Salary: $77,840.67 – $98,667.50 Annually
Location: Seattle, WA
Job Type: Career Service, Full Time, 40 hrs/week
Department: DPH – Public Health
Job Number: 2020MF11532
Division: Administrative Services
Closing: 4/7/2020 11:59 PM Pacific
COVID-19 UPDATE: Pet adoptions temporarily suspended
Following Governor Inslee’s Stay Home, Stay Healthy proclamation, all adoptions at our Kent Adoption Center are temporarily suspended. Essential services will continue, as shown below. For more information about the COVID-19 outbreak, visit kingcounty.gov/covid.
Our number one priority at RASKC continues to be focused on delivering our mission of “Helping People and Pets.” We are honored to be of continued service to our communities, both in person when needed as well as online. You can access many of our services from the comfort of home.
Read more from Tails from RASKC
For many students in King County, this time of year heralds spring break, a much-anticipated week away from school. The coronavirus outbreak has caused many families to cancel plans for break, leaving them in search of creative ways to keep their kids entertained while practicing social distancing. Visit the Balanced You blog to learn more about activities you can do as a family, both during and after spring break, that promote well-being while observing guidelines for staying healthy.
The evolving coronavirus outbreak in our community has been difficult for everyone to process. Each of us is experiencing some degree of anxiety or stress in the face of this pandemic. Children process stress differently than adults and are uniquely affected by the way we talk about the virus, images in the media, and changes to their routine following school closures and other ‘social distancing’ measures.
Balanced You is here to support King County employees who are parents and caretakers of children. Below, you will find resources and tips for helping children through this period.
Read more from Balanced You
Effective March 23, Governor Jay Inslee issued a “Stay Home, Stay Healthy” order, which included a list of essential services that can and should continue operating.
At King County, employees who are designated as First Responders and Mission-Critical Employees are classified as “critical government workers” for the purposes of the Governor’s Order, and accordingly are expected to continue to report to work in person or telework per existing arrangements.
Please be advised that your King County identification badge serves as proof that you are an “essential employee.” If you are asked to provide proof of your status while performing your County duties, please present your King County ID badge, unless your department or division has provided you with an additional form of proof.
You can learn more about the Governor’s Order and the designation of King County employees in this previous guidance.
As we continue our efforts to slow the spread of novel coronavirus (COVID-19) in King County, we have put together several resources for King County employees during this outbreak. Our new one-stop webpage, www.kingcounty.gov/employees-coronavirus has health information, telecommuting resources, benefits updates, frequently asked questions, and more. This webpage can help to answer questions for King County employees about how their work is impacted by the coronavirus.
To help support employees during this time and provide regular needed updates, the employee newsletter schedule will change. The newsletter will now be sent twice a week, instead of its originally scheduled once a week, Wednesday publication.
This temporary change will allow for important notices and announcements to be sent out at one time, building on the recognition of the employee newsletter, and not overwhelming employees with additional emailed announcements. One-off announcements will be used as necessary.
Please continue to review the employee newsletter for necessary information, and visit the employee news site, www.kcemployees.com, to see all newsletter announcements, updates, and information.
King County is sending a mailing to all employees’ homes this week that highlights some of the benefits available to employees and families during this COVID-19 outbreak.
Highlighted services include what to do if you are feeling sick, how to access care in-person and remotely, and how to get support and counselling services through the Employee Assistance Program and Making Life Easier.
Please look for the mailer at home this week, and remember you can always get benefits information online at www.kingcounty.gov/benefits, and all COVID-19 employee-related information at www.kingcounty.gov/employees-coronavirus.
King County is working to protect the health and safety of its employees and the general public by following the guidance of Public Health – Seattle & King County (PHSKC), the Washington State Department of Health (DOH), and the Centers for Disease Control and Prevention (CDC) in response to the COVID-19 virus.
As part of this effort, the County has developed protocols for employees and managers for the following situations:
- An employee has been in close contact with someone who was exposed to COVID-19, but neither individual is showing symptoms.
- An employee has been in close contact with someone who was later diagnosed with COVID-19 but was not showing symptoms at the time of contact with the employee.
- An employee has been exposed to a diagnosed person with COVID-19, but the employee is not showing symptoms.
- An employee is showing symptoms of COVID-19.
- An employee has been diagnosed with COVID-19.
