FAQ

Hybrid Work Model

• Why are we moving to a hybrid model?

  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.  

• How is the flexibility in Workplace of the Future different from what we’ve been doing all along?

  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.  

• Will leaders still be emphasizing the importance of “face time”?

  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.  

• Is there an action I have to take before re-entry?

  Employees and contractors are to take the following actions prior to re-entry and when back in the office:
  
  • Everyone is required to complete a daily self-screen and/or onsite screen before starting shift. Do not come to a work site if you are sick. Follow the directions at the entrance of your facility.
  • Employees will follow their Workplace of the Future work arrangement (onsite or flexible). Talk with your supervisor to understand your specific work arrangement.
  • All workers must wear a mask indoors when in locations designated "high risk" by the CDC. Wear only Exelon-provided Personal Protective Equipment (PPE), which you'll find at the entrance of our facilities. It's also available from your Safety representative.
  • In locations that are "low" or "medium" risk, employees who are "up-to-date vaccinated" (as determined by the CDC), and have entered their vaccination information in the HR Solutions Hub and have a company-provided sticker on their badge, can choose to go without a mask indoors.
  • Employees who are not up-to-date vaccinated must continue to wear a mask indoors in locations of low or medium risk when social distancing of six feet cannot be maintained.
  • “It’s Time” stickers no longer are valid because they were based on an outdated "fully vaccinated" status.
  • Employees who are up-to-date vaccinated will receive a new sticker as long as they update their status in the HR Solutions Hub.
  • See the Safety Connect site for the latest mask guidance.
  • See Page 19 of the Responsible Re-Entry Toolkit for technology requirements before re-entry
  • See Page 20 of the Responsible Re-Entry Toolkit for security protocol and requirements for re-entry
  • Review the Responsible Re-Entry Toolkit; the toolkit is designed to be the one-stop shop for all re-entry questions and information

• If people are working a variety of different hours, how do we handle when someone outside our group schedules a meeting outside our core working hours?

  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.  

• Who has to approve an employees’ flexible schedule?

  The employee’s manager should approve their working hours and days on-site.  

• Isn’t the flex-seating concept just a way to save money by shrinking our office footprint?

  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.  

• Are all our buildings moving to the neighborhood model? When?

  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. 

• Will the hybrid work options be offered to those in a bargaining unit?

  Collective bargaining agreements will govern the work arrangements offered to bargaining unit employees. 

• Will there be a minimum number of hours needed to be in the office?

  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. 

• If my role is designated as “flexible” or “satellite,” can I still be called for Fitness for Duty (FFD) testing? What if I’m unable to report for testing?

  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.  

• I’m a flexible worker with an emergency response/storm duty position. Can I perform my role from my home or do I need to go to an Exelon facility?

  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. 

Responsible Re-entry

• How was it determined in which Phase I am returning?

  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. 

• But I have a medical condition that puts me at greater risk of catching the virus – do I have to return?

  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, if you still have concerns regarding yhour individual risks, please talk with the Occupational Health Safety (OHS) team about your concerns. They can help determine the best next steps for your specific situation. 

• My (immune-compromised family member at home) is at greater risk of catching the virus and experiencing more severe effects. How can I be sure I won’t bring the virus back home?

  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, you can talk with the Occupational Health Services (OHS) team about your concerns. They may have additional resources or next steps for your specific situation.

• I know that my colleague who is supposed to return to a company location soon and who has a similar job to mine has a lot of concerns about going back. Can I volunteer to take his/her place?

  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.

• Are there any tax implications while I remain working remotely?

  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: 

  • already live and work in the same state 
  • have reciprocity with work state 
  • have the ability to report their time worked via timekeeping to their resident state  
  • have the ability to report their time worked outside of the cities of Philadelphia and Wilmington work locations via timekeeping during the COVID response period* 

  *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.

• I don’t mind coming back to the office, but I have childcare concerns based on the lack of childcare availability in my area. What should I do?

  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. 

• If I’m re-entering as an “onsite” or “flexible” employee, when do I need to return my computer hardware (monitor, keyboard, etc.) and chair to the office if I borrowed it during the pandemic?

  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.  

Workplace of the Future

• What is Workplace of the Future?

  Workplace of the Future is how we will shift from a traditional onsite workplace to a hybrid work model. A hybrid work model will focus on flexibility, increasing employee satisfaction, enhancing collaboration and strengthening teams.

• Who does Workplace of the Future affect?

  Everyone is affected in some way by Workplace of the Future. Workplace of the Future is not just about flexible or onsite working; it’s about adapting to a new way of working and fostering a growth mindset amongst all employees.

• What is hybrid work?

  Hybrid work is an arrangement where an employee or team works a portion of their time in the office and a portion of their time outside of the office for their own convenience as business needs allow.

• How is Workplace of the Future different from Responsible Re-Entry?

  Responsible Re-Entry prepares us for a safe return to the office, while Workplace of the Future guides us through the many changes and opportunities that come with a hybrid work environment.

• How will Workplace of the Future impact the upcoming company separation?

  Workplace of the Future will contribute to the upcoming company separation by creating a structure that will guide and support employees though workplace changes as they come.
  
  The key changes implemented with Workplace of the Future will still exist in both companies after separation.

• Why not go all remote or all onsite? Why do a hybrid?

  The pandemic has taught us a lot about working in ways we never thought possible. It showed us that there is more than one way and place to work successfully. At the same time, it has also taught us the importance of connection, relationships and face-to-face interaction.
  
  A hybrid work approach allows us to have the positives of remote work and face-to-face interaction—it allows flexibility while also maintaining team collaboration.

• What are the advantages of a hybrid environment?

  A hybrid work environment allows employees more flexibility in where and how they work. It can increase productivity and create better collaboration and work relationships.

• If I’m a flexible worker and need to come into the office, where will I sit?

