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HomeInfoCoronavirusCoronavirus Questions

# Coronavirus Frequently Asked Questions

The Under Secretary of Defense for Personnel and Readiness issued updated policy memorandum, “*Consolidated Department of Defense Coronavirus Disease 2019 Force Health Protection Guidance -Revision 4***” on January 30, 2023.  This policy amends many sections of the previous guidance as it pertains to testing, physical distancing, and travel.

The COVID Coordination Team (CCT) is committed to providing DLA employees with the latest COVID-19 guidance.  The CCT is in the process of reviewing current DLA guidance to determine what modifications need to be made to implement these new changes to align with the new Force Health Protection guidance. The DLA COVID-19 website will also be updated with the new guidance and Frequently Asked Questions. 

## **Contents**

—   DLA Senior Leader Messages   —   DLA Guidance   ——   FAQ: DLA Workplace Flexibilities   —    News   — 

## FAQ: DLA Coronavirus Workplace Flexibilities

The following questions and answers will assist Defense Logistics Agency (DLA) employees in understanding and using policies and programs designed to accomplish work during a coronavirus health crisis and assist DLA employees and their families in dealing with the consequences of the COVID-19 health situation. Employees should consult with their chain of command and servicing DLA Human Resources Office about how these policies and programs affect them, since many of these matters are addressed in the agency internal policies and/or collective bargaining agreements.For DLA employees, questions not addressed here can be directed to: **askhr@dla.mil. 

## Topics

                            - Vaccine Mandate
                            - Telework
                            - Leave Flexibilities
                            - Workplace Practices
                            - Benefits

## Vaccine Mandate

Please Read: Nationwide Injunction Against Vaccine Mandate

Due to a nationwide preliminary injunction, implementation and enforcement of Executive Order 14043, "Requiring Coronavirus Disease 2019 Vaccination for Federal Employees," are paused. DLA will take no action to require federal civilian employees either to be vaccinated against coronavirus disease 2019 or to receive a legally required exemption while the nationwide injunction is in place. 

**(Updated 03/03/2023)  What is the definition of fully vaccinated?  Does it require that I have a booster**

An individual is considered “fully vaccinated” when at least 2 weeks have elapsed after a second dose of a two-dose COVID-19 vaccine series (e.g., PfizerBioNTech/Comirnaty, Moderna/Spikevax**,**or Novavax vaccines), or 2 weeks after receiving a single dose of a one-dose COVID-19 vaccine (e.g., Johnson & Johnson’s Janssen vaccine) that are: (1) fully licensed (approved) or authorized by the FDA; or (2) listed for emergency use on the World Health Organization Emergency Use Listing (e.g., AstraZeneca/Oxford. 

An individual is “not fully vaccinated” if the individual either has not completed the COVID-19 vaccination primary dose series; or declines to provide his or her COVID-19 vaccination status and declines to provide any requested proof of that status. Those with previous COVID-19 infection(s) or previous serology are not considered fully vaccinated on that basis for the purpose of this guidance.

*(Updated*03/03/2023*) ***What proof of vaccination documentation is required, and how do I submit it?**

On January 30, 2023, the Undersecretary of Defense for Personnel and Readiness issued policy memorandum, “Consolidated Department of Defense Coronavirus Disease 2019 Force Health Protection Guidance -Revision 4.” This policy states that leaders at all levels should encourage Service members, DoD civilian employees, DoD contractor personnel, and others affiliated with DoD to be up to date on their COVID-19 vaccinations. Booster doses are recommended but not required. 

Effective Jan 30, 2023, all requirements for screening testing and providing information on vaccination status are rescinded. COVID testing is no longer required for service members or civilian employees who are not fully vaccinated when the CDC COVID-19 Community level is high or medium. 

Official Visitors to DoD installations are no longer required to complete DD Form 3150 when visiting a DoD facility, and instead will follow applicable DoD policies/procedures when visiting.

