Staff FAQs

Due to rapid changes in nation, state, and district ordinances and operations, this site will be updated with the most recent information. Please check back each day for resources! Thank you.

Frequently Asked Questions

As the district continues to monitor the COVID-19 situation, this page will be updated with additional information. If you have questions not answered below, please submit them via Let's Talk.


If you are experiencing symptoms similar to those of COVID-19, have been denied entry to a district facility using the COVID-19 Screen-and-Go Mobile App, or have tested positive, please follow these steps:

  • Do not report to work.
  • Contact your supervisor to let them know you will not be coming to work and to receive further instructions.
  • Enter your absence in KRONOS as either Personal or Sick leave, and, if you are a classroom teacher, request a substitute.
  • Contact your physician.

 

Staff Vaccine Information

 

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As of December 23, 2020: Though the Families First Coronavirus Response Act has expired, the AISD Board of Trustees passed a resolution to continue providing up to 80 hours additional local sick leave through June 30, 2021, for all eligible employees who are asked to quarantine or self-isolate based on a covered work-related incident. The terms of FFCRA below still apply. 
 

If an employee doesn't pass the Screen & Go pre-screen, what are the next steps?

The protocol for staff members who fail the COVID-19 pre-screener states that an employee should stay home from work, report their absence as sick or personal as they would with other illnesses or personal reasons, and notify their supervisor of their absence. 

 

What should an employee do when they have been diagnosed with or presumed positive for COVID-19?

Employees who have been diagnosed as having COVID-19 or are experiencing COVID-19-related symptoms should stay home from work, and contact their doctor and supervisor. Employees should report their absence as sick or personal, and contact the Benefits, Leave and Wellness Office. 
 

Why does an employee need to use sick or personal leave?

Absences are reported as sick or personal leave, as typically used with other illnesses or personal reasons. If it is determined that the absence is a result of COVID, the use of sick or personal leave is then re-evaluated, and the balances can be restored to the employee.

Because of the time necessary to get a diagnosis and accurately evaluate situations, and to meet payroll deadlines, it is necessary that all absences are recorded in the system. Non-exempt staff members who clock in and out on a daily basis and do not report their absence may have their compensation unintentionally affected because no time is recorded.
 

In what cases would an employee's sick or personal time be re-evaluated and COVID leave applied??

Employees who are asked to quarantine by the district will have COVID leave applied for up to 10 business days. If an employee tests positive for COVID-19 and provides a medical certification to the district's Leave Office (up to 10 days from the date of their initial absence), COVID leave may be applied and the employee’s own leave balances are restored, holding the employee harmless.

Per the resolution to extend the terms of FFCRA, the district will provide leave for COVID-related incidents, work and non-work related, up to 80 hours. See applicable reasons in the FFCRA terms and conditions further down the page. If an employee must quarantine for non-work related reasons more than once, they are required to use their accrued leave. 
 

What is the Families First Coronavirus Response Act (FFCRA)?

As of December 23, 2020: Though the Families First Coronavirus Response Act has expired, the AISD Board of Trustees passed a resolution to continue providing up to 80 hours additional local sick leave through June 30, 2021, for all eligible employees who are asked to quarantine or self-isolate based on a covered work-related incident. The terms of the FFCRA below still apply. 
 

As of April 1, 2020 FFCRA was enacted to provide leave options for employees who are unable to work due to COVID-19 related reasons.  FFCRA expired on 12/31/20, but the AISD Board of Trustees passed a resolution to continue honoring the terms through June 30, 2021.  The chart below explains the leave reasons and pay rates:

  1. The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;
  2. The employee has been advised by a health care provider to self-quarantine related to COVID-19;
  3. The Employee is experiencing COVID-19 symptoms and is seeking a medical diagnosis;
  4. The employee is caring for an individual subject to an order described in (1) or self-quarantine as described in (2);
  5. The employee is caring for his or her child whose school or place of care is closed (or child care provider is unavailable) due to COVID-19 related reasons; or
  6. The employee is experiencing any other substantially-similar condition specified by the U.S. Dept. of Health and Human Services.

Reasons 1, 2, and 3: 100% of regular rate

Reasons 4, 5, and 6: ⅔ of the employee’s regular rate, at a maximum of $200/day ($2,000.00 total)
 

Are employees required to use their accrued leave when they are asked to quarantine by the district? How is pay affected when employees are asked to quarantine multiple times?

