• Who is classified as a Disaster Service Worker?

    All employees are required to serve as DSWs if called to do so. Currently, high-risk employees (age 65 or over, or with a documented susceptibility to COVID-19) will only be required to perform duties remotely. When selecting DSWs, departments should weigh the current assignments, schedules, and individual employee needs (e.g., child care, care for others) and statutory leaves. (4/1/2020)

  • What happens if an employee declines to serve as a DSW?

    Depending on the circumstances, an employee may be able to use available leave balances or may be granted leave at the department’s discretion. Since all County employees are DSWs, disciplinary action could result if an employee is able to serve an assignment and refuses to show up. Contact HR if this occurs. (4/2/2020)

  • How are DSW hours recorded on my timesheet?

    DSW work is generally paid at straight time rate – even if the employee is working a schedule outside other their normal schedule – unless the employee is eligible for overtime. For most County employees, overtime is paid after 40 hours/week (or 37.5 hours/week) for hours actually worked. Being on paid administrative leave, for example, does not constitute hours actually worked. (4/1/2020)

  • What is the relationship between RDOs and DSW service?

    Employees may be required to report to DSW duty on a day that the employee doesn’t normally work, including weekends, holidays, and RDOs. Advance notice should be given, when possible, although the circumstances may require an employee report to work immediately. (4/1/2020)

  • What personal protective equipment (PPE) do DSWs receive when they report?

    The County will adhere to public health guidance as resources allow. (4/1/2020)

  • How will a DSW assignment be conveyed to an employee?

    Most likely an employee will be reached by phone. Employees must respond promptly to calls or voicemails. All employees must remain available during their normal shifts, whether they are working on-site, telecommuting, or on paid administrative leave. Employees may be required, as circumstances develop, to remain available at all times. (4/1/2020)

  • What if I share a household with a vulnerable person but am activated as a DSW in contact with the public?

    The County is sympathetic to the fact that many, if not most, of our employees are concerned about the possibility of transmitting infection from work to home (or from other public places, such as the grocery store, gas station, etc.). However, each County employee has the legal obligation to perform DSW work if called upon to do so. Take as many precautions as you can and work out concerns with your supervisor. (4/1/2020)

  • Why have I gotten called as a DSW when my colleague hasn’t?

    There are a variety of considerations that go into how DSWs are scheduled. Employees who are performing essential functions (on-site or at home) are often continuing the performance of those duties. (4/1/2020)

  • How do supervisors know where their employees are when assigned as DSWs?

    Supervisors can check with the EOC and may require their employees to report back their DSW assignments for tracking purposes. (4/1/2020)

  • How do employees get assigned to specific types of DSW work? What if I would rather be activated in a different DSW role?

    DSW assignments are made by the EOC to meet demand. If an employee has special skills, the employee may report those skills to their DSW lead (e.g., the person directing the employee’s DSW activities). (4/1/2020)

  • Who can I contact for more information?

    Employees: please contact your supervisor with specific questions. Managers: please contact (415) 473-5061 in HR.