COVID Exposure and Compensation
If the team member is asymptomatic they can continue to work after consulting with the occupational health program.
Exposed team members who do not have symptoms should report temperatures daily to Occupational Health prior to starting work. They can leave a message. If the temperature is 100 or higher, they will not be able to work.
If the health care worker develops even mild symptoms consistent with COVID-19 they must cease patient care and notify their supervisor and occupational health before leaving work.
If the team member‘s role doesn’t allow for working from home during the quarantine period, team members will be able to immediately use any available ESB and CT for payment of the team member’s normal, budgeted FTE hours for the period. If accrued ESB and CT is not sufficient to cover the period, the individual’s CT accrual bank will be allowed to “go negative”.
If the team member does become symptomatic, the time off from work will be treated like an Occupational Illness under Workers Compensation. Testing for confirmation of diagnosis will be provided by CMH.
If the team member is asked to quarantine they should avoid any in-person interaction with family. Per CDC guidelines it is not necessary for family members to move out of the household but should avoid physical contact as well as the sharing of bathroom, dishes, towels, bedding, during the recommended quarantine period.
If the quarantine period exhausts with no symptoms, the team member can then return to work once approved by Occupational Health staff.
If practical team members can work from home during the quarantine period. That work time would be paid as normal wages.
If the team member‘s role doesn’t allow for working from home during the quarantine period, team members will be able to immediately use any available CT and ESB for payment of the team member’s normal, budgeted FTE hours for the period. If accrued CT and ESB is not sufficient to cover the period, the individual’s accrual bank will be allowed to “go negative”.
If the team member does become symptomatic, the time off from work will be treated like an Occupational Illness under Workers Compensation. Testing for confirmation of diagnosis will be provided by CMH.
Current CDC guidance for when it is OK to release someone from isolation is made on a case by case basis and includes meeting all of the following requirements:
The patient is free from fever without the use of fever-reducing medications.
The patient is no longer showing symptoms, including cough.
The patient has tested negative on at least two consecutive respiratory specimens collected at least 24 hours apart.
The team member can then return to work once reviewed and approved by Occupational Health staff. We will not require a physician note before returning to work.
Family members should be quarantined at home with the team member. Per CDC guidelines, family members should avoid physical contact and not share dishes, towels, bedding etc. Using separate bedrooms and bathrooms if available.
Testing for the virus will be provided by CMH and/or the CMH health plan and the quarantine will continue until the results are known.
To compensate for the time off from work, the team member will be able to immediately use any available CT for payment of the team member’s normal, budgeted FTE hours. ESB hours can be used if the individual does become ill (tests positive). If accrued time is not sufficient, the individual’s CT time banks will be allowed to “go negative”.
Current CDC guidance for when it is OK to release someone from isolation is made on a case by case basis and includes meeting all of the following requirements:
The patient is free from fever without the use of fever-reducing medications.
The patient is no longer showing symptoms, including cough.
The patient has tested negative on at least two consecutive respiratory specimens collected at least 24 hours apart.
The team member can then return to work once reviewed and approved by Occupational Health staff.
Our plan meets the federally mandated requirements of the Families First Coronavirus Act. Our plans will pay COVID-19 testing and test-related visits (office visits, urgent care center, emergency department, telehealth and telemedicine vendor) at 100% without member cost share . Our plan also offers telehealth services through TeleDoc.
You may use any available Employee Sick Bank (ESB) hours you have accumulated for these reasons with no waiting period. ESB pays 60% of your pay. ESB, supplemented with CT if you choose, could potentially cover 100% of your base pay.
If you believe that you were exposed at work, you can complete a First Report of Injury (FROI) form through Employee Health. However, once the virus is widespread in the community, it will be difficult to determine that the illness was acquired at work. And if appropriate PPE was used by the patient and the health care provider, the risk level is assumed to be low. Our Workers’ Comp provider would assess the claim and make a determination as to whether it would be approved given the circumstances of each case. If it is determined to be work related you would be eligible for Workers Compensation benefit payments. How much of the absence is compensated is determined based on the duration of the time away from work. With the combination of WC payments and CT and ESB there is the possibility of overpayment that would need to be reconciled and adjusted (possible repaid) at the end of the quarantine period.
Patient facing positions are not eligible to work from home but if you work in an administrative area and your position is eligible, your leader can work with you regarding next steps. We aren’t seeing a need at the moment for a wholesale shift to remote work as was done in the Spring but we will keep monitoring the situation for any possible changes.
CMH has developed a CT Donation Program. There is a process for team members to donate CT hours to an emergency CT bank. Please see the policy online for more information.
CMH team members can utilize our Employee Assistance Program (called Ability Assist) for issues with stress, anxiety and/or depression as well as other life issues. You can visit online at http://www.guidanceresources.com/. If you are a first time user you will need to set up an account. In the company/organization field enter: HLF902. In the Company Name field at the bottom of the personalization page use: ABILI or you can call 1-800-964-3577.
Also remember that you can access other community services by calling 211. It is a free, confidential referral service that helps individuals find local resources they need 24/7 for a variety of needs (housing, heat, food, healthcare, etc).
Yes, team members must report all international and domestic travel beyond Maine, Vermont and New Hampshire (subject to change with Maine regulations) to their one-up leader PRIOR to the travel. Return to work process varies to some degree based on the type and duration of travel undertaken.
Risks may vary dependent on length of trip, number of stops, and precautions taken such as masking and adherence to social distancing.
Since COVID is present nationally as well as internationally, destinations are no longer solely considered when assessing risk.
Considerations including time spent in confined spaces, whether adequate ventilation was available, were masks reliably worn (ex. did eating or drinking occur?), and sharing living environment with people outside of your immediate household, add to overall risk for COVID transmission.
For return to work screening calls:
7 p.m. Friday shift: 795-2830 by 4 p.m. Friday.
7 a.m. Saturday shift 207-577-6494 by 10 p.m. Friday.
7 pm. Saturday shift 207-577-6494 by 4 p.m. Saturday
7 a.m. Sunday shift 207-577-6494 by 10 p.m. Saturday
7 p.m. Sunday shift 207-577-6494 by 4 p.m. Sunday
7 a.m. Monday shift 207-577-6494 by 10 p.m. Sunday
No
No. FMLA does not apply to the care of a well child or family member. FMLA provides unpaid time off for team members who are caring for a family member with a serious health condition and meet eligibility criteria.