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COVID-19 Questions and Answers
Questions and Answers
COVID-19
**** (NEEDS UPDATING)****
Q: If an employee at my office tested positive for coronavirus, will I be informed that I might need to take additional precautions?
A: If a CBP employee at your office building tests positive for COVID-19 and you were in direct contact with that employee, you will be notified by your supervisor and given additional guidance based on the risks associated with the exposure. If you were not directly in contact with them, self-observe for symptoms for 14 days from the day of last exposure. If you develop symptoms, isolate yourself at home, contact your health care provider, and notify your supervisor.
LEAVE/ TELEWORK/WORK SCHEDULES
Q: If I stay home because I am sick with COVID-19, will I have to get a doctor's note or be forced to return to work?
A: Not necessarily. Under OPM's regulations (5 CFR 630.405(a)), an agency may grant sick leave only when the need for sick leave is supported by administratively acceptable evidence. An agency may consider an employee's self-certification as to the reason for his or her absence as administratively acceptable evidence, regardless of the duration of the absence. An agency may also require a medical certificate or other administratively acceptable evidence as to the reason for an absence for any of the purposes for which sick leave is granted for an absence in excess of 3 workdays, or for a lesser period when the agency determines it is necessary.
Q: Should all Federal employees telework 100 percent because this virus is spreading in multiple states?
A: CBP managers are expected to maximize the use of telework to minimize the spread of disease. This includes encouraging employees with increased personal risk (e.g., medical conditions, advanced age, care for an elder, or someone immunocompromised) to telework to reduce exposure. In some circumstances, maximizing the use of telework may include approving ad-hoc telework agreements to the extent possible for employees whose regular duties do not normally warrant recurring telework and allowing for increased telework to promote social distancing. When discussing an ad-hoc telework agreement, an employee must always have a sufficient amount of work to perform throughout the workday. An employee performing telework who does not have enough work must notify his or her supervisor and receive additional work or discuss leave options such as personal leave or, if applicable, weather and safety leave.
Additionally, the table below outlines how CBP can leverage further telework based on the category of the employee. Telework expansion is voluntary and is not mandatory.
Category of Employee
How to Leverage Further Telework
Employees who currently have a telework agreement (position and employee are telework-eligible, regardless of the extent they currently telework).
Employees should be allowed/encouraged to telework more and can be required to telework a specific number of days up to 100 percent. Employees who currently do not have a telework agreement but are in positions that are eligible for telework.
Employees should be allowed/encouraged to telework up to 100 percent*. Employees who are in positions with work that mostly can't be done from an alternative worksite.
Employees may be assigned different work for which they have the knowledge/skills and can be allowed to telework for some or all of the time to carry out these and any of their regular responsibilities that can be done from an alternative worksite*.
* In the event CBP activates its Continuity of Operations Plan (COOP), all employees can be required to telework up to 100 percent, regardless of whether they have an active telework agreement in place.
Q. Will I be required to use leave if I can't report to work due to coronavirus (also look at the CBP Guidance for Management Flier)?
A: Below is the guidance issued by the Office of Personnel Management for employees who are affected by COVID-19, regardless of whether the impact is related to job duties.
An employee who is diagnosed to have been infected by COVID-19 or who is symptomatic and is diagnosed as likely to have the COVID-19 infection may request sick leave, annual leave, leave without pay, or another accrued absence/leave type, or may invoke Family Medical Leave Act rights. Such an employee may no longer be eligible for telework and will not be eligible for weather and safety leave based solely on this situation.
An employee who has a family member who is diagnosed to have been infected by COVID-19 or who is diagnosed as likely to have the COVID-19 infection may request sick leave, annual leave, leave without pay, or another accrued absence/leave type, or may invoke Family Medical Leave Act rights in order to care for the affected family member. Such an employee would not be eligible for weather and safety leave based solely on this situation.
A telework ready employee whose child or adult family member who requires in person care and may have been affected by a school, day care, elder care facility, or similar closure because of the COVID-19 issue, may request sick leave, annual leave, leave without pay, or another accrued absence/leave type if the child or family member cannot care for themselves. Such an employee may not be eligible for telework and is not eligible for weather and safety leave.
Q: What guidance should employees follow if they have traveled to areas affected by COVID-19 or are concerned about potential exposure?
