Use these resources to help you understand what we’re doing to keep employees healthy and safe, as well as how this impacts areas like healthcare, medical costs and coverage, attendance, leave and more.
Yes, you can use paid time off and are permitted to use time you have not yet earned to get the vaccine. However, you are encouraged to get vaccinated during your scheduled time off.
If you are experiencing side effects from the COVID-19 vaccination, and do not meet the criteria listed in Appendix A, you are permitted to take the day following the vaccination off.
This time off is excused. You are required to use paid time off and are permitted to use time you have not yet earned.
No, masks are required for all employees, even if you have received the vaccine as not enough information is currently available regarding a vaccinated person’s ability to spread the virus that causes COVID-19 to others, even if you don’t get sick yourself. All safety guidelines around COVID-19 are mandatory and there are no exceptions.
Because we are an essential manufacturer, we are on a priority list however, the plans for vaccinations vary by state/locale.
The supply of COVID-19 vaccine in the United States is currently limited. CDC is providing recommendations to federal, state, and local governments about who should be vaccinated first. Please reference this document for details about the planned vaccine roll-out: NCDHHS Vaccine Infographic
Currently, the Company is not able to offer on-site vaccinations given the availability of the vaccines and current state of distribution guidelines. However, we will continue to monitor this for opportunities, particularly as more vaccines become available from different manufacturers.
When making your vaccine plans, we encourage you to reference information provided by the CDC for guidance, including their guidance regarding recommendations for those with underlying conditions and those who are pregnant or breastfeeding.
The federal government does not mandate this vaccine at this time. While we support the vaccine, your personal health choices are your own.
You are required to self-report to HR AND isolate or self-quarantine for 10 days if you’ve:
* Employees who are COVID-19 tested-positive, presumed-positive, or potentially exposed will not be allowed to return to the workplace until they have satisfied the criteria for ending isolation or self-quarantine (COVID-19 PROCESS).
In addition, please follow CDC Guidelines and:
Please note that employees who knowingly show up to work with COVID-19 symptoms, while potentially or tested positive for COVID-19, or after being tested for COVID-19 before receiving test results will be subject to disciplinary action up to and including termination of employment due to risking the health and safety of our other employees.
We therefore encourage all employees who are sick, had prolonged exposure to someone who is presumed positive or tested positive for COVID-19, or have been tested for COVID-19 but have not received results to stay home and self-quarantine. Refer to the “Sick Leave and Attendance” section on options available for time away from work due to COVID-19.
Avoid carpooling to and from work, if possible. If carpooling or using company shuttle vehicles is necessary, the following best practices should be used:
We’re taking proactive steps to ensure employee health and safety, including:
Before clocking in or reporting to any office area or workstation, employees must either:
*Facilities without a temperature measuring program.
You can see a doctor virtually through MD Live. You’ll be charged a flat fee, regardless of insurance coverage. Any employee can use this online service whether you are insured by Cornerstone Building Brands health benefits coverage or not. Other virtual medical providers include Teladoc and Doctor on Demand.
CVS Caremark encourages prescription holders to refill maintenance medications with a 90-day supply or up to the plan maximum to ensure continued access. They are also temporarily waiving early refill limits on 30-day prescriptions and offering free home delivery for all prescription medications.
All visitors requesting entry to our facilities are required to review the Visitor Questionnaire which asks them questions about COVID‐19 and having their temperature measured. They must sign, date, and confirm their responses on the visitor log.
Those who indicate exposure to COVID‐19 by answering “YES” to any of the questions or have a fever should be turned away from entering the location out of consideration for the health and safety of our employees.
Those who chose not to sign the questionnaire or answer the health questions are provided alternatives to leave deliveries while adhering to CDC’s social distancing guidelines. Non‐business critical visitors are prohibited at this time.
