Coronavirus Disease Information
Level I - Normal Operations
Effective July 1, 2021, the State moved to Level I - Normal Operations under the State's Pandemic Flu and Other Infectious Diseases Attendance and Leave Policy
. With the return to Level I - Normal Operations, only employees in classifications that have been designated as telework-eligible may be permitted with supervisory approval to telework in accordance with the Telework Policy. Additionally, beginning July 1, 2021, employees will not be permitted to take advanced sick leave or to take leave under the Expanded FMLA and Emergency Paid Sick Leave provisions of the Families First Coronavirus Response Act.
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.
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.
Retroactive Response Pay
Retroactive response pay for eligible State regular employees was included in May 26th paychecks. To view the amount separately from other Regular Earnings, employees can take the following steps in Workday:
- From the employee's Profile Page, click on Actions. Select Compensation and click on View Bonus and OTP History; or
- From the employee's Profile Page, type "Bonus" in the Search Box, select the Bonus & One-Time Payment History report option that shows up below. Click into the Employee box, the employee will be given the option to select their name, hit Ok at the bottom of the page, and the Bonus and OTP History will appear.
Employees who need assistance locating their Retroactive Response Pay amounts are encouraged to reach out to their Agencies' Payroll staff.