If employees are asked to quarantine, they do so for up to 14 days (10 of which are work days).  Currently, AISD is paying for those 10 days of quarantine at regular pay (100%). Employees will need to use sick and personal leave until the district is able to apply COVID leave, at which point the employee's own leave balances will be restored.

The district will provide employee pay regardless of how often a district quarantine occurs until further notice.
 

What should an employee do if they receive a positive medical diagnosis for COVID-19?

An employee who receives a positive COVID-19 test must contact their supervisor for any next steps, isolate for 14 days as communicated by the district’s Director of Health Services, and post sick or personal time in KRONOS. The employee should provide the test results to leaveoffice@austinisd.org within 10 days of initial absence to have COVID leave applied and the employee’s leave balance restored. The employee must also provide a doctor’s note or negative test to return to work at the end of the isolation period.
 

Is having symptoms of COVID-19 covered under COVID leave?

If the employee seeks and provides a medical diagnosis, positive or negative, for COVID-19 within 10 days of the initial absence, then the employee may be eligible to take this time per the terms of the Families First Coronavirus Response Act (FFCRA.) Once the diagnosis is sent to leaveoffice@austinisd.org, the employee’s accrued leave balance will be restored and COVID leave will be applied. The employee is responsible for ensuring their documentation is provided to the Leave Office for accurate reporting.
 

What if the district requires me to quarantine because of close contact with someone on campus?

If an employee is required to quarantine by the district due to close contact with a positive person on a campus or office, they will need to notify their supervisor immediately so that contact tracing and supervisor protocols may begin. The employee will post time in KRONOS as sick or personal until the leave office can update to COVID leave for up to 10 business days.
 

Can I work remotely while seeking a medical diagnosis?

The ability to work remotely while an employee is directed to quarantine is evaluated by supervisors on a case by case basis. The district must consider the suitability of remote work given the specific context, reasonableness, and must not create undue hardship to the district.

 

I am thinking of homeschooling my child on a full-time basis in the fall.  Am I eligible for FFCRA?

As of September 15, 2020: Choosing to withdraw a child when schools physically reopen and begin full-time homeschooling is not a qualifying reason for Expanded Family Leave. FFCRA leave only applies if the parent must care for his or her child whose school or place of care is closed (or childcare provider is unavailable) due to a COVID-19 related reason.

 

My child’s school is giving me a choice between having my child attend in person or participate in a remote learning program for the fall. I signed up for the remote learning alternative because, for example, I worry that my child might contract COVID-19 and bring it home to the family. Since my child will be at home, may I take paid leave under the FFCRA in these circumstances?

As of Sept 10, 2020: FFCRA leave is not available to take care of a child whose school is open for in-person attendance. If your child is home not because his or her school is closed, but because you have chosen for the child to remain home, you are not entitled to FFCRA paid leave. 

 

Can I take FFCRA leave during the summer when school is out of session for childcare purposes?

As of July 16, 2020: Yes, if summer childcare arrangements, including a camp, recreational program, day care center, or individual provider, are closed or unavailable because of COVID-19, you may be eligible to take FFCRA leave. Documentation of the closure is required and may include a closure notice or statement from the facility or individual who provides the care.

 

Can I take FFCRA leave intermittently?

As of September 16, 2020: Intermittent leave for FFCRA is evaluated on a case-by-case basis.  While some instances may be granted, not all requests are eligible.  All leave requests should be sent via email to leaveoffice@austinisd.org or Fax to: (512) 414-9976.

 

What happens if I don’t qualify for leave or have exhausted my accrued leave and I am still unable to return to work?

As of July 16, 2020: An employee must return to their work assignment. If an employee is unable to return after exhausting all available leave options, separation from the district may occur.

 

Can employees file a Workers' Compensation claim if they believe they have been infected in the workplace? 

As of August 10, 2020:  Whenever an employee has been injured in the workplace, the employee has the right to file a workers’ compensation claim. Workers' Compensation claims should be submitted to Angelica Surita at angelica.surita@austinisd.org.  

 

What medical expenses are covered if an employee is symptomatic? 

As of July 27, 2020: COVID-19 testing is covered at 100% for all employees and their dependents under all AISD Health plans. Each employee should review their benefits coverage at www.austinisdbenefits.com.

