• If you have been directed to self-quarantine or self-isolate, even if you are not symptomatic, you must stay home.
• Follow the guidance given by your healthcare provider.
• Notify your supervisor that you were instructed to self-quarantine due to a presumed or confirmed positive diagnosis of COVID-19.
• Answer your supervisor’s questions regarding your movements and contact while at work.
• You must remain at home and may not return to your work site until you provide OMS with documentation from your healthcare provider clearing you to return to work.

For more information on what to do if you are sick, please review the latest CDC guidance. You can also refer to the CDC’s guidance on symptoms and testing.

If you are telework eligible, asymptomatic, and capable of working remotely during the directed period of self-isolation, you may do so. Visit OHR's  Telework Program to learn more about how to apply for Situational Telework.

Important: OMS cannot answer questions related to leave. For the scenario described above, employees will be provided with COVID-19 Administrative Leave for the mandated self-isolation/quarantine period. For further details, please refer to the Time Reporting and Leave section below.

• The CDC defines exposure as being within approximately six feet of a COVID-19 case for a prolonged period of time, such as while attending a gathering, party, concert, or meeting. Exposure can occur through close contact while caring for, living with, visiting, or sharing a healthcare waiting area with a COVID-19 case.
• If you believe you have been exposed to a confirmed or suspected case of COVID-19, immediately call DHHS Disease Control at 240-777-1755 and follow their guidance.
• Answer DHHS Disease Control’s questions to the extent possible regarding your movements in the office and contact with others (who, for how long and if social distancing was maintained).
• If advised to leave work, notify your supervisor by phone or email.
• Answer your supervisor’s questions regarding your movements and contact while at work.
• You should also call your primary care physician (PCP). All three of our County’s medical providers offer telemedicine, and you are encouraged to use this service. If you do not have a PCP, you can go to an urgent care facility, but you should call ahead to provide them with advance notice so that they can take the necessary precautions to receive you. A list of other local health authorities is below in Your Resources below.

• Notify your supervisor that you are sick and are staying home.
• Contact your healthcare provider for guidance and remain in contact with your healthcare provider if your symptoms change. Notify your supervisor if your healthcare provider decides to send you for testing for COVID-19.
• Stay home until you are fully recovered before returning to work. Fully recovered means:
  • You have no symptoms of acute respiratory illness and are free of fever (100.4°F [37.8°C] or greater using an oral thermometer), signs of a fever, and any other symptoms for at least 24 hours without the use of fever reducing or other symptom-altering medicines (e.g., cough suppressants), and no COVID-19 testing has been requested.
• If you have been absent for more than 15 work days, you must provide medical documentation from your medical provider to OMS indicating clearance to return to work.
• For more information on what to do if you are sick, please review the  latest CDC guidance. You can also refer to the  CDC’s guidance on symptoms and testing.
• If you are telework eligible and your symptoms are mild enough that you are capable of continuing to work remotely while you are sick, you may do so. Visit OHR's  Telework Program to learn more about how to apply for Situational Telework.

Important: OMS cannot answer questions related to leave. For the scenario described above, employees should use their own accrued leave. For further details, please refer to the Time Reporting and Leave section.

To be considered fully recovered, you must meet the following criteria:

• At least 3 days (72 hours) must have passed since recovery, meaning:
  • You have been free from fever for at least 3 days (72 hours) without the use of fever-reducing or other symptom-altering medications (e.g., cough suppressants). A fever is defined as 100.4°F [37.8°C] or greater using an oral thermometer.
  • You have experienced improvement in respiratory symptoms (e.g., cough, shortness of breath)
• At least 7 days have passed since your symptoms first appeared.
• You have documentation from your healthcare provider that you are ready to be released from quarantine or isolation.

Prior to returning to your work site after a COVID-19 related absence, you must do the following:

• Notify your supervisor of your intention to return to work.
• Obtain documentation from your healthcare provider that you have successfully completed/been released from quarantine or isolation.
• Contact OMS by phone at 240-777-5118 or email at MedicalInfo.OMS@montgomerycountymd.gov to schedule a return to work appointment. Do not come to the clinic without an appointment as you will not be seen. Provide OMS with a copy of the above documentation so they can provide you an approved Health Status Report (HSR), which you must give to your supervisor. OMS will move forward the HSR to your supervisor and the departmental COVID-19 POC.

