Phased Reopening Plan

Millington Arbela District Library Reopening Plan

Expectations for Staff
With guid­ance from the Tuscola County Health Department, some type of health screen­ing will be required by staff. 

Each staff mem­ber was pro­vid­ed with 2 face masks to be worn dur­ing the dura­tion of their shift if med­ical­ly tol­er­a­ble and allow them to be switched out and cleaned.

Gallons of hand san­i­tiz­er are avail­able at the desk for fre­quent use by staff.  A liq­uid san­i­tiz­er spray (80% alco­hol) will be uti­lized to san­i­tize hands and surfaces.

Plexiglass shields are set up at the ser­vice desk as a bar­ri­er between patrons and staff.

Gloves are on order and will be used by staff while emp­ty­ing the drop box and at their dis­cre­tion as need­ed with prop­er sanitization.

Expectations for Patrons

During steps 2,3 and 4 of reopen­ing, patrons will be asked to wear a face cov­er­ing or mask if med­ical­ly tolerable.

Patrons will prac­tice safe social dis­tanc­ing by stay­ing 6 feet apart while wait­ing at the ser­vice desk or being in the library.

Patrons will uti­lize the san­i­tiz­ing sta­tions avail­able through­out the library to help stop the spread of germs on high touch surfaces.

Patrons are encour­aged to stay home if show­ing any symp­toms of COVID19 (or if he or she has been exposed to any­one show­ing symp­toms or hav­ing test­ed pos­i­tive for COVID-19).

Step 1: Curbside Drop-off*

The book drop will be reopened and patrons may return library mate­ri­als.  All mate­ri­als will be quar­an­tined for 72 hours, cleaned, and processed for return.  Due dates are cur­rent­ly extend­ed.  Limited staff will be work­ing in the library prepar­ing for curb­side pick­up through the use of sig­nage, acqui­si­tion of prop­er PPE equip­ment, and deep clean­ing of the library.

Step 2: Curbside Pick-Up*

Library staff will process patron orders for mate­ri­als using our online reserve sys­tem or over the phone.  Patrons will be lim­it­ed to check­ing out 10 items (com­bi­na­tion of DVDs, audio­books, books and mag­a­zines) for each trans­ac­tion.  Library staff will pro­vide a safe way for patrons to pick up their mate­ri­als using con­tact­less pick­up in our park­ing lot with the use of des­ig­nat­ed park­ing spots.

Return of mate­ri­als will only be avail­able through the out­side drop box.

Staff is encour­aged to stay home if show­ing any symp­toms of COVID19 (or if he or she has been exposed to any­one show­ing symp­toms or hav­ing test­ed pos­i­tive for COVID-19). Staff will be pro­vid­ed with masks and required to wear them at all times unless unable for med­ical reasons.

Step 3:  Limited Opening (25% Capacity‑8 patrons)*

After our library has been thor­ough­ly cleaned, the library will be reopened with lim­it­ed access to the public. 

Curbside pick­up will con­tin­ue for patrons who would pre­fer this form of library service. 

Return of mate­ri­als will only be avail­able through the out­side drop box.

Plexiglass shields will be installed at the ser­vice desk to pro­vide a bar­ri­er between patrons and staff.  Every oth­er com­put­er sta­tion will be turned off to keep users 6 feet apart and sta­tions will be wiped down by staff after each use with a Clorox wipe or alco­hol based san­i­tiz­er spray.  Copiers/printers will only be used by library staff, not patrons. 

There will be no in-person pro­gram­ming at the library and our con­fer­ence room will not be avail­able to be used due to stor­age of extra fur­ni­ture and a place to quar­an­tine materials. 

Chairs and com­fort­able seat­ing will be removed or spaced 6 feet apart for safe social dis­tanc­ing.  All children’s toys and fab­ric mate­ri­als will be tak­en out of the children’s area.  High touch point areas will be san­i­tized at the begin­ning and end of a staff’s shift. 

Staff is encour­aged to stay home if show­ing any symp­toms of COVID-19 (or if exposed to any­one show­ing symp­toms or hav­ing test­ed pos­i­tive for COVID-19). Staff will be pro­vid­ed with masks and required to wear them at all times unless unable for med­ical reasons.

