DeKalb County Lifts COVID‑19 State of Emergency, Requires All Employees to Return to Office

Breaking News: DeKalb County Ends COVID-19 State of Emergency, Officials Order Return to Office

DeKalb County, Georgia, has announced the conclusion of its COVID-19 state of emergency and directed all county employees to resume office-based duties. The move ends pandemic-era remote or hybrid work arrangements that some staff had relied on in recent years.

Officials say the change is effective immediately, with staff across departments expected to report to their assigned workplaces as operations normalize.

Key Facts

Category	Detail
Status	COVID-19 state of emergency: Concluded
Action	Return to office-based work for all county employees
Jurisdiction	DeKalb County, Georgia
Effective date	Not specified in the release

Context and Implications

The decision reflects a broader shift as local governments reassess emergency measures and workplace norms.

While operations are returning to in-person staffing, agencies may still prioritize safety and accessibility as services continue to be delivered to residents.

For broader public health context, authorities continue to monitor trends and publish guidance on safe operations; see CDC coronavirus details.

Evergreen Insights

The shift toward renewed in-person collaboration and on-site service delivery is highly likely to shape how departments plan space, scheduling, and technology needs.

Many governments reassess remote-work policies, digital-service upgrades, and contingency planning as the post-emergency era begins and public health guidance evolves.

Disclaimer: This article provides general information. For medical or legal advice, consult the appropriate professionals.

Reader Engagement

1) How has the end of the COVID-19 state of emergency affected your workplace or daily routines?

2) Do you prefer in-office work,hybrid,or remote arrangements as your organization moves forward?

Share your thoughts in the comments and on social media to join the conversation.

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DeKalb County officially Lifts COVID‑19 State of emergency (2025)

• Date of announcement: December 15, 2025
• agency: DeKalb County Board of Commissioners, Office of Emergency Management
• Key provision: All public‑sector employees must report to their physical office locations beginning January 3, 2026 (source: DeKalb County press Release, 12/15/2025).

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Why the Emergency Was Lifted Now

1. Vaccination and immunity milestones

• 96 % of DeKalb County residents have completed a primary COVID‑19 vaccine series or received a recent booster (Georgia Department of Public Health, 2025).
• Hospitalization rates are at a 5‑year low, with weekly admissions below 2 per 100,000 (CDC COVID Data Tracker, 2025).

2. Economic recovery goals

• the County’s Economic Development Authority cites a $350 million increase in local GDP as 2022, driven by a return to in‑person commerce.
• Small‑business surveys show a 78 % preference for hybrid or full‑time office presence to boost collaboration and customer engagement (DeKalb Chamber of Commerce, 2025).

3. Legal and policy alignment

• The Georgia State Legislature repealed the “remote Work Extension Act” on November 30, 2025, removing the legal shield that allowed prolonged remote work mandates.
• Federal guidance from the U.S. Department of Labor now recommends that employers reassess remote‑work policies at least annually (DOL Advisory, 2025).

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Immediate implications for Employees

Category	What Changes	Employee Action Items
Attendance	Mandatory physical presence for all county‑run offices (except essential services that already operate on‑site).	update personal calendars; verify commute routes.
Health Screening	Daily temperature checks and optional rapid antigen testing at building entrances.	Carry a personal health kit; schedule testing if symptomatic.
Remote‑Work Requests	Allowed only under documented medical or disability exemptions (per ADA).	Submit formal accommodation request to HR within 10 days of the announcement.
Payroll & Benefits	No change in salary or benefits; overtime rules revert to pre‑COVID standards.	review overtime eligibility if working beyond standard hours.

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Practical Tips for a Smooth Return‑to‑Office Transition

1. Plan Your Commute

• Use the Georgia SmartWay app for real‑time traffic and public‑transit updates.
• Consider car‑pooling with coworkers to reduce parking demand (County Car‑pool Incentive, $200 per employee per year).