Service members (members of the Armed Forces under DoD authority on active duty or in the Selected Reserve, including members of the National Guard) are strongly encouraged to be up to date with COVID-19 vaccination, including booster doses. Booster doses are recommended but not required.

DoD Components should not take any steps to require contractors and subcontractors to implement the vaccination requirement for contractor personnel in Executive Order 14042, nor should they include in new solicitations or enforce in existing contracts (or task orders or delivery orders) any clauses implementing EO 14042.

*(Updated*03/03/2023*)* **Am I authorized administrative leave to obtain the COVID-19 vaccine?**

DoD civilian employees are authorized administrative leave to receive COVID-19 vaccination doses. In most circumstances, DoD authorizes employees to take up to 4 hours to travel to the vaccination site, complete any vaccination dose, and return to work—for example, up to 8 hours of duty time for employees receiving two doses (If an employee needs to spend less time getting the vaccine, only the needed amount of duty time should be granted). Employees taking longer than 4 hours must document the reasons for the additional time (e.g., they may need to travel long distances to get the vaccine). Reasonable transportation costs that are incurred as a result of obtaining the vaccine from a site preapproved by DoD are handled the same way as local travel or temporary duty cost reimbursement is handled based on DoD policy. DoD civilian employees who experience an adverse reaction to a COVID-19 vaccination should be granted no more than 2 workdays of administrative leave for recovery associated with a single COVID-19 vaccination dose.

DoD will grant leave-eligible employees up to 4 hours of administrative leave per dose to accompany a family member who is receiving any COVID-19 vaccination dose. For example, up to a total of 12 hours of leave for a family member receiving three doses—for each family member the employee accompanies. If an employee needs to spend less time accompanying a family member who is receiving the COVID-19 vaccine, DoD will grant only the needed amount of administrative leave. Employees should obtain advance approval from their supervisor before being permitted to use administrative leave for COVID-19 vaccination purposes. Employees are not credited with administrative leave or overtime work for time spent outside their tour of duty helping a family member get vaccinated.

DoD civilian employees should use the time and attendance code for “physical fitness” to record administrative leave for COVID-19 vaccination recovery time that prevents the employee from working or for taking a family member to be vaccinated for COVID-19) The type hour code is “LN” and the environmental/hazard/other code is “PF.” Non-appropriated fund employers should code administrative leave related to COVID-19 in a way that can be easily reported.

(Updated 03/03/2023) Do I still need to wear a mask at work if I have been vaccinated against COVID-19?

Regardless of vaccination status, the Department recognizes that wearing high-quality masks, testing, and improved ventilation are other factors to reduce COVID-19 exposure risks.

The following masking guidance applies to all DoD installations and other facilities owned, leased, or otherwise controlled by the DoD:
                                - When the CDC COVID-19 Community Level is high in the county or equivalent jurisdiction where a DoD installation or facility is located, indoor mask-wearing is required for all individuals, including Service members, DoD civilian employees, onsite DoD contractor personnel, and visitors, regardless of vaccination status.
                                - Each installation and DoD facility will post signage at building entrances and in common areas of DoD owned and controlled facilities when the CDC COVID-19 Community Level is high indicating that masks are required.
                                - When the CDC COVID-19 Community Level is medium or low in the county where a DoD installation or facility is located, indoor mask-wearing is not required.

Personnel who are exposed to COVID-19 and who are asymptomatic must wear a mask in the workplace for 10 days, even if mask wearing otherwise is not required by DoD guidance. If an employee tests positive for COVID and follows required protocol for a return to work, they must wear a mask for 5 days upon returning to work.

Individuals may choose to wear a mask regardless of the CDC COVID-19 Community Level. Effective Jan 30, 2023, it is recommended (but no longer required) that all individuals wear masks on DoD conveyances (e.g., aircraft, maritime vessels, and buses) and in Government cars, vans, or other low occupancy transportation assets when more than one person is present. Masking of patients, visitors, and personnel working in DoD health care facilities (including military medical, dental, and veterinary treatment facilities) will occur in accordance with CDC guidelines.

