***New information is highlighted in green or is indicated by triple asterisks depending on the format you are viewing it in.***
We hope everyone continues to stay healthy and safe. In these tumultuous times, we stand together and appreciate all of our PASS employees. The district administration has noticed PASS’s ability to be flexible during this time and appreciates the willingness of everyone to do what needs to be done. Please know that PASS continues working closely with the district administration on a weekly basis to discuss issues and collaboratively work together to move forward to provide the best possible education to our students. While some of you may not be directly involved in the teaching of our students, please know that it takes all of us to have a positive place for our students to come to. Without you, our district would not run as smoothly as it does.
All PASS members will continue to be paid their normal pay and keep their benefits through their normal pay period for the 2019-2020 school year. Some people are paid July 1 through June 30, and some are paid August 20 something through the following August 20 something or some variation. Everyone will continue getting paid as if we worked the whole school year and are coming back in the fall. Unless someone retires, resigns, or goes on FMLA when they are required to come back.
***New Information This Week***
9-month employees Parapro, Lunchroom Supervisor, Campus Monitor etc.) All employees have a right to apply for unemployment. IDES will make the conclusion if you are eligible or not. Typically, employees are not eligible during a “natural break” per your work calendar (Ex: summer break, winter break, spring break).
***Please see immediately below for a fact sheet put out by the IEA. It highlights the changes to unemployment via HB 2455. The highlighted portion pertains to support staff. The description is very broad.***
Illinois Work Jobs Program Act—HB2455
Amends the Workers’ Occupational Diseases Act (820 ILCS 310/1 et. seq.) to create a rebuttable presumption in workers’ compensation cases that COVID-19 (the disease caused by the novel coronavirus) was contracted at work for front-line workers. Educational employees who are required to encounter members of the general public in the course of their jobs OR work at a job site with more than 15 employees are covered by this law.
What this means for you:
• If you can show a COVID-19 positive result by one of the methods below, the hearing officer will initially assume that you contracted COVID-19 at work.
o If you contracted the disease before June 15, 2020, you must show that you were diagnosed by a health care provider as COVID-19 positive OR have a positive lab test result for COVID-19 or its antibodies.
o If you contracted the disease after June 15, 2020, you must have a positive lab test result for COVID-19 or its antibodies.
o If you are unable to meet these requirements, it does not mean that you are ineligiblefor workers’ compensation benefits if you contract COVID-19. In all cases, pleaseconsult a workers’ compensation attorney for advice. Your UniServ Director can provideyou with a referral to a reputable attorney.
• Your eligibility for workers’ compensation benefits (“injury date”) will be based on the earlier of:o The date you are unable to work because you had symptoms that were later diagnosed as COVID-19, or
o The date you were unable to work because you contracted COVID-19.
• Your employer can rebut the initial assumption that you got sick at work by showing evidence of one of the following things:
o You were exposed to the coronavirus somewhere other than work.
o You either worked exclusively from home or were on leave for 14 or more days before the injury date above.
o The employer was engaging in, and applying to the fullest extent possible, and enforcing to the best of its ability: sanitation, social distancing, and workplace health and safety measures based on guidance from the Centers for Disease Control (CDC) or the Illinois Department of Public Health (IDPH), or was using personal protective equipment (PPE) to reduce the transmission of COVID-19 to all employees for at least 14 days before your injury date.
- Your employer will not be negatively impacted if you are awarded workers’ compensation benefits as a result of COVID-19 infection.
- The Illinois Unemployment Insurance Act (820 ILCS 405/401) is amended to state that non- instructional, research, or primarily administrative employees of educational employers, i.e. educational support personnel (ESPs), are eligible to receive unemployment compensation between March 15, 2020 and December 31, 2020 during periods between academic terms or seasonal breaks, even if they have a “reasonable assurance” of returning to work in the next academic year.
The new law also allows the Director of the Illinois Department of Employment Security to issue rules that limit the need for benefit recipients to show that they are actively seeking work, and we anticipate that the Director will do so if the COVID-19 crisis continues to impact businesses’ ability to operate and individuals’ ability to work. Further, for benefit years beginning on March 8, 2020, the requirement that you must have a one-week waiting period with no wage earning before you can receive benefits is waived. This waiver will remain in place until the last week of Governor Pritzker’s disaster declaration or the last week of federal cost sharing, whichever is later.
Employers pay a certain rate of contribution to the state’s unemployment insurance program.The rate is based on the number of unemployment claims made by its employees. This legislation provides that an employer who can show claims for unemployment benefits were made as a result of the COVID-19 crisis will not see a contribution rate increase.
