Resolution 105-2020 RESOLUTION NO. 105 - 2020
A RESOLUTION OF THE BOARD OF COUNTY COMMISSIONERS OF MONROE
COUNTY, FLORIDA, SETTING POLICY FOR COMPENSATION FOR REGULAR
WORK AND PUBLIC EMERGENCY RESPONSE WORK
RELATED TO THE COVID-19 EVENT.
WHEREAS, Monroe County has a standing policy regarding compensation for emergency
response work in Resolution No. 146-2013; and
WHEREAS, the COVID-19 emergency has presented a number of unique challenges not
typical of other types of emergencies the County has previously faced; and
WHEREAS, a need exists to establish compensation and employment practices to address
the uniqueness of the COVID-19 emergency; and
WHEREAS, the Board of County Commissioners now wishes to set such policies and
practices and implement them retroactively to April 12, 2020, the start of the current
pay period.
NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF COUNTY
COMMISSIONERS OF MONROE COUNTY, THAT:
1. Furloughs - Any employee whose work is suspended in its entirety shall be
furloughed until such time that work again becomes available. Furloughed
employees shall not be eligible for Administrative Leave compensation. Furloughed
employees perform no work and receive no earnings, but shall remain an employee
of the County while on furlough.
2. Furloughed employees may choose to apply any form of their own earned leave (i.e.
sick leave, annual leave, compensatory time, etc.) to receive pay for an amount of
time up to the amount of total earned leave. Health insurance and voluntary policies
(i.e. dental, vision, and supplemental life insurance) shall remain in effect for
furloughed employees and the employee-portion of their monthly premiums for each
shall be waived while the employee is in a furlough status until the beginning of the
next pay period following the employee's return to work. The employer contributions
to a Health Savings Account (HSA) shall continue, but employee contributions to an
HSA shall be suspended unless the employee chooses to continue the contributions.
All furloughed employees shall continue to accrue sick and annual leave as if no
furlough had occurred. Furloughs are considered temporary in nature. Nothing
described herein is intended to be considered a guarantee of return to work at a
future date.
3. Partial Furloughs—Any employee whose work is partially suspended shall only be
paid for the time worked. Partially furloughed employees shall not be eligible for
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Administrative Leave compensation for the purpose of completing their regular
schedule and making them "whole". Partially Furloughed employees perform some
work and receive earnings equal to the work they perform and shall retain their
previous status as an employee of the County while on partial furlough.
4. Partially Furloughed employees may choose to apply any form of their own earned
leave (i.e. sick leave, annual leave, compensatory time, etc.)to complete their
regular schedule and supplement their earnings up to the amount of total earned
leave. Health insurance and voluntary policies (i.e. dental, vision, and supplemental
life insurance) shall remain in effect for partially furloughed employees and the
employee-portion of their monthly premiums for each shall be waived while the
employee is in a furlough status until the beginning of the next pay period following
the employee's return to full time work. The employer contributions to a Health
Savings Account (HSA) shall continue, but employee contributions to an HSA shall
be suspended unless the employee chooses to continue the contributions. All
furloughed employees shall continue to accrue sick and annual leave as if no
furlough had occurred. Partial Furloughs are considered temporary in nature.
Nothing described herein is intended to be considered a guarantee of return to full
time work at a future date.
5. COVID-related Absences - Employees who must personally be absent from work
due to one or more of the stated reasons in the Families First Coronavirus Response
Act (FFCRA) and who are not working, shall have Administrative Leave pay applied
to the allowable absence. Administrative Leave shall serve as the form of payment to
comply with the Act. Administrative Leave shall be paid for the reasons specified in
the Act, and at either the full or partial rate as specified by the Act. Human
Resources shall review and approve leave under the FFCRA,just as it does with the
Family and Medical Leave Act(FMLA).
6. Working - Employees working (whether performing regular duties or emergency
response work) shall be paid according to the County's normal pay practices, as
described in Section 5 of the Personnel Policies and Procedures Manual regarding
Hours and Work.
7. The provisions contained in this Resolution shall take effect retroactive to April 12,
2020, the start date for the current pay period. This resolution shall remain in
effect until repealed by the Board of County Commissioners.
8. This resolution supersedes Resolution No. 146-2013 to the extent the two are
inconsistent, for the purpose of the COVID-19 event, only. In all other respects the
terms and conditions of Resolution No. 146-2013 shall remain in full force and effect.
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9. The policies and practices described herein are not intended to, nor shall they,
supersede or conflict with any state or federal laws regarding compensation.
10.Severability. If Court of competent jurisdiction determines that any portion of
this resolution is unenforceable, the remainder of the resolution shall remain in
full force and effect.
PASSED AND ADOPTED by the Board of County Commissioners of Monroe County,
Florida at a regular meeting of the Board held on April 15, 2020.
Mayor Heather Carruthers Yes
Mayor Pro Tem Michelle Coldiron Yes
z Commissioner Sylvia J. Murphy No
,CL `r:� Commissioner David Rice Yes
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`�` --��"�a �-^i` Eommissioner Craig Cates Yes
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-^I V, Attest w BOARD OF COUNTY COMMISSIONERS
'� �`, KEVIN MADOK, CLERK OF THE COURT OF MONROE COU ;TY, FLORIDA
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