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There are many good reasons to move to a hybrid model where some employees remain onsite full-time and those whose positions allow it can have more flexibility to be offsite one-to-four days per week.
The pandemic has shown that working offsite continues to be productive. Our employees have told us they want the flexibility to work offsite some of the time because it fosters a better work-life balance and can be more productive.
Additionally, we want to continue to be an employer of choice, which means offering competitive compensation and benefits, and now, flexibility for our remote-enabled workforce.
We understand that facetime and time in the office provide many benefits, including opportunities for collaboration, networking, mentoring and learning. However, we also know that the world is changing because of this pandemic and we must adapt in order to continue employing the same high-level of talent we’ve always had at Exelon.
The expectations and business needs have not changed. We still need to be responsive to customer needs, emergent issues, and delivering exceptional performance. However, based on your feedback to the Responsible Re-entry survey, we’re being more intentional in providing flexibility to remote-enabled employees with the location at which they perform work on a regular basis.
Previously, some managers provided more flexibility than other managers or some employees may have had more flexibility than other employees, based on personal circumstances or history at a given location.
Workplace of the Future will expand the amount of flexibility afforded our employees and improve the consistency with which that flexibility is given across similar positions, locations, etc.
It’s important that leaders regularly plan to engage all employees in the office for team building to ensure connectedness within a workgroup and stay true to our diversity, equity and inclusion principles.
Similarly, some collaborative activities require face-to-face interaction and it’s important to use the office when its warranted.
Keep in mind though, that some level of “face time” can be achieved with the use of technology.
Managers will receive guidance on how to best implement the hybrid work model to ensure we stay true to our values and all employees feel part of the team.
Employees who were previously considered telecommuters are not expected to return to the office until Responsible Re-entry Phase 3.
Similarly, employees with roles that could be designated as satellite moving forward should have been placed in the Phase 3 Re-entry group during the planning process.
Therefore, there’s no need for the satellite designation until we reach Phase 3 because those employees already are working remotely.
Upon entering Phase 3, the employees who have not yet returned to the office will become either flexible or satellite employees. If a role is determined to be satellite, the manager will be discussing the specifics of the arrangement prior to re-entry.
Yes, as part of your re-entry, your manager will have a conversation with you about your work arrangement and primary work location. After that conversation, there may be additional actions you need to take that your manager will explain to you.
Core working hours are more of a guideline within a team to schedule routine meetings. Coverage hours are more external facing to other workgroups. While we know we are a 24/7 business that is responsive to customer and colleague needs, we need to set some expectations around working hours to ensure offsite workers have a productive workday
We hope that all employees will respect a workgroup’s core and coverage hours and try their best to avoid scheduling meetings during off-hours. If someone schedules a meeting outside of your core working hours, it could be because they are unaware of your core hours or because the issue is urgent and requires immediate resolution.
Please reach out to the meeting owner and politely share your workgroup’s coverage hours. Then, ask if the matter is urgent or the meeting could be rescheduled.
The employee’s manager should approve their working hours and days on-site.
By moving to flex seating, we strive to free-up office space for additional collaboration areas, which will be in greater demand as teams come into the office together for intentional connections. In some cases, that might result in real estate cost savings. In other cases, it might be cost-neutral.
FLEX seating and the neighborhood model are currently available at Chase in Chicago, Kennett Square 200 Building in Kennett Square, PA, and the IT floors at BHQ and MOB.
Assigned seating at other locations will remain as is until buildings are scheduled to be remodeled or re-stacked when they will transition to the neighborhood model.
Collective bargaining agreements will govern the work arrangements offered to bargaining unit employees.
Generally, we anticipate that flexible employees will be at their work location two or three days each week. However, there is no company-wide minimum amount of time flexible employees will be required to be at a company location. Instead, each management team is responsible for ensuring that their work gets done efficiently and effectively. As such, employees will discuss the logistics of working hours with their managers, and employee working hours and work arrangement will be based on business need.
This arrangement is only viable so long as your performance continues to be strong while working offsite.
In general, the hybrid work arrangement will begin when the employee’s Responsible Re-entry Phase begins/returns to work, subject to manager discretion. If you’d like to return to work earlier, please talk to your supervisor.
All employees are expected to remain fit for duty (drug- and alcohol-free, conscious and able to perform required tasks) while working, regardless of work location.
Due to the importance and sensitive nature of the work we do, we will continue our Fitness for Duty program, as designed. Flexible workers will need to be prepared to report to a Fitness for Duty testing center within two hours of receiving a random or follow-up testing call. If you plan to work more than two hours away from a testing center, you must first receive approval from your manager. Outside of that prior approval, the only excusable reasons for being unable to report for testing is planned vacation or absence due to illness, which must be reported to OHS via the absence reporting line in the morning.
In limited circumstances, roles will be designated as satellite, which means the employee does not need to report to the office more than six times per year. FFD testing could occur at any time the employee is already scheduled to be onsite during one of those periods. Additionally, post-accident or reasonable suspicion testing can still be ordered for satellite employees, who would then go to a nearby third-party testing center if an Exelon center was located more than two hours away.
Emergency response, including storm duty, is a critical part of providing clean energy to our communities. It’s important we continue to fulfill these roles well.
Utility employees: please confirm your reporting location with your supervisor. Generally, if you have recently performed your role offsite, you can continue to do that for now. The EU is undergoing an effort to evaluate storm response positions and provide more clarity on role locations for storms that take place after Responsible Re-entry.
Generation employees: some roles have the ability to be performed remotely and already are designated that way. If your role is not designated as remote-enabled, you should continue to report to the emergency response facility where your emergency response organization (ERO) role is based, regardless of your work arrangement (onsite, flexible, satellite). When in doubt, please talk to your supervisor.
In short, business and emergency response needs take precedence over work arrangements. Your leadership team reserves the right to request you come onsite whenever needed.
Vice presidents and their direct reports assessed each job/job category to determine the right time for re-entry. These decisions were based on the requirements of the job, not the individual who currently is in that role.
We’re confident that the current policies and protocols we have in place are sufficient to ensure the safety of employees already working at company locations and the small number of people who will return over the next several weeks.
In addition to social distancing, all employees at company locations must wear approved COVID-19 PPE, unless approved to follow CDC guidelines for fully vaccinated individuals (visit this page to learn more). Stringent cleaning practices are followed and some parts of our facilities, such as cafeterias and common areas, are either off limits or have additional safety measures in place. In order to maintain six feet between workstations, you may be assigned to a new workstation. For more information on safety measures, please visit the Coronavirus Information Center.
The company has put in place safety protocols based on CDC, local and state directions that reduce the risk of exposure to COVID-19 in the workplace. However, since I’m not a medical professional, let’s talk with the Occupational Health Safety (OHS) team about your concerns. They can help determine the best next steps for your specific situation.
The company has put in place safety protocols based on the CDC, local and state directions that reduce the risk of exposure to COVID-19 in the workplace. When you get home, the CDC recommends that you sanitize anything you touch, change out of work clothes and shower before interacting with family members. Additionally, we could talk with the Occupational Health Services (OHS) team about your concerns. They may have additional resources or next steps for your specific situation.