  You’ll have a pre-determined place to sit, either at a particular assigned desk or in an assigned neighborhood where you can reserve a place to sit when you visit the office. More details on seating arrangements and reservations will be available in the coming weeks. Rest assured you’ll have a great workspace available to you when you need to visit the office.

• How will I know if my team is working together well if we aren't in the same location?

  Regular team meetings can help ensure that the team is working well together.
  
  Additionally, there are many channels to connect with your team beyond just email. Technology — like Microsoft Teams — allows us to easily connect with one another at any given moment.
  
  Sharing your team members’ core hours and best contact methods will help teams know how to best reach each other and when. More information will be provided on work hours in the coming weeks.

• What is a workplace strategy?

  A workplace strategy includes standards for space and common areas, as well as guidelines for how work is accomplished across teams — whether remote or onsite. Together, these standards create your employee experience through design of the right spaces and integration of technology to support employees, enable productivity and drive performance.

• Are you offering training to support this transition?

  Yes. There will be interactive training modules and coaching for managers on leading in a hybrid work environment, and there will be resources for all employees to help navigate this new way of working on the Hybrid Work site of Exelon Connect.

• Can people transition to a "hybrid" model in situations where it is not traditional to work with this philosophy... such as working in a lab or reading meters?

  Some jobs and some job functions are not possible to perform remotely. If you are classified as onsite, then there may be limited or no opportunity to work offsite. If you are classified as flexible then you may be able to work remote part of the time, but still need to be available to your colleagues who are on site. Regardless of your work arrangement, we encourage employees and managers to work together to find solutions that support this hybrid environment, while meeting business needs.

• When working on some projects there is little to no value of going into the office except for when traveling to other OpCos or when other OpCos travel here. Why can’t my job be flexible during those times?

  Whether or not a job can be flexible, rather than onsite is a determination left to the discretion of the leaders of that department. Each job is different, and we realize that there are some situations that benefit from being together in-person and others that are performed as well, or in some cases better, off site. Employees should work with their managers to determine what work requires presence in the office and what work does not.
  
  Generally, managers of flexible employees will want to ensure that teams spend some time each week in the same location for purposes of team cohesion and cooperation.
  
  Employees covered by collective bargaining agreements are subject to the terms of those agreements.

• Will there be a way to proactively indicate where we will be working each day?

  You can update your Teams status each day to indicate where you will be working. If you plan to be offline for any length of time (e.g., for travel), you can also use your Out of Office message to indicate that your response time to emails may be delayed.
  
  Within a work group, you might try keeping a calendar on a Teams site to keep each other informed.

• Is there a way to indicate whether someone is attending a meeting in person or virtually, so a meeting organizer can easily plan for social distancing and conference room capacity?

  You can schedule meetings in Outlook using a room location and Teams link, with a request that anyone who plans to attend in person let the meeting organizer know (or vice versa). Try using the voting buttons in Outlook to determine in-person vs. remote attendance.

• For hybrid workers that need multiple screen setups (e.g., engineers), will they be allotted screens for home and for their work location? How does the setup work?

  Flexible employees will have their regular workstation set-up at their office location. This includes multiple screens, phones, headsets and other items where such items are important to job duties. Any flexible employee may choose to work at their fully equipped office location each workday and are not required to work from home.
  Accordingly, no duplicate equipment will be provided to flexible employees for use at home.
  
  Instead, flexible employees should only plan to work at an alternative location if they have the equipment and space needed to work effectively in that alternative location. For example, if monitors are necessary to be able to work at home, you can purchase those at a discount from Exelon vendors using Exelon Extras.
  
  Employees covered by collective bargaining agreements are subject to the terms of those agreements, which may or may not differ from others in their companies.

• Will the employees who drive to work every day get some extra compensation?

  No. Just like before the pandemic, and as for other employees who have been onsite throughout the pandemic, all employees bear the cost of their commutes.
  
  Similarly, flexible employees who choose to work at home do so voluntarily at their own expense.

• Is Exelon going to furnish, reimburse or offer a discount on expenses flexible employees incur due to being offsite?

  Flexible employees will have their regular workstation, including multiple screens when needed, a phone and a headset available at their office location. Because flexible employees are not required to work from home and do so voluntarily, no duplicate equipment will be provided to flexible employees for use at home.
  
  Flexible employees should plan to work at an alternative location only if they have the equipment and space needed to work effectively in that alternative location. If they need screens or other devices to set-up their alternate work location or second office but nonetheless want to work remotely from time to time, they should plan to purchase that equipment for themselves.
  
  All employees have access to Exelon Extras, which provides discounts on a variety of purchases, including home office equipment.

• Is the company compensating employees for equipment/supplies they purchased during the pandemic to work from home? It seems that some departments provided a monetary allotment for their employees to purchase supplies while others were stringent about costs and did not allow employees to purchase items. Things should be consistent throughout Exelon.

  During the period that employees were working at home due to COVID, the company reimbursed employees for reasonable expenses that were necessary to perform their job duties. Some departments issued guidance identifying what types of expenses would be deemed reasonable for the work performed in that department, while other departments simply relied on the T&E Policy already in place. In most instances, departments did not make equipment purchases as employees could come into the office, if necessary, to perform job duties.
  
  If you believe you incurred additional expenses while working at home during the pandemic in excess of the expenses you would have incurred had you continued to commute to the office, but have not yet received reimbursement, please refer to the T&E Policy and submit receipts documenting all out-of-pocket expenses you incurred. For example, if you purchased pens or paper that would have been provided to you at the office, those expenses are typically reimbursable if reasonable and necessary to perform job duties. You can send any questions to concur&creditcardteam@exeloncorp.com.

• Will the company be providing a stipend for employees who are identified as full-time remote workers?

  A limited number of employees will be categorized as Satellite (i.e., 100% remote), meaning that they will not have a customary work location other than their home. Those employees will have specific reimbursement and stipend rules.
  
  Flexible employees will have their regular workstation set up at their office location and will not receive a stipend or any duplicate equipment. Flexible employees may choose to work at home for their own convenience at their own expense.
  
