Backup Care Policy Statement
Updated: May 13, 2020

During these unprecedented times, Verizon is here to support you with balancing the needs of the
business with your personal life. As we continue to operate and evolve our new ways of working, we
recognize that many of you will have family needs that complicate your ability to perform your
duties in the same way you did before the pandemic. To assist with that, we are pleased to announce
the next phase of our backup care program which will take effect May 16, 2020.

We are continuing the emergency in-home reimbursement arrangement (up to
$100 per work day) that was set up as part of the COVID-19 response with some administrative
changes noted below that will allow for inclusion of the reimbursement in your paycheck. You will
continue to be able to use your own personal network/caregiver of choice and request reimbursement
directly through Verizon. There will be no caps on the amount of hours you can use, subject to the
terms below.

In geographies where Bright Horizons support is able to open, you will have additional access to
care in the way it operated before the COVID-19 outbreak. Bright Horizon’s centers and in-network
providers will be available for emergency backup care subject to the pre-outbreak copays and annual
hour limitations.

Who is eligible for the Emergency Verizon Backup Care?
As a reminder, all US-based management and associate employees can access backup care for dependent
children, elder family members, adults with special needs, or other household members when there is
a temporary breakdown in normal care arrangements. Backup care is not meant to replace normal care
arrangements but should serve as a temporary solution when no care options are available. Prior to
requesting reimbursement, please review the following parameters of the program.
• Backup care reimbursement is available if your normal dependent care arrangements are
unavailable, and you must pay someone to provide care during working hours so that you can work.
• The care is only eligible if it is being provided so that you can do work for Verizon; it
cannot be used to benefit friends, neighbors, etc., or while engaging in other employment.
• Backup care should only be used during the days and times when you would otherwise be
working. Unless approved in advance, overnight care and weekend care do not qualify for
reimbursement.
• Care must be delivered in person; virtual care (e.g., telephonic, remote video, etc.) is not
eligible.
• The backup care reimbursement should not be used for durations below half of a standard
business day (4 hours minimum).

• Backup care should only be used in situations where it is required to complete your work
responsibilities. Many employees working from home will experience a certain amount of disruption
and interruptions during the day but will still be able to perform their work responsibilities. The
backup care benefit is not intended to solve these types of minor disruptions. Instead it is meant
to cover longer periods of time where direct supervision is needed to care for loved ones who would
otherwise inhibit an employee from completing their work responsibilities.

All reimbursement requests for emergency in-home backup care benefits are subject to the following
requirements:
• Verizon will reimburse employees $15 per hour of care, up to $100 per day.
• The maximum reimbursement is $100 per day per household, regardless of the number of
recipients.
• There is no limit on the number of days for which employees can seek reimbursement, provided
that the hours reimbursed are for hours the employee is working for Verizon each date.

Additional details regarding caregivers under the Verizon Emergency Backup Care program:
• You may select adult caregivers of your choice to provide in-home care through your personal
connections, including friends, neighbors, and family members who themselves are not working full
time.
• The caregiver should not be a family member who is ordinarily expected to provide for the
wellbeing of the dependent (for example, a non-working spouse who has parental responsibilities for
the dependent).
• Caregivers must be physically present in the residence where the care is being provided.
• Care recipients may be young children, elder family members, adults with special needs, or
other dependent family members who are unable to care for themselves.
• For households with two working adults and eligible dependents, you should make every attempt
to coordinate work schedules so that backup care support is not needed. If both adults are able to
work modified schedules, you are not eligible for reimbursement.

NOTE: For traditional backup care services (e.g., care-center or in-home care) through Bright
Horizons care providers network, review and reserve available care services in your area by logging
onto the Bright Horizons site.

Any exceptions to the rules above must be approved in advance by Human Resources prior to seeking
reimbursement. If you have questions about the program rules for backup care or wish to request an
exception, please send an email to vz.backup.care.administration@verizon.com. Access backup care
reimbursement form.

 

Backup_Care_Reimbursement_Policy_Statement_2020

 

BackupCareReimbursementFAQ

In light of the Covid-19 situation, we have had to make some adjustments to the DCRF program for the month of March. We are extending the due date for March DCRF monthly forms to May 8th, the same date as April’s expenses monthly form is due. We will be processing both March and April forms at the same time to be paid out on the usual date of May 29th.

If you are utilizing Verizon’s Crisis Care administered through Bright Horizons for a relative to care for your child and you are receiving reimbursement through that program, you are not eligible for DCRF reimbursement. Also as a reminder, you must be working to receive DCRF reimbursement.