For testing locations, please see:

 

As of 12/10/20: If you have received an accommodation denial for the spring 2021 semester and wish to appeal with additional medical documentation not previously disclosed in the initial request, please submit the additional medical information to covid19accommodation@austinisd.org. All submissions will be reviewed as soon as possible, but please anticipate submitting an appeal no later than December 15th for a decision prior to the break. Any information submitted thereafter will not have a decision until mid-January. Employees are expected to report to work as they await committee decision.

Employees may also request additional on-site accommodations, including the district providing higher-grade PPE, such as an N95 mask or face shield, or modifications to your work space or duties. Email covid19accommodation@austinisd.org to continue in the interactive process.

Speak to your supervisor regarding campus or facility safety precautions in place.

If necessary, employees may utilize leave by contacting leaveoffice@austinisd.org.


FAQs for Spring 2021 Accommodations (As of 12/2/20)

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What was the accommodations review process for the spring semester?

Using knowledge gained from the fall semester, guidance from local health authorities, and consultation with similar districts, AISD developed a Benefits Review Committee to review all remote work accommodation requests for the Spring semester.  The committee individually reviewed each request– minus identifying information to protect employee privacy–and determined if a remote work arrangement was feasible based on the information received.

The committee consulted with local health authorities regarding the CDC’s list of health conditions that could put employees at higher risk of infection, and learned that the risk posed was greatly reduced by the health and safety protocols in place at our campuses. For this reason, when reviewing accommodation requests for remote work, the committee also reviewed if the position was deemed as essential to district function or directly impacts high-needs students or populations, and the needs of the campus or department.  It was determined that only those at the highest risk who could best fulfill their duties remotely would be eligible for remote work, in order to best support teaching and learning for students.

 

Who was on the Benefits Review Committee?

This committee included members from the Office of School Leadership, the Office of Academics, the Office of Human Capital, Legal Services, and the Office of the Superintendent.

 

What was the approval process for the fall semester?

Out of an abundance of caution in the fall, we granted far more remote work accommodations than other districts in Texas, and–even as other districts rescinded–we honored those remote-work accommodations as new information was provided by the CDC, and more evidence of the success of safety protocols in schools was confirmed. 

 

We have learned so much as a district over the past 9 months in regards to COVID-19. We now know that our many health and safety protocols implemented on our campuses and district facilities are successful in mitigating spread. We also know that a high-quality, in-person education is paramount to the success of our students. This information helped guide the review process for spring accommodations.

 

Updated 12/10/20: Is there an appeal process?

If you have received an accommodation denial for the spring 2021 semester and wish to appeal with additional medical documentation not previously disclosed in the initial request, please submit the additional medical information to covid19accommodation@austinisd.org. All submissions will be reviewed as soon as possible, but please anticipate submitting an appeal no later than December 15th for a decision prior to the break. Any information submitted thereafter will not have a decision until mid-January. Employees are expected to report to work as they await committee decision.

 

Are other accommodations or options available?

  • Employees may also request additional on-site accommodations, including the district providing higher-grade PPE, such as an N95 mask or face shield, or modifications to your work space or duties. Email covid19accommodation@austinisd.org to continue in the interactive process.
  • Speak to your supervisor regarding campus or facility safety precautions in place.
  • If necessary, employees may utilize leave by contacting leaveoffice@austinisd.org.

 

How long are approvals granted for the spring semester?

All granted remote work accommodations will be reviewed on March 1st, 2021 to determine if the accommodation can be continued further. This review is necessary to reevaluate current health conditions, as well as to ensure the district is still able to meet the needs of students, campuses, and departments. 

 

Will I need to apply again after March 1st?

If the March 1st review determines that a remote work accommodation is still feasible, there will be no need to reapply. 
 

What can those at higher-risk do to stay safe at work?

We have implemented a number of procedures at all district facilities to support staff health, including:

  • A mask requirement for all students, staff and visitors.
  • Social distancing measures and protocols at every facility.
  • Disinfection stations at entry points and throughout the building.
  • Screenings and temperature checks for all students, staff and visitors.
  • Daily deep cleaning of our campuses and offices.
  • Rapid testing so that we know about any cases sooner and can effectively contact trace, isolate individuals that are sick and/or positive, and quarantine close contacts more quickly to minimize any possible spread. 
 