According to WHO guidance, only people treating those infected with the COVID-19 coronavirus need to wear N95 face masks or respirators. Employees are encouraged to wear CDC-compliant cloth face coverings or CBB-provided surgical masks at work, unless wearing a mask in their job imposes an unacceptable safety risk.
ALL employees are required to wear face coverings or surgical masks at all times while at work, in the field, at a job site, or performing work for the Company (in any location).
Please consult the SAFETY – Mandatory Face Coverings Policy your local safety personnel if you have questions.
In addition to following CDC guidance for banned travel, we’re also restricting travel for our business. All airline travel requires CEO approval until further notice. If you receive travel approval, please also obtain advance written approval from all customers or business partners you will be interacting with at your destination and provide to your Executive Leader for approval.
The company currently permits some employees to attend business‐critical appointments or meetings with less than 10 people, if traveling domestically and using a rental or personal vehicle. Advance Segment Leader approval is required. Detailed guidance and safety precautions have been developed and can be found in the CBB Travel Guidance documentation.
Talk to your manager about requests from customers and whether it makes sense to postpone travel plans. Note that some travel restrictions and requirements still apply, outlined in the CBB Travel Guidance. Customers will likely understand if virtual meetings are held in the place of face‐to‐face meetings. If an in‐person meeting is deemed necessary, whether travel is required or not, please customize the CBB Meeting Confirmation Notice Template to confirm meeting details and safety requirements with your customers.
We understand that the closing of schools and childcare facilities may impact your ability to work as normal. Before making any decisions, work with your local leadership to see what options are being considered for your location. Generally, employees have three options if unable to work:
You are not permitted to bring your children to work. We are encouraging employees to exercise every precaution and follow CDC guidance which currently includes social distancing.
If you receive income from one of the company programs (vacation, sick, PTO or short‐term disability) your benefit deductions will apply. However, if you’re are placed on a non‐furlough unpaid leave, your benefit deductions will pause until you return. Deductions will be taken retroactively when you return to work. Generally, deductions will be doubled until you are caught up.
The medical plans will cover COVID-19 as they do any other illness and are subject to plan deductibles and copays unless excepted by law. Upon enactment, the Federal Families First Coronavirus Recovery Act authorizes the waiver of deductible, copayment, and coinsurance requirements for COVID-19 testing and certain other items and services furnished to an individual during health care provider office visits, urgent care visits, and emergency room visits that result in COVID-19 testing.
Neither the FMLA nor ADA/ADAAA apply to child day care need, but you may be eligible for a non‐FMLA leave of absence.
You would need to meet the definition of disability in order to qualify for a claim and it would be treated as any other sickness or illness. The return to work date would be based on the disability and not the return to work date based on the employer or the government. Short‐term disability benefits are not payable for you to care for a sick family member.
It may, if you have a covered situation. FMLA does not typically cover leave due to the avoidance of getting sick.
Whether COVID‐19 or a condition associated with it is a disability under the ADA/ADAAA, will be determined on a case by case basis by our Leave Administrator (VOYA). However, most transitory conditions, like the flu, are usually not considered a “disability” unless there are additional or long lasting complications.
You are not required to use paid time off but are permitted to do so. Paid sick leave may only be used according to the criteria set out in the policy.
The emergency paid family leave and paid sick leave provisions of the ‘Families First Coronavirus Response Act’ (FFCRA) apply to employers with fewer than 500 employees; that does not apply to Cornerstone Building Brands. You may use available vacation and sick time and may be eligible for other paid and unpaid benefits provided by the Company and under existing State or local programs. Please contact your HR representative to discuss your situation.
Possibly. In states where childcare services have resumed, employee absences due to childcare needs will no longer be excused.
Your attendance points will not be negatively impacted for absences resulting from to COVID-19.
You may use available paid time off and may be eligible to receive short-term disability benefits if you contract the virus. If you are unable to come to work due to caring for a family member sick with the virus and are unable to work remotely, you are not eligible for short-term disability benefits. Please contact your HR representative to discuss your situation. Further personal leaves related to childcare constraints in states where daycare facilities are fully open should be discussed with your supervisor, manager, or HR contact.
