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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 Communications 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 and we will add it to the inventory.
HR will announce training opportunities to Town employees by email about two weeks prior to the class. Instructions for how to register will be provided in the email announcement. Registration will be open for two weeks, or until the class is full.
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.
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.
Once your request is received by Facilities, it becomes a work order and you will no longer be able to access it. If you need to change or cancel a work order email Facilities.
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've taken the time and made effort surrounding your wellness, and so you've earned points. Good for you! Hopefully, you've had some fun along the way. And, hopefully, you could use a little extra cash just in time for the holidays.
Since 2015, a year-end check has been the method by which all participating employees receive their wellness rewards. No action is required on your part to initiate the payout -- just engage in the wellness program, and your 2022 reward will come to you on your December 2, 2022 paycheck.
A couple of items of note
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.
Your rollover balances are not calculated until after we process your Dec.30, 2022, paycheck. Accrual balances will be populated in UKG by the end of the day Friday, Dec. 30. If you have time off this week, you can still enter your sick, vacation, or personal time on your timesheet.
If you requested any time off in Executime from Dec. 24 through 2023, you will need to request the time off in UKG, as time off requests will not carry forward automatically.
This is required by law through the Fair Labor Standards Act which obliges employers to keep accurate time records for all non-exempt employees.
The ability to change your bank account in UKG will not be available until this spring. Please fill out a Direct Deposit form available on The Depot here or email email@example.com.
Please log a ticket on the DoIT Help Desk. We can add the appropriate codes to your user account.
Please include the names of your employees in a DoIT Help Desk ticket so that we can add them to your user account.
Some users have had trouble logging in when using Chrome. You try logging with Microsoft Edge instead. If you still have issues logging into UKG after trying a different browser, please submit a DoIT helpdesk ticket.
We have had issues with bookmarking. Please create a shortcut instead. To create a shortcut, 1) Right click anywhere on your desktop. 2) select “New” and then “Shortcut.” 3) Enter the full URL (https://crgov.ultipro.com) in the box and click “Next.” 4) Enter a name for the shortcut, UKG for example, then click “Finish.” 5) This will create an icon on your desktop that you can click on.
The ability to change your bank account in UKG will not be available until this spring. Please fill out a direct deposit form from The Depot here or contact payroll@CRgov.com
UKG contains personal information which requires an extra level of security to log in. You are able to skip this process in the future if you select to “stay signed in.”
No, while you’ll log in and use the UKG Pro app, you’ll need to have the UKG Ready app on your mobile device for timekeeping to work.
It depends. The Project field is typically used to classify hours that are paid at your normal rate of pay such as training, on-call, snow plowing, costs traced, special events, or COVID sick time. The Activity field is used for time that pays at a different rate such as emergency call out, snow readiness, and voluntary contracts for police.
Use “Move OT” to” Comp Time” or “Move Holiday” to “Holiday Bank” in the Activity field.
For the time being, FMLA will be added as sick, vacation or personal time and HR will manually code this as FMLA Leave in the project field.
Select “Military” in the Project field.
Put in a help desk ticket to be added to that group.
To track training hours, select “Training” in the Project field.
If your supervisor has not approved it yet, there is button to reopen your timesheet near the approve button. If your supervisor has already approved it, they will need to reject your timesheet before it can be reopened.
You will still be paid for the hours represented on your timesheet.
Salaried employees are to report exception hours only. If they normally work a nine-hour day, they would record nine hours of sick, personal, or vacation hours.
NODs are available in UKG Pro under Myself > Pay > Pay History.
Please include the names of your employees in a DoIT help desk ticket so that we can add them to your user account.
In the UKG Ready menu in the upper left corner, go to Team > Timesheets > All Timesheets. In the Approval State column, “open” means a timesheet has not been submitted, “submitted” means it is ready for approval and ”approved” means that it has already been approved. From this screen, you can open the timesheet and click “approve” or mark the box next to their timesheet and click “approve” in the upper right corner.
In the UKG Ready menu in the upper left corner, go to My Info > My HR > Delegations. Select “add new” in the upper right corner.
No, you can still approve time sheets and time off requests.
If an option is not available, select the “browse” option to see more. There may be multiple pages of options available. If they still cannot see it, contact Payroll to have the additional code added.