Most importantly, if an employee has been diagnosed with COVID-19 or is showing symptoms of COVID-19 (fever, cough, shortness of breath), the employee should immediately inform their manager that they need to leave the workplace, but the employee does not need to provide their manager with specific details. The employee is strongly encouraged to notify HR of their symptoms as a public health precaution by contacting their HR Manager or emailing DHRCOVID19@kingcounty.gov. The employee should immediately contact their health care provider to get health guidance on next steps.
Department HR Managers and department leadership will oversee the implementation of this protocol to ensure we are keeping employees safe and informed during the COVID-19 outbreak.
King County’s Temporary Leave and Telecommuting Policy, which applies to Executive Branch employees, sets out procedures for leave usage during the COVID-19 outbreak. Some employees have asked about the recently announced Federal Emergency Paid Sick Leave and expanded FMLA Public Health Emergency Leave. Please see the following guidance provided in the Temporary Leave and Telecommuting Policy for Executive Branch employees (Employees in other branches of County government will receive guidance from their leaders [definition below]):
People who are sick with COVID-19 or taking care of people with COVID-19 need to first use leave accruals. Effective April 1, 2020, these employees may also use Federal Emergency Paid Sick Leave (FEPSL).
- Employees must first use their own leave accruals (sick, vacation, executive leave, comp. time, and BTO). Once they’ve used their accruals and two weeks of emergency donated leave, if available, then the employee would be provided COVID-19 leave.
- Full-time employees may also choose to use up to 80 hours of Federal Emergency Paid Sick Leave (FEPSL). Part-time employees are eligible for a prorated amount based on their average hours worked over a two-week period.
- FEPSL is available to all employees who meet one of the six eligibility requirements below. FEPSL is in addition the County’s paid leaves. Employees cannot be required to use other types of leave before they use FEPSL.
- Employees are eligible for FESPL if they:
- Are subject to a local, state or federal quarantine order related to COVID-19;
- Have been advised by a healthcare provider to self-quarantine due to COVID-19 concerns;
- Are experiencing symptoms of COVID-19 and are seeking a medical diagnosis;
- Are caring for an individual who is self-isolating for one of the reasons described in (1) or (2) above;
- Are caring for their minor child whose school has been closed, or whose childcare provider is unavailable due to a public health emergency related to COVID-19; or
- Are experiencing any other “substantially similar condition” specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of Labor.
- For all six reasons above, the County will be more generous than required under federal law and pay full-time employees up to 80 hours of FEPSL in the same way that employees are currently paid when they use their sick leave. Part-time employees are eligible for a prorated amount based on their average hours worked over a two-week period.
- FEPSL expires December 31, 2020.
Employees who are home because their child’s school or childcare facility is closed and the employee is unable to work or telecommute, must first use their leave accruals. Effective April 1, these employees may also use Federal Emergency Paid Sick Leave (FEPSL), or the expanded FMLA Public Health Emergency Leave (PHEL). Because PHEL is an expansion of FMLA, the 12-week total annual entitlement for FMLA still applies.
- Employees who need to care for a child under the age of 18 due to closure of the child’s school or childcare facility can use FEPSL. See 1.b.5.
- In addition, these employees are eligible for up to 12 weeks of protected PHEL, if they have worked for the County for at least 30 days.
- This includes short-term temporary employees.
- The first 10 days of PHEL are unpaid; however, the employee may use any other available paid leave (including the FEPSL discussed in 1.b above).
- After 10 days, the employee is entitled to two-thirds of their regular rate of pay during the leave, up to a maximum of $200/day and $10,000 total.
- Pay is calculated based on the number of hours the employee would otherwise be scheduled to work. For employees with varied schedules, the hours are determined based on the average number of hours scheduled over the 6-month period ending on the date on which the leave starts, including any leave hours; or based on a reasonable expectation at the time of hiring.
Executive Branch departments: Department of Assessments, Department of Adult and Juvenile Detention, Department of Executive Services, Department of Community and Human Services, Department of Human Resources, Department of Judicial Administration, Department of Local Services, Department of Metro Transit, Department of Natural Resources and Park, Department of Public Defense, Department of Public Health, Executive Department, King County Elections, King County Information Technology (KCIT), King County Sheriff’s Office (The King County Sheriff’s Office is administered by the King County Sheriff).
Other branches of County government: District Court, King County Council, Prosecuting Attorney’s Office, Superior Court.