Because the Department of Health and Human Services (HHS) has declared a public health emergency in response to COVID-19, CBP employees are subject to the guidance below from the Centers for Disease Control and Prevention (CDC), Office of Personnel Management (OPM), Department of State (DOS), and Department of Homeland Security (DHS). The following guidance pertains to any employee returning from identified locations, regardless of whether their presence in those locations was for official government business.
1. Employees returning from Hubei Province, China, are automatically subject to a 14-day quarantine by the CDC. For the duration of their quarantine, these employees should be placed on weather and safety leave, NOT sick leave or annual leave.
2. Employees who return from other sections of China, or from Iran, South Korea, Italy, or other COVID-impacted locations identified by the CDC, OPM, DOS, and/or DHS, although not currently subject to automatic quarantine, may be subject to quarantine or further health screening based on concurrent CDC, DHS, DOS, and/or OPM guidance.
3. Once an employee is diagnosed with the COVID-19 virus or as having likely been infected with COVID-19, he or she must be placed on sick leave, annual leave, or another accrued absence type, such as accrued compensatory time. Such an employee should be considered incapacitated for duty and will no longer be eligible for weather and safety leave or for telework.
Note: employees who are not subject to quarantine, but are subject to health screening may be required to remain away from the work place for 14 calendar-days. Those employees are expected to telework during the time they are restricted from the workplace unless the employee is not telework ready. An employee who is not telework ready should be placed on weather and safety leave, and NOT sick leave or annual leave for the duration of for the duration of the screening period.
Below are a series of examples to illustrate when to use telework, weather and safety leave, and/or sick /annual/ or another accrued absence type of leave.
EXAMPLE: An employee who has recently returned from duty in China is subject to health screening by the CDC. The employee is instructed to return home and self-isolate (using weather and safety leave if not telework ready) until the results of the screening are provided. The CDC subsequently determines that the employee is not infected with COVID-19, but is infected with the current seasonal flu. The employee would no longer be eligible for weather and safety leave, but would be eligible to take sick leave (or other personal absence time, like annual leave, leave without pay, etc.).
Note, if an employee is released from quarantine and is subsequently returned to quarantine, the employee should be permitted to telework or be placed on weather and safety leave depending on whether he or she is telework ready.
EXAMPLE: An employee who is not telework ready and has recently returned from a vacation in South Korea comes to the duty location and during the day begins exhibiting a slight fever and is coughing. The agency instructs the employee to return home until such time the employee is determined not to have COVID-19 and it is safe to return to the work place. The employee is placed on weather and safety leave. The employee subsequently visits his physician who determined that the employee is not infected with COVID-19, but is infected with the current seasonal flu. The employee would no longer be eligible for weather and safety leave, but would be eligible to take sick leave (or other personal absence time, like annual leave, leave without pay, etc.).
EXAMPLE: An employee who is telework ready and has recently returned from a vacation in South Korea returns to duty. A day later, she begins exhibiting a slight fever and is coughing. The agency instructs the employee to return home until such time it is determined that she is not infected with COVID-19 and it is safe to return to the work place. The employee subsequently visits her physician who determined that the employee IS infected with COVID-19. The employee would no longer be eligible for weather and safety leave OR telework, but would be eligible to take sick leave (or other personal absence time, like annual leave, leave without pay, etc.).
OCCUPATIONAL HEALTH AND SAFETY
Q: Are there any special precautions that should be taken for employees that are at higher risk for COVID-19 and how do we determine which employees are at higher risk?
A: The CDC defines persons at higher for COVID-19 and having more serious complications once they get ill with COVID-19 as:
Adults 65 years and older;
People with HIV (immunocompromised);
Pregnant women; and
People with asthma and/or other respiratory problems (e.g., COPD, Chronic Bronchitis, Chronic Pneumonia, etc.)
According to the CDC, if you are at higher risk of getting very sick from COVID-19, you should stock up on supplies; take everyday precautions to keep space between yourself and others; when you go out in public, keep away from others who are sick; limit close contact and wash your hands often; and avoid crowds, cruise travel, and non-essential travel. If there is an outbreak in your community, stay home as much as possible. Watch for symptoms and emergency signs. If you get sick, stay home and call your doctor. More information on how to prepare, what to do if you get sick, and how communities and caregivers can support those at higher risk is available on People at Risk for Serious Illness from COVID-19 is available here.
Q: If I contract COVID-19, can I get care at the CBP health clinic or do I have to go to my medical clinic?
A: You should seek treatment with your healthcare provider. Your healthcare provider can determine if your signs and symptoms are explained by other causes, based on your health history, or if there is reason to suspect you may have COVID-19.
Q: If I were to get a coronavirus test, what would that entail? How long would it take to obtain results?
A: CBP employees should call ahead to their doctor or a healthcare facility if they are concerned that they may need to be tested. Based on your symptoms and exposure, healthcare professionals will decide if the you need to be evaluated in person and may confer with state authorities about where and how to conduct the testing. Healthcare professionals will provide instructions on how to arrive at the test site in a way that limits exposure. Medical facilities and doctors' offices ask that everyone call ahead so they can make arrangements to protect others when people come in for testing.
The type of test will be determined by the healthcare professionals; however the most common is a nasopharyngeal sample. A sterile cotton-tipped swab is gently passed through a nostril and into the nasopharynx. This is the part of the pharynx that covers the roof of the mouth. The swab is then sent to a lab for analysis. All states now have a public health lab testing for coronavirus, and an increasing number of commercial and academic labs are testing as well. Although results times vary depending on how and where you were tested, lab tests can normally be confirmed within 24 hours of receiving the samples taken at time of testing.
Q. Will COVID-19 tests be available to the field?
A: There are no plans for CBP to provide COVID-19 testing at this time. Anyone who has noticed symptoms of COVID-19 should contact their healthcare provider for instructions
Q. Are there temporary shelters (to prevent possible family contamination) available either during the crisis or until COVID-19 test results are returned?
A: NO. Whether you have tested positive or have had close contact with a COVID-19 lab confirmed case, you should follow instructions for home quarantine, isolation, and sheltering in place (whichever is applicable depending on your COVID-19 status and the instructions of your healthcare provider). Placing personnel in tents/temporary soft-sided structures together in one place is not consistent with CDC recommendations for social distancing and would likely lead to more disease spread.
PAY AND BENEFITS
Q: If I am required to work in an area where my exposure to COVID-19 is high, can I get hazard pay? Including apprehending/transporting/processing potentially infected aliens?
A: No additional pay is granted at this time. OPM's guidance identifies when Hazardous Duty Pay related to exposure to COVID-19 can be paid. It states: GS employees may receive additional pay for the performance of hazardous duty or duty involving physical hardship. (5 U.S.C. 5545(d) and 5 C.F.R. part 550, subpart I). Appendix A to subpart I of part 550 of title 5, Code of Federal Regulations, contains a list of approved hazard pay differentials. For example, a 25 percent hazard pay differential is authorized for employee exposure to "virulent biologicals, " which is defined as 'work with or in close proximity to materials of micro-organic nature which when introduced into the body are likely to cause serious disease or fatality and for which protective devices do not afford complete protection.
To be eligible for the hazard pay differential, the agency must determine that the employee is exposed to a qualifying hazard through the performance of his or her assigned duties and that the hazardous duty has not been taken into account in the classification of the employee's position. A hazard pay differential is not payable if safety precautions have reduced the element of hazard to a less than significant level of risk, consistent with generally accepted standards that may be applicable. (See 5 C.F.R. 550.904-550.906 for further information and exceptions.) OPM does not determine when hazard pay differentials must be paid; agencies have the responsibility and are in the best position to determine whether duties performed by employees meet the regulatory requirements for hazard pay. Thus, agency managers, in consultation with occupational safety and health experts, must determine whether an employee is entitled to hazard pay on a case-by-case basis.
Prevailing rate (wage) employees may receive an environmental differential when exposed to a working condition, physical hardship, or hazard of an unusually severe nature (see 5 U.S.C. 5343(c) (4) and 5 CFR 532.511). A list of approved differentials is contained in Appendix A to subpart E of part 532, of title 5, Code of Federal Regulations. As with hazard pay differentials, determinations as to whether an employee qualifies for an approved environmental differential must be made by agencies on a case-by-case basis
.
Q: Can employees receive hazardous duty pay or environmental differential pay for potential exposure to COVID-19?
A: No. There is no authority within the hazardous duty pay or environmental differential statutes to pay for potential exposure. To pay hazardous duty pay or environmental differential pay for an unusual physical hardship or hazard covered under the regulations, a local installation must find that there is credible evidence that an employee was actually exposed.
Q: Will my retirement application continue to be processed?
A: Yes. HRM's Retirement and Benefits Advisory Services (RABAS) will continue to process current and future applications as they relate to retirement benefits.
Q: Should I continue to send in my benefits election forms such as life insurance, health benefits during qualifying life events, and designation of beneficiaries (FEGLI, Unpaid Compensation, and FERS) to RABAS for processing?
A: Yes, RABAS will continue to process current and future benefits elections as they relate to qualifying life events and designations of beneficiary forms.
Q: What number should I call regarding the status of retirement application or benefits election form?
A: CBP employees may contact RABAS at 202-325-6180 or 1-800-897-8612 or you may send an email inquiry to: RABAServices@cbp.dhs.gov.
WORKLIFE SUPPORT
Q: What resources are available for employees who are coping with increased stress and anxiety?
A: To help employees and their family members cope with the uncertainty about the emergence of COVID-19, employees and their family members are encouraged to utilize the different resources available to them. The Employee Assistance Program (EAP) is available via telephone, video, and chat for our employees and their dependents for up to twelve sessions, per issue, per person 24/7. Call 1-800-755-7002, 1-770-951-8021, or at https://cbpeap.com using login password, CBPEAP. You can also download the EAP Web App onto your work issued mobile phone by accessing it through the CBP Catalog Icon. Employees can also find a chaplain or peer support member using the interactive map found here. For more resources visit CBP's Resilience Website and get connected through the Veteran Support Program, tips to reduce stress, helpful mental health apps, and more. Resources such as SAMHSA are also available.
Q: What programs or resources are we providing to assist our families?
A: HRM will continue to provide services to employees who are working from home and their families; however, services will be provided by telephone and by video. The Employee Assistance Program (EAP) will be the primary resource for stress, anxiety, and financial wellness for CBP employees and families. In-person counseling services may be impacted and if so, services are available telephonically, video, and chat. EAP is available 24/7 at 1-800-755-7002, 1-770-951-8021, or at https://cbpeap.com using login password, CBPEAP.
CBP Backup Care could be an option in the event of school and care facility closures. In-home and in/out of network providers may also be impacted. The Friends and Family option is still available because for this option, you will be identifying who will be providing care. CBP employees are encouraged to engage in self-care to boost their immune systems and help alleviate any stress.
Q: As a supervisor what should I do or be concerned about regarding my workforce?
A: Be a constant source of reliable information for your workforce. Make yourself more available to your workforce to convey the latest resources and information available. Have one-on-one discussions with your workforce. Remember, each of your employees will experience this situation differently and experience their own unique source of personal stress. The employment of your spouses or partners might be impacted, causing an unanticipated financial burden. They might also be concerned about their children who attend college in other cities or about families and friends living near an area where people have tested positive for COVID-19. Schools or child care facilities might unexpectedly close, causing staffing shortages. In a crisis, the best thing you can do is provide a sense of control and calm in an otherwise overwhelming situation. Direct your employees to the CBP COVID-19 resource page and the CDC page.
FOR SUPERVISORS
Q: What should I do if I know an employee is sick, but they refuse to stay or go home?
A: Supervisors may consider such factors as (1) the level of likelihood that an employee has been exposed to COVID-19, (2) the fact that an employee is in a category for which there is a higher risk of serious complications from COVID-19, (3) transmission of the disease in the local community, and (4) current guidance from CDC and other public health authorities.
When a supervisor observes an employee at the workplace exhibiting medical symptoms, he or she can express general concern regarding the employee's health and remind the employee of his or her leave options for seeking medical attention, such as requesting sick or annual leave. Supervisors may refer to CDC's Interim Guidance for Businesses and Employers to Plan and Respond to Coronavirus Disease 2019 (COVID-19) for some tips on how to handle employees showing symptoms of acute respiratory illness. See https://www.cdc.gov/coronavirus/2019-ncov/specific-groups/guidance-business- response.html. However, supervisors of Federal employees should consider this guidance in conjunction with OPM guidance for the Federal workforce.