Step 4: Less Limited Opening (50% Capacity-16 patrons)*

Curbside pick­up will con­tin­ue for patrons who would pre­fer this form of library service. 

Plexiglass shields will remain at the ser­vice desk to pro­vide a bar­ri­er between patrons and staff.  Every oth­er com­put­er sta­tion will be turned off to keep users 6 feet apart and sta­tions will be wiped down after each use with a Clorox wipe or alco­hol based san­i­tiz­er spray.

Return of mate­ri­als will only be avail­able through the out­side drop box.

Copiers/printers will only be used by library staff, not patrons.  There will be no in-person pro­gram­ming at the library and our con­fer­ence room will not be avail­able to be used due to stor­age of extra fur­ni­ture and a place to quar­an­tine materials. 

Chairs and com­fort­able seat­ing will be removed or spaced 6 feet apart for safe social dis­tanc­ing.  All children’s toys and fab­ric mate­ri­als will be tak­en out of the children’s area.  High touch point areas will be san­i­tized at the begin­ning and end of a staff’s shift. 

Step 5: Full Access to the Library* 

Plexiglass shields may remain at the ser­vice desk to pro­vide a bar­ri­er between patrons and staff. 

Every com­put­er sta­tion will be available.

Copiers/printers can again be used by patrons. 

There will be in-person pro­gram­ming at the library and our con­fer­ence room will be available.

Chairs and com­fort­able seat­ing will be put back as normal.

All children’s toys and fab­ric mate­ri­als will be put back in the children’s area. 

*There isn’t a time­line attached to any of the library re-opening phas­es. The time­line will depend on the cur­rent state of com­mu­ni­ty health, the Executive Orders in Michigan, and Tuscola County Health Department guide­lines. The phas­es may not always go in order and we may have to go back­wards in our steps as advised or directed.

*The direc­tor has been giv­en the author­i­ty by the board to edit or revise stages if need­ed as time goes on.

Last updat­ed 6/3/2020

Millington Arbela District Library COVID-19 Preparedness and Response Plan

In accor­dance with Executive Order 2020–77, Millington Arbela District Library (MADL) insti­tutes this COVID-19 Preparedness and Response Plan.  MADL aims to pro­tect its work­force by enact­ing all appro­pri­ate pre­ven­tion efforts.  MADL is con­tin­u­al­ly mon­i­tor­ing guid­ance from local, state, and fed­er­al health offi­cials and imple­ment­ing work­place and Plan mod­i­fi­ca­tions where appropriate.

1. Prevention Efforts and Workplace Controls

a. Cleanliness and Social Distancing

MADL abides by the rec­om­mend­ed social dis­tanc­ing and oth­er safe­ty mea­sures and estab­lish­es the following:

• Large gath­er­ings are min­i­mized when­ev­er pos­si­ble; staff meet­ings are post­poned, can­celled or held remotely;

• Employees are encour­aged to main­tain phys­i­cal dis­tance even when on break, as well as before and after work­ing hours;

• Employees are required to main­tain phys­i­cal dis­tance when report­ing to work, clock­ing in, leav­ing work, and clock­ing out;

• Employees’ work sta­tions are no few­er than six feet apart;

• MADL may uti­lize flex­i­ble work hours, wher­ev­er pos­si­ble, to lim­it the num­ber of employ­ees simul­ta­ne­ous­ly work­ing on-site;

• Employees’ inter­ac­tions with the gen­er­al pub­lic are mod­i­fied to allow for addi­tion­al phys­i­cal space between par­ties; and

• Non-essential trav­el is post­poned or cancelled.

MADL pro­vides employ­ees with non-medical grade masks to be worn dur­ing all shifts. 

In addi­tion, MADL is insti­tut­ing the fol­low­ing clean­li­ness measures:

• Performing rou­tine envi­ron­men­tal clean­ing and dis­in­fec­tion, espe­cial­ly of com­mon areas; and

• Where avail­able, pro­vid­ing hand san­i­tiz­er in high-traffic areas.