  Some consumable supplies, such as paper, pens or paperclips, are necessary whether the employees work at home or at the office. As such, those supplies should be purchased by the company using existing processes/vendors.

• Can I leave my desktop docked at work and remote into it when working at an alternate location? What if I’m travelling abroad?

  Please discuss docking your computer at work with your manager. Your ability to dock your computer at work will depend largely on whether there is designated space available for this purpose.
  
  Unless you have flex seating at your location (Chase, KSQ 200, MOB 5th floor or Berwyn 1060), you will return to the seat you occupied pre-pandemic and there should be no change to your computer equipment, meaning there should be a designated space you can use for docking a computer.
  
  If you are returning to a flex seat, the desks will have universal desk set ups and will be accessible to employees in your neighborhood to reserve/use. You should consult with your manager about what space in your neighborhood could be made available to you for this purpose.
  
  Please note that remote work outside of the US is not permitted (other than incidental work during vacation and in accordance with the Foreign Travel Security Policy, SY-AC-21).

• I moved departments during the pandemic. Will my desk be moved prior to my re-entry date or do I need to coordinate that when I return?

  Unless you have flex seating at your location (Chase, KSQ 200, MOB 5th floor or Berwyn 1060), you will need to talk to your current manager to determine the location of your newly assigned desk. Then, work with your Facilities representative to submit a Move, Add, Change Request to have your desk and computer equipment relocated to your new seat before the start of your re-entry phase. Notify your previous manager that you’ve submitted the request.
  
  If you are returning to a flex seating location (Chase, KSQ 200, MOB 5th floor or Berwyn 1060), please check with your former manager to determine where your belongings are now (as they may have been moved to storage or your new neighborhood already). If your former manager does not know where your belongings are currently located, please contact the Real Estate and Facilities representative for your location. Then, work with your new manager to determine whether you will have an assigned seat or a flex seat. Then, you can determine whether to submit a Move, Add, Change Request to move your belongings to a new, assigned seat or take your belongings home. Your Facilities representative can help arrange a time to collect your belongings if you are moving to a flex seat from an assigned seat.

• Should employees without an “It’s Time” sticker ask to have the satellite work arrangement to avoid feeling isolated in the office?

  No. Employees can work safely in our buildings with or without an “It’s Time” sticker. At this time, all employees are wearing masks and social distancing in almost all of our locations. Managers are responsible to ensure desk arrangements and meeting rooms support social distancing.

• Will there be guidance on remote office setup and childcare requirements when working from home?

  No, there will not be specific guidance on how to set-up your office or arrange childcare. However, the HR AC 51 policy states: the employee will work in a remote environment that allows the employee the ability to focus on their duties. If at any time, the employee’s manager and the vice president determine that the alternate work arrangement is no longer viable based upon the current circumstances, the employee may be told that they are expected to return to a standard work arrangement within a reasonable period of time.

• If my director requires the department employees to come into the office two specific days per week, will we be able to have assigned cubicles for those two days?

  Most employees will return to the office and occupy the same seat they did before the pandemic.
  
  Flex seating is being implemented in buildings as we restack and/or renovate. As of now, Chase, KSQ200, Berwyn 1060, and IT spaces at BHQ and MOB 5th floor are implementing flex seating for return to work. If you prefer to maintain the same flex seating arrangement for those two days, please talk to your supervisor to see what you can work out as a team.

• Can an employee opt-in to an earlier phase and come in only one or two days per week instead of all five?

  At this point in the pandemic, employees can generally work in the office when needed by simply contacting their supervisor. Formally opting-in to an earlier phase of reentry is also permitted as business needs allow. Generally, your work arrangement hours should apply, no matter in which phase you return or whether you opted in.

• It seems like the Workplace of the Future initiative should wait until after separation so that each company can make its own rules/ways of doing business based on its culture. Why do this now?

  The Responsible Re-entry and Workplace of the Future plans were underway before the separation was announced. The plans were developed with the intention of returning to a new way of working. When separation was announced, we questioned whether to hold off on the hybrid work model and chose to move forward, given that leaders representing both the generation and utility sides of our business agreed with the approach and plan. Furthermore, employees throughout the company expressed interest in having additional workplace flexibility upon return to the office. Since both companies would be adopting the main elements of the Workplace of the Future program, there really wasn’t a reason to wait. In the end, we felt it would be an easier transition to move to the hybrid model upon Responsible Re-entry rather than waiting for separation.

• Can a leader force you to be in the office 2-3 days per week when those days are not “moments that matter,” your team is not in your location and you are more comfortable working from home?

  Appropriate expectations for days spent in and out of the office vary widely by department and business unit. Ultimately, the optimal days for employees to work in the office is up to the discretion of the leadership of each department and an employee’s immediate supervisor is responsible for setting working arrangements and office hours. If you have a concern with your initial arrangement or office hours, please speak to your supervisor. If you remain unsatisfied with the work arrangement or office hours and cannot come to a mutually beneficial agreement with your supervisor, then please speak to your manager or Human Resources, as you would for any other concern.

• By implementing the hybrid model, are we an outlier in the industry?

  No. In fact, we benchmarked several other energy companies and utilities with similar approaches already in place when we developed the hybrid model.

Vax Scene

• Why is the company encouraging vaccination?

  Getting vaccinated and verifying your vaccination by uploading your vaccination card is entirely up to you. At the same time, to keep everyone safe, it's important that only vaccinated employees who verify their status can take advantage of the easing of social distancing restrictions and mask requirements in counties without high or substantial COVID-19 spread, in accordance with CDC guidance.

• Does the vaccine cause infertility or pregnancy-related problems?

  Employees with questions about the impact of a vaccine on fertility, pregnancy or breast feeding should contact their health care provider.

• Can the vaccine alter my DNA?

