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     There are important changes to the accommodations process, beginning spring semester. This page will be updated when the changes take effect in January. Learn more here.

Leaves for COVID-19

  • Under the CARES Act, employees who have been with DPS for at least 30 days are eligible for a leave of absence if you experience one of the below situations. Select the option that fits your situation for next steps on submitting your leave. 

    New Hires (less than 30 days): are still eligible for a COVID-Related Leave. Select the New Hire Leave option below for additional information.

    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  
     I failed my health screening  Child care  New hires

Accommodation Requests for COVID-19

  • Under the Americans with Disabilities Act (ADA) and/or under the governor’s current executive order, you may qualify for a COVID Related Accommodation as a Vulnerable Individual, Vulnerable Individuals living in your household, or if you have childcare needs due to COVID related closures. 

    Vulnerable Individuals are defined as being:

    • 65 years and older
    • Have chronic lung disease or moderate to severe asthma
    • Have serious heart conditions
    • Are immunocompromised
    • Are pregnant women
    • Are determined to be high risk by a licensed healthcare provider
    • Other individuals with a recognized disability that interferes with their ability to perform the essential functions of their job during the COVID-19 pandemic. 

    Potential accommodations for employees who fall into these categories include:

    • Working remotely (in your current placement or in a different placement working with students who choose a full-time remote option in the fall).
    • Working in-person, but with increased safety measures to protect the health of the employee.

    **Note: These are only examples. The accommodations that can be made in your case may depend on the nature of your disability or “Vulnerable Individual” status, your job duties, your work location and other factors.

    Accommodation Periods: Accommodation will be granted through the duration of executive orders, unless extended, rescinded, superseded, or amended.

How to Request an Accommodation

  • Denials Received Between March 2020 - October 15, 2020

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

    Denials received between March 2020 - October 15, 2020 will be reviewed for a limited time. You must submit your appeal no later than October 25, 2020. If you do not submit your appeal by October 25, 2020, the decision will be considered final. 

    Send your appeal to LeaveOfAbsence@dpsk12.org.

  • Denials Received After October 15, 2020

    If you received a denial for a COVID Related 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

  • Who will communicate the results of my COVID-related accommodation request to me?

    Your supervisor will reach out to you directly regarding your request and to discuss possible accommodations with you. This differs from our traditional ADA process. Due to a high volume of these requests and the unique situations of each school or location, we have partnered with supervisors to work through the review and approval process for COVID-related accommodation requests only. HR Partners are providing resources to supervisors to help this process go as smoothly as possible. Traditional ADA requests will still follow our regular process flow with the Leave of Absence Team. 

    If approved, you will receive a formal letter from DPS outlining your accommodation and accommodation period. 

    We have received a significant volume of requests. As there are several unique variables in each request, it takes some time to work through each one. We are reviewing them as quickly as possible. We appreciate your patience. Your supervisor will be in touch with you as soon as possible.

  • What if DPS can’t fulfill my accommodation request?

    We will make every effort to approve accommodations, but we cannot guarantee approval. The district will prioritize requests for vulnerable individuals and those with disabilities. All DPS employees are expected to work in-building unless your accommodation request is approved.  If your accommodation request is denied, you may still have the option for a Leave of Absence under the CARES Act. For complete information about Leave of Absence requests related to COVID-19, visit our COVID Accommodations and Leaves Resource page on The Commons.

  • What are my options if I live with/am a caretaker for a high-risk individual?

    If you live with a “Vulnerable Individual” as defined by the CDC, you may be eligible for an accommodation or a Leave of Absence. Visit the COVID Related Accommodations & Leaves page to determine your options.

  • What are my options if I have one of the CDC's high-risk or pre-existing conditions?

    In order to work remotely, you must submit an accommodation request in Employee Space. Accommodations are made on an individual level. After submitting your request, your supervisor will reach out to you directly to determine what accommodation may be available for you. Some examples include, but are not limited to, working remotely full-time, flexible schedules, or Leave of Absences.

    Under the Americans with Disabilities Act (ADA) and COVID-19 Guidelines, and/or under the governor’s current order regarding “Vulnerable Individuals,” employees may qualify for an accommodation. Individuals who could qualify for an accommodation include those who:

    • Are 65 years and older
    • Have chronic lung disease or moderate to severe asthma
    • Have serious heart conditions
    • Are immunocompromised
    • Are pregnant women
    • Are determined to be high risk by a licensed healthcare provider
    • Other individuals with a recognized disability that interferes with their ability to perform the essential functions of their job during the COVID-19 pandemic.

    *Accommodation periods are determined by the current executive order, which expires at the end of July. Any extensions or updates to the executive order will be posted as soon as they are released. COVID-19 Leave of Absences are determined by the CARES Act and currently set to expire on Dec. 31, 2020. For additional information, please visit thecommons.dpsk12.org/Page/2578.

  • What if I don't test positive for COVID but have a fever or am feeling ill?

    Stay home if you are sick. You can return to work when (1) your symptoms subside and you are fever free (without medication) for 24 hours, AND (2) there is a known alternate medical diagnosis from a medical provider (3) AND your return complies with other CDPHE guidance. For more information refer to the complete COVID-19 Decision Tree.

  • I submitted my request using the Google form, do I need to resubmit it through Employee Space?

    No, if you used the Google form for your request after our first communication, you do not need to resubmit your request in Employee Space. Your form has been received and we are working through the review process. You will receive next steps as soon as we are able.

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