under the Emergency and Family Medical Leave Expansion Act unless you elect to use existing vacation, personal, or medical or sick leave under your employer’s policy. After the first two weeks (80 hours) have elapsed, you will receive 2/3 of your regular rate for hours you would have been scheduled to work in the subsequent ten weeks under the Emergency and Family Medical Leave Expansion Act.
Please note that you can only receive the additional ten weeks of expanded family and medical leave under the Emergency Family and Medical Leave Expansion Act for leave to care for your child whose school or place of care is closed, or child care provider is unavailable, due to COVID-19 related reasons.
You are unable to work if your employer has work for you and one of the COVID-19 qualifying reasons set forth in the FFCRA prevents you from being able to perform that work, either under normal circumstances at your normal worksite or by means of telework.
If you and your employer agree that you will work your normal number of hours, but outside of your normally scheduled hours (for instance early in the morning or late at night), then you are able to work and leave is not necessary unless a COVID-19 qualifying reason prevents you from working that schedule.
All benefits-eligible employees are eligible to participate in the wellness program, regardless of whether they are enrolled in the Town's healthcare plan. The Town partners with Wellable, an online wellness support platform. New employees will receive an email invitation from Wellable to join the Healthy Living Team. If you can't find the email from Wellable, you can request a new activiation code by emailing Wellable. Next download the Wellable App Android or download the Wellable App iOS. Link your favorite activity tracker on the Wellable app. Follow the instructions on the Bulletin Board page of the Wellable app. Then start reporting your walking, cycling and physical activity using the Wellable app on your smartphone or on the Wellable Website. Maximum daily points for walking, cycling or other physical activity is 1,500 points.
You must complete an authorization form, which requires approval of your supervisor and department head, as well as sign-offs from DoIT and HR.
Follow this link to view the policy and form.
The length of your agreement will be at the discretion of your department head. All hybrid employees can anticipate periodic reviews of how their arrangement is working, and that adjustments could result from those reviews.
Employees are responsible for operating costs, insurance, maintenance and repair of all personal equipment used in conjunction with their remote work. TOCR will supply employees with office supplies (pens, paper, etc.) as deemed necessary.
Remote working can coincide with the Town’s Flexible Work Schedule, at the discretion of the appropriate Department Director.
Executime instructions please click link:
Executime instructions please click link: