Employee COVID-19 Information

HealthPoint Employee COVID-19 Information

On this page you’ll find all the employee specific information you need about COVID-19 leave, additional pay stipends, available testing locations, testing requirements, and current policies all in one place. 

FAQ are at the bottom of the page.

Approved Testing Sites:

Any location that provides COVID-19 tests and documentation of the result.  HealthPoint Employee Health testing’s site is included.  for this purpose, they’re open: Monday – Friday, beginning at 7am at the POD located outside of the Memorial Clinic. Time cards will NOT approved for a “PAID ABSENCE” code without this documentation.
Send results to: EmployeeHealth@healthpoint-tx.com

PLEASE NOTE: Home test kits are NOT considered an approved testing method.

Our Chief Nursing Officer, Jennifer Mertz, has been working overtime to respond in a timely manner to all submissions.

Temporary Stipends & Paid Absences:

We have received additional COVID-19 relief funding. As a result, we plan to pass these funds on to employees to help alleviate the stress we know you are feeling. However, the funding is limited; therefore, we can only offer this program temporarily. The Details follow:

Temporary COVID-19 compensation additions:

• All employees will receive an additional $3 per hour, up to 40 hours per week, for their worked hours in the following forthcoming pay periods:
  • 12/16/21- 12/31/21 – Pay Date: 01/14/22
  •  01/01/22- 01/15/22 – Pay Date: 02/01/2022
  • 01/16/22- 01/31/22 – Pay Date: 02/16/2022
  • 02/01/22- 02/15/22 – Pay Date: 03/01/2022
    • HealthPoint will apply this temporary stipend to worked hours only. Thus: PTO or “Paid Absence” hours will not qualify for the $3 per hour pay.

COVID-19 Paid Absences:

Employees may qualify for up to 5 days of “Paid Absences” if they meet one of the following criteria:

• Submit positive test result
• Are required to quarantine due to a confirmed Employee Health workplace exposure beyond their control.

Those required to quarantine due to community exposure who have not tested positive will be required to use their PTO first. However, if their PTO is exhausted, they will use a “Paid Absence.”

• Please note: if you are not experiencing symptoms and your position can work remotely, Employee Health may release you for remote work. Therefore, this approved remote work would qualify for the additional $3/hr stipend.

Re-implementation of COVID-19 Strategies:

Effective immediately, we will re-implement the following strategies:

• Wear mask at all times around others and use appropriate PPE as indicated (vaccinated & unvaccinated individuals)
• Stop Communal meals/lunches (do not eat together)
• Social distancing; meticulous hand hygiene; and increase cleaning of frequently touched surfaces
• Re-implement 1 Visitor policy

Vaccinations

1/20/2022 Update from TACHC

The CMS Omnibus COVID-19 Health Care Staff Vaccination Interim Final Rule with Comment Period (CMS IFC) is now in effect in Texas.

The Texas case, in which a federal judge which had enjoined the implementation and enforcement of the CMS IFC in Texas, was just dismissed on a motion by the State of Texas and the stay issued in that case is now moot.

This means that health centers in Texas – like the other 49 states, territories, and the District of Columbia – must have policies and procedures in place for ensuring COVID-19 vaccination of all staff and that 100 percent of staff have either received the first dose or have (a) made an exemption request, (b) been granted a qualifying exemption, or (c) been identified as having a CDC-recommended temporary delay by certain deadlines.

The day after the Supreme Court ruling was released, CMS released new guidance for the 24 states where, like Texas, the vaccine mandate had been stayed to push back the compliance dates (begin coming into compliance by February 13, 2022; have 100 percent of staff have completed the vaccine series (either one dose of a single-dose vaccine, or all doses of a multi-dose vaccine) unless they have been granted a qualifying exemption or have a CDC-recommended temporary delay by March 15, 2022). It is expected that the same will occur for Texas health centers now that the Texas case has been dismissed.

TACHC will share an updated version of our COVID-19 Vaccination P&P and provide an update, if and when the compliance dates change (though there would likely be less than a week difference, at most), so centers should begin preparing now to comply with the new dates in the latest guidance.

Health center specific guidance regarding implementation and enforcement is available here: https://www.cms.gov/files/document/qso-22-07-all-attachment-m-rhcfqhc.pdf

COVID-19 vaccination, including the booster, saves lives and decreases the number of COVID-related hospitalizations.  Vaccinated individuals with COVID illness experience mild to no symptoms and recover sooner.  If you need a booster, Employee Health can help!

A letter from Jennifer Mertz and Dr. Nic

This latest surge is likely driven by the Omicron variant and case numbers may continue to rise for several more weeks before we see significant decline. Furthermore, we recognize that we are all suffering from COVID fatigue and have a strong desire to return to pre-COVID life.  We hope by sharing available data coupled with the COVID-19 mitigation strategies we have re-implemented.  We can support each of you in making good decisions to protect your own health and wellbeing, and that of your family, friends, and colleagues.

COVID-19 Cases are on the Rise in our Area

We’ve made the decision to re-implement some of our previous COVID-19 strategies due to the following:

Why?

• As of today, 01/07/2022
  • 46 staff are currently being followed by Employee Health related to COVID-19
  • 30 staff out, with only 3 working remote
  • 23 positive cases
  • 15 potential workplace exposures, 3 confirmed
  • Expect 16 staff to return on 01/10/2022

In the same way we’ve done throughout this pandemic, we continue to focus on employee/patient safety and risk reduction

FAQ – Employee COVID-19 Information:

• Employee Smith tested positive between Christmas and New Year’s, so he/she received a 5-day paid absence.  Then mid-January, he/she uses all his/her PTO.  Then in early Feb., he/she has to quarantine due to community exposure and he/she has a runny nose, but his/her rapid test is negative, and the PCR results take 4-5 days to return, would the individual get another 5 day paid absence?”
  • In short, the Paid Absence is a ONE TIME, ​Maximum 5 days, benefit.
    o
• Today I clocked in at 08:06 AM because school traffic is wild!  In fact, I was here the full day.  I understand I will get a half an occurrence for those few minutes, but will I still qualify for the pay differential for the full day?
  • Yes, you will get .5 occurrence.
  • You will also receive the COVID pay stipend for every hour you work.
    o
• Say I was sick before this policy was put in place AND I communicated it to my supervisors, with a positive test.  Will I get my PTO back?
  • • IF you Submit positive test result to Employee Health and it is during the time periods listed, your PTO will be adjusted and you’ll be given those hours back.
    • But, THIS MAY TAKE US SOME TIME – Our goal was to have this completely corrected by the 2/1 payroll.  HR and Payroll are processing requests as quickly as possible.  We are working as quickly as possible.  Please be patient with us.
      o

• Will the pay differential ($3/hr) include those on contract?
  • No decision regarding Spherion contractors.
  • CHI hourly employees will see the pay pay increase reflected on their checks.
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• To clarify, we receive the first stipend on the 2/1/2022 paycheck, not on the 1/14/2022 paycheck?
  • Correct
  • PTO Hours may take a bit longer to reconcile.  We will keep you posted.
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• Does this temporary pay increase include administrative employees?
  • All HealthPoint employees will receive the additional $3 per hour COVID stipend.
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