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Attendance and payroll during the coronavirus school closure

The Department of Education on April 2 issued guidance to principals and school secretaries on how schools should keep staff attendance during the remote learning period. Read the DOE guidance on staff attendance

On April 10, the DOE issued a memo regarding special timekeeping codes for exception-based circumstances for staff not reporting to work locations, amended guidance on the excused COVID-19 leave code and new excused absence at partial pay leave. Read Personnel Memo #6 »

The DOE distributed the following information to principals in an FAQ on March 24, 2020.

What if a teacher is assigned to a sixth teaching period?

Continue the program as assigned for the additional compensation (shortage rate).

Are F-status employees eligible to work remotely? Will they still receive benefits?

Yes. F-status employees shall continue to serve in their current assignments, are eligible to work remotely, and if the employee had benefits before the school buildings closed, they will maintain them.

Are Pre-K teachers and Directors of Early Childhood eligible for working remotely?

Yes.

Are substitute teachers eligible to work remotely?

There are several substitute teacher categories (see below) and all are eligible (but not guaranteed) to work remotely.

  • Day-to-Day Substitute Teachers: The DOE will be reaching out to solicit interest in the REC assignment. In addition schools may need day-to-day coverages. These teachers may be hired to work remotely but are not guaranteed the opportunity to do so consistent with day to day substitute work prior to COVID-19.
  • Z Substitute Teachers: Substitute teachers who are covering for a particular absent teacher will continue to cover that position until the teacher returns. They will be compensated consistent with contractual provisions regarding Z status.
  • Q Substitute Teachers: Substitute teachers who are covering a vacancy or long term absence (e.g. LODI, extended leave) will continue to cover the teaching assignment until either the teacher returns or the vacancy no longer exists. They will be compensated consistent with contractual provisions regarding Q status.

What if a day-to-day substitute teacher was on pace to achieve 29 days of service and/or does not achieve this requirement?

At the present time there is no commitment to ensuring that days not worked by a substitute will be credited, but DOE will re-assess at the end of the year. If a day-to-day substitute teacher works in a REC this time will count as DOE substitute service. If the substitute worked on the last regular school day, work at the rec center will count as continuous days for the purpose of achieving Z payroll status.

What are the work hours and/or assignments for non-UFT staff?

Schools will need to determine what duties within their job description these employees can perform remotely. School administration is advised to be flexible on individual scheduling and to divide needed tasks amongst available employees.

  • You may ask aides and/or other family workers to assist with family outreach, attendance tracking, supporting clerical tasks, etc. No one is to be deducted salary/or accrued days while working remotely during this period

Is Cybershift available for administrative titles?

Yes. Cybershift is available on the Infohub for non-CSA titles. CSA members using timesheets should continue to follow the same procedures.

Can itinerant staff (e.g. speech teachers and guidance counselors) work remotely?

Yes. Supervisors that have itinerant staff should work together this week with the related service provider to establish a remote work schedule.