Resolution No. _ _ _

Resolution No. _ _ _

4_6_0_-2_1___

RESOLUTION

COLORADO RIVER TRIBAL COUNCIL

A Resolution to Approve Modifications to the Policy Related to COVID-19 Exposure in the

Workplace.

Be it resolved by the Tribal Council of the Colorado River Indian Tribes of the Colorado River Indian Reservation, in special meeting assembled

November 29 2021

on

WHEREAS, the Colorado River Indian Tribes (hereinafter "CRIT" or "Tribes") is a federally

recognized Indian Tribe, duly organized with a tribal governing body known as

the Tribal Council according to the provisions contained in the Indian

Reorganization Act of June 18, 1934; and

WHEREAS, Article VI, Section .1 (v) of the Constitution of the Colorado River Indian Tribes

authorizes the Tribal Council to promulgate ordinances and resolutions

providing for the administration of the health, education and welfare of members

of the tribes; and

WHEREAS, the World Health Organization declared a Public Health Emergency of

International Concern on January 30, 2020; the United States Health and

Human Services declared a Public Health Emergency related to the

Coronavirus Disease 2019 (COVID-19) outbreak on January 31, 2020; the

World Health Organization officially declared a pandemic due to COVID-19 on

March 11, 2020; and the United States declared a National Emergency on

March 13, 2020; and CRIT also declared an emergency for the Reservation on

March 13, 2020; and

WHEREAS, the Tribal Council approved a Policy Related to COVID-19 Exposures in the

Workplace by Resolution No. 295-21; and

WHEREAS, modifications are necessary to address questions related to COVID-19

Administrative Leave approval.

The foregoing resolution was on ------'-N-'--o"""v'""'e~m-'-'=b-=e-'--r=2=9_._,=2=0=2~1____ duly approved by a vote of

1

6

for,

against and --'QC-_ abstaining, by the Tribal Council of the Colorado River Indian Tribes, pursuant to authority

vested in it by Sections

1 .V.

, Article ....YL_ of the Constitution and By laws of the Tribes, ratified by the Tribes on March

1, 1975 and approved by the Secretary of the Interior on May 29, 1975, pursuant to Section 16 of the Act of June 18, 1934,

(46 Stat. 984). This resolution is effective as of the date of its adoption.

COLORADO RIVER TRIBAL COUNCIL

By

Chairwoman

RESOLUTION NO. R- 460-21

NOVEMBER 29, 2021

PAGE2

NOW, THEREFORE, BE IT RESOLVED by the Tribal Council of the Colorado River Indian

Tribes hereby approves modification to the attached Policy Related to Covid-19

Exposure in the Workplace; and

BE IT FURTHER RESOLVED that this Resolution shall take effect upon approval and shall

remain in effect until modified or rescinded; and

BE IT FURTHER AND FINALLY RESOLVED that the Tribal Council Chairwoman and

Secretary, or their designated representatives, are hereby authorized and

directed to execute any and all documents necessary to implement this

Resolution.

COLORADO RIVER INDIAN TRIBES

Policy Related to COVID-19 Exposure in the Workplace

COVID-19 has been at CRIT officially for over one year, with our first confirmed case appearing

on May 7, 2020. COVID-19 exists throughout every community in the country. Our community

continues to experience surges and outbreaks of COVID-19 · requiring procedures to address

workplace exposure.

Vaccinations began in December 2020 and fully vaccinated employees may engage in more

activities than over the past year. Department Heads and Enterprise Managers should continue to

monitor employee' s travel and presence at large gatherings for purposes of evaluating COVID-19

exposure risk, particularly when employees engage with the community as a part of their job

duties. Employees are required to provide a copy of their COVID-19 vaccine card or vaccination

record to their Department Head or Enterprise Manager for purposes of contact tracing for

exposures and to evaluate travel requests. Your vaccination record shall be stored within your

records at the Human Resources Department.

If the employee is NOT vaccinated, there are certain situations where an employee will need to

quarantine and be tested before returning to work. The guidance contained in this document is

effective during the time the "Safer at Home" Resolution (R-135-20) or iflesser mitigation is in

effect. Should CRIT revert back to "Stay at Home" Resolution (R-54-20), the policy in this

document would need to be modified. Individual employees who are not fully vaccinated will

NOT be permitted to travel for work except when providing essential services for the

Department or Enterprise. This policy is subject to any additional restrictions on travel as

set forth by Tribal Council action.

If you have an unusual situation, please contact the Office of the Attorney General for further

guidance.

Full Vaccination

Since many of the required actions are based on whether an employee is fully vaccinated, it is

important to understand that fully vaccinated means it has been two weeks after the final dose of

a two-shot series (Pfizer or Modema) or a shot of single dose vaccine (Johnson and Johnson).

