Coronavirus Disease Information

Elevated Level II - Flexible Operations

Governor Hogan has moved the state to Level II - Flexible Operations of the Pandemic Flu and Other Infectious Diseases Attendance and Leave Policy​​ and invoked mandatory telework across state agencies for all non-essential state employees who can perform their duties from home.  It is expected that all affected employees who are able to work from home will do so in accordance with the interim telework agreement and shall be compensated for doing so at their regular rate of pay. 

At this level, the state seeks to minimize the spread of COVID-19 by directing state agencies to conduct as much of their operations as possible from remote worksites.   Agencies should:
  • Limit the need for public access to State buildings by modifying operations to permit greater online access to services, limiting hours of on-site operation, staggering shifts, or implementing appointment-only procedures to reduce foot traffic.   ​
  • Require all employees, who are able to telework, to work from home to facilitate social distancing.
  • Cancel all business-related overnight out-of-state travel for all employees except for individuals engaged in emergency preparedness activities.
  • Encourage employees who are sick or caring for sick family members to use their leave to remain at home.
  • For employees who do not have adequate leave to cover their absence, permit the use of advanced sick leave (in the case of temporary employees, advanced paid time off).
  • Ease all documentation requirements related to the use of sick leave.
  • Implement social distancing practices for employees that must report to work.​

Response Pay (Level I)

Response Pay has been reinstituted beginning on April 7 for classifications that previously were eligible for Response Pay.  Response Pay will remain in place through December 31, 2021.  Emergency essential/mission critical employees who are required to report to work and have NO opportunity for social distancing as determined by DBM, may be eligible for Response Pay for actual hours worked when required to have close, prolonged contact with individuals in the care and custody of the State.

A COVID-19 Response Pay differential of $3.13 for each hour actually worked will be paid through December 31, 2021.  If an employee works additional shifts during the pay period, the employee will receive the pay differential for each additional hour actually worked. 

Certain employees within the Departments of Human Services and Public Safety and Correctional Services who are required to perform duties that take them out into the community and require close and prolonged contact with clients of the State with NO opportunity for social distancing also will be eligible to receive this pay differential, but only when performing these "field" duties.

Elevated Response Pay (Level II)

Elevated Response Pay was not discontinued on September 9, 2020 and it remains in effect through December 31, 2021. If an employee is required to work in a designated quarantine area (a medical isolation unit for individuals with COVID-19), the employee will receive Elevated COVID-19 Response Pay of an additional $2.00 per hour for each hour actually worked in the quarantine area.  Elevated Response Pay will total $5.13 per hour.​

COVID-19 Vaccination Incentive for SPMS and MDOT Employees​

On May 3, 2021, the Governor announced an incentive for State employees to take the necessary steps to become fully vaccinated against the COVID-19 virus.  This incentive will be a $100 one-time payment that will be made after the employee provides proof of full vaccination and agrees to receive any subsequent booster shots that may be required within a period of 12-months from the date of full vaccination.

This incentive will be offered to all full or part-time State Regular, as well as Contractual and Temporary employees.  Employees will be eligible for the incentive regardless of the date that the employee became fully vaccinated. 

Employees who have a documented medical or religious reason that prohibits the employee from receiving the vaccine also will be eligible for the incentive but may be subject to other requirements.  Employees seeking a medical or religious exemption should talk to their HR Office about the process for making this request.

All unvaccinated employees may be required to submit to COVID-19 testing more frequently and required to wear PPE. Vaccinated employees may receive priority selection for certain assignments if, in the appointing authority's judgment, to do so would place the employee or others at less risk for infection.

To receive the incentive, an employee must present the original or a copy of the employee’s vaccination card or MDH certificate​ to their HR Office, or the requisite exemption documentation and sign an acknowledgment that the employee is agreeing to remain fully vaccinated for a period of 12 months or will repay the incentive.  The incentive will be paid within two full pay periods from the date that the request for payment is made.

For a copy of your vaccination record go to: Maryland MyIR
 

Vaccination Incentive Documents



NEW FEDERAL LAW IN RESPONSE TO COVID-19, Effective April 1, 2020 

In response to the Novel Coronavirus 2019 (COVID-19) outbreak, President Trump signed into law the Families First Coronavirus Response Act (FFCRA) which will be in effect from April 1, 2020 through December 31, 2020.  For additional information visit the Families First Coronavirus Response Act ​page.

Governor's Press Releases​

The Maryland Department of Health Coronavirus Outbreak​ website provides extensive resources for up to date information.  ​

Other Information for Employees

CDC Coronavirus (COVID-19) Resources

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