  The COVID-19 vaccines available to us are designed to help your body’s immune system fight the coronavirus. The messenger RNA from two of the first types of COVID-19 vaccines (Pfizer and Moderna) does enter cells, but not the nucleus of the cells where DNA resides. The mRNA does its job to cause the cell to make protein to stimulate the immune system, and then it quickly breaks down — without affecting your DNA.

• I've already had COVID. Do I need to get the vaccine?

  There are several strains of COVID. Even if you’ve had the virus, the vaccine will further boost your immune system to increase protection.

• Can you get the virus from the vaccine?

  No. The Pfizer and Moderna COVID-19 vaccines don’t contain coronavirus, so the vaccinated person can’t get COVID-19 from the vaccine. But individuals receiving these vaccines may feel the side effects described in the question below. The Johnson & Johnson vaccine is a viral vector vaccine meaning it contains a modified version of a different virus than the one that causes COVID-19; however, viral vector vaccines cannot cause COVID-19 or the virus used as the vaccine vector.

• Should I get the vaccine? How many shots do I have to get?

  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.

• Does the vaccine have side effects?

  The CDC recommends an age-appropriate COVID vaccine for those 12 years and older. Most people are experiencing mild side effects (fatigue, redness and soreness at the injection site, headaches or minor joint pain). Reports of serious side effects, such as blood clots or developing Guillain-Barre Syndrome with the J&J vaccine, remain rare.
  
  If you have questions about side effects, a history of GBS or a concern about how the vaccine may affect you, please contact your health care provider.

• When is someone "fully vaccinated?"

  According to the CDC, “people are considered fully vaccinated: Two weeks after their second dose in a two-dose series, such as the Pfizer or Moderna vaccines or two weeks after a single-dose vaccine, such as Johnson & Johnson’s Janssen vaccine.” If an employee does not meet these requirements, they are not fully vaccinated and must continue to follow all COVID-19 safety protocols.

• Will a vaccine booster be required?

  If a booster is recommended or required by the CDC or state or local protocols, Exelon will re-evaluate its safety protocols and exceptions from safety protocols accordingly.

• What advice do you give to individuals who are hesitant about getting the vaccine?

  If you have questions about the vaccine, please make sure to reach out to a credible, trustworthy source, such as your healthcare provider, for answers and check out our Vax Scene employee site. Many people believe that the Pfizer and Moderna vaccine is new science, but the mRNA technology has been around for a couple of decades. There also has been a lot of work done historically to create a vaccine for coronaviruses. Just to be clear, the mRNA vaccines cannot change your DNA. While it does enter into a cell, it does not enter the nucleus of the cell. Finally, the Johnson & Johnson vaccine uses an older technology, which has been previously tested and used in other types of vaccines.

• Now that people are getting vaccinated, is the pandemic over?

  According to the CDC, while experts learn more about the protection COVID-19 vaccines provide under real-life conditions, it will be important for everyone to continue following CDC guidance and using appropriate tools available to us to help stop this pandemic, which for unvaccinated means things like covering your mouth and nose with a mask, washing hands often, and staying at least six feet away from others. Together, COVID-19 vaccination and following CDC’s recommendations for how to protect yourself and others will offer the best protection from getting and spreading COVID-19.

• What should I do if I experience side effects?

  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.
  
  Although very rare, some severe side effects, such as blood clots or the development of Guillain-Barre Syndrome have been reported. If you develop a severe headache, abdominal pain, leg pain and shortness of breath within three to 16 days of vaccination or severe muscle weakness or a tingling sensation within six weeks of vaccination, immediately contact your physician or seek medical attention as soon as possible.

COVID Supplemental Pay Practices

• Will I still be eligible for Supplemental COVID Pay for time taken to get vaccinated or boosted?

  There are currently no changes to the pay practice for those who need to schedule their vaccine/booster during a regularly scheduled shift. Employees are eligible for up to four hours of paid time off for time spent getting vaccinated or boosted, with approval from their manager.

• How do we call in sick and use sick time or COVID Pay if we have a reaction to the booster?

  Since the vaccine became available, the company has provided up to 4 hours paid time off to get each vaccine as well as up to eight hours due to illness caused by reactions to the vaccine. Those benefits will continue. Employees should follow their normal absence reporting procedures. If you are ill and unable to work after receiving the booster due to side effects, you will be eligible for COVID Pay. Additional instructions will be provided to you if you are approved for COVID Pay for this reason.

• I don’t believe I had enough time to get vaccinated and/or boosted before the March 1 deadline. Does the company plan to extend the deadline?

  When we announced the changes on January 24, there was more than enough time for everyone who wanted to get vaccinated to receive a J&J or Pfizer vaccine in advance of the March 1 deadline. Even now, if you have not been vaccinated, only one J&J shot needs to be completed within the last two months to be considered Up to Date Vaccinated/Boosted.

• If someone is Up to Date Vaccinated/Boosted, but has not provided proof to OHS before they are exposed or symptomatic, will they still be able to get Supplemental COVID Pay?

  Generally, no. Employees without proof of vaccination in the system will not be eligible for Supplemental COVID Pay. Accordingly, any employee who is Up to Date Vaccinated/Boosted should upload proof of vaccination status (i.e., Vaccine Card) into the HR Solutions Hub without delay, to ensure they will receive Supplemental COVID Pay if they need to quarantine or be absent. OHS must have complete information about vaccine status to ensure the correct quarantine, applicable masking period, and protocols. Those who choose not to submit their proof of vaccination in a timely manner, risk forgoing Supplemental COVID Pay. The company will, of course, maintain this information and make its Supplemental COVID pay decisions in accord with all applicable laws.

• Will I have to get a booster every five months (Moderna/Pfizer) or two months (Johnson & Johnson) to maintain Up to Date Vaccinated/Boosted status?

  Currently, per the CDC, everyone is considered Up to Date Vaccinated/Boosted until the time they are eligible for a booster which is five months after the second dose in a two-shot series, (Pfizer or Moderna) or two months after the Johnson & Johnson vaccine. The CDC currently only requires a single booster to be “Up to Date Vaccinated/Boosted.” We will continue to monitor CDC guidance closely and make any adjustments, as needed.