The employees chosen to return in Phase 1 have been selected because of a specific need. I appreciate your concern for them and will be sure to reach out to understand their concerns.
Regardless of transportation method, whenever possible, maintain proper social distancing with others as recommended by OHS and the CDC. When distancing is not possible, wear appropriate pandemic PPE as directed by OHS and the CDC in crowded places, even if you are fully vaccinated. When commuting includes touching shared surfaces, such as credit card machines, paying tolls, ticket machines, parking meters or gas pumps, wash or sanitize your hands after contact with shared surfaces.
These guidelines also apply to commuting situations such as:
Your safety and the safety of the employees who are directed to report to a location are our highest priority. It is important that we make careful decisions on the number of employees approved to return to the workplace. If you believe you would be more productive by returning to your work location, you might be able to get an exception to allow you to “opt into” Phase 1 and come onsite a couple of days a week. If you believe you would be more productive onsite, you may indicate your desire to opt into an early phase of re-entry by clicking on the vaccination site here. Once your manager has a chance to review interest and capacity for your location, they will get back to you if we are able to approve your request.
No, employees will continue to have their assigned Exelon work location. For most of our employees, there continues to be no tax impact as they:
*Please note these special reporting rules only apply during the COVID response period and guidance will be provided as we return to work and it becomes available from local governments.
Resources are available for non-bargaining-unit employees, if your regular daycare facility/provider or school is not offering on-site care/school. Benefits for employees in a bargaining unit are governed by the corresponding collective bargaining agreement.
You can find child- or elder-care resources through Live and Work Well (Exelon’s Employee Assistance Program) at 866-872-1666 or visit http://www.liveandworkwell.com (access code Exelon) and select Childcare or Eldercare from the “Find a Resource” menu option and complete the online form to help you find the care you need.
Generally, we expect employees to return computer hardware and other office equipment, including chairs, to the office during the first week they return following Responsible Re-entry.
However, if someone in a flexible role expects to spend more time at a home office than onsite and would be more productive if they continued to use Exelon IT equipment at home, they must receive approval from their manager and document what equipment they will continue to borrow. It is permissible to maintain one monitor, mouse, keyboard and docking station at a home office if approved by the manager.
All chairs are expected to be returned to the office, regardless of the employee’s role designation. Chairs will be needed in the new hybrid work model for collaboration spaces and flex seating. Employees in need of ergonomic home office seating are invited to take advantage of Exelon’s corporate discount program through Exelon Extras (Beneplace).
Keep in mind that Exelon equipment is owned by the company and must be returned if you leave the company for any reason.
The incidence of the blood clots is very rare – six out of 6.8 million J&J doses, and the CDC and FDA are recommending a pause out of an abundance of caution. If you have concerns, please reach out to your doctor or other health care provider.
No. Each vaccine approved by the FDA underwent rigorous trials with tens of thousands of participants. The entire process went faster than usual, but still followed the usual steps for testing and review. The most important reasons for speed: modern scientific tools are faster than old ones, and there was a worldwide effort to reduce or remove the usual barriers and delays in vaccine research, production and distribution. A large number of ordinary people volunteered for clinical trials of the vaccines, which meant we got the answers to key questions about safety and protection quickly.
The vaccines still received independent review and approval under emergency rules put in place before this pandemic for situations where the public’s health is at serious and immediate risk, as it is now.
In addition to the rigorous testing each vaccine underwent before approval, more than 192 million doses of one of the vaccines have been administered. Some people have experienced mild side effects, which are expected with any vaccine. It’s important that everyone is vaccinated as soon as possible because new variants of the COVID-19 virus are occurring rapidly, and some of them may be more transmissible or result in more severe disease. The sooner we can get people vaccinated, the less likely it is that these variants can take hold among the population.
We are not for two reasons:
If you are prompted for log-in credentials, you will use your LANID@exelonds.com (e.g. BRICAD@exelonds.com or E070045@exelonds.com) to gain access. Your password is your Exelon network password. (Here’s a job aid if you need more assistance.) If you encounter difficulties logging in or prefer to indicate your preference by phone, please call HR Solutions at 1-877-7EXELON (1-877-739-3566). An agent can fill out the survey for you.
Yes. We encourage all employees to get the vaccine as soon as possible. If you change your mind, you can update your vaccine preference by visiting the HR Solutions Hub and completing the survey with your updated preference or by calling HR Solutions at 1-877-7EXELON (1-877-739-3566). An agent can help update your preference for you.
However, if your response to the survey on record is that you don’t want the vaccine, your opportunity to receive the vaccine may be delayed.
Yes, the survey will remain open so if you need to change your answer, you can go back into the HR Solutions Hub survey page.
While we encourage everyone to get the vaccine, it’s your decision. The company is not planning to make the vaccine mandatory.
There are several strains of COVID. Even if you’ve had the virus, the vaccine will further boost your immune system to ensure protection
Each state will decide the priority of administration of the COVID-19 vaccines. The Advisory Commission on Immunization Practices (ACIP), which guides the US Centers for Disease Control and Prevention, has recommended that health care workers and residents of long-term care facilities receive the vaccine first. It then recommends that essential workers who can’t work from home be in the next group of people who can get the vaccine, and we are working with state authorities to advocate that our front-line workers are included in that group. Then, it recommends adults with high-risk medical conditions, such as diabetes, cancer, kidney disease, obesity, heart disease and autoimmune diseases and all adults age 65 and older be next.
Pfizer’s vaccine was approved for emergency use by the Food and Drug Administration (FDA) and is now being provided to the front line health care workers around the country.
The Moderna vaccine will be reviewed by the FDA in the coming days for Emergency Use Authorization. Vaccines are limited and are being provided in phases; the first rounds of vaccination will be for those at highest risk.
Family members will be able to get the vaccine at a state-designated distribution point, with the timing determined by the phases established by their home state.
The Pfizer and Moderna COVID-19 vaccines don’t contain coronavirus, so the vaccinated person can’t get COVID-19 from the vaccine. But they may feel the side effects described in the question above or may have been exposed to and contracted COVID-19 (prior to the immunity from the vaccine becoming active) or another virus or bacteria around the time they got vaccinated.
The more people who get the vaccine, the sooner we can end the pandemic for everyone. While we encourage everyone to get the vaccine, it’s your decision. The Pfizer and Moderna vaccines have a two-shot regimen, with the second shot required 21 days (Pfizer) or 28 days (Moderna) after the first one. If you only get one of the shots, you will not achieve the full immunity offered by the two-shot regimen. Like the shingles vaccine you need to get both to establish immunity! Vaccines trigger an immune response in the body which can result in symptoms such as soreness, headaches and fever. While these should not concern you, you should be prepared. In any case, it is far better than contracting COVID and potentially suffering the long-term health effects.
