As we transition to a hybrid work environment that will bring many of us back into the office, employee safety, as well as the safety of those we serve, remains a top priority for the agency. As we continue our efforts to ensure the safety of our employees and the communities we serve, we all need to keep in mind our Forest Service values and code and commitments, remembering to practice grace as we re-integrate with each other. 

We are following guidance from the Safer Federal Workforce, USDA’s COVID-19 Workplace Safety Plan and the Centers for Disease Control. This guidance includes the recommendation that agencies implement a COVID-19 screening testing program for employees who are not fully vaccinated, or who have not yet provided proof of their vaccination status. COVID-19 testing can help control outbreaks by identifying infection status early, and it is an integral component of the Forests Service’s safe re-entry.

Unvaccinated employees and their supervisors were notified of their enrollment in the screening testing program and provided with implementation instructions the week of May 9. Test kits are currently being distributed to all agency units, and the Forest Service will officially implement its COVID-19 screening testing program on May 23.

We recognize there are employees with underlying medical conditions who may be at a higher risk for severe COVID-19 who are concerned about returning to the workplace*. The special provisions below are for employees who may need to reduce their exposure:

• When the CDC has listed the community level for the employee’s duty location as MEDIUM or HIGH, the employee may self-certify, in writing, to their supervisor that they meet one of the CDC high-risk criteria and may request extended telework. The employee’s request for extended telework will be granted unless the supervisor identifies mission-critical work that cannot be performed from the telework/alternate work location.
• When CDC community levels are LOW at the employee’s duty location, employees who provide a medical certificate indicating that they are at high risk for severe COVID will be considered for a hardship accommodation (NFFE bargaining unit employees should reference Article 42 in the Master Agreement). Examples of accommodations that may be considered include: work schedule modifications, improved methods for social distancing in the office, increased ventilation or air filtration near the employee’s desk or cubicle, continued telework and voluntary use of a personal vehicle when a government vehicle isn’t available.
• If the employee is denied telework, the employee will be provided alternate adequate protection from workplace exposure for COVID during the grievance process. This does not replace or limit the reasonable accommodation process for those employees with qualifying disabilities.

Additional flexibilities to address family and transportation factors may include a hardship request.

If, because of COVID-19, an employee faces unavailable dependent care, lacks public transportation, or has household members at high risk for COVID-19, these issues will be considered hardships, and the employee may request a hardship accommodation to their supervisor. Appropriate hardship accommodations that may be granted include: Unscheduled telework, other workplace flexibilities such as deviations from core hours, varying the number of hours worked in a given day or week, adjusting the time of day when the employee works by using the flexibility found in available flexible work schedules or granting leave without pay.

When requested, the Forest Service will offer test kits to employees who are fully vaccinated and working in positions that may increase their risk of exposure to COVID-19 regardless of Community Level. These employees may pick up test kits for voluntary testing from their home unit or any other Forest Service work location. These kits will be self-administered by the employee. If the test result is POSITIVE, employees must follow the same instructions as outlined frequently asked questions on USDA’s Response to COVID-19 Workplace Safety.

Your continued focus, leadership and grace is much appreciated as we move to this hybrid work environment.

*Work environments may include but are not limited to:

• Travel for official duty
• Areas of high public interface
• Shared housing