The definition of fully vaccinated will automatically update to include any booster shots approved

and recommended by the Food and Drug Administration ("FDA"). See the "Fully Vaccinated

Decision Tree" below.

Fully Vaccinated Decision Tree

Yes

No

Pfizer or

Moderna

Vaccine?

No

.. --··-·

Two weeks since

receiving second

shot of >fizer or

Moderm vaccine?

-

Received one

shot of Johnson

and Johnson

vaccine?

.

~

-

,

·- ... -~-

Two weeks since

receiving one shot

of John ;on and

Johnson vaccine?

No

No

Yes

Yes

Fully vaccinated

Not fully vaccinated ·

Quarantine/ Isolation for COVID-19 Symptomatic Employees

Department Heads and Enterprise Managers need to follow a consistent protocol to determine the

actions to take for employees who exhibit COVID-19 symptoms when at the workplace.

•

Does your employee exhibit symptoms of COVID-19?

• Symptoms per the CDC (https://www.cdc.gov/coronavirus/2019ncov/symptoms-testing/symptoms.html)

o

•

•

•

•

•

•

•

•

•

•

•

Fever or chills

Cough

Shortness of breath or difficulty breathing

Fatigue

Muscle or body aches

Headache

New loss of taste or smell

Sore throat

Congestion or runny nose

Nausea or vomiting

Diarrhea

•

Direct the employee to be tested as soon as possible. Employees may utilize

a service provider of their choice, such as Indian Health Services, or the

Department Head or Enterprise Manager can contact Fawn Tahbo in Human

Resources, or other designee, to schedule testing with Regional Centers for

Border Health.

Employee must stay home until test returns negative results

Was there a direct, documented exposure that occurred in the workplace or

while performing job duties? For example, a person in your office that you

regularly interact with has COVID, or a member of the public that you dealt

with-transported as part of your job, sat in your office for an hour, etc.has COVID. This also includes employees who work in a department or

enterprises that has significant and frequent contact with the public who test

positive for COVID and cannot otherwise identify the source of

transmission (such as a household member).

• If yes, then the employee is eligible for COVID-19 Admin Leave

for time off under this policy.

• No, it was a personal exposure: Sick or Annual Leave must be used

by the employee for time off.

• The Chairwoman is authorized to resolve any disputes regarding

approval for COVID-19 Admin Leave. The decision of the

Yes

•

•

Chairwoman is final.

o

No

•

•

Continue working as normal, utilizing -current standards of handwashing,

mask wearing and social distancing. If an employee experienced an

exposure, refer to the following pages for further guidance.

See the "Quarantine / Isolation Decision Flow Chart," below.

Quarantine / Isolation Decision Flow Chart

Yes

Employee repo11s for duty

... -t" -

Employee remains at home

until receiving a negative

test result

Send employee for

immediate testing

• ..,,.,._...,,.

l

No

Continue normal workplace

procedures

No

Sick or annual leave

Documented

workplace

exposure?

l

Yes

Admin. leave

Employees Who Have Been Exposed to COVID-19: or Who Have Travelled; or Who Have

Attended a Large Gathering

Employees are at increased risk of contracting COVID-19 when they travel to locations with

higher rates of COVID-19 (especially if they travel by bus, train, or plane) or if they have attended

a large gathering. Large gatherings bring together many people from different households in a

private or public space and include (but are not restricted to) conferences, trade shows, sporting

events, festivals, concerts, large funerals, large weddings, parties, etc. See the "Positive COVID19 Positive Exposure; Traveled; Attend Large Gathering Decision Flow Chart," below.

Employees are required to immediately report to their Department Head or Enterprise Manager if

a member of their household has tested positive or if they have had a close contact with an

individual who has been confirmed positive. The employee shall be sent home and shall not return

to work until quarantine, isolation, and/or testing requirements outlined have been satisfied.

Exposure is defined as being within 6 feet of someone with COVID-19 for a cumulative total of

15 minutes or more over a 24-hour period.

•

Does your employee meet any of the following conditions?

•

Exposed to a known COVID positive individual; or

• Traveled to an area that the CDC has designated as having a "Substantial"

or "High" transmission rate (https://covid.cdc.gov/covid-data-tracker/#countyview); or

• Traveled via mass transportation (bus, train, or plane); or

• Attended large gatherings.

o No - No quarantine required

o Yes

•

Is your employee fully vaccinated or have they recovered from COVID19 in the past three (3) months (see above for fully vaccinated definition)?

• Yes

• There is no need to quarantine if the employee does not exhibit new

symptoms and the exposure is not a household member.