We also ask our employees to take personal precautions to minimize the chance of illness. These include:

  • Wear a mask in public and when around people who don’t live in your household.
  • Practice social distancing of 6 feet or more whenever possible, and avoid prolonged close contact with people outside of your household.
  • Frequently wash hands with soap and water for at least 20 seconds, or use hand sanitizer, after you have been in a public place, or after blowing your nose, coughing, or sneezing.
  • Avoid touching your eyes, nose, and mouth with unwashed hands.
  • Clean and disinfect frequently touched surfaces daily.
  • Monitor your health, and be aware of symptoms such as fever or cough.
 

Will students return next semester?

In November, it was announced that all students who wish to return to in-person instruction may do so; and, we will also continue to offer remote instruction for students through the rest of the 20-21 school year. We anticipate that more students will return to campus in the spring.
 

I am considered higher risk for severe illness under COVID-19 due to my medical condition, because I am 65 years or older, or pregnant. What are my options?

Updated 9/29/2020 for clarity: We understand that the current situation can be unsettling. When possible, the District will provide flexible work options for those needing a medical accommodation. If you fall under CDC’s higher risk category, which includes certain medical conditions, age 65 and over, or pregnancy, and are requesting a flexible work option under the Americans with Disabilities Act (ADA), please submit a Let’s Talk Request to the Office of Employee Relations. Those Employees who are at an increased risk per CDC guidance are given priority consideration, followed by those with underlying health conditions that may put them at increased risk. Employees must personally qualify to receive an accommodation. If an employee has a family member over 65 or immunocompromised, the employee may request to use any available Leave option. Please note that ADA accommodations must be requested and approved through the Office of Employee Relations and not through a supervisor. To submit a formal accommodation please email covid19accommodation@austinisd.org.

If a flexible work arrangement is not an option for you or you do not qualify for a flexible work arrangement under the ADA, please complete a leave request form and provide supporting medical certification to leaveoffice@austinisd.org.

 

If I request a flexible work option through an ADA accommodation because of a medical condition, my age, or pregnancy, what are the next steps?

As of July 16, 2020: Once you’ve submitted your Let’s Talk Request to the Office of Employee Relations, a staff member will contact you to complete an intake and engage in the interactive process.  Employee Relations will review each request on an individual basis and determine whether it is a reasonable accommodation under the Americans with Disabilities Act.  

 

Is there a deadline for employees to request an accommodation to work from home?  

As of August 7, 2020 (updated for clarity): Employees may request an accommodation at any time. An accommodation is assistance or changes to a position or workplace that will enable an employee to do his or her job despite having a disability. Accommodations are also available to conform to the Families First Coronavirus Response Act (FFCRA) and guidance from the Centers for Disease Control and Prevention. In June, Human Capital released a survey to learn about employees’ anticipated needs for accommodations as early as possible. Human Resource Services is processing requests for accommodations for employees who have a medical condition, are 65 or older, or are pregnant.

In order to plan for our in-person reopening, any requests for accommodations for campus reopening and supporting documentation must be received by Employee Relations by September 23, 2020. Staff who have not received an approval are expected to report to campus on October 5.

 

What is the timeline for Human Resource Services to respond to an employee’s request to work remotely?

As of August 7, 2020: Every request is important and our team is committed to thoroughly reviewing needs and options with every team member.  Employee Relations begins processing requests as soon as a request is received and required documentation is provided by the employee.  Due to the volume of requests, response times vary and typically can take up to 2 weeks.

See Leave and Accommodations Request Flowchart for more information

 

Can I take leave or work remotely if one of my family members is over 65 or immunocompromised?

As of July 16, 2020: Employees are only able to request accommodations if they are personally over the age of 65 or immunocompromised. If an employee has a family member over 65 or immunocompromised, the employee may request to use any available Leave options.

 

As of October 23, 2020:  Beginning Nov. 2, we will continue to offer the option of remote learning and welcome all students who wish to return to campus back for on-campus learning. Students in middle and high school will receive more face-to-face instruction, which will involve physical transitions between class periods. See more.
 

Are teachers required to be on campus for the November 3 professional development day?

As of Oct 26, 2020: No. Teachers will be able to participate in professional learning remotely on November 3. Other district staff who are able to do their work to some extent remotely may do so with the approval of their supervisor.

 

What will the phase-in plan look like for campus staff?

As of Oct 5 2020: On Oct 5, the district began transitioning small groups of our student population from remote instruction to on-campus learning. The phase-in plan for families who want their children on campus for in-person learning during the first four weeks can be found on the AISD website.