Employees are expect­ed to min­i­mize COVID-19 expo­sure by: 

• Cleaning work sta­tions at the begin­ning and end of each shift;

• Avoiding, when pos­si­ble, the use of oth­er employ­ees’ phones, desks, offices, or oth­er work tools and equipment;

• Frequently wash­ing hands with soap and water for at least 20 seconds;

• Utilizing hand san­i­tiz­er when soap and water are unavailable;

• Avoiding touch­ing their faces with unwashed hands;

• Avoiding hand­shakes or oth­er phys­i­cal contact;

• Avoiding close con­tact with sick people;

• Practicing res­pi­ra­to­ry eti­quette, includ­ing cov­er­ing coughs and sneezes;

• Immediately report­ing unsafe or unsan­i­tary con­di­tions on MADL premises;

• Complying with MADL’s dai­ly screen­ing processes;

• Seeking med­ical atten­tion and/or fol­low­ing med­ical advice if expe­ri­enc­ing COVID-19 symp­toms; and

• Complying with self-isolation or quar­an­tine orders.

b. Supplemental Measures Upon Notification of Employee’s COVID-19 Diagnosis and/or Symptoms

An employ­ee with a COVID-19 diag­no­sis or who dis­plays symp­toms con­sis­tent with COVID-19 must be imme­di­ate­ly removed from the worksite.

In response to a con­firmed diag­no­sis or dis­play of COVID-19 symp­toms, MADL:

• Informs all employ­ees with and near whom the diagnosed/symptomatic employ­ee worked of a poten­tial exposure;

• Keeps con­fi­den­tial the iden­ti­ty of the diagnosed/symptomatic employ­ee; and

• Conducts deep clean­ing of the diagnosed/symptomatic employee’s work­sta­tion, as well as those com­mon areas poten­tial­ly infect­ed by the employee.

All employ­ees who worked in sus­tained, close prox­im­i­ty to the diagnosed/symptomatic employ­ee are also removed from the work­site for at least 14 days; how­ev­er, should these exposed employ­ees lat­er devel­op COVID-19 symp­toms and/or receive a con­firmed diag­no­sis, they may not report onsite until all return-to-work require­ments are met, defined below.

c. Worker Exposure Classification

Employees’ ​“work­er expo­sure” is clas­si­fied as medi­um risk by the Occupational Safety and Health Administration’s guid­ance because they fre­quent­ly and/or close­ly inter­act with the gen­er­al public.

Given this clas­si­fi­ca­tion, MADL pro­vides the fol­low­ing con­trols in addi­tion to the above sum­ma­rized pre­ven­tion efforts: installing phys­i­cal bar­ri­ers where fea­si­ble, lim­it­ing expo­sure to the gen­er­al pub­lic, and min­i­miz­ing face-to-face contact.

2. Identification and Isolation of Sick and/or Exposed Employees

Risk and expo­sure deter­mi­na­tions are made with­out regard to employ­ees’ pro­tect­ed char­ac­ter­is­tics, as defined by local, state, and fed­er­al law. 

Any health-related infor­ma­tion and doc­u­men­ta­tion gath­ered from employ­ees is main­tained con­fi­den­tial­ly and in com­pli­ance with state and fed­er­al law. Specifically, med­ical doc­u­men­ta­tion is stored sep­a­rate from employ­ees’ per­son­nel documentation.

a. Employees’ Self-Monitoring

The fol­low­ing employ­ees should not report to work and, upon noti­fi­ca­tion to MADL, will be removed from the reg­u­lar work schedule:

• Employees who dis­play COVID-19 symp­toms, such as fever, cough, short­ness of breath, sore throat, new loss of smell or taste, and/or gas­troin­testi­nal prob­lems, includ­ing nau­sea, diar­rhea, and vom­it­ing, whether or not accom­pa­nied by a for­mal COVID-19 diagnosis;

• Employees who, in the last 14 days, have had close con­tact with and/or live with any per­son hav­ing a con­firmed COVID-19 diag­no­sis; and

• Employees who, in the last 14 days, have had close con­tact with and/or live with any per­son dis­play­ing COVID-19 symp­toms, such as fever, cough, short­ness of breath, sore throat, new loss of smell or taste, and/or gas­troin­testi­nal prob­lems, includ­ing nau­sea, diar­rhea, and vomiting.

