Regional Enrichment Centers Overview for Families   What is a Regional Enrichment Center (REC)? A REC is a safe, enriching place created by the New York City Department of Education to provide childcare for first responders who are critical to the COVID-19 response efforts.  The approximately 100 RECs around the city each offer remote instruction; three hot meals a day; and childcare; along with art, music, and physical education. RECs include early childcare centers in addition to K–12 sites and will be available in every school district.  The first tier of outreach will be to health care providers, first responders, and key transit workers. As we move forward, we will seek to include additional essential service providers and children in shelters. In the best interest of our medically fragile students, we do not recommend they attend RECs, and are working with the Department of Health to ensure they have continuous medical services. When will RECs open?   RECs will begin operation on Monday, March 23, 2020. How can I enroll my child? The DOE is reaching out to frontline workers, including first responders and health care workers; transit workers; sanitation workers; City agency essential staff; and partner organizations/agencies to help enroll their children through an easily accessible online form. A response will be generated back to the family with the offered site, and we will prioritize geographical proximity to their residence.  Does my child need to bring anything with them to the RECs?  Your child should bring a device (e.g., laptop, tablet, or phone) that they can use for remote instruction, if possible.  What will a typical day look like?   Hours of Operation: 7:30 a.m.– 6:00 p.m. Tentative Program schedule: ● Morning: Remote Learning Opportunities ● Afternoon: ⁓ Arts  ⁓ Physical Education and Sports (3 p.m.– 6 p.m.) How will you keep RECs safe?   The health and safety of students and staff members remain our highest priority. All social distancing protocols will be followed at RECs, including maintaining 6 feet of distance between people and limiting classrooms to fewer than 9 students. Anyone who is sick should stay home. Sites will be regularly cleaned and disinfected. Who will staff these sites?   RECs are operated by dedicated DOE staff, as well as staff from our partners at dozens of community-based organizations. We are grateful to the numerous DOE employees who have already offered to help staff these sites. Additional Questions? Visit  schools.nyc.gov/recs  for more information.  

MEMORANDUM TO: All NYCSSS Staff FROM: Nathalia Berger, Director of Human Resources SUBJECT: GUIDANCE FOR 70 AND OVER ESSENTIAL STAFF DATE: March 25th, 2020 Governor Cuomo recently announced the “New York State on PAUSE” plan. Under that plan, he recommended that individuals 70 and older stay at home. Individuals with compromised immune systems and those with underlying illnesses should provide medical documentation directly to NYCSSS for review. In line with these recommendations, NYCSSS strongly encourages you to stop reporting to work sites. If you fall within one of the above-mentioned categories you will continue to be paid during this time and your days away from work will not be charged to your annual or sick leave balances (unless you are taking a sick or annual day). While this is not mandatory, it is highly recommended and advised. Your health and safety are paramount to NYCSSS and we value your hard work, flexibility, and diligence during these trying times. Should you have any questions about this matter, please contact humanresources@nycsss.org.