A majority of people are experiencing mild side effects (redness and soreness at the injection site, headaches or minor joint pain). Reports of serious side effects are rare. If you have questions about side effects or a concern about how the vaccine may affect you, please contact your health care provider.
Most people experience only mild side effects for a day or two. Please contact your health care provider if you have questions. If you are ill and unable to work due to side effects, please report your absence in accordance with applicable absence reporting requirements.
Individuals generally will schedule their own appointments for the vaccine. However, supervisors should discuss with employees the importance of coordinating scheduling of vaccination so that appointments are separated enough to mitigate any possibility of side effects impacting too many members of the team at the same time.
No. Employees will go to a state-designated vaccine location, such as a doctor’s office, pharmacy or other retail outlet. Of course, if a state requests our assistance in setting up or staffing distribution centers, we will consider supporting that request.
No. You will not be disciplined if you decide not to get the vaccine. We expect that for the continued safety of our employees we will continue to require PPE until the risk of the virus has been greatly reduced in the general population.
All our employees are essential to our work at Exelon. However, for the purposes of early vaccination due to the limited vaccine availability, on-site workers are considered essential and may qualify for early vaccination. As part of the re-entry process every employee has been designated either as “On-Site” or “Remote.” Remote workers will be vaccinated as more vaccine becomes available.
We don’t know yet if a person who got the vaccine can still spread coronavirus if they come in contact with it. That’s why vaccinated people still need to wear masks until researchers can study this more.
Excerpted from the University of Michigan Health blog.
The entire process went faster than usual for explainable reasons, but still followed the usual steps for testing and review. The most important reasons for speed: modern scientific tools are faster than old ones, and there was a worldwide effort to reduce or remove the usual barriers and delays in vaccine research, production and distribution. A large number of ordinary people volunteered for clinical trials of the vaccines, which meant we got the answers to key questions about safety and protection quickly.
The vaccines still received independent review and approval, under emergency rules put in place before this pandemic for situations where the public’s health is at serious and immediate risk, as it is now.
Excerpted from the University of Michigan Health blog.
So far, COVID-19 vaccine makers say that they believe the current vaccines will be effective against the new mutations seen in the novel coronavirus.
If you have individual concerns about how the vaccine may affect you, please talk with your health care provider. We strongly encourage all employees to be vaccinated, but it is not mandatory.
Yes. Until the majority of the general public has been vaccinated, it’s important to continue wearing COVID-19 PPE, social distancing and following all applicable safety protocols. The currently available vaccine is two shots and maximum immunity isn’t reached until about two weeks after the second shot. Also, it’s unclear at this time if vaccinated people still can transmit the virus, so PPE is important to protect yourself and others.
Yes. Please check out this great guide on masks for hearing aid wearers.
No, we are not changing our position for a few reasons:
In response to the COVID-19 pandemic, the U.S. government recently issued guidance extending certain benefit plan deadlines and allowing plan sponsors to make changes to their health care and Flexible Spending Account (FSA) plans in 2020. This may provide you an opportunity to make changes to certain plan elections before the next open enrollment period. These temporary changes are intended to address unanticipated situations that participants may be experiencing as result of the pandemic. For more details, visit the Benefit Updates Amid COVID-19 scrolling tile on hrservices.exeloncorp.com. Please call Exelon HR Services at 1-877-7EXELON (1-877-739-3566) with any questions.
"Feelings of fear, anxiety, sadness, and uncertainty are normal during a pandemic. Fortunately, being proactive about your mental health can help to keep both your mind and body stronger." This statement is from an article that talks about ways to manage stress during a pandemic. Please check it out.
If you need more support, Optum Live & Work Well is available to you. Confidential counseling services are available 24/7 at:
Liveandworkwell.com (access code: Exelon) or 1-866-872-1666
There's no cost to call and Exelon pays for up to six sessions. Use of the benefit is confidential.
If you have medical coverage through Exelon, all in-network COVID-19 treatment (including testing, telehealth and diagnostic visits) will continue to be covered at 100 percent for you and your covered dependents when medically necessary and consistent with current CDC guidance in 2021. No prior authorization is needed, and there’s no copayment, even if you haven’t met your deductible. Please note that you should use in-network facilities whenever possible. While out-of-network treatment is covered, you will need to submit a manual claim form to your carrier with receipt and you may be billed for payments above the in-network allowable amounts.
All remote and non-remote employees who test positive for COVID-19 should call the COVID line (all non-Nuclear employees – 800-558-0039 and Nuclear employees – 815-458-7890) within 24 hours of the test result to advise them of the result for data-tracking and close contact tracing, where applicable. Non-remote employees who have close contact with a confirmed case of COVID-19 should also contact the COVID line. Do not report to any Exelon work location if you have symptoms, had a positive test or close contact with a confirmed case of COVID-19 until you have been cleared by OHS.
First, if you feel sick, please stay home and call the COVID line (all non-Nuclear employees – 800-558-0039 and Nuclear employees – 815-458-7890).
If you develop a fever and symptoms of respiratory illness, such as cough or shortness of breath, you should call ahead to a healthcare professional and mention your symptoms. Calling when you first have symptoms will help your healthcare provider decide if you need to be tested for COVID-19 and take precautions to keep others from getting sick.
If you have had close contact with someone showing these symptoms, you should call ahead to a healthcare professional and mention your close contact. Your healthcare professional will work with your state’s public health department and CDC to determine if you need to be tested for COVID-19.
Below is a helpful image from the CDC that distinguishes symptoms of the common cold, allergies, the flu, and COVID-19.
If you believe you may have been exposed to or come into contact with someone who has been exposed to COVID-19, please immediately call the COVID line (all non-Nuclear employees – 800-558-0039 and Nuclear employees – 815-458-7890).
If you are not at a work location when you are exposed or come into contact with someone who has been exposed, call the COVID line, and do not report to a work location until you have been cleared to do so by OHS.
OHS is advising employees to remain home until they have additional information to allow employees to return to work, which could include test results, number of symptom-free days, etc. OHS follows CDC guidance, which can change. Employees may be recalled to work when/if the initial employee tests negative for the COVID-19 virus.
No, in this situation you will be on “pay continuation” until OHS clears you to return to work. However, employees must comply with OHS guidance, including testing, to be eligible for pay continuation.
Yes, Telehealth through MDLive. Employees and dependents enrolled in Exelon medical coverage can connect with a board-certified health care provider via phone or video from the comfort of their home for non-emergent medical conditions. A copayment or coinsurance will apply.
At this time Telehealth providers are not able to order COVID-19 tests, but if you have symptoms of the virus, they can assess your condition and help determine the necessary next steps. If you are suffering from other common medical conditions like colds, ear infections, upset stomachs, rashes and more, MDLIVE doctors provide reliable care while minimizing your exposure to contagious viruses like COVID-19 and influenza.
Wait times are currently longer than usual for immediate care appointments, but you will be given the option of scheduling a call-back. You can also schedule appointments in advance. Register and request an appointment with an MDLive doctor by downloading the MDLive app to your mobile device or visit:
For Cigna HMO members: www.MDLIVEforCigna.com
For all other medical options: www.MDLive.com/Exelon
Employees with existing health conditions who believe those conditions impact their ability to work should contact OHS at 1-800-558-0039 to determine appropriate next steps. Employees requesting leave as a temporary workplace accommodation should plan to provide medical documentation to OHS to support their request.