• If within 90 days of having had COVID, you get COVID or are a close contact, how will that be treated?

  Anyone who has had a verified case of COVID in the past 90 days is treated similarly as someone who is Up to Date Vaccinated/Boosted for purposes of the CDC's isolation and quarantine rules. So, this person would qualify for Supplemental COVID Pay on that basis.

• Aren't the company's proposed pay rules unfair and discriminatory?

  Our proposed Supplemental COVID Pay practices are being implemented in full compliance with federal, state, and local law and any obligations to our unions. We are taking steps to encourage employees to get vaccinated and boosted to best protect themselves, their family members and their colleagues. Our first and primary goal is to keep our employees safe and healthy, in compliance with all laws and our obligations to unions. Incentivizing employees to get vaccinated through our Supplemental COVID Pay polices supports our goal to have employees protect themselves and others as much as possible, while contributing to our ability to ensure business continuity.

• I cannot receive the vaccine due to my religious beliefs. Do I still qualify for Supplemental COVID Pay?

  No. Only those who cannot be vaccinated because of disability (as defined by the Americans with Disabilities Act or applicable state law) may be eligible for Supplemental COVID Pay. Anyone else who is not Up to Date Vaccinated/Boosted or has not had a verified case of COVID-19 in the last 90 days, will not be eligible for COVID supplemental pay.
  
  Note: Employees who are seeking Supplemental Covid Pay must be on record with Exelon as being Up to Date Vaccinated/Boosted, unless they are on record as disabled under the Americans with Disabilities Act or applicable state law and their disability prevents them from receiving any available COVID-19 Vaccine.

• I cannot receive the vaccine due to a medical condition. Do I still qualify for Supplemental COVID Pay?

  For most medical conditions, you will not qualify for Supplemental COVID Pay. However, if you have a medical condition that qualifies as a disability under the Americans with Disabilities Act and that disability prevents you from being vaccinated, you may still qualify for Supplemental COVID Pay. Please complete the Reasonable Accommodation Form online via the HR Solutions Hub. Search “Disabilities & Reasonable Accommodations,” click on that link and then select the “Disability Status Self ID Form” found under the “Useful Links” section.
  Anyone else who is not Up to Date Vaccinated/Boosted or has not had a verified case of COVID-19 in the last 90 days, will not be eligible for Supplemental COVID Pay. Exemption from receipt of the vaccine based on medical reasons does not qualify an employee for Supplemental COVID Pay. The employee must provide proof that they have a disability that prevents receipt of vaccination.
  Note: Employees who are seeking Supplemental Covid Pay must be on record with Exelon as being Up to Date Vaccinated/Boosted, unless they are on record as disabled under the Americans with Disabilities Act or applicable state law and their disability prevents them from receiving any available Covid Vaccine.

• For people who have submitted exemption requests (and may still be under legal review), how does that impact them for COVID Supplemental Pay eligibility after 3/1 -- specifically for religious exemptions?

  Employees who are subject to a vaccine mandate (leaders, new hires, and employees working in designated buildings) may seek exemption from the mandate based upon religious, medical or other state law reasons. Supplemental COVID Pay rules are not a vaccine mandate, accordingly vaccine mandate exemptions do not apply.
  
  Note: Employees who are seeking Supplemental Covid Pay must be on record with Exelon as being Up to Date Vaccinated/Boosted, unless they are on record as disabled under the Americans with Disabilities Act or applicable state law and their disability prevents them from receiving any available Covid Vaccine.

• How do these new Supplemental COVID Pay policies impact parents with small children, many of whom cannot yet be vaccinated?

  We know that parents of small children have been particularly impacted by the pandemic. The best thing employees can do for themselves, or their loved ones is to get vaccinated and boosted. This allows employees to minimize quarantine time as well as likely significantly reduce any symptoms experienced in the event of COVID. We understand that our employees live with family members who are not able to be vaccinated. If a parent needs to care for his/her dependent, the employee may be eligible for sick leave benefits, in accordance with the terms of the applicable sick leave programs. If a parent is required to quarantine, their eligibility for Supplemental COVID Pay will depend upon on whether the employee is Up to Date Vaccinated/Boosted.

• Are employees who are caring for dependents who have COVID able to receive COVID benefits?

  It is our intention that effective March 1, only those employees who are instructed by OHS to quarantine due to a close contact AND who are Up to Date Vaccinated/Boosted will be eligible to receive supplemental COVID pay. So, in this scenario, an employee caring for a dependent would be eligible for COVID pay if the employee is instructed by OHS to quarantine and is Up to Date Vaccinated/Boosted. Those employees who are NOT Up to Date Vaccinated/Boosted would nevertheless have the opportunity to use available PTO time, as appropriate, (sick, floating holiday and vacation) or unpaid time, if no PTO is available, in accord with applicable laws and collective bargaining agreements.

• What are the specific criteria an employee must meet in order to return to work if they are quarantined?

  The company is following CDC guidance for determining when an employee no longer needs to isolate or quarantine, and it is safe for that employee to return to work. Absent extenuating circumstances, absences due to COVID will be managed in accord with applicable CBA/labor arbitration award precedent, MBA rules, and laws.

• Which COVID tests are accepted by OHS?

  PCR testing is the most reliable form of testing available. Given the high demand for COVID testing, as well as supply chain constraints in many parts of the country, rapid antigen and over-the-counter home tests are also acceptable, depending on the individual facts and circumstances and subject to the judgement and discretion of the OHS nurses. In all cases, employees should follow the instructions received by OHS regarding COVID testing requirements.

• How can the company determine that someone has come to work sick such that discipline is appropriate?

  Employees are responsible for monitoring their symptoms and calling OHS prior to coming onsite for evaluation and instruction. In the event an employee comes to work with symptoms and is observed and reported by others as having symptoms, and has not contacted OHS, the employee will be asked to leave the work location and call OHS for further evaluation and instruction. Any potential corrective action for violation of the company’s safety rules will be determined in accordance with existing disciplinary processes and any applicable collective bargaining agreement.