  M E M O R A N D U M   DATE:    March 18 th , 2020 TO:            All NYCSSS Employees FROM:     NYC School Support Services, Inc. (NYCSSS) RE:            Absences Related to COVID-19 (Coronavirus) ______________________________________________________________________________   As of February 2 nd , 2020 all NYCSSS employees who are absent from work due to one of the five circumstances listed below during the COVID-19 pandemic may receive COVID-19 paid leave as an excused absence, subject to the documentation requirements set forth below. COVID-19 paid leave will be provided based on each employee’s previous approved work schedule at their current job site. All approved COVID-19 paid leave is paid at a straight time/hourly rate. The COVID-19 paid leave can be used in one-day increments.     Eligibility Guidelines     COVID-19 pandemic absences on or after February 2, 2020 shall be excusable and not charged to either sick or vacation leave banks when the absence is documented as a result of one of the following:     A confirmed case of COVID-19 where the employee is under mandatory quarantine or isolation in accordance with a directive issued by the New York City Department of Health and Mental Hygiene (DOHMH) or other state or federal health agency;   Where an employee is symptomatic and under investigation for COVID-19 infection and required to remain absent as directed by health care provider or other state or federal agency;   Where an employee has been in close contact, as per the Center for Disease Control and Prevention (CDC) guidelines (e.g. within 6 feet for a prolonged period of time), with an individual who has a laboratory confirmed case of COVID-19 and needs to undergo testing and/or self-monitoring requiring absence from work, as certified by their health care provider or other state or federal health agency;   Where an employee has recently returned to New York State from countries/areas designated by the CDC or health care provider requiring absence for self-monitoring; or   Any other case where an individual employee has specifically been ordered or directed to be quarantined, isolated, or absent for self-monitoring by a health care provider related to COVID-19 including any quarantines recognized by DOHMH or other public health agencies.       Please note: (a) NYCSSS employees in these categories will not have absences charged to their sick or vacation leave banks for the duration of the period they need to be out of work per the guidelines set forth from a health care provider or other state or federal health agencies. Any time that is missed after that will be charged to an employee’s sick and/or vacation leave balances; and   (b) absences due to regular illness or general flu-like symptoms that are not documented as COVID-19-related will be treated according to the standard sick leave/vacation time policies.      Borrowing Days All employees who exhaust all COVID-19 paid leave and sick/vacation time will be permitted to borrow up to 30 additional sick days for COVID-19 related absences. The 30 additional days is inclusive of the number of leave days already taken by an employee for COVID-19 related absences.     Documentation : Any NYCSSS employee who requests COVID-19 paid leave and meets the requirements for one of the above-listed eligibility categories MUST submit appropriate documentation from a certified healthcare provider that includes the provider’s active license or provider number, and the duration of leave required. NYCSSS may request additional documentation at its discretion. You MUST notify your direct supervisor (CE) and submit the required documentation to NYCSSS directly at humanresources@nycsss.org .   Returning to Work: Any employee who has utilized COVID-19 paid leave MUST submit a doctor’s note clearing them to return to “ Full Duty” with No Restrictions . Your doctor’s note must be submitted prior to the first day back to work to: humanresources@nycsss.org   *In the future New York State may issue other mandated policies or procedures regarding COVID-19 paid time off and/or leave in which case NYCSSS will update its policy accordingly.

All NYC School Support Service Employees are required to report to their job site. This includes all members of 32BJ and Local 94. You are to coordinate your hours with the Custodian Engineer in charge of your building. The city has declared an emergency. Your role in keeping the schools sanitized has never been more important than now. We thank you for working through this difficult time. Further instruction will be provided in the forth coming days.

  Equal Employment Opportunity Policy   Introduction New York City School Support Services (NYCSSS) takes pride in providing equal employment opportunities to everyone regardless of their actual or perceived race, color, religion, creed, ethnicity, national origin, alienage, citizen status, age, marital status, partnership status, disability, sexual orientation, gender, military status, unemployment status, prior record of arrest or conviction, caregiver status, consumer credit history, predisposing genetic characteristics, or status a s victim of domestic violence, sexual offenses, or stalking.    The purpose of this policy is to reinforce our commitment to the creation and maintenance of a diverse workplace where equality, respect and consideration for one another are the norm.   Scope of policy This equal opportunity employer policy applies to all employees and prospective employees.   EEO Policy As an equal opportunity employer, NYCSSS complies with all applicable laws, rules and regulations preventing discrimination against job applicants based on: race, ethnicity, religious beliefs, gender, gender identity, age, veteran status, marital status, physical challenges, or any other relevant factor. In addition to recruitment and hiring practices, this policy also applies in the areas of promotions, transfers, pay rates and termination. Our executives, upper and middle management, and supervisors are responsible for ensuring that this policy is fully implemented and that everyone complies with it.   Allegations that anyone subject to this policy has engaged in prohibited conduct will be thoroughly investigated. If the investigation under this policy determines that an employee has engaged in discriminatory practices or behavior, said employee will be disciplined accordingly. Any victim of discrimination should not hesitate to come forward. Any individual who feels that coming forward would be or has been futile, unsatisfactory or counterproductive should contact the Human Resources Department.   Any type of retaliatory behavior, or threats of retaliation made against a victim of discrimination who has reported it, or against someone who was aware of the discrimination and reported, will result in immediate disciplinary action.   Any questions or concerns about the implementation of or compliance with this or any related policies should address them to the Human Resources Department at humanresources@nycsss.org.