We know that our team is stronger together, and it’s important that all staff return to work to support teaching and learning for our students. Campus-based staff who have not been granted an approved accommodation through the Employee Relations Office or on an approved leave through the Benefits, Leave, and Wellness Office are expected to return to campus on Oct 5, as we believe it is a best practice to teach from the classroom whether it be remote or in-person.

 

What options are available for staff who need childcare?

As of Sept 18, 2020: As part of the phase-in, school-aged children of our teachers and staff that are enrolled in Austin ISD will receive priority for returning to the campus at which they are enrolled beginning October 5. 

For children not enrolled in an AISD school, the district has partnered with local childcare providers to support students and families, with priority given to AISD staff. Please visit our AISD Staff Child Care webpage to see a list of AISD-operated programs available at certain campuses across the district, or our Community Learning Spaces webpage to get information regarding the Community Learning Spaces facilitated by community organizations, groups of parents, faith-based organizations, or public entities that provide in-person support.

 

My child’s school is giving me a choice between having my child attend in person or participate in a remote learning program for the fall. I signed up for the remote learning alternative because, for example, I worry that my child might contract COVID-19 and bring it home to the family. Since my child will be at home, may I take paid leave under the FFCRA in these circumstances?

As of Sept 10, 2020: FFCRA leave is not available to take care of a child whose school is open for in-person attendance. If your child is home not because his or her school is closed, but because you have chosen for the child to remain home, you are not eligible for FFCRA paid leave. 

 

 

What health and safety measures are being implemented for staff returning to facilities?

As of 8/6/2020

  • Facial coverings will be mandatory for all students, staff, and visitors to wear while on Austin ISD grounds.
  • Austin ISD will implement social distancing measures at all schools and district facilities.
  • All staff, students, and visitors (excluding a parent/guardian that is picking up/dropping off their student) will be required to screen upon arrival to AISD grounds. 

 

When staff returns to facilities, what is the reporting protocol for presumed positive cases?

As of 10/10/2020

If a student or staff member does not pass their health screening or begins to experience COVID-19 symptoms at any time on campus, they will need to be sent to the Health Room to be evaluated by health room staff. Supervisors will need to be notified immediately.

If you are experiencing symptoms similar to those of COVID-19, have been denied entry to a district facility using the COVID-19 Screen-and-Go Mobile App, or have tested positive, please follow these steps:

  • Do not report to work.
  • Contact your supervisor to let them know you will not be coming to work and to receive further instructions.
  • Enter your absence in KRONOS as either Personal or Sick leave, and, if you are a classroom teacher, request a substitute.
  • Contact your physician.
  • See FAQs for more information

 

Do AISD staff get free COVID-19 testing?

COVID-19 testing is recommended for those who:

  • have COVID-19-related symptoms
  • have had close contact with someone who tested positive for COVID-19
  • have traveled in the last 14 days

COVID-19 testing is covered at 100% for all employees and their dependents under all AISD Health plans. Each employee should review their benefits coverage at www.austinisdbenefits.com.

For testing locations, please see:

FREE COVID-19 Testing is also available through Austin Public Health (APH)

 

How is pay affected when employees are asked to quarantine multiple times?

If employees are asked to quarantine, they do so for up to 14 days (10 of which are work days).  Currently, AISD is paying for those 10 days of quarantine at regular pay (100%). Employees will need to use sick and personal leave until the district is able to apply COVID leave, at which point the employee's own leave balances will be restored.

The district will provide employee pay regardless of how often a district quarantine occurs until further notice.

 

What is the most recent change to School and Staff Calendars?

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As of Aug 7, 2020: The Austin ISD Board of Trustees voted to revise the first day of school on the current board approved calendar to September 8, 2020. The calendar begins with four weeks of remote learning and an opportunity for face-to-face instruction during the first four weeks for students who do not have access to technology or connectivity.  Pending approval from the Texas Education Agency, there will be an additional four weeks that will serve as a period where students who selected on-campus instruction may return to on-campus learning in phased-in smaller groups. These plans are subject to change based on the guidance of local, state and federal health authorities and the Texas Education Agency.

The school calendar change has implications for the staff Starting and End Dates calendar. Revising the start and end dates for certain staff allows us to:

  • ensure that we build a calendar that provides more time for professional learning and academic readiness;
  • ensure that all employees are compensated for the time they are working and that compensation is not reduced in any way;
  • minimize financial impacts to changing the start of school;
  • and ensure we have staffing support at the end of the year.
     

What has changed in the board approved calendar?