If the employee has no leave available, supervisors are authorized to approve requests for advanced leave or leave without pay in certain circumstances. When these leave options are not practical, a viable alternative, when the employee is covered by a telework agreement, is for the employee to work from home for social distancing purposes pursuant to an ad hoc arrangement approved by the employee's supervisor. Of course, the feasibility of working from home is dependent on several factors, including the nature of the employee's duties, the availability of any necessary equipment (personal computer, etc.), and computer and communication connectivity.
If none of the above options are possible, agencies have the authority to place an employee on weather and safety leave and order him or her to stay at home or away from the workplace. The duration of any such excused absence is dependent on the specific circumstances but is typically a short period. Placing an employee on weather and safety leave is fully within an agency's discretion and does not require the consent or request of the employee. Supervisors should not place an employee on weather and safety leave without first consulting with their human resources (HR) staff and general counsel to review agency policy, collective bargaining agreements, and applicable law with respect to any applicable collective bargaining provisions.
An employee who is quarantined under the direction of health care authorities should not be reporting to the normal worksite. The employee's supervisor should offer the quarantined employee the option of ad hoc telework to the maximum extent possible. The quarantined employee may be granted advanced sick leave for the quarantine period, at the employee's request. Other options include annual leave, advanced annual leave, or donated annual leave.
Before an employee returns to work, the employee's supervisor should consult with HR and General Counsel regarding procedures for requesting administratively acceptable medical documentation in accordance with applicable policies, collective bargaining agreements, and laws.
HIRING
Q: How will new employees enter on duty (EOD) if the office is closed or everyone is teleworking due to a potential exposure?
A: Unless the government is closed, designated staff will need to be onsite at least a couple of hours each pay period to physically verify employment and administer the Oath of Office. If 100-percent telework is mandated, EODs may need to be placed on hold until further plans are defined.
Q: Will CBP hiring continue during the outbreak?
The CBP Hiring Center will be fully operational in a telework situation. Therefore, all classification and hiring functions will continue. The Hiring Center is in daily communication with vendors that offer pre-employment entrance exams, medical exams, and physical fitness and drug tests. There have been disruptions to services throughout the country, and the Hiring Center is working to accommodate all applicants and minimize disruptions to operations as much as possible.
Q: What happens if applicants do not show up for their pre-employment exams or appointments?
A: They will be offered an option to reschedule at a later date.
Q: What happens if a new hire is scheduled to EOD at a duty station that is closed?
A: The Hiring Center will coordinate with the mission support staff and applicant to either adjust the EOD or make alternative arrangements to EOD as scheduled. The Hiring Center is coordinating efforts to determine whether virtual onboarding may be available for EODs.
PROMOTION ASSESSMENTS
Testing for candidates for promotion to supervisory/managerial CBP Officer and Agriculture Specialist positions is scheduled to occur beginning March 18 through April 15, 2020. Testing for candidates for promotion to supervisory/managerial Air and Marine agent positions is scheduled to occur April 13 through May 1, 2020.
Q: What should I do if I have any questions or concerns about the impact of COVID-19 on my scheduled promotions testing session?
A: Candidates may contact the Personnel Research and Assessment Division Promotion Support email box at PROMSUPPORT@cbp.dhs.gov.
Q: What is the novel coronavirus?
A: Coronaviruses are a family of viruses that can cause respiratory illness in people. Coronaviruses circulate among animals, including camels, cattle, cats, and bats.
A novel coronavirus is a new coronavirus that has not been previously identified. The virus causing coronavirus disease 2019 (COVID-19), is not the same as the coronaviruses that commonly circulate among humans and cause mild illness, like the common cold. Patients with COVID-19 will be evaluated and cared for differently than patients with common coronavirus diagnosis.
Additional information about COVID-19 can be found on the CDC website.
Q: What are the symptoms of the novel coronavirus?
A: According to the CDC reported illnesses have ranged from mild symptoms to severe illness and death for confirmed COVID-19 cases. The following symptoms may appear 2-14 days after exposure:
Fever
Cough
Shortness of breath
Employees should call their healthcare professional if: (1) they develop symptoms and have been in close contact with a person known to have COVID-19; or (2) if they have recently traveled from an area with widespread or ongoing community spread of COVID-19. Employees should visit the CDC website for more information.