The flu shot isn't a vaccine against the COVID-19. However, it's important to take preventive precautions with other illnesses, including influenza. The CDC strongly encourages any individuals who did not receive a flu vaccine after fall 2019 to get one. The flu weakens your immune system making you more susceptible to the Coronavirus while you're ill.
Exelon has partnered with the pharmacies on this brochure to provide this vaccination free of charge to those enrolled in Exelon Health Insurance benefits. The flu vaccine is covered at 100% regardless of what pharmacy is chosen. However, if you go outside of the network, the member would have to pay out of pocket and submit a direct reimbursement request to OptumRx. Those indicated on the attached brochure are free at the time of service.
Use only your knuckle to touch light switches, elevator buttons, etc. Or if your elbow will work use your elbow.
Avoid touching as many objects as you can.
Lift a gasoline dispenser with a paper towel or use disposable gloves.
When you absolutely must touch objects either wash your hands as soon as possible with soap and water for a minimum of 20 seconds or use hand sanitizer briskly until dry on your hands.
Open doors with your closed fist, elbow, or hip; do not grasp the handle with your hand unless there is no other way to open the door. This is especially important in restrooms and commercial doors.
One tip in a restroom is to wash your hands the recommended time and keep the towel you dry your hands with to open the door. Throw the towel away outside the restroom.
Use disinfectant wipes when they are available at stores. Wipe your cart handles and any child seat area.
Keep a bottle of sanitizer (60% alcohol or above) at each of your home’s entrances and in your car.
Before and after eating or handling food
After using bathroom
After touching something that could be contaminated with bodily secretions of others
After blowing your nose, coughing or sneezing
After handling garbage
After handling a mask
Prior to putting on and after removal of gloves
Any time social distancing and infection control principles cannot be maintained
You should avoid handshaking and other personal interactions during the coronavirus outbreak. You can explain why or use a slight bow, elbow bump, etc.
Full Social Distancing: Place at least six feet between individuals nearest each other to prevent the spread of a pathogen. When people talk, droplets carrying the pathogen can travel up to six feet from a cough or sneeze.
Minimal Social Distancing: The first step in implementing social distancing, this includes canceling all non-essential gatherings and meetings, avoiding contact with sick people, emphasizing proper hygiene and whenever possible, avoiding non-essential travel.
The data is not complete on this yet, but we do know that other coronaviruses lived on clothing and other surfaces for up to a week. Cleaning shared surfaces often or prior to use with Clorox wipes is recommended. There are many brands of wipes that are also appropriate.
• In order to help ease the financial impact of the COVID-19 pandemic, Exelon provides pay continuation for these COVID-19-related events:
• Employee COVID-19-related illness: Employees who become ill with COVID-19 will not have to use days from their sick banks, but will be granted pay continuation until they are cleared to return to work or become eligible for short-term disability benefits (or other applicable disability leave programs).
• If, unfortunately, an employee’s illness is extended, short-term disability benefits (or other applicable disability leave benefits) will be paid at a 100% base pay replacement level through the applicable benefit period.
• Employee quarantine, without approval to work remotely due to confirmed or suspected exposure, including to a family member.
• Workplace closure, without approval to work remotely or at an alternate company location (for duration of workplace closure)
• To receive the pay continuation benefit, an employee's illness or exposure must be confirmed to be COVID-19-related by OHS; OHS must restrict the employee from the workplace.
• Employees must call the COVID line (all non-Nuclear employees – 800-558-0039 and Nuclear employees – 815-458-7890).
• Employees also must continue to respond to any contact from Occupational Health Services (OHS) within 24 hours and comply with OHS direction regarding status updates, travel or other mobility restrictions, medical testing, and submission of medical or other documentation requested from you or your health care provider.
• Questions should be directed to OHSRequests@exeloncorp.com.
• Pay continuation is subject to verification, including documentation.
No. Part-time, temporary and probationary employees also are eligible for the benefit if their illness is confirmed by OHS or OHS instructs them to stay home.
If an employee continues to be ill with COVID-19 when their short-term disability benefits (or other applicable disability-leave benefits) are exhausted, the employee will be eligible for any additional disability benefits under the same terms and conditions as they currently are eligible to participate.
If your spouse or partner has lost his or her job and healthcare benefits, you have 30 days from the date of job loss to enroll them in Exelon’s benefits. Call the HR Services Center at 1-877-7EXELON (1-877-739-3566). Also, if you currently are paying a spousal surcharge and your spouse experiences a job loss, notify the service center to stop the surcharge.
The Exelon Employee Savings Plan (also known as the "ESP" or "401k") provides employees with the opportunity for loans and hardship withdrawals, subject to plan terms and conditions. The Coronavirus Aid, Relief and Economic Security Act (the "Cares Act" or "Act") signed into law on March 27, 2020, provides new loan and distribution options for certain qualifying individuals. For more information about these new options and resulting changes to the ESP, go to hrservices.exeloncorp.com and click "Savings & Retirement" from the main menu tab or call 1-877-7EXELON (1-877-739-3566).
Educational resources are available from Financial Engines to help address the most common questions and concerns around market volatility. To find these resources, please access your 401k account and select “Get Advice” from the dropdown menu.
Tele-health -- Employees and dependents enrolled in Exelon medical coverage can connect with a board-certified health care provider via phone or video from the comfort of their home for non-emergent medical conditions through Telehealth.
Under the Exelon medical program, telehealth visits related to COVID-19 are covered at 100% and COVID-19 testing is covered at 100% for employees and their covered dependents when medically necessary and consistent with CDC guidance - no prior authorization needed and no member copays or deductibles. Standard copayments, co-insurance and coverage apply to cover the cost of COVID-19 treatment.
It’s important that we are all still getting the recommended amounts of activity to maintain health. Here’s a list of resources to help you meet your goals. Note: Before making changes to your fitness routine, be sure to discuss (virtually is fine!) with your healthcare provider.
Employee Assistance Program -- Please know that the Exelon’s Live and Work Well program is available to you – 24 hours a day, seven days a week. Spouses and dependents are also eligible for Exelon’s Live and Work Well program. For more information, visit Liveandworkwell.com (access code: EXELON) or call (online assistance may be faster) 1-866-872-1666. All calls are confidential, and Exelon pays for up to six visits.
Additionally, your friends, families, contractors and others can get free help through Optum’s Public Crisis Line at 1-866-342-6892.
Manage Stress -- If social distancing has you feeling isolated, use technology to stay in touch with friends and family – texting, email, Skype and FaceTime, or an old-fashioned phone call.
Unplug from work and make time for leisure activities.
Use relaxation techniques to help reduce your overall levels of stress—yoga, mindfulness meditation, deep breathing or progressive muscle relaxation can put the brakes on stress and bring you to a state of balance.
