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
- Remote work as reasonable accommodation is governed by Americans with Disabilities Act (ADA) and the State Laws of Michigan
- During a system emergency
- Remote work during an emergency is a temporary way to continue essential library operations and sustain service.
- Millington Arbela District Library may require employees to work remotely during an emergency.
- 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.
- Employees are expected to immediately report technical issues and concerns that may prohibit remote work during an emergency to their supervisor.
- 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:
- All routine remote work schedules and hours must be pre-approved by the Library Director.
- 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:
- Choose a quiet and distraction-free work space.
- Dedicate their full attention to their job duties during working hours.
- Adhere to break and attendance schedules.
- 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