  • The school year start date for students has been revised to September 8, 2020, and the end date has been revised to June 3 with additional instructional minutes added per day to ensure students receive the required amount of instructional time. 
  • The work start date for teachers has been revised to August 18, 2020. The work end date for teachers has been revised to June 4, 2021. Teachers will still be under 187-day contracts.
  • The original work start date will remain the same for all other staff. The work end dates for other staff may be revised. Please see the calendars linked below for any revised dates.

Please click here to view the revised 2020-2021 Employee Start and End Dates.

If you have questions regarding your duty days, please contact your supervisor.

 

Will employee pay be affected by this change?

  • Employee’s compensation will not be reduced and employees will continue to receive their regularly scheduled pay. The number of scheduled work days for all employees will not be reduced.

  • There are some classified positions that will have additional compensated duty days added to the end of their calendar. 

  • When necessary, other non-classified staff members will have duty days added to their calendar in the form of calendar adjustment days.

 

What are calendar adjustments days?

  • The work calendars for some Professional and Administrative Employees have been extended by 1-5 days.  To ensure that the current number of work days are not exceeded and campuses are supported until the end of the school year, these employees have been granted 1-5 Calendar Adjustment Days that should be used on the designated days.
  • The annual base salary and overall number of work days have not changed for these employees.
  • Calendar Adjustment Days must be taken on Friday, August 14th, Friday, August 21st, Friday, August 28th, Friday, September 4th, and/or September 11th.
  • Unlike a summer efficiency schedule, these employees are not required to work extended hours from Monday through Thursday.

 

Will employee benefits be affected by this change?

  • Employee benefits will not be affected.

Anoche, la Mesa Directiva del Austin ISD votó para modificar el primer día de clases del calendario aprobado por la mesa directiva actual al 8 de septiembre de 2020. El calendario comienza con cuatro semanas de aprendizaje remoto y la oportunidad de instrucción cara a cara durante las primeras cuatro semanas para los estudiantes que no tengan acceso a tecnología o conexión a internet. Pendiendo la aprobación de la Agencia de Educación de Texas, habrá otras cuatro semanas que servirán como un periodo en el que los estudiantes que seleccionaron la instrucción en el plantel podrán regresar al aprendizaje en el plantel por etapas en grupos más pequeños. Estos planes están sujetos a cambios con base en las recomendaciones de las autoridades de salud locales, estatales y federales y de la Agencia de Educación de Texas.

 

La modificación también tendrá implicaciones para las fechas inicial y final en los calendarios del personal. La modificación de las fechas inicial y final de cierto personal nos permite:

  • garantizar la creación de un calendario que proporcione más tiempo para el aprendizaje profesional y la preparación académica;
  • garantizar que todos los empleados sean compensados por el tiempo que están trabajando y esa compensación no se reduzca de ninguna manera;
  • minimizar los impactos financieros al modificar el inicio del ciclo escolar;
  • y garantizar que tengamos el apoyo del personal al final del año.

 

¿Qué se ha modificado en el calendario aprobado de la mesa directiva?

  • La fecha de inicio del año escolar para los estudiantes se ha cambiado al 8 de septiembre de 2020, y la fecha de finalización se ha cambiado al 3 de junio, con minutos de instrucción adicionales agregados por día para garantizar que los estudiantes reciban la cantidad necesaria de tiempo de instrucción. 
  • La fecha de inicio del trabajo para los maestros se ha cambiado al 18 de agosto de 2020. La fecha de finalización del trabajo para los maestros se ha cambiado al 4 de junio de 2021. Los maestros estarán aún bajo contratos de 187 días.
  • La fecha de inicio de trabajo original seguirá siendo la misma para todo el resto del personal. Es posible que se modifiquen las fechas de finalización del trabajo para otros miembros del personal. Consulte los calendarios en los enlaces a continuación para obtener información acerca de alguna fecha modificada.

 

Haga clic aquí para ver las fechas de inicio y finalización modificadas de los empleados en 2020-2021.

 

Si tiene alguna pregunta en relación con sus días laborales, póngase en contacto con su supervisor.

 

¿Se verá afectado el pago del empleado por esta modificación?

  • No se disminuirá la compensación de los empleados, y los empleados seguirán recibiendo su pago regular programado. No disminuirá el número de días laborales programados de ningún empleado. 
  • Hay algunos puestos clasificados que tendrán días laborales adicionales compensados, agregados al final de sus calendarios. 
  • Cuando sea necesario, otros miembros del personal no clasificado tendrán días laborales agregados a su calendario en forma de días de ajuste de calendario (ver a continuación).