Check out these free apps to reduce stress and help sleep.
This useful article from verywellmind.com, includes a number of helpful strategies for managing stress during the pandemic.
Our HR colleagues also compiled this resource guide to working from home and managing stress.
Learn about the “Science of Wellbeing” with this free, 20-hour happiness course from Yale University on Coursera.
Change Your Focus -- Sometimes the best way to manage your own stress is to focus on others. Here are a couple of ways to make a positive difference for your colleagues and communities.
New Achievers platform – Exelon’s new recognition platform, Achievers, is now available (www.exelon.achievers.com). Leaders can recognize employees with points-based or cash awards, but now any employee can provide social recognition to any colleague across the company. Social recognition will be uploaded into the performance management system for leaders to use when assessing employee impact during performance reviews. Achievers can be accessed on the HR Service Portal under the Workplace tab (the “Access Recognition Site” tile).
Volunteer -- If you have the time and want to help others, check out this list of volunteer opportunities, many of which can be done from home.
As always, if you have questions, check out the Exelon Coronavirus Information Center, speak with your supervisor or send an email to HRTransactions@exeloncorp.com.
The pre-pandemic Bright Horizons back-up care benefit and eligibility will resume Sept. 1, and the Crisis Care reimbursement program will no longer be available.
If you are an employee who was previously eligible for back-up care benefits prior to the pandemic, your back-up care bank will revert to the original program design.
• If you already used 60 days this year, your bank is exhausted for 2020 and you will not be eligible for any additional days of back-up care until Jan. 1.
• If you have used less than 60 days, you can check the number of days available to you through the end of the year by logging into backup.brighthorizons.com/exelon.
If you are a represented employee who had not previously been eligible for the Bright Horizons back-up care benefit under your collective bargaining agreement before the pandemic, you will no longer have access to this benefit or to the website referenced above to request care after Aug. 31.
Please note: if your regular daycare facility/provider or school is available to have your child(ren) onsite, you cannot use temporary back-up care benefits.
You can find child- or elder-care resources through Live and Work Well (Exelon's Employee Assistance Program) at 866-872-1666 or visit liveandworkwell.com and select Childcare or Eldercare from the "Find a Resource" menu option and complete the online form to help you find the care you need.
As schools reopen across the country, we recognize more than ever the complications and complexities this may bring. That's why we've partnered with Bright Horizons to offer a separate, enhanced resource to help you balance your work, family and personal responsibilities during this challenging time. These enhanced resources are available to all employees and include:
• Access to a premium database of sitters, educational caregivers and other in-home care services through Sittercity (waived membership fee for Exelon employees = $150 value)
• Discounted pricing on a nanny placement service for trained, screened nannies through College Nannies ($300 value – note placement fee pricing may vary by geographical regions)
• Exclusive discounts (up to 20 percent off) on academic and tutoring support and exam prep through award-winning learning platforms such as MarcoPolo, Varsity Tutors and Revolution Prep.
Please keep in mind that you are responsible for the cost of services provided and any additional associated fees.
To learn more about these resources, please visit our new site at clients.brighthorizons.com/exeloncares and choose Enhanced Family Supports (no password needed). All employees have access to this new site. Choose the tile for the program you want, then click "Use it." From there, you'll be forwarded to the Bright Horizons partner website for that service to register and set up your account. You may also call customer support at 1-877-242-2737 for assistance.
To update your contact information, please follow the instructions below:
Go to myHR
Click “Access Employee Self Service”
[people managers only: Click “Me”]
Click “Contact Info” on the left-hand menu
Update your Home Phone, Work Mobile Phone, and/or Home Mobile Phone
Mass Gatherings: When congregating in large spaces, use hand sanitizers and provide a barrier for those that may be exhibiting signs of illness (e.g., tissues, masks, etc.)
Shipping & Distribution Centers: Wipe all surfaces when receiving international materials.
Public Transit & Rideshare(s): Many of Exelon’s personnel use public transit or rideshare to travel to and from work. Encourage personnel to limit touching sources that you have not sanitized/wiped down (e.g., rails, transit guards, armrests etc.)
Personal Emergency Contact List: Ensure your household has a current list of emergency contacts for family, friends, neighbors, carpool drivers, health care providers, teachers, employers, the local public health department, and other community resources.
Emergent Childcare: During a COVID-19 outbreak in your community, local public health officials may recommend temporary school dismissals to help slow the spread of illness. School authorities also may decide to dismiss a school if too many students or staff are absent. Understand the plan for continuing education and social services (such as student meal programs) during school dismissals. If your child attends a college or university, encourage them to learn about the school’s plan for a COVID-19 outbreak.
Affected Family Member: Avoid sharing personal items like food and drinks. Provide your sick household member with clean disposable facemasks to wear at home, if available, to help prevent spreading COVID-19 to others. Clean the sick room and bathroom, as needed, to avoid unnecessary contact with the sick person.
Independent Living: If you live alone and become sick during a COVID-19 outbreak, you may need help. If you have a chronic medical condition and live alone, ask family, friends, and health care providers to check on you during an outbreak. Stay in touch with family and friends with chronic medical conditions.
Phase 1 of our re-entry will not start until after the beginning of 2021, at the earliest. In the current state, a small number of employees will be returning to company locations if required by operational needs, onsite training or refueling outages.
All international business travel and non-essential U.S. business commercial air travel is prohibited.
This includes travel to attend or speak at external conferences, attend internal meetings or cross-OpCo meetings, team meetings, etc. Please use remote meeting tools instead.
If you can accomplish your meeting over the phone, videoconference or Skype, then travel is considered non-essential. OpCo leaders will be sharing additional guidance.
Please work with your supervisor and OpCo leadership to determine which travel may be considered essential for your department or OpCo.
Leaders should limit large business gatherings (such as meetings, social events or trainings) and are strongly encouraged to use remote meeting tools or postpone the event. Exceptions include routine operations such as call centers and nuclear outages.
If you feel ill, please stay home.
All employees should practice social distancing, e.g., avoid large gatherings and shaking hands or personal contact greetings, and remember, wash your hands as often as possible.
The CDC has recommended against any international travel. If you choose to travel outside the U.S. for pleasure, you no longer are subject to quarantine upon your return. And while essential workers are exempt from local and state quarantines, please be sure to check your state's requirements for personal travel both the state to which you are traveling and your home state for when you return.
If you choose to travel internationally, be sure to notify your supervisor and Exelon’s Travel Safely before you go.
Visitors to company locations/offices from international locations are prohibited. Some locations are prohibiting any visitors. Please check with local leadership to confirm.
Essential services and businesses, including critical infrastructure (power generation and electric and gas utilities), are excluded from Closure Order restrictions at this time. If you are not approved to work remotely, you should report to your work location as scheduled. Thank you for the vital work you perform.
Do carry your badge with you at all times, in the unlikely event you are asked for identification that shows you are providing essential services. Your badge is a form of identification that will show that you are providing essential services as an employee of Exelon.