## Telework

(Added 3/3/2023) Can I telework if I am waiting for a COVID test result, or if I have symptoms of COVID? Or should I take leave?

DoD civilian employees who are remaining out of the workplace because of COVID-19 symptoms and who are waiting for a test result may request to telework if able to do so. If they are unable to or do not feel well enough to telework, they may request sick leave, use accrued annual leave or other forms of earned paid time off (e.g., compensatory time off or credit hours), or use unpaid leave, as appropriate. Weather and safety leave is unavailable in this situation, but to  mitigate exposure risks in the workplace, and on a limited basis, up to 1 day of administrative leave may be offered to DoD civilian employees who have COVID-19 symptoms and are remaining out of the workplace while actively seeking to be tested.

DoD civilian employees who test positive for COVID-19 may request to telework during the 5 days they are required to remain out of the workplace if able to do so. If they are unable to or do not feel well enough to telework, they may request sick leave, use accrued annual leave or other forms of paid time off (e.g., compensatory time off or credit hours), or use unpaid leave in this situation, as appropriate. Weather and safety leave is not available in this situation.

**What telework options does DLA offer?**

The types of telework offered in DLA are:
                                - Regular and Recurring Telework.  An employee is scheduled to work at an approved alternative worksite in a regular and recurring pattern (e.g. every Monday).    
                                - Situational Telework (sometimes referred to as periodic, ad hoc, or intermittent telework).  An employee’s telework is unscheduled, project-oriented, or irregular in nature.  Examples include telework to:                                    - Continue operations when the traditional worksite is closed to the public, access is limited, or commuting is dangerous.
                                  - Practice telework to ensure readiness for continuing operations in the event of a crisis or national emergency.
                                  - Perform short-term projects or assignments that require concentration and uninterrupted blocks of time for successful completion.
                                  - Allow work by an employee who is temporarily unable to physically report to the traditional office (e.g., when recovering from illness or injury).
                                  - Complete web-based or other distance learning.      
                                - Unscheduled Telework.  An employee on an approved regular and recurring or situational telework agreement that elects unscheduled telework in the event of emergency situations (e.g. emergency based in the event of weather, Continuity of Operations Plan [COOP] event, etc.).    

*(Updated*03/03/2023*)***I’d like to telework to avoid contracting COVID-19. Am I allowed to telework?**

Effective January 30, 2023, Defense Coronavirus Disease 2019 Force Health Protection Guidance -Revision 4 states that at DLA installations located in a county that is at HPCON B/Medium COVID-19 Community Level risk, HPCON C/High COVID-19 Community Level risk, or HPCON D Community Level risk, installations may “reduce potential workplace COVID exposures through telework, remote work, flexible scheduling, and other methods, as appropriate.”

Installation commanders may deem it necessary to take additional precautions for select personnel and medically vulnerable populations (e.g., those who are elderly, have underlying health conditions or respiratory diseases, or are immunocompromised) and are both encouraged and authorized to do so. Installation commanders may further impose additional requirements appropriate for a particular local setting, operational requirement, and/or based on transmission risk regardless of HPCON level

*(Added*03/03/2023*)* **I had a telework agreement in place prior to the pandemic. Should I revise my agreement to reflect my current schedule?**

Telework agreements under any circumstance, must be replaced or reaffirmed when a *significant change* occurs.  Examples include:
                                - A permanent change in type of telework (e.g., from situational to regular and recurring),
                                - Change in number or scheduled days
                                - A move to a different alternative worksite,
                                - Newly assigned supervisor
                                - Assignment to a position with different duties and expectations, or
                                - A change in mission-critical assignments or other work requirements (for example, during emergency situations).

