COVID-19 Benefits Resources
COVID-19 Vaccine Coverage & Resources
All TRS health plans cover FDA-approved COVID-19 vaccines at no cost. Click here for TRS web site resources for vaccine distribution and frequently asked questions.
TRS-ActiveCare participants should bring both their Blue Cross Blue Shield and CVS Caremark ID cards to appointments.
There’s a limited supply of vaccines during the initial release for Phase 1A and Phase 1B. After you identify a local provider or clinic, be sure to call ahead and ask about availability.
If you have further questions, we encourage you to visit the Texas Department of State Health Services (DSHS) FAQ page.
If you need help finding a provider in Texas, visit the Texas COVID-19 Vaccine Provider Locations map or call 2-1-1, option 6.
- Employee Rights - Paid Sick Leave and Expanded Family and Medical Leave under the Families First Coronavirus Response Act through 12/31/20 (Department of Labor Poster)
- EAP Resources:
What do I do if I contract COVID-19, or I am ordered to quarantine or isolate by the government or my healthcare provider?
- Do not report to work
- Notify your supervisor and follow the normal absence reporting procedures for your Campus/Department
- Submit your information here
What do I do if I need to be away from work to care for someone else who has COVID 19 or my child's school or daycare provider is closed due to COVID 19?
- Email Benefits@pisd.edu
What is Families FIrst Coronavirus Response Act and how does it apply to COVID 19?
The Families First Coronavirus Response Act signed by the President went into effect on April 1, 2020 and will extend through December 31, 2020.
The Families First Coronavirus Response Act amended the Family and Medical Leave Act (FMLA) and provided for emergency sick leave coverage during this pandemic. Employees may qualify for paid FMLA and emergency sick leave depending on individual circumstances.
A) Emergency Paid Sick Leave Act
Full-time employees are entitled to 80 hours of paid sick time, part-time employees hours will be prorated based on FTE. You may qualify for this leave if you experience one of the following:
- governmental quarantine or isolation order (the lesser of 100% pay or $511 per day, and $5,110 in aggregate),
- advised by a health-care provider to self-quarantine (the lesser of 100% pay or $511 per day, and $5,110 in aggregate),
- experiencing symptoms of COVID-19 and seeking testing (the lesser of 100% pay or $511 per day, $5,110 in aggregate),
- caring for an individual who is subject to governmental or health-care provider’s self-quarantine order (the lesser of two-thirds (2/3) salary or $200 per day, and $2,000 in aggregate),
- caring for the employee's child because the child's school or child-care provider is closed, (the lesser of two thirds (2/3) salary or $200 per day, and $2,000 in aggregate), or
- experiencing a substantially similar circumstance related to COVID-19 as specified by the Department of Health and Human Services, in consultation with the Department of Labor.
B) Expanded Family and Medical Leave
This leave is available to employees who have been employed for at least 30 days. This leave provides up to 12 weeks leave for an employee who cannot work because the school or child-care provider of that employee's child is closed as a result of a public-health emergency. The first 10 days are unpaid, the remaining 10 weeks is paid at two-thirds (2/3) of regular pay for the number of hours per week the employee normally works. The maximum amount of pay is $200 per day and $10,000 in aggregate.
I am In the high risk category as defined by the CDC and am requesting a temporary work environment or job modification. What do I need to do?
- Employees with work modification requests due to their own high risk status should complete the work modification request form
- Requests related to an underlying health condition will also need to submit the medical certification form completed by the employee’s medical provider
- Send completed forms to email@example.com
Upon receipt of the required forms, Benefits will facilitate the request with the employee and supervisor to determine appropriate temporary modification to enable the employee to complete the essential functions of the job while also minimizing the direct threat of contracting COVID 19 virus in the workplace,
This excludes those employees who are seeking reasonable accommodations due to a disability under the Americans with Disabilities ACT (ADA). If seeking an accommodation due to a disability under ADA, contact firstname.lastname@example.org to begin the normal procedure.