[email protected]
Since the start of the COVID-19 pandemic, the Office of Employee Absence and Risk Management has facilitated COVID-19 return to work matters. Currently, the office oversees two COVID-19 processes: COVID-19 Leave and Reimbursement of Leave Due to a Positive COVID-19 Test.
COVID-19 Leave
Effective January 3, 2022, through June 30, 2022, Baltimore County Public Schools is offering a one-time leave for up to ten (10) business days for any employee who provides proof of a positive PCR or rapid test results (at home rapid tests are not accepted). Employees may apply for the COVID-19 leave to use in place of an employee’s personal illness leave or in place of taking leave without pay to recover from and isolate due to COVID-19. To apply for the leave, click this link – COVID-19 Leave Application.
Reimbursement of Leave Due to COVID-19
Employees who used personal illness leave during the 2021-2022 school year to cover absences resulting from their positive COVID-19 diagnosis, may apply for reimbursement of their leave. If you have tested positive for COVID-19 and can provide proof of your positive PCR test or rapid test (no at home tests), you may apply for no more than 10 days of reimbursement of your leave time that you used, prior to January 3, 2022, due to remaining off work due to a positive COVID-19 test.
The Division of Human Resources will review the submissions and if approved, your leave will be returned approximately 8-10 weeks from the date of submission of this form.
All requests for reimbursement must be submitted on this form by May 31, 2022. The application may be obtained by clicking here – COVID-19 Reimbursement of Leave.
Timekeeping & Coding
Supervisors and timekeepers remain responsible for timekeeping and coding throughout the course of the employee's absence.
- Coding: Employee absences need to be correctly coded to avoid payroll issues.
- To correct payroll coding errors, contact the Office of Payroll at 443-809-4240.
- An employee who has been off work due to personal illness or family illness needs to be coded as such, even if the employee has exhausted their time.