Q: How dangerous is the novel coronavirus?
A: The immediate health risk from COVID-19 is LOW for the general American public and the general CBP workforce. Individual risk depends on exposure, which may vary across the workforce.
Q: How can employees keep themselves and their families safe?
A: The most effective way to prevent the spread of COVID-19 and all diseases similar to influenza are the measures outlined below:
Get Vaccinated against influenza. Although COVID-19 is a different type of respiratory illness, the influenza vaccine can still help prevent seasonal influenza, which can avoid potential confusion with COVID-19.
Avoid ALL Touching of your eyes, nose and mouth with your hands. The COVID-19 virus can stay viable on hard surfaces such as door knobs, hand rails, bathroom fixtures and faucet handles for up to 12 hours. Touching surfaces that may have been previously touched by individuals in early stages of COVID-19 can result in the indirect spreading from person to person.
Stay Home when you are sick and consult your health care provider. If you notice any symptoms of fever, sore throat or trouble breathing and you have been in contact with anyone who has traveled to any region affected by COVID-19 or you are a close contact of some diagnosed with COVID-19, alert your health care provider prior to arrival.
Cover your Cough or Sneeze with a tissue or the cuff of your elbow and immediately throw the tissue in the trash. NEVER cover your cough with your hands.
Clean and Disinfect. After contact with "high-touch" or shared surfaces (counters, tabletops, doorknobs, bathroom fixtures, toilets, phones, keyboards, tablets, etc.), wash your hands with soap and water for at least 20 seconds. If soap and water are not readily available, use an alcohol-based hand sanitizer with at least 60 - 95% alcohol. Always wash hands with soap and water if hands are visibly dirty. Washing of hands is especially important after going to the bathroom; before eating; and after blowing your nose, coughing, or sneezing. Any commonly touched surfaces should be cleaned and disinfected with EPA registered disinfectants such as Lysol or Clorox disinfecting wipes and sprays. There is also a CDC Disinfecting and Cleaning page with a list of EPA registered disinfectants.
N95 Respirator/Surgical Mask Use by the general public is not generally being recommended by CDC, the World Health Organization (WHO), the Occupational Health and Safety Administration (OSHA), or any public health authorities at this time. CBP leadership is determined to ensure N95 respirators are available to the workforce should the situation change and their use becomes necessary, to include CBP Headquarters staff, mission support personnel, and personnel working in office settings who have traditionally not been provided N95 respirators in the past. Personnel need to understand the difference between a surgical mask (which is primarily for ill passengers/travelers), which will not generally provide the user with adequate protection from exposure and the use of an N95 respirator. The CBP Coronavirus Job Hazard Analysis (JHA) provides detailed guidance for all personnel on when N95 respirators are considered mandatory and when they would be considered "voluntary use." An example of voluntary use would include situations where CBP provides an N95 respirator for administrative and support personnel using mass transit to and from work when the risk level is increased. Such use would fall into "Voluntary Use" and CBP would follow existing "Voluntary Use" protocols. Those protocols involve providing an N95 at CBP expense, providing a short educational video on N95 voluntary use (which can be found on the COVID-19 Resource Page), and providing those personnel a copy of Appendix D of 29 CFR 1910.134 (which is an OSHA requirement for any employer who allows "Voluntary Use"). This could be provided personally by the individual's supervisor or via email, and Appendix D as well as this guidance will be posted on the COVID-19 Resource Page along with the current JHA.
Additional Information on these topics and updated COVID-19 status can be found on the OSH Division COVID-19 Safety and Health Resource Page Here.
Q. What should an employee do if he or she becomes ill or is suspected to have or tested positive for COVID-19?
A: If a person becomes ill with any of the COVID-19 symptoms (fever, sore throat, difficulty breathing), they should stay home and contact their health care provider right away. Most health care providers are taking precautions to prevent the further spread of disease within the healthcare system. Employees should let their health care provider know if they have traveled to any area affected by COVID-19 or had any contact with confirmed COVID-19 cases. Health care providers will determine the need for further testing/confirmation.