No one is currently in the NEW&F office at this time although, as stated on our voice mail message, we are available at this email address (newenglandworkandfamily@verizon.com) daily. Please feel free to contact us with any questions about this email or any of our programs.

Thank you,
New England Work & Family Administration

The IBEW & CWA have been working hard with Verizon to reach agreements to protect our members, while at the same time maintaining our network. We have made the following agreements:

Work from Home:

Members who work an inside desk job, who have the required broadband service at their residence, who requests to work at home, have been allowed to do so.  At this time, more than 90% of eligible employees have chosen to work from home. If you have any issues, please call the Union office.

Leave of Absence:

Members may be eligible for a LOA related to Covid-19 for up to 26 weeks. There are 4 scenarios for this leave:

  1. For those medically diagnosed with COVID-19, we will offer a leave of absence up to 26 weeks with pay at the basic hourly rate from the first date of absence until the individual is medically cleared to return to

 

  1. For those who have been directed by a doctor to remain out of the workplace during the COVID-19 outbreak due to an underlying health condition (their own or that of a household member) and who are unable to work from home, we will offer a leave of absence up to 8 weeks with pay at the basic hourly rate and up to 18 weeks of 60% pay at the basic hourly rate (terminating sooner if/when the associate is able to return to the workplace or work from home).

 

  1. For those who establish that they are unable to work because they are caring for a child whose school or daycare has been closed due to COVID-19 and for whom another childcare option (e.g., Bright Horizons, childcare provider reimbursed through Bright Horizons or family member) is not available, we will offer a leave of absence with up to 8 weeks of pay at the basic hourly rate and up to 18 weeks of 60% pay at the basic hourly rate (terminating sooner if/when the associate is no longer caring for such a child, the child’s school or daycare reopens or other childcare option is available).

 

  1. For those who establish that they are unable to work because they are caring for a person medically diagnosed with COVID-19 who is unable to provide self-care and for whom another caregiver is not available, we will offer a leave of absence with up to 8 weeks of pay at the basic hourly rate and up to 18 weeks of 60% pay at the basic hourly rate (terminating sooner if/when the associate is no longer caring for such an individual, the individual is able to provide self-care or another caregiver is available).

 

 

How to Apply for a Covid-19 LOA

To apply for a Leave of Absence from a company computer, tablet or phone,
access the Covid-19 Resource Page on the VZ E-Web.

 

If you are unable to access the VZ E-Web use one the links below:

 

The IBEW & CWA have negotiated a new Bonus Agreement with Verizon for employees who are not eligible to work from home during the Covid-19 Pandemic.  Under the agreement, members who are unable to work from home will receive a weekly bonus of $300 per week.  This amount may be renegotiated, but will not be less than $300 per week.

Also, Verizon will pay bonuses to these same employees who are on leave of absence because of a medically diagnosed case of COVID 19, or directed to self-quarantine either by Verizon, or a doctor or government official, because of a suspected case of COVID 19.

We are pleased Verizon shares the concern we have for our members and is willing to offer these bonuses to union members who perform the dangerous work of keeping the network intact, and keeping our neighbors, state and local government, and businesses connected during this crisis.

 

Over the weekend, the CWA and IBEW negotiated with Verizon to establish a new Hazard Pay agreement during the coronavirus pandemic.  This agreement will provide extra compensation for workers on the front line, who must interface with customers and the public.

Employees who do not have the option to work at home are eligible for the extra compensation.  Also, Verizon will pay bonuses to these same employees who are on leave of absence because of a medially diagnosed case of COVID 19, or directed to self-quarantine either by Verizon, or by a doctor or government official, because of a suspected case of COVID 19.  The bonus will be $300 per week, and may be renegotiated, but will never be less than $300 per week.

This bonus structure is in line with other companies who are offering extra compensation for employees who must work in situations that put them at risk of being infected by the coronavirus or transmitting it to their families.

The unions are pleased Verizon shares the concern we have for these employees and is willing to offer these bonuses to union members who perform the dangerous work of keeping the network intact, and keeping our neighbors, state and local government, and businesses connected during this crisis

There has been a lot of happenings over the past 72 hours as pandemic concerns continue to escalate.

The Union has several conference calls scheduled today with both the System Council T6, and Verizon management. We hope to have more information on w@h update, and efforts for our outside workforce, also answers to several questions we have received from the membership over the weekend .

I know school / daycare closings have made planning difficult. In the event you had to take any unpaid time to care for your child please take a moment to review the COVID-19 sheet from the Rhode Island Department of Labor & Training you may be entitled to TCI benefits. The Union strongly recommends that you file a claim for benefits.

As we receive updates we will communicate them should you have any questions/concerns please feel free to call the hall.

 

Covid – Work Arrangement Request