Such employ­ees may only resume in-person work upon meet­ing all return-to-work require­ments, defined below.

b. Daily Screenings

To pre­vent the spread of COVID-19 and reduce the poten­tial risk of expo­sure, MADL employ­ees are self-screened on a dai­ly basis at home with the COVID-19 Workplace Health Screening pro­vid­ed by the Tuscola County Health Department pri­or to report­ing for work.

c. Return-to-Work Requirements

Employees who were them­selves diag­nosed with COVID-19 may only return to work upon con­fir­ma­tion of the ces­sa­tion of symp­toms and con­ta­gious­ness, proof of which may be acquired via the test-based strat­e­gy or the non-test-based strategy.

The test-based strat­e­gy is pre­ferred but relies upon the avail­abil­i­ty of test­ing sup­plies and lab­o­ra­to­ry capac­i­ty. Under this strat­e­gy, employ­ees may dis­con­tin­ue iso­la­tion and return to work upon achiev­ing the fol­low­ing conditions:

• Resolution of fever with­out the use of fever-reducing medications;

• Improvement in res­pi­ra­to­ry symp­toms (e.g., cough, short­ness of breath); and

• Negative results of an FDA Emergency Use Authorized mol­e­c­u­lar assay for COVID-19 from two con­sec­u­tive nasopha­ryn­geal swab spec­i­mens col­lect­ed at least 24 hours apart.

Under the non-test-based strat­e­gy, employ­ees may dis­con­tin­ue iso­la­tion and return to work upon achiev­ing the fol­low­ing conditions:

• At least 3 days (72 hours) have passed since recov­ery defined as res­o­lu­tion of fever with­out the use of fever-reducing medications;

• Improvement in res­pi­ra­to­ry symp­toms (e.g., cough, short­ness of breath); and

• At least 7 days have passed since symp­toms first appeared.

Employees who came into close con­tact with, or live with, an indi­vid­ual with a con­firmed diag­no­sis or symp­toms may return to work after either 14 days have passed since the last close con­tact with the diagnosed/symptomatic indi­vid­ual, or the diagnosed/symptomatic indi­vid­ual receives a neg­a­tive COVID-19 test.

Employees are typ­i­cal­ly required to sub­mit a release to return to work from a health­care provider; giv­en the cur­rent stres­sors on the health­care sys­tem, MADL may accept writ­ten state­ments from employ­ees con­firm­ing all the fac­tors sup­port­ing their release.

3. Workplace Flexibilities and Potential Benefits for Employees Affected by COVID-19

MADL is tem­porar­i­ly sus­pend­ing the assess­ment of all atten­dance points for eli­gi­ble absences.

In addi­tion, employ­ees may be eli­gi­ble for paid and unpaid leaves of absence.

Employees may be per­mit­ted to uti­lize avail­able paid-time off pro­vid­ed under MADL pol­i­cy con­cur­rent­ly with or to sup­ple­ment any approved leave.

a. FFCRA

Employees may qual­i­fy for two dif­fer­ent types of paid leave under the Families First Coronavirus Response Act (“FFCRA”).  Under the Emergency Paid Sick Leave Act (“EPSLA”), employ­ees may seek up to two weeks (i.e., 10 busi­ness days) of paid leave for the fol­low­ing reasons:

1. Subject to a Federal, State, or local quar­an­tine or iso­la­tion order relat­ed to COVID-19;

2. Advised to self-quarantine due to con­cerns relat­ed to COVID-19;

3. Experiencing symp­toms of COVID-19 and seek­ing a med­ical diagnosis;

4. Caring for an indi­vid­ual sub­ject to a quar­an­tine or iso­la­tion order or advised to self-quarantine due to con­cerns relat­ed to COVID-19;

5. Caring for a son or daugh­ter whose school or child­care provider is closed or unavail­able due to COVID-19 pre­cau­tions; and

For full-time employ­ees, two weeks of leave equates to 80 hours; for part-time employ­ees, two weeks of leave equates to a num­ber of hours equiv­a­lent to the num­ber of hours usu­al­ly worked in a two-week period.