The CDC’s guidance for who is at higher risk for exposure and severe illness is constantly changing. Please refer to the most recent CDC guidelines for who is at high risk:

• CDC high risk guidelines for people with medical conditions
• CDC high risk guidelines for older adults

If you are an employee who is in the at-risk population and wish to telework you may do so, subject to supervisory approval. If your position is not eligible for telework, then you will be placed on administrative leave with OMS approval of a high-risk condition.
For employees at high risk:

• If the risk is related to a medical condition, you must submit medical documentation from your healthcare provider. Medical documentation can be submitted to medicalinfo.oms@montgomerycountymd.gov or faxed to 240-777-5132. OMS will give you a Health Status Report (HSR) which you should share  with your supervisor.
• If the risk is related to age only, you do not need to get clearance from OMS. Instead, speak to your departmental supervisor.

For employees who live with someone at high risk:

• If the risk is related to a medical condition, you must submit medical documentation from the family member's healthcare provider. Medical documentation can be submitted to medicalinfo.oms@montgomerycountymd.gov or faxed to 240-777-5132. 
• If the risk is related to age only, you must submit documentation showing proof of the family member's age and residence (e.g., driver's license, birth certificate, doctor's note, current mail). Documentation can be submitted to OMSTeam@montgomerycountymd.gov or faxed to 240-777-5186.
• OMS will give you a Health Status Report (HSR) which you should share with your supervisor.

Important: OMS cannot answer questions related to leave. For further details, please refer to the Time Reporting and Leave section below.

• Time Keeping Guidance for the Pay Period (June 21th - July 4th)
• Time Keeping Guidance for the Pay Period (June 7th - June 20th)
• Time Keeping Guidance for the Pay Period (May 24th - June 6th)
• Time Keeping Guidance for the Pay Period (May 10th - May 23rd)
• Time Keeping Guidance for the Pay Period (April 26th - May 9th)
• Time Keeping Guidance for the Pay Period (April 12th - 25th)
• Time Keeping Guidance for the Pay Period (March 29th - April 11th)
• Time Keeping Guidance for the Pay Period (March 15th-28th)

• How to Add the Telework Reason Code to Your Timecard (HTML)
• How to Add the Telework Reason Code to Your Timecard (JAVA)

• MLS employees working excess hours (unpaid) on tasks directly related to COVID-19 Event, should record all hours actually worked with the reason code: MLSCOVID. Only Hours Worked beyond an MLS employee’s regularly scheduled hours should be coded with the reason code: MLSCOVID.
• For all regularly paid Hours Worked, the MLS employee working remotely should search and select the reason code: TELECOVD
  For all regularly paid Hours Worked, by MLS employee not working remotely, add another row without the reason code.

• Employees who engage in Situational Telework must use the Telework Reason Code when submitting timesheets in MCtime: TELECOVD. This includes employees who are already approved for the formal Telework Program and are working remotely due to COVID-19.

• Employees who are self-quarantined/self-isolated based on the determination of a healthcare provider will be placed on Administrative leave with OMS approval. Use the pay code ADMIN LEAVE – OTHER with the Reason Code ADMCOVID to record these hours.
• Employees who are sick but have not been directed to self-quarantine/self-isolate by a healthcare provider will use their own accrued leave and follow normal departmental procedures for the use of leave.
• Employees who cannot be exposed to COVID-19 because they are at-risk or live with someone who is at-risk will be placed on administrative leave with OMS approval. Use the pay code ADMIN LEAVE – OTHER with the Reason Code ADMCOVID to record these hours.

• Every night, cleaning services staff disinfect surfaces. Janitorial staff will only wipe down surfaces that are clear of obstacles.
• Employees who must work onsite are encouraged to regularly move items (computer monitors, phones, desk calendars, etc.) from surfaces so that the entire surface can be accessed. Employees should continue to clean keyboards, mice, laptops, and phones.
• The Department of General Services has established “wipe down teams” who provide enhanced surface cleaning to front facing offices throughout the workday.