If you are advised by your supervisor or feel you need additional proof that you work for Exelon, do carry one of these letters as a printout or to display on your phone. The Supply team will be sharing these letters with contractors, as well.
Our work is included in essential services and businesses that are allowed to continue during any closure orders. If you are out for work or traveling to or from work, in addition to your badge, you can carry the appropriate one of these Letters of Passage.
The company has convened a Public Health Threat Preparedness Task Force (as outlined in management model HR-AC-97) to monitor, communicate and establish a response framework to ensure employees remain healthy and safe should the situation escalate.
The Business Continuity team is working with all OpCos on comprehensive contingency plans.
Exelon's Public Health Preparedness Taskforce is a collaborative team representing various business units within every operating company, who will play a key role in strategically planning the response framework in the event of a public health threat alert is issued as to ensure employee health and safety, as well as limiting the negative economic impact to Exelon’s business and business partners.
Monitor all health threats and employee absenteeism
Communicate potential or actual enterprise-wide impacts from a wide-spread epidemic or Public Health Threat outbreak(s)
Maintain Public Health Threat Preparedness documentation (program, procedures, etc.) per the CDC/WHO recommendations in response to a wide-spread epidemic or Public Health Threat outbreak(s)
Provide infectious control advice, safeguards, precautions, procedures, and training in response to a wide-spread epidemic or Public Health Threat outbreak(s)
The Occupational Health Team has been actively participating in the Centers for Disease Control’s (CDC) guidance for employers in order to understand the nature of the virus, its transmission and spread preventive measures and treatment. The team provides daily updates to the Task Force.
The Real Estate and Facilities Department is aiding the prevention of the spread of illness at Exelon across the enterprise. The proactive measures are focused on industry best practices by reducing the spread of infection through comprehensive disinfection procedures.
Enhanced cleaning protocols: In addition to existing cleaning schedules, cleaning vendors have expanded their scope to include weekly disinfection services with a focus on heavy touchpoint areas including but not limited to: lobby and reception surfaces, conference and training rooms, restroom surfaces, breakrooms, and kitchen surfaces, workstation surfaces, light switches, and doorknobs.
Leadership will be notified of a confirmed case at a location.
Employees who have come into close contact with that individual will be notified and quarantined at home.
All employees at the location in question will be notified that there has been a confirmed case in their facility.
OHS is prohibited by law from releasing by name the individual that is affected with COVID-19.
The areas that a tested individual worked in will undergo additional cleaning procedures.
Given the number of vaccinated employees on site and our ongoing safety measures, we expect new COVID cases at Exelon to remain low. Additionally, most Exelon locations are no longer required by their local or state jurisdiction to provide work location notifications of positive cases. Accordingly, we are no longer notifying employees if a new case occurs at their specific building, unless the state or local jurisdiction requires such notification.
We will continue to email the relevant Human Resources business partners and vice presidents new case notifications. Employees should continue to check the COVID-19 Cases Dashboard, which we will continue to update. We will also continue to conduct contact tracing for new cases. If you have questions or concerns about this change, please contact your local Human Resources business partner.
Exelon will be providing testing for COVID-19 for certain personnel for the purpose of workplace safety screening. There are two types of tests that may be used by Exelon for this screening purpose – one type is to determine whether you have a current active infection (referred to in the FAQ as a “Diagnostic Test”) and the other type is to determine whether you have certain antibodies as a result of a previous COVID-19 infection (referred to as an “Antibody Test” in the FAQ).
For more details, please review COVID-19 Testing FAQs.
Temporary changes to the Smoke Free Workplace policy have been implemented to address health and safety concerns related to COVID-19. Effective immediately, employees, vendors, subcontractors and visitors of an Exelon Corporation facility, subsidiary, affiliate and related companies may only use chewing tobacco / spit chewing tobacco in designated smoking areas. Individuals should use social distancing guidelines before spitting and remain at least six feet away from other people while using chewing tobacco. This restriction will remain in place for the duration of the COVID-19 emergency. All spittoons / containers into which individuals spit chewing tobacco must remain in designated smoking areas and must be properly disposed of after each use. Spittoons may not be reused and cannot be moved outside of the designated smoking area. In addition, chewing tobacco / spitting chewing tobacco is prohibited in company vehicles.
Until further notice, Exelon is not permitting company-planned, in-person volunteer activities (even those with fewer than 10 participants).
We encourage employees to participate in our virtual-volunteer opportunities which can be recorded as Independent Volunteering, and please continue to support your favorite charities via the Matching Gifts page on the Powering Communities page.
Microsoft Teams is the approved tool for collaboration online. If a conference call/meeting is initiated by Exelon, you should use Microsoft Teams, unless your department has permission to use another provider. Schedule the meeting using the Teams calendar or use the New Teams Meeting button in your Outlook calendar to generate the Teams meeting information for your calendar invite.
Yes. Internal and external people can be invited and will be able to join Teams meetings. When you send an invite to their email address, external parties will receive a link to join the Teams Meeting along with the dial-in information. They do not need to have Microsoft Teams installed to join a Teams meeting.
As we considered the possibility, we determined -- like other companies and a majority of our industry peers -- that instead of changing our policies, we need to encourage employees to take their vacation days to rest and rejuvenate as much as possible during this challenging time. So please, make sure you are taking the time you need for your own physical and mental wellbeing. If you are a people leader, be sure to enable and encourage your teams to use their paid time off.
Yes. If you experience hardware issues / failure with a company-issued laptop, you should call the IT Service Desk. If your issue can’t be resolved virtually, IT will direct you to an office location where our minimal contact support service is set up to assist you with troubleshooting, repair, or replacement. Visit the Exelon NOW self-service portal to review the new process for Minimal Contact IT Support available at limited locations. Note: Exelon NOW is a corporate system and is available when connected to the Exelon network directly or via VPN.
Additional specific requirements may be in place due to OpCo/state requirements, visit the OpCo specific pages to see any additional face covering requirements.
The health and safety of our employees, contractors and customers is our top priority and we continue to monitor changing conditions regarding the Coronavirus (COVID-19) pandemic in coordination with local, state and national officials, with guidance from the CDC.
We have purchased additional COVID-19 protective equipment, including masks, and have updated our policy as to when mask usage will now be required for employees who must report to a company facility or job site.
Employees are required to use COVID-19 protective equipment, such as KN95 or surgical masks, when:
It is not possible to maintain six feet of social distance.
Entering occupied customer premises
Performing work in locations in which local government requires use of a face covering.
In all other cases, except when an employee is isolated (such as working alone in remote areas or closed offices, or driving alone in vehicles), mask use is not required, but encouraged (some locations require masks at all times, so please check with your manager).
Your supervisor can answer questions regarding the specific implementation of these policies and will have masks on hand for employees. If you report to a company location and would like to wear a mask, even if not required, we will provide them.
The situation is fluid -- guidance from the CDC is updated frequently, and some local and state governments are now mandating the use of masks and other protective equipment. We are prepared to comply with changing regulations and CDC guidance, and will continue to do all we can to keep our employees, contractors and customers safe.