• How long does one need to be exposed to COVID before making the notification to OHS?

  Regardless of your vaccination status, if you suspect that you have been exposed to COVID (either tested positive or have COVID-19 symptoms), have come into contact with someone who has had COVID, or recently tested positive for COVID, please contact OHS immediately and prior to coming to an Exelon work location. OHS will evaluate your situation and provide further instructions.

• If I exhaust all my vacation time and floating holiday’s due to COVID quarantine, what is company position on planned vacations? Will the company allow me to use vacation time for planned PTO with my family?

  Employees who run out of vacation time due to extraordinary circumstances such as these should talk to their supervisor about available alternatives. Depending upon business needs, an employee who has run out of paid time off should be allowed to take unpaid time off during any period of preplanned vacation.

• How does Short Term Disability apply to people who are not Up to Date Vaccinated?

  We will continue to offer the COVID Supplemental Pay (e.g., COVID Pay in lieu of sick pay if COVID-positive or symptomatic, quarantine pay and enhanced short-term disability) only to those who are Up to Date Vaccinated.

• If someone is either not vaccinated or has not provided proof of vaccination and is diagnosed with COVID, will they be eligible to receive Short Term Disability or other disability benefits, as applicable?

  f an employee is not Up to Date Vaccinated/Boosted but is sick and unable to work due to COVID, the employee may qualify for disability under the terms of their applicable disability plan once they have exhausted any applicable sick time requirements.

Leader and New Hire Vaccine Requirement

• Why are you singling out leaders to get vaccinated if we haven’t yet implemented the ETS or federal contractor mandates?

  Even absent a government-imposed mandate, there already are field employees in the Exelon companies who must be vaccinated to comply with customer requirements. Demands like these have become increasingly frequent. So, whether or not leaders are subject to any federal or customer requirement, we expect our leaders at Exelon to follow standards imposed on these employees. Moreover, we should set an example for the rest of our organization and demonstrate our commitment to ending the pandemic. We can’t continue to encourage others to act on something we’re not willing to do ourselves. Regardless of any federal or customer mandates, it’s the right thing to do for our company.

• What does it mean that I will be “subject to termination” if I do not get vaccinated?

  Leaders who refuse to be vaccinated without applying for and receiving a religious or medical exemption, will be asked to resign in lieu of termination for cause.

• Won’t we risk losing good people in a very tight job market with this leader and new-hire vaccination requirement?

  Our commitment to ending the pandemic and keeping our employees, worksites and communities as safe as possible is our top priority.

• I believe a vaccination requirement violates my constitutional rights. How can I be subject to termination for doing something that is against the constitution?

  Since COVID-19 began, several company vaccination requirements have been challenged in the courts and found to be constitutional. Both OSHA and the EEOC, agencies specifically focused on conditions for workers within the US, endorse and encourage employers to impose vaccination requirements to combat COVID-19, and recent federal laws require vaccinations for many of our workers, and vaccination or testing for all others. Employees in the categories for whom we’re requiring vaccination have the choice to accept this lawful, policy decision or leave the company.

• I have a relative who died from complications from the vaccine, so I’m very afraid to get it. Why won’t you offer a testing alternative?

  According to the CDC, more than 423 million doses of COVID-19 vaccine have been given in the United States from December 14, 2020, through November 1, 2021. We are sorry for your loss. However, the incidence of serious side effects is rare. Sadly, the death toll from the virus is much higher.
  https://www.cdc.gov/coronavirus/2019-ncov/vaccines/safety/safety-of-vaccines.html 

• I know several vaccinated people who got COVID anyway, so what’s the point of getting the vaccination?

  It’s true that some vaccinated people have gotten what are called “breakthrough” infections. However, if you are vaccinated, you are much less likely to become infected and, even if you have a breakthrough infection, you are much less likely to have symptoms serious enough to require hospitalization. The vast majority of hospitalizations and deaths (approx. 99 percent) are among non-vaccinated individuals.

• If a potential new hire requests a religious or medical exemption, will we hire them?

  We have a process in place to enable viable candidates to seek a religious or medical exemption. A candidate who receives a medical or religious exemption will be offered a reasonable accommodation that enables them to perform the essential functions of the job for which they are applying.

• If a current employee is promoted to a key manager role, does this requirement apply to them? If so, do they have the same deadline?

  If an employee is not yet a key manager and is applying for a key manager role, they need to be vaccinated or apply for and receive a legitimate and verifiable religious or medical exception prior to being considered for promotion to a key manager role.

• I can’t remember if I submitted my vaccination card. How can I find that out?

  HR Solutions will be sending an email to each key manager and above based on their status in the system – vaccinated and verified; vaccinated but unverified; not vaccinated. Verified means that the person has uploaded their vaccination card to the HR system.

• I feel very strongly (either positively or negatively) about requiring vaccinations. Who can I talk to?

  Please talk with your supervisor or manager, or share your perspectives by sending an email to vaccination@exeloncorp.com.

Latest Mask Guidance

• What is our current mask guidance?

  In counties considered by the CDC to have Low or Medium COVID-19 Community Levels, masks are not required indoors or outdoors, unless 1.) you have not received an up-to-date vaccinated (UVB) sticker and cannot maintain six feet of separation indoors from others (see below) or 2.) you have been instructed by OHS that you are able to report to work, but need to wear a company-issued mask in accordance with CDC guidance.

• What does up-to-date vaccinated (UVB) mean?

  According to the CDC, UVB means you have either received the two-shot series (Pfizer and Moderna) or the single J&J shot and have received the booster, or you received the two-shot series within the last five months, or the J&J shot within the last two months. When those time frames are exceeded without receiving a booster, you are no longer considered UVB and then must wear a company-issued mask indoors if you cannot maintain six-feet social distance.
  