***My guess is, since all of us were paid all of our annual salary, IDES would most likely deny the application for unemployment. When we accept our job for the year, be it 9, 10, 11, or 12 months, we do so knowing how many months are paid, and that our pay is portioned out over 26 pays. I think it will depend on each case. In the past, unemployment has been denied due to how the law was written. The law has changed but we do not know for sure how IDES will determine if you are eligible, these are unique times. As we have seen, things can change quickly, so please be aware that what is put out today may not be current in a week.
Summer school is unique in that it is a separate job not dependent on your regular yearly job. The bill referenced above does not directly address summer school.
IF you apply for unemployment, the district does have to fill out forms to verify that you work/worked for the district and employment dates. IF you do apply for unemployment there will not be any consequences from the district for applying (losing your job, losing benefits/pay), as long as it is done with the utmost integrity.***
THIS APPLIES TO 12 MONTH PASS MEMBERS ONLY:
12 month PASS members will be allowed to rollover 10 days only of their unused vacation for the 2019-2020 school year. Any additional days beyond the 10 carryover vacation days must be used prior to June 30, 2020 or you will lose them.
· If you have 1-5 vacation days as of June 30th, those days will be rolled over into 5 sick days. (Already per the PASS contract)
· If you have 6-10 days as of June 30th – 5 days will be rolled over into sick days and the remaining days will stay vacation days to be used between September 1- December 1. If you do not use the remaining vacation days by December 1, 2020 – you will lose them.
2020-2021 SCHOOL YEAR
Currently the district is focusing on remote learning plans with APT, as option 2 or 3 as previously stated last week, would involve some level of remote learning. In anticipation of the different scenarios that school may start in the fall, we are forming Category Committees.
***On June 22nd, PASS will be meeting remotely with APT and district administration to begin more in-depth discussion regarding the 2020-2021 school year. Our goal, as always, is to advocate for PASS. The category committees will be very important as these discussions will help all parties support our students in these uncertain times. If you have any thoughts on how your category can be effective in performing your job either remotely or on a reduced schedule to support students, please let me know and I will put you in touch with the committee leader of your category.***
Staff members who are diagnosed with Coronavirus should not report to work and should follow the direction of their physician.
Staff members who are diagnosed must contact Becky Sipes at RSipes@psd202.org or (815)577- 4090
In the case of a building having an employee who tests positive for COVID-19, the building will be closed for a number of days from the last day the infected person was in the building. Those working in the building will be paid for the duration of the closure with no deduction of sick/personal/vacation days. After the determined days, the building will be opened for employees to return to work.
You will receive an email through district email containing either a direct contact or indirect contact letter from your principal or supervisor letting you know there was a positive case in your building. For more detailed information, please see our email from May 22, 2020.
The district sent out an email outlining the COVID-19 Screening Checklist. Please follow the checklist each day before coming to work. If you are feeling ill, please stay home. If there is a positive case of COVID-19 in your building, the following procedure will be followed by the district.
COVID-19 Self Screening Checklist
Beginning Monday, May 18, 2020, all District 202 staff will be required to complete a COVID-19 self- screening checklist prior to entering any District 202 building. The list does not need to be submitted to anyone; it should be used as guidance for all employees to determine if they should report to work. Please make sure to review the checklist every day before entering any District building.
The COVID-19 screening checklist will be sent to all staff. It can also be found on the Intranet under Employee News > COVID-19 Information for District 202 Staff.
For more information about Community-Related Exposure to COVID-19, please go to the CDC website at
Custodians, Maintenance, and Grounds
The summer work schedule has been put out by the district. Starting June 1, everyone in categories M, N, O, P, Q, R, and T transitioned to four-day work weeks.
In order to ensure the safety and health of all, the following procedures, recommended by the CDC, must be strictly adhered to.
They are as follows:
- PPE is to be used. This includes gloves and masks
- A safe distance of no closer than six (6) feet must be maintained between all personnel. ***If this is not possible, a mask must be worn.***
- Only Two people are to be in a classroom, restroom, or any other area at one time. The only exception to this is wide open areas such as hallways, gymnasiums, and offices, where proper separation can be maintained
- During any breaks, including lunch, you are not to congregate in one area together. You will need to be properly separated with a minimum of six (6) feet between each other, with no more than 2 people per table.
- If you feel ill or have a fever, do not report to work, and make sure to notify your supervisor immediately.
- Cover any coughs or sneezes
- Wash and/or sanitize hands frequently especially before eating, after coughing or sneezing, and when changing gloves
- Refrain from touching your face, eyes, nose, and mouth as this is the way that the virus is transmitted.
By adhering to these guidelines, we can help assure that all of us will remain safe and healthy.
Please let us know the questions you have and continue to keep us in the loop of your thoughts as this is the best way for us to address items with the district.
Special Ed. Paraprofessional
23930 W. Lockport St.
Plainfield, IL 60544