*(Updated*03/03/2023*)***I am susceptible to more severe complications from COVID-19 because of a chronic health condition. Can I telework to decrease the chance of becoming infected?**

Effective January 30, 2023, Defense Coronavirus Disease 2019 Force Health Protection Guidance -Revision 4 states that at DLA installations located in a county that is at HPCON B/Medium COVID-19 Community Level risk or HPCON C/High COVID-19 Community Level risk, installations may “reduce potential workplace COVID exposures through telework, remote work, flexible scheduling, and other methods, as appropriate.”

Installation commanders may deem it necessary to take additional precautions for select personnel and medically vulnerable populations (e.g., those who are elderly, have underlying health conditions or respiratory diseases, or are immunocompromised) and are both encouraged and authorized to do so. Installation commanders may further impose additional requirements appropriate for a particular local setting, operational requirement, and/or based on transmission risk regardless of HPCON level.

*(Updated 09/30/2022)***What options are available if schools or child care facilities are closed, but employees are healthy and their workplaces are open?**

Under normal circumstances, telework may not be used as a primary substitute for childcare, even when schools/childcare are closed. However, the Office of Personnel Management (OPM) has issued some additional guidance in light of the coronavirus situation many communities are dealing with. Under a coronavirus health crisis, telework-ready employees who have supervisor approval may telework when there are children or other persons requiring care and supervision in the alternate worksite (typically the employee’s home). However, the employee must carefully account for work and non-work hours and take appropriate leave to account for time spent away from normal work-related duties (i.e. time spent actually providing care-giving duties). This exception should not be viewed as discretion to permit those with dependent care responsibilities to delay reentry.. Employees should use the 30-day reentry notice period to establish appropriate child or eldercare in preparation for reentry. Short-term reentry delays based on temporary dependent care challenges may be granted on a case-by-case basis.

**Can military members assigned to DLA telework?**

The DLA Telework Program promotes telework as an emergency management preparedness tool, which supports the continuity of operations during temporary circumstances such as hazardous weather, natural/man-made events, or short term family/medical emergencies. Regular/recurring telework for DLA service members is not permitted, however supervisors of military personnel have authority to approve situational telework. In a coronavirus health crisis, local leaders may direct DLA military members to telework. Documented telework agreements and training are recommended but not required for military members performing situational telework. 

*(Updated 04/08/2022)*** I am teleworking employee but cannot connect to the DLA network, causing a work stoppage. What are my options?**

An employee facing this situation should contact their supervisor to discuss the connectivity issues and if there is any work available that could be done while teleworking. Under current workplace restrictions, most employees may not report to the office. Based on the employee/supervisor discussion, if there is no work and the connectivity issue is DLA systems related, then weather and safety leave would be appropriate until resolved.  If the issue is due to the employee’s personal internet service then personal leave would be appropriate until resolved.  The caveat is if it is a widespread connectivity issue which is impacting internet service in the employee’s community, then that potentially could be considered a situation appropriate for weather and safety leave until resolved.Continued communication with the supervisor as to connectivity status, the cause, and potential work availability.  Please also refer to the telework protocol in the DLA Coronavirus Guidance. 

*(Updated 04/08/2022)* **What happens if an employee teleworking due to the coronavirus situation does not have a sufficient amount of work to perform to cover the entire telework day?** 

Teleworking employees are expected to have sufficient work to perform throughout the workday. If, however, a teleworking employee does not have enough work then the employee must notify his or her supervisor and receive additional work or discuss options. In certain situations, supervisors may grant weather and safety leave to a telework-ready employee if it is determined there is no other work available to perform.  It is imperative the supervisor and employee follow the telework protocols posted in the DLA Coronavirus Guidance and regularly discuss work availability. 

*(Updated 04/08/2022)***Will situationally teleworking for the majority of a pay period impact my entitlement to locality pay during an emergency situation?**

Under normal circumstances, employees must physically report to the official worksite at least twice per bi-weekly pay period in order to maintain entitlement to their locality pay. This requirement is temporarily waived during emergency situations (i.e. pandemic) until the Agency resumes normal operation levels.