• If employee lives in the same house with a COVID-19 positive

person, the employee must quarantine for the same amount of

time as the COVID-19 positive person is in isolation. The

employee must also test negative before returning to work.

Employee may test at a facility of their choice or the Department

Head or Enterprise Manager can contact Fawn Tahbo in Human

Resources, or other designee, to schedule testing with Regional

Centers for Border Health.

• Employee must test at time of exposure and a second time no earlier

than five (5) days after exposure, except when symptomatic, so that

the workplace may trace any subsequent exposures. If employee

becomes symptomatic testing should occur at that time.

•

No

•

•

•

Employee should quarantine as directed by public health officials or

physician.

o CDC recommends 14 days

o Quarantine may be reduced to

• After day seven (7) following a negative test that

occurred five (5) days after the exposure/event

Employee should be tested at time of initial exposure/event and

again no earlier than five (5) days after the exposure/event.

If employee lives in the same house with a COVID-19 positive

person, the employee must quarantine for the same amount of

time as the COVID-19 positive person is in isolation. The

employee must also test negative before returning to work.

Employee may test at a facility of their choice or the Department

Head or Enterprise Manager can contact Fawn Tahbo in the Human

Resources Department, or other designee, to schedule testing with

Regional Centers for Border Health.

Any employee who subsequently tests positive for COVID-19 must provide the Department Head

or Enterprise Manager the name of any other CRIT employee (whether on or off duty), vendor, or

clients/community members potentially exposed to the positive employee in the course of

performing their job duties within the previous 48 hours from symptom onset or within the

previous 48 hours from positive test result if asymptomatic for purposes of contact tracing.

Department Heads and Enterprise Managers shall provide notification of exposure to employees

but shall not disclose the employee's name. Department Heads and Enterprises Managers shall

contact and coordinate with the Office of the Attorney General if a COVID-19 positive employee

exposed vendors, clients or community members in the course of performing their job duties for

purposes of notification.

Department Heads and Enterprise Managers shall be responsible to ensure all work areas are

properly sanitized after an employee or client is positive for COVID-19. Department Heads and

Enterprise Managers may request professional cleaning services for this purpose. At this time

the Office of Attorney General can be contacted to schedule cleaning with ServPro or other

contracted vendor.

All employees are required to have a negative test for COVID-19 prior to returning to the

workplace after exposure or testing positive for COVID-19. Employees who are released from

isolation by their medical professionals or public health nurses after a positive COVID-19

diagnosis are eligible for COVID-19 Admin Leave for the time it takes to obtain a negative test

result. Employee shall be tested every five days until a negative test is obtained. In the event the

employee cannot obtain a negative test result upon release from isolation and is otherwise

medically able to return to work, the Department Head or Enterprise Manager may contact the

CRIT Office of Attorney General to obtain guidance from CRIT's consulting physician on the

employee returning to work prior to receiving the negative test result when the employee is

essential and/or there is a critical need for them to return to work.

All Department Heads and Enterprise Managers are required to provide immediate verbal

notification followed by a written memo within 8 hours to the Chairwoman of any workplace

exposures to COVID-19.

Departments or Enterprises which are required by funding agencies or applicable federal

regulations to comply with policies with more stringent protocols for workplace COVID-19

exposures are expected to continue to follow such policies. For any questions of possible conflict

between such policies please contact the CRIT Office of the Attorney General.

**Nothing contained within this policy is meant to substitute for or supersede any medical

direction or public health directives. Employees are required to follow all public health orders or

medical direction and should advise their Department Head or Enterprise Manager of any such

restrictions.

Please refer to CDC guidance for additional information:

https ://www.cdc.gov/coronavirus/2019-ncov/if-you-are-sick/quarantine.html

Positive COVID-19 Exposure; Traveled; Attend Large Gathering Decision Flow Chart

•

•

•

•

Employee:

Exposed to COVID-19 positive person

Traveled to an area that has S.ubstantial or High

transmission* or,

Traveled via bus, plane, or train

Attended large gathering

Fully vaccinated or

recovered from

COVID- I9 in past

3 months?

Yes

!

No

Yes

Quarantine for I to 2 days after negative

test**

ALL Employees who live with a COVID-19

positive household member will quarantine as

long as the COVID-positive household

member is quarantined and staying in their

home, and employee must test negative upon

return

Yes

No

Yes

No

No

Get tested with a viral test at time of

exposure and no earlier than 5 days

after exposur{ /travel/gathering

'

Known exposure

or travel/attend

large gathering

No need to quarantine

No

Work related

exposure?

Sick or annual leave

* https ://covid.cdc. gov/covid-data-tracker/#county-view

** The CDC recommends a 14-day quarantine. Due to staffing issues, the

quarantine time is reduced to 7 days after a negative test on day 5.

Admin leave