  Please note — while the definition of UVB for the purposes of COVID pay and quarantine includes individuals who have had COVID in the last 90 days, this does not apply to masking. Our approach is in line with CDC guidance.

• Why is it that we have stressed social distancing, even now with the new masking policy, yet we are all returning to the office at once? Offices are not able to hold all employees and still maintain social distancing.

  For safety, social distancing is required when an individual does not have a UVB sticker. In cases where those individuals cannot maintain six feet of others indoors, they will need to wear a mask. This allows for the safe return of employees.
  
  As a reminder, you can always choose to wear a company-issued mask, regardless of your vaccination status or county COVID-19 Community Level. The CDC recommends those at higher risk for severe illness may want to speak with their healthcare provider to determine whether they should continue wearing a mask when indoors or take other precautions.

• If I already have an “It’s Time” sticker, does that mean I don’t need to wear a mask indoors?

  It’s Time stickers are no longer are valid because they were based on the now outdated CDC definition of “fully vaccinated.” If you meet the UVB requirements and have uploaded your vaccination card in the HR Solutions Hub, you will receive a new sticker. The March 17 issue of Wavelength includes more information on requirements for the new stickers.

• How can you obtain a new sticker (how will they be distributed)?

  Stickers will be distributed to all eligible employees by their leaders the week of March 28. Stickers will be provided on site at your primary facility. BSC employees returning the week of March 28 should reach out to these contacts to receive theirs.
  
  Employees who are re-entering at the end of April will receive their stickers from their supervisors. As a reminder, please confirm or update your vaccination status and upload your vaccination card as soon as possible by visiting the HR Solutions Hub.

• Since there is research that states these COVID vaccines only last roughly six months, and the new Omicron variant is actually more difficult for the vaccine to be effective against, are you requiring the company to get a "booster" every six months?

  At this time, there is no guidance suggesting that those vaccinated for COVID-19 should receive more than one booster shot. We will continue to monitor information and guidance presented to us on the vaccine from the CDC and update all employees if needed.

• Any considerations for those parents with young children not yet able to get vaccinated?

  We know that employees have concerns, and we believe we are taking all the necessary steps to keep our employees safe and provide a safe work environment for all.
  
  As we continue the re-entry process, we have stressed that leaders need to speak with their teams regarding a schedule that will work best to balance business needs and individual requests. Should an employee have a medical concern or any other medical-related questions, we encourage you to speak with OHS for appropriate guidance.

• Will the requirement of fully vaccination be removed as a condition for employment for any potential new hires, based on the new company stance, in light of the new CDC guidelines?

  We continue to require all external new hires, as well as all current key managers, to be vaccinated as a condition of employment, unless they apply for and receive a legitimate and verifiable religious or medical exemption.
  
  As established scientific data shows that vaccinations are safe, effective and the best way to end the pandemic, we believe vaccinating as many people as possible is our best chance to support global efforts in ending the pandemic and keeping each other safe.

• What happens when there are not enough shared spaces for the core days?

  Your leadership should confirm prior to re-entry that your primary location has appropriate levels of seating for their team. Should teams need assistance in confirming work locations or additional space, leaders are encouraged to contact Facilities for support.

• Do cubical walls count as a barrier that prevents the need for six feet of separation?

  Unfortunately, the higher walled cubes do not preclude the need to social distance, unless the walls are floor-to-ceiling. In most cubes, employees will still need to maintain a six-foot distance or wear a company-provided mask if the individual doesn't have the appropriate UVB sticker as we move forward.

• I wear hearing aids and regular masks interfere with them. Is there any guidance about what I should do?

  Yes. Please check out this great guide on masks for hearing aid wearers.

• I am feeling very concerned and anxious about the pandemic. What should I do?

  "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.

• What do I do if I (or someone I reside with or have been in close contact with) have tested positive for COVID-19?

  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.

• What do I do if I feel sick and believe I have COVID-19?

  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.

  

   

• What should I do if I don't feel sick, but think I might have been exposed to 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.

• How long are potentially exposed employees staying home?

  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. 

• What are the signs and symptoms of COVID-19?

  People with COVID-19 have had a wide range of symptoms reported – ranging from mild symptoms to severe illness. Symptoms may appear 2-14 days after exposure to the virus. People with these symptoms may have COVID-19:
  
  • Fever or chills
  • Cough
  • Shortness of breath or difficulty breathing
  • Fatigue
  • Muscle or body aches
  • Headache
  • New loss of taste or smell
  • Sore throat
  • Congestion or runny nose
  • Nausea or vomiting
  • Diarrhea
  
  However, these symptoms are common in other viruses, as well. The only way to know for sure if it’s COVID-19 is to be tested.

• I have health problems that put me more at risk. What should I do?

  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.

• What is Social Distancing?

  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.

Financial Wellness

• If I can't work because I'm sick, will I get paid?

  • In order to help ease the financial impact of the COVID-19 pandemic, Exelon provides pay continuation employees who are "up-to-date" vaccinated (per the CDC) 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.
  
  

• Does this new pay continuation benefit for COVID-19 illness only apply to full-time employees?

  No. Part-time, temporary and probationary employees who are "up-to-date" vaccinated (per the CDC) also are eligible for the benefit if their illness is confirmed by OHS or OHS instructs them to stay home.

• What happens if I exhaust my short-term disability (or other applicable disability-leave) benefits?

  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.

• My spouse lost his job and health insurance. Can I add him to mine?

  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.

• Can I borrow from my 401k?

  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). 

• I have a lot of concerns about my finances because of the stock market's ups and downs. Where can I find information?

  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.

   

 Physical Wellness

• What are the options for seeing a doctor if I don't want to leave my house?

  • 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

Mental Wellness

• Where can I find help to deal with everything going on right now?

  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.

Personal Preparedness

• What should I do if I need academic help for my child during this difficult time?

  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.

• How do I update my personal information so I know the company can reach me quickly?