## Leave Flexibility

*Leave flexibilities for employees adversely affected by a coronavirus health crisis* 

*(Updated*03/03/2023*)***What are my leave options if I have been diagnosed with coronavirus?**

DoD civilian employees who test positive for COVID-19 may request to telework during the 5 days they are required to remain out of the workplace if able to do so. If they are unable to or do not feel well enough to telework, they may request sick leave, use accrued annual leave or other forms of paid time off (e.g., compensatory time off or credit hours), or use unpaid leave in this situation, as appropriate. Weather and safety leave is not available in this situation.

*(Updated 11/09/2021)***A family member has COVID-19 and I must care for him or her. What are my leave options?**

An employee may use a total of up to 104 hours (13 days) of sick leave each leave year to provide general medical care to a family member and up to 12 weeks (480 hours) of sick leave to care for a family member who develops a serious health condition. If the employee has already used 13 days of sick leave for general family care and bereavement purposes, that amount must be subtracted from the 12 weeks (480 hours) of sick leave an employee may use to provide care for a family member with a serious health condition. In addition to sick leave, an employee may use annual leave, accrued compensatory time off, compensatory time off for travel, or credit hours. The employee also may request to receive donated annual leave through the DLA Voluntary Leave Transfer Program (VLTP) *(DLA Common Access Card required)*. Finally, an employee may invoke his or her entitlement to unpaid leave under the Family and Medical Leave Act (FMLA) and take a total of up to 12 weeks (480 hours) of leave without pay to provide care for a spouse, son or daughter, or parent with a serious health condition.

*(Updated*03/03/2023*) ***What leave options are available if I personally took a COVID-19 test (i.e., not part of the DLA Screening Testing Program) and the results are pending?**

Employees who are waiting for a test result may request to telework if able to do so. If they are unable to or do not feel well enough to telework, they may request sick leave, use accrued annual leave or other forms of earned paid time off (e.g., compensatory time off or credit hours), or use unpaid leave, as appropriate. Weather and safety leave is unavailable in this situation, but to mitigate exposure risks in the workplace, and on a limited basis, up to 1 day of administrative leave may be offered to DoD civilian employees who have COVID-19 symptoms and are remaining out of the workplace while actively seeking to be tested.

*(Updated 04/06/2022)***When is weather and safety leave authorized?**

Weather and Safety Leave may be authorized to a civilian employee under the following circumstances:
                                - The employee is asymptomatic of COVID-19 and is directed by a medical professional, public health authority, commander or supervisor to stay home and is not telework-ready.
                                - Other circumstances when an employee is not able to safely travel to or perform work at an approved location.

Weather and Safety Leave is not an entitlement and must be approved by a supervisor.

## Workplace Practices

(Added 03/03/2023) Are we still required to submit Form 3112 for tracking employees who test positive for COVID?

Yes, it is still a requirement to submit Form 3112 to track/report positive cases of COVID. Submitting the quarantine tracker is no longer a requirement however.

(Added 03/03/2023) When can employees resume fitness time?

Installations at HPCON A are permitted to reinstate fitness time.

(Added 03/03/2023) What are the rules surrounding holding and attending meetings in person?

Effective 1/30/2023, meeting attendees are no longer required to submit a DD3150 Form to validate vaccination status, nor will they be asked for vaccination status to attend. When the CDC COVID-19 community level is high, prior approval is no longer required for meetings with more than 50 participants.

For any planned in-person meetings, events, and conferences sponsored by DoD in a county or equivalent jurisdiction where the CDC COVID-19 Community Level is high or medium, the meeting organizer will require all attendees, including Service members and DoD civilian employees, to physically distance and will limit attendance as necessary to maintain physical distance. Where the CDC COVID-19 Community Level is high, meeting organizers will require all attendees to wear high-quality masks. Meetings do not include military training and exercise events conducted by MILDEPs.