Paid leave for rea­sons 1, 2, and 3, above, is paid at the employee’s reg­u­lar rate of pay. Paid leave for rea­sons 4 and 5, above, is paid at a rate equiv­a­lent to two-thirds of an employee’s reg­u­lar rate of pay or min­i­mum wage, whichev­er is greater.

b. Executive Order 2020–36

Employees who require leave beyond the EPSLA because of their own COVID-19 diagnosis/symptoms, or because they have had close con­tact or live with an indi­vid­ual with a COVID-19 diagnosis/symptoms, may be eli­gi­ble for unpaid leave under Executive Order 2020–36 until per­mit­ted there­un­der to return to work.

4. Plan Updates and Expiration

This Plan responds to the COVID-19 out­break. As this pan­dem­ic pro­gress­es, MADL will update this Plan and its cor­re­spond­ing processes.

This Plan will expire upon con­clu­sion of its need, as deter­mined by RTDL and in accor­dance with guid­ance from local, state, and fed­er­al health officials.

Remote Work Policy

Policy Statement
Employees may at times work from a loca­tion oth­er than the library.  The library wants to ensure that both employ­ees and the library ben­e­fit from these arrangements.

Regulations

• Remote work is a vol­un­tary or required work alter­na­tive that is appro­pri­ate for some employ­ees and some jobs but not for all employ­ees or all positions.
• Remote work is a per­ma­nent or tem­po­rary arrange­ment between employ­ees and their direct supervisor(s).
• Millington Arbela District Library uses three types of remote work:
• When deter­mined by ADA reg­u­la­tions to be rea­son­able accommodation
  1. Remote work as rea­son­able accom­mo­da­tion is gov­erned by Americans with Disabilities Act (ADA) and the State Laws of Michigan
• During a sys­tem emergency
  1. Remote work dur­ing an emer­gency is a tem­po­rary way to con­tin­ue essen­tial library oper­a­tions and sus­tain service.
  2. Millington Arbela District Library may require employ­ees to work remote­ly dur­ing an emergency.
  3. To the great­est extent pos­si­ble dur­ing an emer­gency, the library will arrange remote work accom­mo­da­tions for employ­ees includ­ing equip­ment like lap­tops, head­sets, cam­eras, and soft­ware for remote work like VPN and com­pa­ny software.
  4. Employees are expect­ed to imme­di­ate­ly report tech­ni­cal issues and con­cerns that may pro­hib­it remote work dur­ing an emer­gency to their supervisor.
  5. For the pur­pos­es of this pol­i­cy, an ​“emer­gency” is deter­mined by the Library Board, the Library Director, or oth­ers fol­low­ing a chain of command.
• As part of a rou­tine remote work agreement:
  1. All rou­tine remote work sched­ules and hours must be pre-approved by the Library Director.
  2. The library reserves the right to amend, ter­mi­nate, or sus­pend any and all of the pro­vi­sions of the remote work agree­ment at any time.
• To ensure that employ­ee per­for­mance does not suf­fer in remote work arrange­ments, the library advis­es remote employ­ees to:
  1. Choose a qui­et and distraction-free work space.
  2. Dedicate their full atten­tion to their job duties dur­ing work­ing hours.
  3. Adhere to break and atten­dance schedules.
  4. Maintain a pro­fes­sion­al work environment.
• Remote employ­ees must fol­low library ser­vice and per­son­nel poli­cies includ­ing atten­dance, library pri­va­cy, data pro­tec­tion, code of con­duct, and the library dress code pol­i­cy when rep­re­sent­ing the library at meet­ings that are vir­tu­al or otherwise.
• The library will com­pen­sate employ­ees for remote work at the employee’s nor­mal rate of pay.

Updated: 11/17/2020