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As per section 27-c of the Labor Law, the operations plan must include, but is not limited to:
a) A list and description of the types of positions considered essential in the event of a
State-ordered reduction of in-person workforce. For this purpose, essential is defined
as required to be physically present at a work site to perform his or her job. Such
designation may be changed at any time at the sole discretion of the employer.
b) A description of protocols the employer will follow in order for nonessential
employees to telecommute including, but not limited to, facilitating or requesting the
procurement, distribution, downloading, and installation of any needed technology,
including software, data, and the transferring of office phone lines to work or
personal cell phones as practicable or applicable to the workplace, and may include
devices.
c) A description of how the employer will, to the extent possible, stagger work shifts of
essential employees to reduce overcrowding on public transportation and at
worksites.
d) Protocols the employer will implement to procure personal protective equipment
(PPE), defined as equipment worn to minimize exposure to hazards, including
gloves, masks, face shields, foot and eye protection, protective hearing devices,
respirators, hard hats, and disposable gowns and aprons and, for essential
employees, a quantity sufficient to provide PPE to each essential employee to meet
his or her tasks and needs during any given work shift. A plan for storage of
equipment and access to equipment must be included.
e) Protocols in the event an employee is exposed to a known case of the disease,
exhibits symptoms of the disease, or tests positive for the disease to prevent the
spread or contraction in the workplace. The protocols shall not violate any existing
federal, State, or local law regarding sick leave or health information privacy and
must include detailed actions to immediately and thoroughly disinfect the work area,
common area surface and shared equipment. The protocols must also describe the
employer policy on available leave in the event of the need of an employee to
receive testing, treatment, isolation, or quarantine.
f) Protocols for documenting hours and work locations, including off-site visits, for
essential employees. The protocol shall be designed only to aid in tracking of the
disease and to identify exposed employees and contractors to facilitate the provision
of any benefits which may be available.
g) Protocols for working with the employer’s locality to identify sites for emergency
housing for essential employees to further contain the spread of the communicable
disease to the extent applicable to the needs of the workplace.
h) Protocols for implementing any other requirements determined by the Department of
Health such as contact tracing or testing, social distancing, hand hygiene and
disinfectant, or mask wearing.
Additional important reminders to consider when preparing and updating your district-wide
safety plan are provided below.
• The plan must include all minimum required elements as outlined in the District-Wide
Safety Plan Self-Assessment Checklist, including a copy of the board-adopted
written contract or Memorandum of Understanding (MOU) that defines the roles and
areas of responsibility of school personnel, security personnel and law enforcement
in response to student misconduct that violates the code of conduct for school