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Welcome to the IPMA-HR HR Resources page, designed to give our public sector HR professional members quick and easy access to critical, time-saving “best practices” and peer-provided solutions specific to their own challenges. These resources keep our members current on trends and developments within the profession. HR Resources provides quick and easy access to sample policies and RFPs to help solve unique challenges within human resources.

Members can now earn points toward recertification by submitting policies and programs for inclusion in the database. Qualified members will receive one point per submission per year, for a maximum of three points toward recertification.

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COVID-19 Leave Request for Childcare Supplemental Form

City of Myrtle Beach, SC

This supplemental form must be submitted with all requests for COVID-19 Leave requests due to the closure of daycare and/or schools; or the unavailability of childcare due to the COVID-19 pandemic. Without the completion of this supplemental request form, COVID-19 Leave will not be granted and employee will be required to utilize annual leave for all time not worked. This form must be approved by the Department Head and the City Manager, Deputy City Manager, Assistant City Manager, or Chief Financial Officer prior to submission to the HR/OD department for implementation of COVID-19 Leave. Approval of this leave is during Emergency Operations only and does not imply leave may be granted after the COVID-19 Emergency Operations has ceased. 
  • Health

Emergency Family & Medical Leave Expansion Act (H.R. 6201) (FMLA)

Emergency Family & Medical Leave Expansion Act (FMLEA) provides time away from work for an eligible employee for the following conditions:

  1. To care for a dependent child under the age of 18 when schools have been closed due to a Public Emergency of at least 5 consecutive days, AND child care is unavailable, AND the employee is not able to telework.
  • Health
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Reductions in Force and Furloughs

Maricopa County, AZ

PURPOSE

To establish requirements for conducting a Reduction in Force (RIF) or a Furlough to meet business needs while maintaining compliance with all applicable federal, state, and local laws.

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  • FFCRA (ePSL and eFMLA) Employee Pay Decision Tree

    Madison County, IL

    There are many questions going around the County concerning people coming back to work “on-site” and the continuing difficulties that some may have because of child-care issues, quarantines and other care issues until the various “stays” are lifted. The below chart is meant to help explain the available options depending on your circumstances. As always, should you have questions concerning your particular circumstances, please first cover them with your supervisor, and if needed, Craig Edwards, Annette Schoeberle or Bruce Cooper are available to assist. We hope this chart makes the various rules more understandable.

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  • Best Practices for Protecting Whistleblowers

    U.S. Department of Labor

    This document is adapted and updated from best practices developed by the Whistleblower Protection Advisory Committee of the U.S. Department of Labor, a bipartisan group consisting of union representatives, legal experts, corporate safety and compliance directors, public policy professionals, academics, and active and former regulators. The committee submitted its consensus recommendations in full to the Occupational Health and Safety Administration (OSHA) in May 2015.

    • Conflicts
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  • Re-Opening Plan for Employees After COVID-19

    Vienna, VA

    The Town anticipates reopening facilities, services, programs and activities to the public in tandem with the Governor’s reopening of the State, after the COVID-19 restrictions.  To protect the health and safety of our employees and customers, the Town of Vienna will implement a phased approach to return employees to the work environment and in its opening of Town services to the public. This phased approach will take place during the months of June, July, and into the first weeks of August. The three-phase plan will be carefully implemented to ensure the health and welfare of all team members and the public.  This reopening is aligned with the Governor’s executive orders for Northern Virginia and will follow all precautionary guidance to maintain the safety and welfare of our employees.

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  • Plans to Return to Work after COVID-19

    Vienna, VA

    A PowerPoint presentation of the phased plans to re-open Vienna, VA.

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  • HIPAA Authorization Form

    Uintah County, UT

    This is an authorization form that will permit Uintah County to use or disclose some of your protected health information (PHI).

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  • Release of HIPAA-Protected Information

    Southern Marin Fire District

    The purpose of this policy is to establish a pre-authorization process for the release of a member’s personal health information, which is protected by Health Insurance Portability and Accountability Act (HIPAA) regulations, in the event of an on-duty injury or illness.

    • Health

  • Coronavirus FAQ for City Employees

    City of Los Angeles, CA

    The health and well-being of our employees is of paramount importance to our City leaders. Every employee deserves a safe and supportive workplace. Due to the rapidly evolving nature of the coronavirus, the following information is being provided to ensure you and your families remain safe and informed. 

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  • COVID-19 Telework Agreement

    City of Annapolis, MD

    The City’s intent is to protect its employees and citizens by forcing social distancing and allowing Appointing Authorities or their designee to authorize telework by employees under certain conditions in order to prevent the spread of COVID-19.