Employees should notify their CBP supervisor that they are being evaluated and should follow up after they have been evaluated by a health care provider. See OPM guidance on workplace flexibilities for employees impacted by COVID-19. This information and more can be found on the CBP COVID-19 Resource Portal.
Q: What measures are CBP taking to ensure the health and safety of employees?
A: CBP has national pandemic plans and continuity of operations plans in place and a comprehensive Job Hazard Analysis (JHA) has been conducted based on risk. We have appropriate Personal Protective Equipment (PPE) at all ports, stations, air branches and every place we operate around the globe. CBP has also set aside funding to procure additional PPE if needed. CBP has HRM Safety and Occupational Health Specialists located in every Field Office and Sector to assist operational components to complete the CBP mission while ensuring that our employees remain safe.
Q: An employee at my office tested positive for coronavirus. Will CBP close my office?
A: Such decisions will be made on a case-by-case basis, depending upon specific circumstances and based on consultation and guidance from appropriate authorities. Some facilities may be closed out of an abundance of caution. Employees should contact their direct supervisor for further instruction. If a supervisor is aware that someone in their facility has tested positive for the coronavirus, they should contact the nearest CDC office and notify CBP COVID-19 EOC. The CDC's state and local Quarantine Officer at the Division of Global Migration and Quarantine will work to identify which facilities, if any, need to be closed. The CDC will work with CBP if they have identified a facility for closure.
Q: Will employees be expected to work if their office is closed?
A: If a facility is closed, program offices are encouraged to use telework to the extent that doing so is appropriate. The CBP Telework Policy guidance is as follows:
An employee who participates in the telework program would generally be expected to perform telework at home as long as the employee is asymptomatic. (See 5 CFR 630.1605.) If a telework program participant in these circumstances needs time off for personal reasons, then the employee would be expected to take other personal leave or paid time off (e.g., annual leave or sick leave to care for a family member).
A telework-ready* employee who is quarantined at a location other than the employee's home is not eligible to telework because the quarantine location is likely not an approved work location for the employee. This employee should receive weather and safety leave as long as the employee is asymptomatic.
A telework-ready employee who is restricted from the workplace because of the potential to infect others would generally be expected to perform telework at home as long as the employee is asymptomatic.
An employee who is not a telework program participant would be granted weather or safety leave for quarantine periods based on potential exposure and an inability to perform work at an approved location. Telework is not an option.
There is currently no provision within the CBP Telework Policy, or applicable Collective Bargaining Agreement (CBA), which would allow or require an employee without a telework agreement to work while quarantined or restricted from the workplace for safety reasons.
* Telework-ready is defined as an employee who has a current approved telework agreement, and is equipped with the appropriate secure and approved technology equipment, and has an approved telework agreement to work from an alternate worksite location. If an employee has a telework agreement but does not have the necessary equipment, (e.g., lap top at their telework location), then they are not telework ready.
Q: What code should I use in WebTA to report absence due to coronavirus?
A: Employees would enter their leave category (annual, sick, or other type of leave) normally in WebTA utilizing their designated APC and CMIS code and entering the project code 4VR to link the use of leave to the coronavirus project code.
Q: Will workers' compensation be available to employees who contract coronavirus during the course of their duties?
A: Employees have the right to file a workers' compensation claim for illnesses that have been diagnosed as the direct result of performing work duties. If an employee believes they have been exposed to people potentially infected with the novel coronavirus, such as travelers who may have contracted the disease while on travel, they should contact their local Safety and Workers' Compensation Offices for further assistance and take the following steps:
Notify your supervisor.
Supervisor files an incident report (CBP Form 502) in CBP eCOMP.
Next, contact your local workers' compensation point of contact (Injury Compensation Coordinator) to guide you on the process to file a workers' compensation claim and which form to use. (Note: Filing a claim is an employee driven action and you must elect to file a claim CA-1 or CA-2).
Choose which type of claim to file.
CA-1 - claim of traumatic injury (exposure on a specific date, time and location, within one 8-hour shift); or
CA-2 - claim of occupational disease (exposure over time or multiple exposures on more than one date, time and location).
Choose whether you want to seek medical attention.
Supervisors or Managers must complete their portion of the CA-1 or CA-2 in CBP eCOMP as soon as possible, but no later than 24 hours after the employee completes their portion of the claim.
