Boundless HR Coronavirus FAQ Pt. 2: Center-Based Team

Thank you for your patience and understanding. We have drafted this additional Q&A specifically for our center-based team members based on your unique circumstances and in response to the questions you submitted. We appreciate everything you do and are proud to support you. As you know, changes are happening daily. We will continue to expand on this FAQ as more answers become available.

Q. Why am I being required to come to work without people to support? Will there be other services to perform?  

A. Even without people to support in the center-based programs, there is a great deal of work to do. From training and sanitizing to preparing for the kids to return, there are essential duties that require attention.

We are also reviewing options for in-home or telehealth services for the people we support. Program leadership and managers will update you on this as more information becomes available. During this time of crisis, Boundless is seeking new and creative opportunities to provide the critical supports we know our kids need. Please seek out your supervisor to discuss further.

We are asking our day, vocational, and employment program staff to remain at work in similar capacities.

Q. What if there are no services to perform? What if my program is completely shut down? 

A. If your program is completely shut down, you can remain paid from PTO and will be placed on an approved unpaid leave of absence once PTO is exhausted. This will allow you to maintain your benefits with Boundless for twelve weeks and to apply for unemployment compensation with the Ohio Department of Job & Family Services. When services pick back up in the future, we will let you know and bring you back to work immediately!

Q. What if I want to continue to work? 

A. You can continue to work without kids in the programs for as long as we have work to do in the program buildings. If we no longer have work in those programs and no other services have started, we may need additional assistance in our community-based ABA, therapeutic respite, or residential programs. We may provide you options to continue to work in some of these other departments of Boundless.

Q. Am I required to come to work? 

A. Provided you are not sick, and have not been exposed to the Coronavirus, yes. If we have work assignments available to you or you are providing essential services to the people we support, you are mandated to work and perform services.

Q. What if I can’t come to work because of childcare issues? 

A. Inform your direct supervisor that you need to stay home to care for your child(ren). You can be paid from PTO and may be approved for unpaid leave upon the exhaustion of PTO. This is the normal process even in these heightened circumstances. Your direct supervisor and HR will work with you regarding any request for unpaid leave.

Q. What if I don’t feel comfortable coming to work? 

A. You will need to request leave. Any such request is subject to approval by your manager. If approved, you will be paid from PTO and may be approved for unpaid leave upon exhaustion of PTO. Your direct supervisor and HR will work with you regarding any request for unpaid leave.

Q. Will approved unpaid leave impact unemployment? 

A. No – if you are placed on an approved unpaid leave, you may apply for unemployment compensation with the Ohio Department of Job & Family Services. Do understand that the Ohio Department of Job and Family Services makes final determinations about unemployment benefits. We cannot guarantee approval but would not oppose anyone’s request if on an approved unpaid leave.

Q. Will approved unpaid leave impact benefits? 

A. No – if you are granted an approved unpaid leave, we can maintain your benefits with Boundless for twelve weeks.

Q. Will approved unpaid leave cause me to be disciplined? 

A. No – if your leave (paid or unpaid) is approved, you will not be subject to any corrective action.

Q. What if I don’t want to use my PTO? Can I save it for use later this year? 

A. If you request leave, you must use PTO as is the usual procedure. If you have no PTO or exhaust your PTO, you may be approved for unpaid leave. You will work with your direct supervisor and HR regarding a request for unpaid leave.

Q. What if I have an existing health issue that looks like Coronavirus? 

A. If you have a previously documented health issue with similar symptoms to COVID-19 and you have been cleared to work by a physician, you should provide us with that documentation from your doctor and continue reporting to work.

Q.  What about the Family Medical Leave Act (FMLA)?   

A. The Family and Medical Leave Act (FMLA) entitles eligible employees to take up to twelve (12) work weeks of unpaid, job-protected leave in a rolling twelve (12) month period for a qualifying reason covered by FMLA.

To be eligible for FMLA benefits, an employee must have worked for the employer for a total of twelve (12) months and have worked at least 1,250 hours over the previous twelve (12) months.

If you are away from work for three days or more because you are experiencing symptoms, or your spouse/child/parent is experiencing symptoms, you may apply for leave under the Family Medical Leave Act (FMLA). If your doctor certifies the leave as a serious health condition under FMLA, your absence will be protected under FMLA. Given how busy health care provider offices and medical facilities are, you will have thirty days to provide this documentation rather than the fifteen days typically required by law.

Q. What if I have an underlying medical issue?   

A. If you have any underlying medical issues and your doctor requires you to remain home, please provide us with documentation within thirty days (same timeframe as FMLA). If reviewed and approved, you may be able to work from home. If you cannot work remotely, you can utilize accrued PTO to continue to be paid. If you do not have PTO to cover your absence, you may be granted unpaid leave.