Staff do not need to quarantine if they are experiencing side effect symptoms from either dose. (See below for side effects for each vaccine). As always, if a staff member has a fever they must stay home until fever free without the use of medication and feeling better.  

Please note: If the staff member has had an exposure to a person with COVID-19 or someone with COVID-like illness, the staff member should quarantine. In addition, if the symptoms are different than what is listed below, the staff member should contact their health care provider.

Substitutes and other active temporary staff are part of the vaccine distribution process. Most are in HCPSS Tier 3: All other school-based staff, including but not limited to teachers, paraeducators, substitute teachers, and contracted bus drivers and bus assistants.

No, HCPSS is only able to secure vaccines for employees and affiliated staff such as bus drivers. Spouses, dependents, etc. are not defined as part of Maryland’s 1B category for vaccination.

If a hybrid model continues into the 2021-2022 school year, HCPSS will continue to allow staff to resign without prejudice for as long as the hybrid model continues.

Staff who are approved for a temporary leave of absence (LOA) under the Family and Medical Leave Act (FMLA) can use available leave (e.g. sick, personal or annual) to stay in a paid status and cover their retirement and benefit contributions.

Staff may submit leave of absence requests on an ongoing basis. Staff are encouraged to submit paperwork as soon as possible so HCPSS can process the documentation and issue a determination.

Details can be found online.

Staff who are approved for an unpaid leave of absence (e.g. child rearing) will have their position at their school or office declared a vacancy, so there is no guarantee that staff will get the same position back when they return to work. While you will not be considered a new hire, you will be considered a return-from-leave teacher or staff member. You will be placed before new hires or transfers in the surplus and return-from-leave process.

Staff members may request a leave of absence under childrearing leave or the Family Medical Leave Act (FMLA). Requests will be evaluated and approved in accordance with the law and the master agreement for your bargaining unit.

To indicate this preference on the return to workplace commitment form, enter “leave for personal illness” on the form and then complete the FMLA paperwork.

Staff are permitted to request a leave of absence at any time if needed. Approvals will be determined in accordance with the law and the master agreement for your bargaining unit. 

Whether or not staff qualify for a leave of absence depends on the type of leave they are requesting. Non-tenured teachers do not qualify for child rearing leave.