Supervisor completion of their portion of the claim sends an alert to Managed Care Advisors (MCA), who will assign a nurse case manager. For potential coronavirus exposure, the nurse case manager will contact the employee and ask the following questions of the employee.
Did you file a form CA-1 or CA-2?
Are you ill/ have you sought medical attention?
Has the Public Health Service contacted you as part of an investigation or are you classified as a "Person Under Investigation"?
What, if any, Personal Protective Equipment were you wearing during the potential exposure event?
Did you get a flu vaccination this year?
For specific Department of Labor (DOL) information on COVID-19, please visit: https://www.dol.gov/owcp/dfec/InfoFECACoverageCoronavirus.htm
Q. Do I need to report a COVID-19 case to OSHA?
A. COVID-19 can be a reportable illness if a worker is infected as a result of performing their work-related duties if all of the following are met:
1. The case is a confirmed case of COVID-19;
2. The case is work-related, as defined by 29 CFR 1904.5; and
3. The case involves one or more of the following:
Any work-related fatality (notification within 8 hours)
In-patient hospitalization (notification within 24 hours)
4. Visit https://www.osha.gov/report.html to make an online report.
5. Additional recordkeeping requirements may apply. Visit OSHA's Injury and Illness Recordkeeping and Reporting Requirements page or contact your supervisor and local Safety and Health Specialist for more information.
Q. Is CBP screening travelers? What is the process travelers will encounter when they get off the airplane?
A. CDC personnel are responsible for the enhanced health screening of travelers in all locations. CBP is working with the CDC to identify arriving travelers who have been in mainland China or Iran within the previous 14 days, as they require enhanced health screening. Those travelers are identified by CBP officers during their primary inspection and are referred for secondary screening where CDC personnel conduct the enhanced health screening. CDC makes any determination from there as to whether any additional measures must be taken.
Q. What protective measures are being taken?
A. Consistent with existing procedures to prevent the spread of communicable disease, travelers identified with symptoms may be provided with a mask and referred to CDC or EMS personnel for additional health screening.
CBP has issued guidance to all employees that outlines the current comprehensive use of Personal Protective Equipment including guidance regarding wearing masks in the appropriate circumstances (using a risk-based approach).
Q: How does CBP identify travelers who need additional screening?
A: CBP officers use a combination of traveler history records, officer questioning and observation, and self-declarations to identify individuals requiring additional health screening.
Q: Will individuals denied entry under the Presidential Proclamations be permitted to withdraw their application for admission?
A: Individuals arriving at ports of entry who appear to be inadmissible under the Presidential Proclamations may be allowed to withdraw their application for admission, at the discretion of the CBP officer.
Q. Are you expanding screening to land ports of entry or other airports?
A: All CBP ports of entry are following the same operational guidance as issued by the Presidential Proclamations and the Department of Homeland Security.
With exceptions specified in the Proclamations, foreign nationals (other than immediate family of U.S. citizens, permanent residents, and flight crew) who have been physically present in China or Iran within 14 days of their arrival at a U.S. port of entry will be denied entry into the United States.
Additionally, any traveler exempted from the Proclamations who has been anywhere in mainland China or Iran within 14 days of their return will be referred to CDC for additional health screening.
Preclearance locations are following the same protocols as the land border ports and referring individuals requiring additional screening to CDC or local health officials.
Q: Is this being expanded to Border Patrol?
A: Consistent with existing CBP procedures, individuals apprehended by U.S. Border Patrol between the ports of entry with symptoms of illness are referred to CDC or local health officials for additional health screening.
Additionally, all persons in U.S. Border Patrol custody who meet the CDC's coronavirus travel history and enhanced screening guidelines are being referred to CDC for additional screening.
Q: Is CBP expanding referrals of individuals from other countries affected like Italy?
A: CBP employees are encouraged to maintain situational awareness while processing individuals who have traveled from or transited through affected countries. If individuals are observed with symptoms of COVID-19 we will continue to work with the CDC to determine if a traveler is a possible public health risk by referring them for enhanced screening. As the COVID-19 epidemic progresses, we are reminding all CBP employees to use proper procedures to prevent the spread of communicable disease.