(Added 03/03/2023) Must employees still remain 6 feet apart while in the office?

Physical distancing of at least six feet of separation between individuals in DoD workplaces regardless of the CDC COVID-19 community levels is no longer required by the Department of Defense. 

***(Updated***03/03/2023***)*****What should I do if I’ve been exposed or potentially exposed to COVID-19?**

Personnel other than service members who are exposed to COVID-19 or who have signs or symptoms, will notify their supervisor and not come to the DoD workplace. Personnel who develop any signs or symptoms consistent with COVID-19 during the workday must immediately distance from other workers, put on a mask even if mask wearing is not otherwise required by DoD guidance, notify their supervisor, and promptly leave the DoD workplace. Asymptomatic personnel exposed to COVID-19 must wear a mask in the workplace for 10 days, even if mask wearing otherwise is not required by DoD guidance. Personnel performing duties outside the United States will also follow applicable geographic Combatant Commander guidance to address HN policies.

DoD civilian employees who are remaining out of the workplace because of COVID-19 symptoms and who are waiting for a test result may request to telework if able to do so. If they are unable to or do not feel well enough to telework, they may request sick leave, use accrued annual leave or other forms of earned paid time off (e.g., compensatory time off or credit hours), or use unpaid leave, as appropriate. Weather and safety leave is unavailable in this situation, but to mitigate exposure risks in the workplace, and on a limited basis, up to 1 day of administrative leave may be offered to DoD civilian employees who have COVID-19 symptoms and are remaining out of the workplace while actively seeking to be tested.

*(Added 04/14/2022)***Do I have to wear a mask at work at my DLA worksite?**

When the CDC COVID-19 Community Level is high in the county where a DoD installation or facility is located, indoor mask-wearing is required for all Service members, DoD civilian employees, onsite DoD contractor personnel (collectively, "DoD personnel"), and visitors, regardless of vaccination status. The screening testing program shall be utilized in that installation or facility.

When the CDC COVID-19 Community Level is medium in the county where a DoD installation or facility is located, indoor mask-wearing is not required for DoD personnel or visitors. The screening testing program shall be utilized in that installation or facility.

When the CDC COVID-19 Community Level is low in the county where a DoD installation or facility is located, indoor mask-wearing is not required for DoD personnel or visitors. The screening testing program is not required for that installation or facility.

Individuals may choose to wear a mask regardless of the COVID-19 Community Level.

Face masks worn in the workplace must consistently cover the nose and mouth and meet current CDC guidance. They also must not include symbols or sayings that might be considered offensive to other employees. If an employee is unable to comply with this requirement due to an existing medical condition, the individual should request information regarding the reasonable accommodation process from his/her supervisor.

Current masking guidelines will be posted in each DLA installation, facility and worksite. DLA employees required to go into a worksite who are unsure of the local masking status should check with their local chain of command. 

*(Updated*03/03/2023*) ***What are the COVID-19 testing requirements for contractors working onsite with DLA employees?**

DoD Components should not take any steps to require contractors and subcontractors to implement the vaccination requirement for contractor personnel in Executive Order 14042, nor should they include in new solicitations or enforce in existing contracts (or task orders or delivery orders) any clauses implementing EO 14042.  

COVID testing, screening, and submission of a DD Form 3150, “Contractor Personnel and Visitor Certification of Vaccination,” are no longer required for contractors.

*(Updated 02/13/2022) ***What happens if an employee tests positive?**

Personnel who test positive for COVID-19 will remain out of the workplace for 5 days. To calculate the recommended time frames, day 0 is the day tested if no symptoms, or the date symptoms started. Personnel who test positive for COVID-19 may return to the DoD workplace if either: (1) they have no symptoms; or (2) if they are fever-free for more than 24 hours (without the use of fever-reducing medication) and any remaining symptoms are resolving. Mask wearing must continue in the workplace for an additional 5 days (for a total of 10 days post-positive result), even if mask wearing otherwise is not required by DoD guidance.

