Hazard Pay & COVID-19 Vaccinations

DSA Members,

Yesterday, our County Board of Supervisors voted on an important item that will certainly cause a lot of discussion and anticipation within our membership. I would like to update you all on the facts, while also providing some context and outlook from the DSA’s perspective. The item I’m referencing was titled “Supporting County frontline and essential workers by establishing a COVID-19 compensation framework.” The item, brought forward by Supervisor Lawson-Remer, could also be summarized in fewer words by being described as hazard pay.

Supervisor Lawson-Remer’s overview and recommendations for hazard pay are included at the bottom of this message, or you can view that portion of the hearing by clicking here. Essentially, Supervisor Lawson-Remer’s motion directed the County’s Chief Administrative Officer to negotiate with each of our County’s nine unions to come up with a framework for providing COVID-19 hazard pay to county employees who are at risk of contracting COVID-19 in the course of their duties. It may even include retroactive pay! Supervisor Lawson-Remer’s description of which jobs should be eligible certainly includes Deputy Sheriffs and Detentions/Court Service deputies. It is important context that the county’s intention is to use future federal stimulus appropriations for this motion.

After hearing public comment and providing their own, the County Board of Supervisors voted 3-2 to support Supervisor Lawson-Remer’s motion and move forward. But before we start celebrating and counting our new money, there are a few pieces of information that are very important and relevant to this item moving forward.

First, this item seems to be contingent on our federal government providing another stimulus that will support local governments. Second, any hazard pay compensation will be from money that isn’t already allocated in the County budget. That means the Board of Supervisors will need four votes to allocate any hazard pay to employees. Remember earlier, when I mentioned it was a 3-2 vote? That’s pretty important.

Supervisor Lawson-Remer, Supervisor Vargas, and Chairman Fletcher all voiced support for hazard pay and should be commended for recognizing the selfless sacrifices County employees have made throughout this pandemic. I’m thankful they are showing their appreciation for the work we all do and the additional dangers we’ve endured since the pandemic started. However, Supervisors Desmond and Anderson voiced opposition to the motion and voted against it. Supervisors Desmond and Anderson have long histories of supporting law enforcement, and I don’t think their position on this issue should be viewed as “anti-LE.” Supervisors Desmond and Anderson provided their rationale for their vote. They both spoke about the large number of people and businesses struggling from the pandemic, and how they didn’t feel they could prioritize giving additional pay to county employees who have kept their jobs, benefits, and retirement throughout this ordeal.

To summarize the entire “hazard pay” situation, the County Board of Supervisors approved the motion to instruct the CAO to negotiate with the DSA and other county unions for hazard pay. However, in order for any of us to receive hazard pay, one of the two supervisors who voted against the item will need to change their mind. Based on their comments yesterday, that scenario seems unlikely.

It is the DSA’s mission to improve your pay, benefits, and working conditions. Because of that, we will engage in these negotiations, and we will do everything within our power to be successful on your behalf. I felt the need to send this message to each of you so you have an understanding of the facts, context, and difficulties the DSA will face in our attempt to achieve hazard pay for you.

Another item of discussion that came up during the Board of Supervisors meeting yesterday was a motion to prioritize the vaccination of law enforcement officers throughout the county. You can view that portion of the hearing by clicking here. Supervisor Anderson brought forward the motion which would have moved law enforcement officers into Tier 1A and make us eligible for vaccination immediately. Just like the supervisors who supported hazard pay, Supervisors Anderson and Desmond should be commended for recognizing that we have to potential to become super-spreaders due to the nature of our work and the essential services we provide to people in need. Ultimately, the three other Supervisors voted against moving us into tier 1A. They each voiced support for the work we do, but the county health officer recommended against moving law enforcement ahead in the line, and it was stated we would be taking vaccines away from people aged 65 and older who are most vulnerable. That vote does not change the fact that we are in still in Tier 1B of the vaccination rollout. From the beginning of the vaccination rollout planning, our County has been clear with the DSA that we fall under Tier 1B. As recently as this week, I received an update from the county that Tier 1B should be starting within the next two weeks. The reality is there haven’t been enough vaccines to meet demand. I’m hopeful we will be working with the county to make sure all of our members who desire the vaccine can receive it promptly once we are eligible.