• That depends on how many members of the public and employees use a workspace. On average, employees should clean high traffic surfaces two to three times a day. If you do not work in a high traffic area, please use your best judgment and common sense in determining how often to clean.
• Please remember that cleaning resources will be harder to acquire during this period, so use resources appropriately.

• In response to the current public health crisis related to the COVID-19 pandemic, MCG requires that all employees wear a cloth mask while in County office buildings, facilities, vehicles, and other worksites to protect the workforce and the public with the goal of reducing potential COVID-19 exposures.
• The cloth mask requirement applies to all onsite County employees, interns, temporary or seasonal employees, contractors, volunteers, and individuals engaged in business on behalf of the County.
• The County will provide cloth masks and usage guidance to all who are required to report to work onsite. Further information will be provided about the mask distribution process once the County decides to move to a phased reopening.
• If your department has an existing internal policy regarding personal protective equipment (PPE), please continue to follow that policy.

• Review the Returning Home COVID-19 Checklist to understand what actions front-line employees returning from their worksites are encouraged to take to protect themselves and their family members during the COVID-19 crisis.

• Non-essential meetings must be cancelled or conducted on a virtual basis. For technology assistance, please call the IT Help Desk at 240-777-2828.

• All in-person classes are cancelled until further notice. OHR’s Training Department is offering a selection of virtual training courses to all Montgomery County Government employees. Find out more here .
  • MCG Employees and Contractors:  AccessMCG ePortal
  • Enrollment Instructions:  Enroll in a Class
• Also, May 15, 2020, County Executive Marc Elrich announced an executive order that continued to prohibit the gatherings of larger than 10 people to prevent the spread of COVID-19. As such, departments may not conduct meetings, trainings, or events that exceed this limit.

• To learn more about social distancing, including strategies to protect yourself and others, please read the  latest CDC guidelines.

• Yes. All future work-related out of state travel is cancelled and should not be scheduled – except for emergency preparedness related travel or as approved by the CAO. This does not include travel within Maryland, DC, or the Metropolitan Washington Council of Governments (see https://www.mwcog.org/about-us/cog-and-our-region/local-governments/ for a map of excluded areas). Employees who are currently on approved work-related travel may complete the travel.
• Employees planning personal travel are encouraged to review the Centers for Disease Control and Prevention (CDC) travel guidance for COVID-19 to determine the associated risk based on destination: https://www.cdc.gov/coronavirus/2019-ncov/travelers/travel-in-the-us.html .

• Learn more about COVID-19 closures and service modifications here.

• Essential MCG employees and contractors who reside in or outside of Maryland should carry their MCG ID badges with them at all times when commuting to and from work, and at the worksite. Currently, letters are not required.
• Essential contractors who do not have MCG ID badges should request a letter from their employer that proves they are essential; this letter should be carried with them when commuting to and from work, and at the worksite.
• Out-of-state employees who regularly commute to work are not required to quarantine for 14 days.

• You will be notified by supervisors and/or managers, as directed by the CAO, with guidance from the County Health Officer.

• Please review the Supervisor Guidelines on What to Do If An Employee Becomes Sick or Exposed to COVID-19.
• In addition to the above guidance, supervisors should report any employee exposures to or diagnosis of COVID-19 as part of County work to CorVel (the County’s Third Party Claims Administrator) via the regular methodology.
• If an employee says they have flu-like symptoms, managers should not ask them to clarify to identify COVID-19, just take the information provided and report it. OSHA has defined the COVID-19 virus as a recordable illness, so this reporting is the methodology to start that process.

• Supervisors should take measures to assist at-risk employees, including employees with disabilities, if the employee self-identifies or if such measures are consistent with an ADA accommodation.
• Those employees should self-identify, and not be involuntarily removed from the worksite or subject to treatment unlike other employees unless for reasons cited in OHR guidance/FAQs.
• Supervisors may not ask employees if they are a member of the at-risk population, but instead must wait for employees to self-identify. Further existing ADA accommodation should be utilized unless OMS guidance provides alternate accommodations to meet changing operational issues.