Daily cleaning at all commercial sites (on business days began the week of Mach 23) which includes:
Door handles/knobs/ push plates
Kitchen, breakroom tables, counter-tops, faucets
Bathroom facilities: counters, sinks, toilets
Light switches, cover plates, stairwell railings, and elevator call buttons
Weekly electrostatic clean:
In addition to the cleaning protocol above, Facilities will be performing an electrostatic spray cleaning weekly to supplement the daily wipe down of all common areas. The cleaning staff will rotate through the various properties to perform this work in the evening and over the weekend to minimize disruption.
If there is a confirmed case, REF is notified by OHS about which location requires the bio-hazard cleaning. Bio-hazard cleaning includes performing the electrostatic cleaning three times.
Exelon’s utilities are committed to keeping the lights on and the gas flowing. We have the responsibility to provide essential energy services, which includes powering medical centers and hospitals so the medical community can continue to care for patients with COVID-19. Our dedicated employees are practicing social distancing as they continue to perform their work, but a portion of our workforce, particularly those employees who enter a customer’s home or business, in certain circumstances may need to wear additional protective equipment like a mask. At this time, we are working to ensure that the employees who need this protective equipment have it, and do not anticipate having a surplus of supplies that could be donated.
That said, Exelon and its family of companies have announced that it will donate more than $1.15 million to national and local organizations to support communities impacted by the spread of the coronavirus. Additionally, to assist families and businesses experiencing financial stress during this public health crisis, Constellation and all Exelon utilities have suspended service disconnections and are waiving new late payment charges until at least May 1.
If you are directed to stay home by the company and are on pay continuation you do not need to file for FMLA. If you are absent from work for an FMLA-qualified illness or situation, please proceed with completing the necessary FMLA paperwork.
No, in this situation you will be on “pay continuation” for up to 14 days and these days will not be taken from your vacation/floating/sick balance.
For the latest information check the following blog post.
Wash hands before entering a company vehicle and after exiting the vehicle
Disinfect the controls of a company vehicle prior to using them
Follow company guidance pertaining to bird excretions on company equipment
Follow company guidance pertaining to finding the carcasses of a bird that requires removal
Note: A Field Employee is an individual who normally works outside the office environment. These individuals spend most of their day in the community either interfacing with the public or servicing equipment in the field. Examples are Lineman, Meter Reader, and Troubleman.
Employees with existing health conditions should work with their supervisors to determine the best work arrangement for their specific situation.
• Contact on-site leadership to raise concerns pertaining to peers/coworkers. Your leaders should go directly to their OHS contact.
• If you are not working remotely and believe you may have been exposed to or come into contact with someone who has been exposed to COVID-19, please immediately the COVID line (all non-Nuclear employees – 800-558-0039 and Nuclear employees – 815-458-7890). If you are not at a work location when you are exposed or come into contact with someone who has been exposed, do not report to a work location until you have been cleared to do so by OHS.
No, in this situation you will be on “pay continuation” for up to 14 days and these days will not be taken from your vacation/floating/sick balance.
Consult with your onsite leadership for guidance on additional breaks for added hand hygiene. In the interim, utilize hand sanitizer that contains at least 60% alcohol.
Surfaces to disinfect include commonly touched surfaces like doorknobs, water-cooler taps, telephones, and other items that are touched by various people throughout the day.
Non-essential items (I.e. magazines/newspapers) from common areas should be removed.
Surfaces that are frequently touched by hands should be cleaned and disinfected often, at least daily.
When a person with a suspected illness is identified and has left the workplace, their work area, along with any other known places they have been, should be cleaned and disinfected.
Work with your department leadership to contact Real Estate and Facilities to request workspaces cleaned on a regularly scheduled basis.
If additional cleaning is desired, secure disinfectant wipes and clean your desk area as frequently as desired.
Report absenteeism via absence center on the back of your badge and supervisor notification
Adhere to hygiene and social distancing practices as instructed by OHS.
Perform self-screening and stay home if displaying symptoms of illness, as defined by OHS.
Cleaning their own workstations, including desk surface, keyboard, mouse, and phone as defined by OHS.
Employees can review the WageWorks' microsite to determine whether credits are being offered for their particular transit authority/facility. Information is updated on the WageWorks site daily, as the opportunity for credits may change as developments continue to unfold. Keep in mind that each transit authority/facility has its own deadline and rules for providing credits. If a credit is allowed, participants who receive passes directly through WageWorks and who wish to request a credit are required to mail the passes back along with the Special Handling Form by the indicated deadline for the particular transit authority/facility to the following address: WageWorks Return Pass, P.O. Box 60010, Phoenix, AZ 85082.
Employees who have purchased their commuter train or parking passes directly from the transit authority/facility should contact the authority's/facility's customer service department to determine refund options, if any.
If you have additional questions, please contact WageWorks at 1-877-924-3967.
Yes, it’s ok to join meetings set up by partners using other collaboration solutions.
It's ok to join meetings set up by partners using other collaboration solutions, however, you should take steps to secure passwords, keep meeting details secure when sharing with a group, and be extra careful if discussing any Exelon sensitive or confidential business. If someone enters a meeting that you’re attending and you do not know the participant, remove them or drop yourself immediately. Avoid clicking on unknown links that are shared in chat windows during a virtual meeting.
Yes, Teams Meetings offer audio, video and screen sharing. Review this Teams Tips video to learn about options available when joining a Teams meeting including audio, video and custom backgrounds. To learn about the Teams meeting toolbar including how to share your screen during a meeting, see this Exelon NOW article.
Yes, the person can join the meeting without a camera, however they will not be able to share video. If the person does have a camera, they can choose before joining the meeting whether to display video or not.
Yes. Review the job aids in the Exelon NOW self-service portal, Download the Teams Mobile App and Join a Teams Meeting.
No, you do not need to uninstall Zoom or other browser-based collaboration tools.
The company reserves the right to cancel vacation, scheduled Paid Time Off or other discretionary leaves during a pandemic, or to request that an employee return to work despite previously approved leave.
Practice Social Distancing: When coming into contact with a customer, attempt to keep a distance of approximately six feet from the nearest person while working and avoid congregating in any common areas.
Keep Surfaces Clean: Keep your workstation/truck/on-the-job materials clean and do your part to support increased cleanliness in shared spaces with your co-workers.
When entering and leaving a customer’s home, be sure to wipe down all surfaces prior and post-work being performed.
This will also support Exelon’s brand reputation and reinforce our commitment to best practices.
Thumbs-Up!: Avoid handshakes, hugs, high-fives and any other engagements that have you making direct contact with a customer. Handshaking, as a customary greeting can promote virus transmission – so it is best to avoid.
Avoid Using or Sharing Public Pens: Public pens can be found at a customer counter, in a building lobby, and in many other places. Use your own pen and carry others for customer use.
Have Protection Equipment Available: Keep hand sanitizer in your possession and use it regularly in-between washing your hands. Make sure you also keep disinfectant wipes with you to clean surfaces/equipment.
