• exclamation point Please note the following important changes to the accommodations process:  

    All COVID-19 accommodations granted under the Governor’s Order, including remote work arrangements will end by 5/31/2021 due to the expiration of the Governor’s order.

    If you believe you will still require a leave or other accommodation, you may make a request using existing procedures described below.

Leaves for COVID-19

  • The Healthy Families and Workplaces Act (HFWA) provides public health emergency leave for eligible employees during a declared public health emergency. Eligible employees will receive up to two weeks of emergency leave based on their regularly scheduled hours (up to a maximum of 80 total hours). Emergency leave will be paid at the employee’s regular rate. Once the full two weeks of emergency leave is exhausted, the employee will not be entitled to additional emergency leave (i.e., emergency leave does not replenish each school year).

    Isolation and Quarantine Leaves help protect the public by preventing exposure to people who are sick or have been exposed to people who are sick. Employees subject to an isolation or quarantine order have access to several forms of paid leave.

    Vaccine Leaves allow employees to take time off work to receive a vaccine and/or recover from vaccine side effects. All DPS employees will continue to be provided an opportunity to receive a vaccine at no cost.  Employees who wish to get a vaccine may access several forms of paid leave for this purpose.

    Please note: this is an evolving situation.
    All changes are updated on this page as they occur.
    Visit the Colorado Department of Labor for even more information on COVID-19 related leaves for employees.

COVID Related Leave Options

  •  I tested positive for COVID-19 I had close contact with someone who tested positive for covid-19   My child or someone in my household tested positive for covid-19  
     Child care  New hires  

Accommodation Requests for COVID-19

  • Under the Americans with Disabilities Act (ADA), employees are entitled to a Reasonable Accommodation which will allow them to complete the essential functions of their job. Reasonable Accommodations may take many forms: changes to the workplace, work schedule adjustments, remote work arrangements, leaves, etc.  

    In order to receive a Reasonable Accommodation under the Americans with Disabilities Act (ADA), you will need a signed Medical Verification Form from your medical provider. If your medical provider advises that you will need a Reasonable Accommodation under the ADA, a member of the Leave of Absence Team will work with you to identify an appropriate accommodation.  To make an ADA Reasonable Accommodation request, please follow the instructions found on The Commons

    Please note:  To assist with planning for the upcoming school year, we ask that you submit your request for an ADA Reasonable Accommodation by June 6, 2021.  This is particularly important if you anticipate requesting a leave of absence or remote work arrangement, which would prevent you from reporting to work in-person.

Appealing Accommodation Denials

  • If you received a denial for a Accommodation, you have the right to contest the decision in accordance with District Policy GBA and Regulation GBA-R1.

    Appeals must be submitted within ten (10) days of the denial letter. If the Leave of Absence Team does not receive your appeal within ten (10) days of the denial letter, the decision will be considered final. 

    Send your appeal to LeaveOfAbsence@dpsk12.org.