 

¿Qué son los días de ajuste de calendario?

  • Los calendarios de trabajo de algunos empleados profesionales y administrativos se han extendido en 1-5 días. Para garantizar que no se exceda el número actual de días laborales y que los planteles tengan apoyo hasta el final del ciclo escolar, a estos empleados se les han otorgado 1-5 días de ajuste de calendario que deben utilizarse en los días designados.
  • El salario base anual y el número general de días laborales no han cambiado para estos empleados.
  • Los días de ajuste de calendario se tienen que tomar el viernes, 14 de agosto, viernes, 21 de agosto, viernes,28 de agosto y viernes, 4 de septiembre y/u 11 de septiembre.
  • A diferencia del horario para conservar energía, estos empleados no tienen que trabajar más horas de lunes a jueves. 
  •  

 

¿Se verán afectados los beneficios del empleado por esta modificación?

Los beneficios del empleado no se verán afectados.

 

 

What training is available for staff?

In preparation for reopening, Austin ISD structured all professional learning into four main priorities to best support the safety, engagement, and success of all students and staff. The priorities for professional learning are:

  • Welcome Back and Health/Safety 
  • Whole-child, Trauma-informed, Social and Emotional Learning, Culturally Proficient and Inclusive Practices 
  • Learning Standards to Guide the Student Experience and Communicate Progress Toward Mastery
  • High-Quality Online Experiences, Interaction and Feedback

Professional Learning (PL) sent a blast to teachers on October 9 that had some considerations and resources for concurrent teaching. Currently, our Professional Learning team are in the midst of getting footage of teachers in action, scheduling think tanks for teachers to share ideas and collaborate, and building out a more robust course for teachers. 

 

 

When face-to-face instruction resumes, what are we providing to teachers and team members to keep them safe?

As of Oct 28, 2020: AISD has been working hard to ensure that all students and staff are as safe as possible when face-to-face instruction begins. AISD will provide all necessary personal protective equipment, including masks, face shields, gloves, hand sanitizer and any other items necessary for our students and campus communities.

Through a collaboration of our Operations team, School Leadership, and campus principals, plans have been made to order and install Plexiglas barriers in some elementary classrooms and cafeterias.

 

Will teachers and team members need to bring their own mask?

As of Aug. 5, 2020: Due to the national shortage of PPE, we are encouraging students and staff members to bring their own mask. However, a mask will be provided to anyone who needs one. 

 

There are PPE shortages, how are we able to ensure AISD will have adequate supplies?

As of Aug. 5, 2020: The AISD Service Center has done a great job forecasting needs—and is coordinating all district purchases and deliveries for personal PPE, including hand sanitizer, masks and gloves, as well as cleaning and disinfectant products. 

To ensure consistent safety standards and to maximize resource allocation, campuses and departments should not make any separate purchases.

To begin preparing for reopening, the Service Center has distributed the first round of supplies to schools and will maintain a regular replenishment schedule for campuses and facilities. Deliveries include:

  • touchless thermometers
  • masks and gloves
  • hand sanitizer, including refills, and disinfectant wipes
  • plexiglass for the counter areas in the front office
  • signs to support social distancing and
  • supplies for special needs (e.g. face shields and gowns).
  • AISD has an inventory of about:
  • 900 touchless thermometers
  • 3.2 million masks and 22,500 washable masks
  • 10,000 face shields and 
  • 5,700 cases of hand sanitizer bottles and 8,600 cases of refills.

The Service Center estimates initial deliveries will cover about three months of operations, including additional supplies for special needs, based on recent planning scenarios. As reopening plans continue to evolve, supply needs may change. Principals and departmental leads will work with the Service Center for additional supplies as needed.

 

How can families and school communities help Austin ISD in regard to PPE?

As of Aug. 5, 2020: We are asking all families and school communities to help prepare their students for the new safety protocols, especially wearing a mask. If students are comfortable and familiar with wearing masks, schools will be able to focus on creating a safe, educational experience for all students. We also encourage students to bring their own masks or PPE if they have them.

Family members and school community members should follow CDC guidelines for social distancing and wear a mask when dropping off or picking up students from schools or bus stops. 

Finally, the Austin Ed Fund continues to welcome donations to support AISD and our school communities during the COVID-19 pandemic.