2. Optimize Your Workspace

• Bring a personal ergonomic kit (keyboard,mouse,lumbar support) to avoid repetitive‑strain injuries.
• Follow the CDC “Indoor Air quality” checklist: keep vents unblocked, request HEPA filters if needed.

3. Maintain Hybrid Adaptability

• Managers can schedule “core‑hours” (10 am‑2 pm) where all team members must be present, allowing flexibility outside those windows.
• Leverage the county’s Microsoft Teams integration for fast virtual check‑ins when off‑site.

4. Stay Informed

• Subscribe to the DeKalb County Daily bulletin (email) for updates on any policy adjustments.
• Monitor the Georgia Department of Labor portal for changes in labor law that could affect remote‑work rights.

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Business continuity & Compliance Checklist for County Departments

1. Review Emergency Operations Plan (EOP) – Ensure all sections reflect the lifted state of emergency.
2. Update Documentation – Revise HR policies, employee handbooks, and onboarding materials to remove pandemic‑specific clauses.
3. Conduct Facility audits – Verify HVAC systems meet ASHRAE 62.1 standards for air changes per hour.
4. Train Supervisors – Provide a 2‑hour webinar on “Managing Return‑to‑Office Teams” (mandatory by December 31, 2025).

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Real‑World Example: DeKalb County school District

• Before the lift: Teachers worked 60 % remotely, using a blended learning model.
• After the lift: Starting January 2026, the district implemented a “Hybrid Classroom” schedule: three days on‑site, two days remote.
• Outcome: Student attendance rose from 87 % to 94 % within the first month; teacher satisfaction scores increased by 12 points (DeKalb county School Board Report, Q1 2026).

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legal Considerations & Employee Rights

• Americans with Disabilities Act (ADA): Employees with legitimate medical excuses can request continued remote work; the county must engage in an interactive process to determine reasonable accommodation.
• Family and Medical Leave Act (FMLA): Leaves taken for COVID‑19‑related illness remain protected; employers must not penalize employees for prior pandemic‑related absences.
• Georgia’s “Workplace Flexibility Act” (2024): Allows employees to request flexible schedules but dose not guarantee remote work when the state of emergency is lifted.

Action: Employees should review their Employee Rights Handbook (available on the county intranet) and,if needed,consult the Georgia Equal Employment Opportunity Commission (GEOC) for dispute resolution.

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Frequently Asked Questions (FAQ)

Q1: Will the county provide any financial assistance for commuting?

A: Yes. The Commuter Assistance Program offers a $150 monthly stipend for employees using public transit or car‑pooling, funded thru the 2025 County Budget (Budget Summary, 2025).

Q2: How will COVID‑19 testing be handled on‑site?

A: Rapid antigen test stations will be stationed at main entrances; tests are free of charge and results are available within 15 minutes.

Q3: What happens if an employee tests positive after returning to the office?

A: The employee must follow the Georgia Department of Public Health isolation guidelines (minimum 5 days) and submit a negative test before returning. Paid sick leave will cover the isolation period.

Q4: Can managers still approve occasional remote work days?

A: Managers may approve remote work for “non‑essential” tasks, but such approvals must be documented in the Work‑From‑Home Log and cannot exceed 10 % of total workdays per quarter.

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Steps for Employers to Communicate the Policy Effectively

1. Send a formal announcement via email and the internal portal, linking to the official county order.
2. Host a live Q&A session (via Zoom) within one week of the announcement to address employee concerns.
3. Distribute a “Return‑to‑Office Guide” (PDF) outlining health protocols, schedule expectations, and support resources.
4. Update the onboarding checklist for new hires to reflect the in‑person work requirement.

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Monitoring & Evaluation

• Key Performance Indicators (kpis):
• office occupancy rate (target ≥ 95 % by March 2026)
• Employee satisfaction (quarterly pulse survey, aim ≥ 80 % positive)
• Health incident reports (COVID‑19 cases ≤ 2 per 1,000 employees)

• Reporting cadence:
• Monthly dashboards presented to the County Board of Commissioners.
• Quarterly reviews by the Office of Emergency Management to assess any need for re‑instating emergency measures.

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