If you are uncomfortable in any situation, contact you direct supervisor for guidance and support on how to deal with the situation at hand.
Customer Questions: If you suspect a customer is sick and you have concerns entering their home, the following language has been vetted and approved but our Legal team:
Is there any reason I should not enter your premises? Especially reasons related to the current Coronavirus? Does anyone on-premises have a fever, cough, sore throat, chills, shortness of breath, headache or other flu-like symptoms?
Does anyone on-premises have reason to believe they have been exposed to the virus or been asked by their health department, physician’s office or ER to self-quarantine?
For your safety and mine, I’m going to maintain six-foot social distancing. I will stay six feet away from you, and ask that all individuals on-premises do the same with me.
The following language has been vetted and approved by Legal.
Is there any reason I should not enter your premises? Especially reasons related to the current Coronavirus? Does anyone on the premises have a fever, cough, sore throat, chills, shortness of breath, headache or other flu-like symptoms?
Does anyone on the premises have reason to believe they have been exposed to the virus or been asked by their health department, physician’s office or ER to self-quarantine?
For your safety and mine, I’m going to maintain six-foot social distancing. I will stay six feet away from you, and ask that all individuals on the premises do the same with me.
As we start thinking about Responsible Re-entry, it's a good time to double-check your building and other physical access levels in the Access Governance System (AGS). Review your individual physical access levels in AGS (see job aid). Don't retain physical access levels no longer needed. Ask your supervisor if you're not sure that you still need an access level. Review your other roles and entitlements to find and remove other access privileges you no longer need.
We are using innovation regularly as we adapt to the new normal. Learn more on Reinvent.
Please visit the IT Resources page for more information.
Additional details can be found on Exelon Now. For security reasons, Exelon Now is only available within the Exelon network.
A key element of preventing the spread of the virus is social distancing, which can be practiced by individuals and organizations. Many of you can get your work done without reporting to the workplace every day. To help limit virus transmission at our locations and in our communities, each OpCo and BSC department will determine its working from home policy for remote-enabled employees. Embedded employees should follow the guidance of their OpCo leader.
All employees should update their contact information in case the company needs to reach you quickly.
If you will be working from home, please ensure your remote access capabilities (you need to be on the Exelon network to access this link) are in place and working correctly -- please see the Q&A below. The IT team also has been working to ensure that system capacity for Skype, remote access and other remote capabilities is expanded to enable a large number of employees to work from home
You also can check out these other resources from HR to ensure you can be as efficient and effective as possible while working from home.
Many of you don’t have that option – you need to be out in the community or at a specific location to accomplish the critical work you do for our customers. You are the backbone of our operation and, while you can’t stay home and work, you can be careful. Regardless of your work location, please practice good hygiene and social distancing whenever possible. The need to work from home, as well as the length of time, will be determined by your local management in consultation with Human Resources and OHS. In the meantime, if your role allows working from home, please make sure that the tools you need for remote access are in place and functioning.
Identity and Access Management Services (IAMS) will be offering remote badge requests for new hires and remote replacement badge requests, prioritizing essential personnel requiring physical access to Exelon properties. Click here for instructions to request badges remotely.
All employees are critical, but some have been designated by the company as required to be at work to run our operations. A Mission Critical employee is one who is required to perform work duties at a company location (including an Exelon facility, alternate work location or the field). Consult your supervisor to understand whether you are designated as a Mission Critical employee during the COVID-19 crisis.
Sequestered Employee: Employees deemed as "mission-critical staff” within certain business units (e.g., Nuclear, Power, IT) that are considered uninfected after pre-screening procedures. These “uninfected” employees are separated and restricted to minimum interactions with other persons, including family members, with the intent of halting the potential to acquire the virus.
Work from Home Employee: An employee who (a) has not been identified as having to report to a company location to perform essential work during a pandemic, and (b) is ready, willing and able to work if requested.
Please talk to your Supervisor for more information on how your quarantine impacts your daily role.
Some mission-critical employees may be provided on-property accommodations to provide the highest certainty that they will not be infected with the pandemic illness. These employees will be called Essential or Mission Critical Employees.
The company’s sequestration plans may call for employees to perform various tasks that are not normal work duties that arise due to sequestration (for example, washing clothes, cleaning sleeping areas, etc.). This work will be treated as performing work for the employer.
The rules have changed, as of January 26. The Centers for Disease Control (CDC) is now requiring all travelers arriving in the U.S. from international locations to show proof of a negative COVID-19 test that occurred within three days prior to air travel to the U.S. They must provide this documentation to the airline before boarding a flight into the US. Then, once in the U.S., CDC guidance is that they quarantine and test again between days three and five. If this test is negative, they may end the quarantine on day seven. If they do not test upon return, they must quarantine for 10 days. CDC guidance includes U.S. territories.
For Exelon employees, international business travel is prohibited, and we strongly advise against international personal travel. If you are returning to the U.S. from an international trip you must do the following before returning to a work location:
All employees are strongly encouraged to avoid places where large numbers of people gather, including airports, airplanes, trains and other forms of mass transit.
International business travel is prohibited, and non-essential U.S. business commercial air travel also is prohibited.
This includes travel to attend or speak at external conferences, attend internal meetings or cross-OpCo meetings, team meetings, etc. Please use remote meeting tools instead.
If you can accomplish your meeting over the phone, videoconference or Skype, then travel is considered non-essential. Please work with your supervisor and OpCo leadership to determine which travel may be considered essential for your department or OpCo.
The CDC has recommended against any international travel and is currently requiring a quarantine period for those who do so. If you choose to travel outside the U.S. for pleasure, you are subject to quarantine upon your return for up to 14 days, and quarantine pay will not be provided for personal travel to international destinations. Employees who are unable to perform their duties because they are quarantined due to personal travel will be required to use personal time during the quarantine period.
If you choose to travel internationally, be sure to notify your supervisor and Exelon’s Travel Safely before you go.
Hosting foreign visitors at our offices/locations from these countries also is prohibited at this time.
No, you do not have to register personal domestic travel, only personal international travel.
Travel to conferences that are non-essential is prohibited.
If you are attending conferences with international attendees, contact OHS for additional guidance.
For the latest information, check the CDC’s travel guidelines: https://www.cdc.gov/coronavirus/2019-ncov/travelers/index.html
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Policy Name |
Management Model Number |
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Exelon Public Health Threat Preparedness Policy |
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Exelon Public Health Threat Preparedness Program |
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Travel Restrictions During Pandemic |
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Infection Control in the Workplace |
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Business Continuity |
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Crisis Management |
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Systems Recovery |
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Business Continuity Emergency Notification Process |
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Corporate Crisis Management Team Procedure |
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Work Expectations During Pandemics |
Feeling Stressed or Anxious?
Optum Live & Work Well is here for you.
Confidential counseling services are available 24/7.
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www.liveandworkwell.com; access code: Exelon
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1-866-872-1666
There is no cost to call and Exelon pays for up to six sessions.
The use of this benefit is confidential.
