Human Resources

Human Resources

Should the District make changes to break time to reduce the number of employees in the facility?

- Safe capacity of each room has been assessed and should not be exceeded. Employees are also encouraged to enjoy outdoor time during their breaks, and additional outside picnic benches are available. There is no specific requirement to change break times.

[For SEIU employees, there are specific amounts of time that are negotiated for breaks. Managers can stagger break times to address this concern.]

Do we have some type of a plan in place for when we have to deal with wildfires (poor air quality) and the returned plan to campus?
- The District has a Wildfire Woodsmoke policy in place and will continue to follow those requirements based upon Air Quality Index readings from EPA Airnow collection sites.
Why weren't classified professionals’ voices heard regarding reopening? It appears when decisions are made we are invisible. 2) Essential duties for student services counseling assistance that are contractually allowed for a classified professional is to schedule appointments, and to schedule students into workshops. The other duties are related to advising, and students MUST see a counselor, which is clearly outside of a Classified Professional’s responsibilities. 3) The scheduling of appointments and workshops is in no way a service that can only be completed in person. Please explain. 4) The fact that a Classified Professional is required to sit at the front desk of the Counseling Department that is in fact empty of counselors makes me question the intentions of the one making the decision to staff an empty department in the first place.
- CLPCCD has continually met with both the classified and faculty unions given the impact of Covid-19 since early 2020. Employees are encouraged to have conversations with local managers regarding return to work, and any flexibility through the Fall transition period.

How is Chabot tracking and determining who / how many people will be returning to campus if we have a "hybrid" (online/in person) system in the Fall?
- This is a local process at each college based on local and student needs.

Would the District consider letting employees who can do 100% of their work remotely go on a hybrid model (some days on campus, some days at home) on a long-term basis?
- At this time, we are focused on a transition plan for Fall 2021.

Are we operating in limited or full capacity in summer or fall?
- Summer and Fall room capacities have been limited in accordance with the safe work practices developed. Limited capacity, in reference to face-to-face instruction and support services.

With a new normal, is there a way for staff members who can and have shown to be able to complete 100% of their work stay working remotely? Of what options, if any, can we work remotely? For example, work 100% from home, 75% or 50% work remotely?
- At this time, we are focused on a transition plan for Fall 2021.

If we are not able to have classes or labs in person, can we have voluntary sessions on campus?
- No. We are required to adhere to Cal/OSHA and CDC directives.

From how things have been progressing so far with vaccination, and assuming no variants that would promote another huge surge of cases, is it the expectation that we will be back to "normal" for Spring 2022? Would we have 100% room capacity in the classroom?
- We are planning to be back to the new normal in Spring 2022. The expectation is the Spring Semester 2022 will be back to normal with 100% capacity and eliminated requirements for masking.

Part-time faculty do not have fully enclosed offices to eat their lunch and take off their masks during their day of teaching. Most PT faculty have to use a shared space to take breaks.
- Breaks are encouraged to be taken outside whenever possible. Outside masks are not required when distancing can be observed. It is encouraged locally on campus to identify spaces and for all to adhere to social/physical distancing requirements

Will international travel be allowed in the Spring?
- This is subject to Board approval and international travel guidelines at such time. International travel funded by the District is required to be Board approved per policy and procedures. The State Department and CDC will update travel guidelines for all US Citizens and the District will follow recommendations as provided.

Santa Clara County implemented a workplace tracking requirement yesterday, 5/18/21. Will Alameda County or CLPCCD do the same?
- According to Dr Nicholas Moss, Alameda County Public Health Officer, the county is not looking to implement the assessment of vaccination status requirement that was required by Santa Clara County.

There has been a rise in race related violence and bullying. How will we keep our BIPOC employees safe, while also asking them to ensure students wear masks and social distance?
- It is a priority to keep BIPOC and all of our employees safe. Mask compliance should be referred to one's supervisor and manager first.

Will those of us with autoimmune diseases be allowed to work remotely from home in Spring 2022?
- Please work with David Betts at the District office concerning the Reasonable Accommodation process.

What about for employees that have babies/young children with medical conditions who will need to be put in day care where they will be exposed to other children and babies who are not vaccinated with return to in-person in Spring 22? Would this be considered a situation that would qualify for an exception that would allow the employee to continue working from home?
- Eligible employees will be able to take leave under the Family Medical Leave Act (FMLA) to care for eligible family members. In addition, employees will be able to take advantage of their available leaves.