Please feel free to reach out to me with any comments or questions. It’s my honor to work on these issues on your behalf, so I’m always happy to hear your comments and answer questions. Stay safe!

David Leonhardi
DSA President

SUBJECT: SUPPORTING COUNTY FRONTLINE AND ESSENTIAL WORKERS BY ESTABLISHING A COVID-19 COMPENSATION FRAMEWORK (DISTRICTS: ALL)

OVERVIEW

On February 14, 2020 County of San Diego Public Health Officer Dr. Wilma Wooten declared a public health emergency. On March 19, 2020 the State gave an order directing non-essential employees to stay at home. Since then, around 8,300 San Diego County employees have been deemed to be essential workers, serving the public interest and providing emergency services that are critical to our COVID-19 pandemic response. Many essential workers interact directly with the public, with COVID-19 positive individuals, or with Persons Under Investigation (PUI) of being COVID-19 positive. A growing body of research shows that despite social distancing protocols, many essential workers are at increased risk of COVID-19 exposure as well as psychological distress. Further, essential workers have not been able to work from home to assist family members with distanced learning and have incurred increased childcare costs during the pandemic. The toll of the COVID-19 pandemic on our County workforce has been severe. 1,259 San Diego County employees have tested positive for COVID since the beginning of the pandemic and tragically, three employees have died from COVID. The pandemic has also necessitated a large portion of the County workforce to adhere to new social distancing protocols including widespread use of teleworking arrangements.

Approximately 9,000 County employees are categorized as non-essential and are teleworking in various capacities, incurring additional costs such as increased internet access, electricity use, office equipment, headsets, and printing. The County should develop a hazard pay compensation framework and monthly teleworking payment framework that supports our County’s workforce. This is timely as the federal government is currently negotiating an additional round of federal stimulus appropriations that can assist local governments to meet critical needs.

RECOMMENDATION(S) SUPERVISOR TERRA LAWSON-REMER

1. Direct the Chief Administrative Officer to work in accordance with the County’s negotiation process to develop a compensation framework, including retroactive considerations, for providing COVID-19 hazard pay to the categories of County employees as described below:

• County employees who are working directly with COVID-19 positive individuals and Persons Under Investigation (PUIs) of being COVID-19 positive, including those who work with the deceased, as well as all employees who perform field work that requires them to enter residences or facilities not operated by the County, those who work in locked facilities, residential care, patient care settings, and County employees who work onsite at County work locations during a documented COVID-19 outbreak.

• County employees who are engaging with the public and/or clients and could be interacting with COVID-19 positive individuals or PUIs. Additionally, all County employees who are being required to report to work onsite on a part-time or full-time basis and are at risk of exposure due to interaction with coworkers.

2. Direct the Chief Administrative Officer to work in accordance with the County’s negotiation process to develop a monthly teleworking payment framework (including retroactive considerations) to support employees who are teleworking and have incurred work-related expenses such as internet access, printing, equipment, electricity use, and other expenses necessary to fulfill job requirements.

3. Direct the Chief Administration Officer to regularly confer with the Board, starting no later than March 16, 2021, on the status of negotiations with the nine County employee labor unions and associations.

FISCAL IMPACT There is no fiscal impact associated with the actions included in this letter. Since funding for the potential implementation of a COVID-19 hazard pay compensation framework and monthly teleworking payment framework is not included in the Fiscal Year 2020-21 Operational Plan, estimated costs and revenues associated with a recommended framework may require County staff to return to the Board for additional appropriations based on specific funding sources.