  • Temporary City Telework Policy Related to COVID-19

    City of Annapolis

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  • Exposure Guidelines (COVID-19)

    Plano, TX

    As we move deeper into the COVID-19 pandemic, it is important to know about what to do in case of a possible exposure. We created a flow chart to guide you on what to do in different scenarios that may arise.

    Please continue to practice illness prevention. This means:

    • stay home when you feel sick
    • wash your hands often and effectively
    • cover a cough or sneeze with your elbow, and
    • seek healthcare when it is medically necessary.

    More Information

    • Articles

  • Protocol for Responding to a Confirmed Case of COVID-19 or Symptomatic Individuals

    City of Milwaukee, WI

     

  • Employee COVID-19 Exposure Decision Tree

    Alameda County, CA

     

  • Interim Furlough Policy

    University of Wisconsin

    The University of Wisconsin System is facing increased fiscal challenges as a result of the COVID-19 crisis.  As a result, the University of Wisconsin System Board of Regents, under the authority granted to it in Wis. Stats. s. 36.115, has authorized the UW System to implement a variety of workforce reduction and cost saving measures, beyond existing layoff policies, to address these financial challenges in a way that minimizes layoffs and maximizes the UW System’s ability to continue to perform its critical educational and outreach mission. The furlough process is not a substitute for layoff, non-renewal, or termination processes as outlined in the Wisconsin Administrative code, systemwide policies, and institutional policies.

    For more information, visit UW Policies.

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  • Sample Communication to Furloughed Employees

    City of San Antonio, TX

    Dear COSA Employee,

    The COVID-19 pandemic is having significant impacts on the economy resulting in great economic uncertainty. As such, it is also greatly impacting our current City Budget. One of the areas most impacted is the Hotel Occupancy Tax Fund (HOT Fund) from which your position is funded. Substantially all events at the Convention Center of Alamodome over the next several months have been canceled or postponed and hotels are expected to remain largely vacant. With revenue in the HOT Fund so greatly impacted coupled with the significant economic uncertainty, we have made the difficult decision to temporarily furlough you. While on furlough, you will remain an employee of the City and will continue to participate in the City's healthcare plan.

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  • Unemployment Benefits Calculations

    City of San Antonio, TX

    Things you should know:

    • You qualify for unemployment benefits during an unpaid furlough.
    • Currently, unemployment benefits are paid up to 39 weeks.
    • There is no waiting period to be eligible for unemployment on claims submitted before Dec. 31, 2020.
    • Regular unemployment benefits have a maximum weekly payment of $521.00. (Through July 31, 2020, the Federal government has approved an additional $600.00 for all unemployment applications, raising the maximum weekly benefit to $1,121.00.)

    • Compensation

  • Reductions in Force and Furloughs

    Maricopa County, AZ

    PURPOSE

    To establish requirements for conducting a Reduction in Force (RIF) or a Furlough to meet business needs while maintaining compliance with all applicable federal, state, and local laws.

    • Topics

  • Sample Notice to Employees about Coronavirus Positive Staff

    Lexington, KY

    MODEL ANNOUNCEMENT TO EMPLOYEES ABOUT POSITIVE TEST

    We learned [today] that one of our employees has tested positive for/contracted the novel coronavirus, COVID-19. [Identify the area(s) where and the date(s) when the employee frequently worked].

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  • 2019 Novel Coronavirus (Pandemic) Policy

    CIty of Rancho Cucamonga, CA

    On January 31, 2020, the U.S. Department of Health and Human Services declared a public health emergency in the United States related to COVID-19. On March 4, 2020, California declared a state of emergency realted to COVID-19. On March 10, 2020, The County of San Bernardino declared a public health emergency. On March 18, 2020, the City of Rancho Cucamonga passed a Resolution proclaiming existence of local emergency due to COVID-19. Effective April 1, 2020 the Families First Coronavirus Response Act (FFCRA) goes into effect prospectively (see appendix). Eligible employees may use their leave to supplement the FFCRA related to paid leave up to their daily pay amount if it is greater than the FFCRA set pay for eligible leave.

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  • Emergency Family & Medical Leave Expansion Act (H.R. 6201) (FMLA)

    Emergency Family & Medical Leave Expansion Act (FMLEA) provides time away from work for an eligible employee for the following conditions:

    1. To care for a dependent child under the age of 18 when schools have been closed due to a Public Emergency of at least 5 consecutive days, AND child care is unavailable, AND the employee is not able to telework.

    • Health
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  • Emergency Sick Leave Act (Division E of H.R. 6201)

    Policy

    • Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or
    • Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor.

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