we got the call and the county finally agreed to the protections we were fighting for. seeing that shift happen because of you guys is wild and i am seriously so grateful for the support. we are going to keep an eye on things to make sure the policies stay …
May 29, 2020
Final supporters
Many institutions are taking serious steps to prevent the spread of COVID-19. We’ve seen a statewide school closures, cancellation of large events, and some employers moving completely to remote working arrangements.
Employers, government and policy makers have a responsibility to protect their employees from financial hardship. If they don’t, we’re asking people to weigh their personal financial security against public health – a decision that only a bad system would ask people to make.
On March 9, 2020, AFSCME proposed a letter of agreement to Yamhill County as a contingency for COVID-19 that proposed to enact three things on a temporary basis:
1) All requests for telework should be “presumed to be accepted” unless specifically denied within a reasonable time frame. 2) Administrative leave – that is leave covered by the employer not the employee – should be used to cover quarantines and worksite closures. 3) Employers should also stop using any absences from work due to illness for coronavirus or flu-like symptoms to support disciplinary actions.
Yamhill County told us our members should use FET and follow normal procedures to request telework. What happens if we don't have enough FET? What if the response to telework is untimely or unreasonably denied?
COVID-19 is already impacting our community in Yamhill County. SIGN NOW to tell Yamhill County do the right thing for their employees.
Updates
Reached 100 supporters
March 14, 2020
33 Comments
They should also pay the workers with small kids that go have to go to a daycare/school facility because a lot of parents take their kids sick there rather than staying Home. And also if you don’t have daycare you can’t go to work. It really is not worth the risk for the kiddos. Or we should be given the Options to work partially from home remotely when/if possible.
Please do right by your employees. Many of us still live paycheck to paycheck. Missing work, with little FET could and would be huge barrier.
County should absolutely provide sick time pay whether an employee has FET or not. Inability to work due to Covid-19 or mandatory quarantine times should not be put on the shoulders of the employee. Otherwise for myself, I'm coming to work sick, or not, and let the county deal with the situations that arise from sick employees coming to work as they cannot afford to stay home for extended periods, such as quarantines.
Washington county is granting administrative leave for all employees (including the SO) if their child cannot go to school or due to illness in the family.
It's not right to use our own hard earned FET for things that we have no control over (eg. worksite closures). Please step up and lead us through this crisis. Thank you.
Companies like A-dec are saying they're going to put employees on furlough for month long periods as the economy shrinks and then if it's doesn't improve fast enough they'll start laying peopow off. For a company that received millions in tax breaks every year I'm furious that they would consider this option in a community which so deeply relies on them. I grew up with the Austin's and it is disgusting that the children would consider this. I know how wealthy they are.
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we got the call and the county finally agreed to the protections we were fighting for. seeing that shift happen because of you guys is wild and i am seriously so grateful for the support. we are going to keep an eye on things to make sure the policies stay …
May 29, 2020
Final supporters
Many institutions are taking serious steps to prevent the spread of COVID-19. We’ve seen a statewide school closures, cancellation of large events, and some employers moving completely to remote working arrangements.
Employers, government and policy makers have a responsibility to protect their employees from financial hardship. If they don’t, we’re asking people to weigh their personal financial security against public health – a decision that only a bad system would ask people to make.
On March 9, 2020, AFSCME proposed a letter of agreement to Yamhill County as a contingency for COVID-19 that proposed to enact three things on a temporary basis:
1) All requests for telework should be “presumed to be accepted” unless specifically denied within a reasonable time frame. 2) Administrative leave – that is leave covered by the employer not the employee – should be used to cover quarantines and worksite closures. 3) Employers should also stop using any absences from work due to illness for coronavirus or flu-like symptoms to support disciplinary actions.
Yamhill County told us our members should use FET and follow normal procedures to request telework. What happens if we don't have enough FET? What if the response to telework is untimely or unreasonably denied?
COVID-19 is already impacting our community in Yamhill County. SIGN NOW to tell Yamhill County do the right thing for their employees.
Updates
Reached 100 supporters
March 14, 2020
33 Comments
I have very little FET at this time to be able to cover something like a 14 day quarantine if I were to get the virus. It is absurd that being legitimately ill and needing to take leave without pay could result in disciplinary action or be seen as a performance issue if FMLA is not in place.
They should also pay the workers with small kids that go have to go to a daycare/school facility because a lot of parents take their kids sick there rather than staying Home. And also if you don’t have daycare you can’t go to work. It really is not worth the risk for the kiddos. Or we should be given the Options to work partially from home remotely when/if possible.
Please do right by your employees. Many of us still live paycheck to paycheck. Missing work, with little FET could and would be huge barrier.
County should absolutely provide sick time pay whether an employee has FET or not. Inability to work due to Covid-19 or mandatory quarantine times should not be put on the shoulders of the employee. Otherwise for myself, I'm coming to work sick, or not, and let the county deal with the situations that arise from sick employees coming to work as they cannot afford to stay home for extended periods, such as quarantines.
Washington county is granting administrative leave for all employees (including the SO) if their child cannot go to school or due to illness in the family.
It's not right to use our own hard earned FET for things that we have no control over (eg. worksite closures). Please step up and lead us through this crisis. Thank you.
Companies like A-dec are saying they're going to put employees on furlough for month long periods as the economy shrinks and then if it's doesn't improve fast enough they'll start laying peopow off. For a company that received millions in tax breaks every year I'm furious that they would consider this option in a community which so deeply relies on them. I grew up with the Austin's and it is disgusting that the children would consider this. I know how wealthy they are.
For those who need it most.
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I have very little FET at this time to be able to cover something like a 14 day quarantine if I were to get the virus. It is absurd that being legitimately ill and needing to take leave without pay could result in disciplinary action or be seen as a performance issue if FMLA is not in place.