Answers from HR about the Employee COVID Accommodations Survey
Recently, MNPS HR emailed a survey titled “Employee COVID Accommodations” to teachers and staff.
We received many questions and concerns related to the survey, which we compiled into 10 general questions for HR.
We now have answers, and the deadline has been extended until August 1st for responding to the survey. In addition, HR Chief Chris Barnes will be hosting a town-hall to take additional questions and concerns this Friday. Look for an MNPS email with the link to the town hall and more details today.
Questions
1) The email only mentions specific health conditions, but the survey talks about the need for child care and other conditions not listed in the email. Many people might not answer because those things were not made clear in the email.
The primary purpose of the survey is to identify those employees who may need accommodations during the school year related to their own health needs, the health needs of someone they care for, or school closures.
2) What if a teacher has a serious health condition that is not listed?
The survey is not an exhaustive list of health conditions or reasons that may exist to request an accommodation. As always, if a teacher needs an accommodation they should make a request to their supervisor and/or to the Workplace Safety Office.. As stated above, the reason for the survey is only to support the need of teachers. The survey will not be used as an evaluative tool, or a basis for employment.
3) What if a teacher develops a serious health condition after they respond?
If the health condition impacts the teacher’s ability to work, the individual should reach out to their principal or supervisor to discuss the particular circumstances and what accommodations may be possible.
4) Is the purpose of the survey to just get an idea of how many teachers would prefer to work online versus at school, or will people be locked into a decision based on their answers from this survey? How specifically is the information being used?
We are not looking for preference to work online vs. at school. The survey is to provide employees the opportunity to voluntarily self-identify if they anticipate needing an accommodation. If, and when, an employee needs an accommodation the employee must reach out to their supervisor/principal. They may also involve the Workplace Safety Office.
5) How might someone's answer impact their employment? Is there a possibility they might lose their current position and be reassigned somewhere else?
Survey responses are being used by the district for planning ahead. It is our goal that employees remain assigned to where they are as we start the school year. Based on the needs of the district, we may need to shift personnel. The survey responses will not be the sole piece of data used to make this decision. No employee will lose their job for requesting an accommodation.
6) If too many people have conditions that make them unable to work in person, is there a possibility that the district might lay people off?
We have no intention of laying off staff, and this survey is not being used for those purposes.
7) Will the information about health conditions be kept confidential? Who will have access to the information? Will the information potentially impact health insurance?
The survey does not specifically ask for health information. There are several reasons that may necessitate accommodations for our employees during the COVID-19 pandemic. Only necessary HR staff and your direct supervisor will have access to survey results. Responding to the survey will not impact health insurance. If a teacher needs to request either an accommodation or leave, the information will only be shared with the necessary individuals and will otherwise be kept confidential.
8) What if someone has a condition that makes them high-risk, but they prefer to teach in person?
Each individual employee must evaluate their individual circumstances. The survey is not a request for an accommodation. It is a planning tool being used by the district. If an individual is high-risk, but determines that they do not need an accommodation, no further action is necessary.
9) What if a teacher is not good at teaching online and is worried their lack of technology skills will impact their evaluations?
MNPS is waiting to publish local evaluation guidelines related to TEAM evaluation until after the TDOE provides updated information in late July or early August. After that information is released, the MNPS TEAM Handbook will be updated to include any new information and will include resources to support evaluators and educators. Educators can feel free to reach out to mnpsteam@mnps.org with questions or for support. We understand that many educators are concerned about transitioning to virtual learning. We are all learning new skills and working to adapt. Teachers who are concerned about their skill level should participate in any available PD, work with their principals or peers to learn tips and techniques, and in general request any assistance they may need.
10) If a teacher gets reassigned because of staffing needs during COVID, will that reassignment be permanent, or will they be able to return to their original position when things go back to normal?
It is our intention to leave all teachers connected to their home school whenever possible.