Personnel exposed to COVID-19 will notify their supervisor. Asymptomatic personnel exposed to COVID-19 must wear a mask in the workplace for 10 days, even if mask wearing otherwise is not required by DoD guidance. Personnel performing duties outside the United States will also follow applicable geographic Combatant Commander guidance to address HN policies.

*(Updated*03/03/2023*)***When is a DLA employee required to test for COVID-19 before entering a DLA worksite?**

Effective Jan 30, 2023, general requirements for screening testing and providing information on vaccination status are rescinded. COVID testing is no longer required for service members or civilian employees who are not fully vaccinated when the CDC COVID-19 Community level is high or medium.  

Contractors and Official Visitors to DoD installations are no longer required to complete DD Form 3150 when visiting a DoD facility, and instead will follow applicable DoD policies/procedures when visiting.

*(Added*03/03/2023*) ***If an employee is positive, are they able to telework?**

DoD civilian employees who test positive for COVID-19 may request to telework during the 5 days they are required to remain out of the workplace if able to do so. If they are unable to or do not feel well enough to telework, they may request sick leave, use accrued annual leave or other forms of paid time off (e.g., compensatory time off or credit hours), or use unpaid leave in this situation, as appropriate. Weather and safety leave is not available in this situation.

## Benefits

**If I contract the coronavirus disease (COVID-19) at work, will I be eligible for federal Workers’ Compensation benefits?**

A federal employee who contracts COVID-19 **while in performance of their job duties** would have the full coverage of the Federal Employees’ Compensation Act (FECA) for related medical treatment and for wage loss or disability related to that condition or associated complications. For more information, visit the DLA Human Resources website *(DoD CAC required for access).*

*(Updated 04/06/20)***What information must I provide to support a COVID-19 work-related injury claim?**

Exposure to COVID-19 alone does not constitute a work-related injury entitling an employee to benefits under the Federal Employees’ Compensation Act (FECA). The employee must actually be diagnosed with COVID-19 to potentially be afforded coverage. To establish coverage, the employee may be required to submit a medical report from a qualified physician as defined in 5 U.S.C. § 8101(2) reflecting a positive test result for COVID-19 based on established employment-related exposure to COVID-19.  Additional information may be obtained at the Department of Labor website.

*(Added 03/20/20)***I am a DLA employee (or authorized dependent) working outside the United States. How do I get medical treatment if I become ill while working overseas?**

It depends on your location. In general, there are three options: U.S. military medical treatment facilities (MTFs); medical facilities accessible through negotiated national (non-U.S.) or North Atlantic Treaty Organization (NATO); or private local medical providers. If the local treatment provider or facility requires advance payment for emergency services, an employee can request advance payment.  The prepayment is a reimbursable loan made to the employee and paid directly to the service provider (i.e. a local host country doctor or hospital) for emergency health care. For additional information, see Enterprise SOP 1404.03-064, Prepaid Costs for Emergency Health Care Abroad*(DLA Common Access Card required)*. For guidance concerning individual locations and circumstances, employees should contact OCONUS supervisor.

## Vaccine Information

                            - COVID-19 Vaccination Documentation System      (DLA Common Access Card required)    
                            - Find a COVID-19 Vaccine Near You      
                            - Centers For Disease Control And Prevention: COVID-19 Vaccines  

## General Resources

                            - Department of Defense Coronavirus spotlight      
                            - Safer Federal Workforce Task Force      
                            - Centers for Disease Control and Prevention Coronavirus information      
                            - Government Response to Coronavirus     

## DLA Policy and Guidance

                            - **HPCON Status for Primary Sites**    
                            - **Memorandum Consolidated Department of Defense Coronavirus Disease 2019 Force Health Protection Guidance, Revision 4 - January 30, 2023****

## Travel Resources

                            - **CDC COVID-19 Risk Assessment for Travelers**      
                            - State Department Coronavirus advisories     

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