  To update your contact information, please follow the instructions below:

  1. Go to myHR

  2. Click “Access Employee Self Service”

  3. [people managers only: Click “Me”]

  4. Click “Contact Info” on the left-hand menu

  5. Update your Home Phone, Work Mobile Phone, and/or Home Mobile Phone

• Should I have some kind of emergency kit at home?

  CDC Guidance: https://www.cdc.gov/coronavirus/2019-ncov/community/get-your-household-ready-for-COVID-19.html

• What are some preparedness measures that I should take outside of work?

  • 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.

Company Preparedness

• What is the company doing to make sure we can still operate if things get worse?

  • 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.

• What is the role of the Public Health Preparedness Taskforce?

  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.

• What is the role of Occupation Health Services (OHS)?

  • 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.

• Are there any new cleaning procedures in place?

  • 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.
    

Workplace

• Is Exelon still notifying employees when a new case occurs?

  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.

• Which collaboration tool should I use to host virtual meetings?

  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.

• Can third parties be invited to a Teams call?

  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.

• Am I able to get IT support for my company-issued laptop while working remote?

  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.

• Do I need to complete FMLA paperwork? ACTEC is sending it to me.

  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.

• I have health problems that put me more at risk. What should I do?

  Employees with existing health conditions should work with their supervisors to determine the best work arrangement for their specific situation.

• What do I do if I think one of my peers/coworkers is sick?

  • 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.

• When someone is directed to remain at home based on potential exposure, does my absence get taken out of my vacation/floating/sick balances?

  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.

• I work at my desk all day and have limited/timed breaks; will I be allowed increased breaks to wash my hands

  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.

• What are frequently shared spaces that should be cleaned?

  • 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.

• Can I request my workspace to be cleaned/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.

• What is my responsibility as an employee while at work to combat COVID-19?

  • 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 your own workstations, including desk surface, keyboard, mouse, and phone as defined by OHS.

• I am an employee who is working from home due to the COVID-19 pandemic and also participates in the Commuter Spending program through WageWorks. Can I receive a credit and/or cancel my regional commuter order (e.g., Metra ticket, SEPTA Key Card, Metrorail pass, parking pass etc.)?

   

  • 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.

• Can I join a call if an external party schedules a virtual meeting with a collaboration tool that is not Microsoft Teams?

  Yes, it’s ok to join meetings set up by partners using other collaboration solutions.

• What tips can I follow for securing virtual meetings with Zoom or other collaboration tools?

  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.

• Do Teams Meetings offer audio, video, and screen sharing?

  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.

• Can someone join a Teams Meeting if they do not have a camera?

  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.

• Can I install Microsoft Teams on a Mobile device and attend Teams meetings using my mobile device?

  Yes. Review the job aids in the Exelon NOW self-service portal, Download the Teams Mobile App and Join a Teams Meeting.

• Do I have to uninstall Zoom or other video conferencing tools from my computer?

  No, you do not need to uninstall Zoom or other browser-based collaboration tools.

• How long are potentially exposed employees staying home?

  • When employees test positive for COVID-19, OHS will advise them on the return to work protocol, which could include testing, experiencing a certain number of symptom-free days, etc.
  • If you are quarantined or test positive for COVID-19, you need to follow all OHS directions, including testing and providing medical documentation, to be released to continue working or to be eligible for COVID-19 pay continuation (only if you are up-to-date vaccinated).
  • OHS follows Centers for Disease Control (CDC) guidance, which can change. Most recently, the CDC has modified how long an individual must be symptom free prior to returning to a company work location.  Check out the best source of information: https://www.cdc.gov/coronavirus/2019-ncov/hcp/disposition-in-home-patients.html

Customer Interactions

• I interact with customers a lot. How can I keep myself safe in case a customer is sick?

  • 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.

• What if I suspect a customer is sick and I have concerns entering their home?

  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.

Working From Home

• Help! My password is about to expire -- how do I reset it from home?

  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.

• Am I still able to request a new hire or replacement badge?

  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.

• If OHS requires me to quarantine, what does that mean for my daily role?

  Please talk to your Supervisor for more information on how your quarantine impacts your daily role.

Travel & Visitors

• I see that there are restrictions on business travel. I have to commute to work using crowded public transportation. Why are precautions being taken for business travel, but I am still expected to commute into the office for re-entry?

  We appreciate that commuting to work by public transportation can involve COVID-19 risks. The Responsible Re-Entry Toolkit provides employees with guidance, such as following federal requirements and practicing good personal hygiene, for employees commuting to work. Regarding business travel precautions, extended business travel involves additional risks such as prolong congregation with an inability to social distance, larger groups of people gathering, and commingling of people from across the country/world who may be coming from areas of higher COVID transmission. Given this, we have decided to maintain our business travel guidance for the time being.

• What should I do when returning from personal Foreign Travel? I heard the rules changed.

  The CDC recommends you do not travel internationally until you are fully vaccinated and that you check your designation’s COVID-19 situation and travel requirements. If you are not fully vaccinated there are additional recommendations to follow before, during, and after travel. For more details, please visit the CDC website on International Travel.

  
  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:
  • Notify OHS at your work location of your international travel
  • Provide a negative diagnostic test result to OHS from three to five days after your return AND quarantine seven days or
  • If you chose not to provide negative test results, you must quarantine for 10 days.
  Because you chose to travel, you will not be eligible for COVID pay continuation for the seven- or 10-day quarantine period.

• Are there Exelon travel restrictions in place?

  • 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.
  • If you choose to travel, be sure to check the latest CDC guidelines before you go.
  • If you choose to travel internationally, be sure to notify your supervisor and Exelon’s Travel Safely before you go.

• What is the guidance on attending domestic conferences that potentially have international travelers?

  • Travel to conferences that are non-essential is prohibited.

  • If you are attending conferences with international attendees, contact OHS for additional guidance.

• Is it safe to go on a cruise?

  For the latest information, check the CDC’s travel guidelines: https://www.cdc.gov/coronavirus/2019-ncov/travelers/index.html