While we continue to have strong demand for our products, this pandemic is changing the business environment for all companies, including introducing the potential of government-mandated workplace closures. Our goal is to provide a healthy and stable workplace for our employees well into the future, and we’re committed to keeping a realistic view on all options in service of that goal. If you have any questions, submit them using the form at the bottom of this page.
If the Company determines that your facility must be closed due to federal, state or local municipality orders, employees who cannot work remotely will be furloughed. During that time, employees can elect to use available paid time off and will not have any disruption to their healthcare coverage. In the event of a furlough, your manager will provide you with detailed information related to the specific situation at your facility. You may be asked to complete certain paperwork in order to receive paid time and continue your healthcare coverage. Your local HR representative will also be a resource in this situation.
The company has implemented new COVID-19 policies, procedures, best practices and controls to protect our employees. By following applicable CDC and other recommended guidelines and, in some areas, exceeding what’s recommended, we are enhancing safety for our employees. We monitor the latest updates for strategies and recommendations for the workplace and are quick to implement new measures applicable to our operations. Please speak with your supervisor, manager, HR contact, or Safety team to see if your concerns may be addressed or accommodated.
You are permitted, but not required, to use available paid time off if you contract the virus. You should also contact VOYA to determine if you are eligible for short‐term disability benefits.
Yes, in some cases. Recent changes to federal law allow States to pay benefits where:
Employees should refer to their individual State’s unemployment compensation website for more information about eligibility and how to apply for unemployment benefits.
You are welcome to contact the Employee Service Center by submitting a question using the form at the bottom of the Cornerstone Building Brands COVID-19 employee resource site. We’re here to help and if we don’t have the answer, we will find someone who does.
Because these rules vary by state, we recommend you check with the workforce commission in your state.
You and your family have access the Employee Assistance Program offered through Magellan. The EAP provides a confidential service of counseling, coaching, resources and referrals for many personal needs. They are available online at magellanascend.com or by phone at 1-800-324-8780.
Human Resources Documents
|COVID-19 Process – Tested Presumed Positive or Potential Exposed||COVID-19 Presumed, Tested, Potentially||COVID-19 Telecommuting Guide (English and Spanish)|
|Cornerstone Building Brands is a Critical Building Products Provider||COVID-19 Location Posting Essential Business|
Information Technology Documents
|Remote Work Security Considerations|
|COVID-19 Daily Employee Health Validation Posting||Generic No Handshake Zone Signs||COVID-19 Carrier and Delivery Services Guidance|
|COVID-19 Questionnaire (English, Spanish, Russian)||COVID-19 Social Distancing Guide (English and Spanish)||Ergonomics for the Home Office Guidance|
|Mandatory Face Covering Policy|
|BioChem Novel Coronavirus (COVID-19) Fighting Products|
Employee Resource Documents
|CVS Member One-Pager||EAP Compassion Fatigue||EAP Coping with Isolation|
|EAP Healthcare Worker Anxiety||EAP Member Flyer||EAP Working from Home|
Infectious Disease Preparedness and Response Plan
|Appendix A Exposure Risk Level by Job Duty or Work Classification||Appendix B Infectious Disease Workplace Controls Checklist||Appendix C Infectious Disease Preparedness and Response Plan Training Roster|
|Appendix D Employee Notification Letter||Appendix E COVID-19 Toolbox Talk and Employee Information Handout||Appendix F Infectious Disease COVID-19 Control and Response Plan Training|
|Exposure Risk Analysis Examples||Infectious Disease Policy||Infectious Disease Preparedness and Response Plan – COVID-19 – OSHA|
|Infectious Disease Preparedness and Response Plan – Safety Standard|
If you have any questions or need support, please complete the below form to initiate help from the appropriate team member.