Coronavirus disease (COVID-19): Employee illness and leave requests
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If you become ill
If you become ill or develop symptoms of COVID-19, whether you are working remotely, teleworking or are in the worksite you should:
- inform your manager
- go home if you are working on-site (avoiding the use of public transportation)
- follow the advice of local public health authorities
Symptoms of COVID-19 are identified by Public Health Agency of Canada
If you have (or had) a confirmed case of COVID-19 and are (or were) in the worksite, under the Canada Labour Code, this would constitute a workplace hazard. As such, you have a duty to report this hazard to management. This information helps the employer determine a time period when you were in the worksite before self-isolation and if other employees would have been exposed.
Under circumstances such as these, it is natural to experience anxiety. You may wish to speak to your manager/supervisor, who will be able to advise you on services available to help, including programs such as the Employee Assistance Program.
The Employee Assistance Program is available to federal employees and their families.
If you need to take time off because of COVID-19
Effective: April 1, 2022
Requests for leave will be assessed in accordance with the provisions of collective agreements and terms and conditions of employment.
‘Other Leave With Pay (699)’ will be assessed on a case by case basis, taking into consideration whether an employee is available for work. Decisions will be made in consultation with Labour Relations Advisors.
Summary dashboard: ‘Other Leave With Pay (699)’ usage in the public service.
Requesting leave
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You need time off for COVID-19 vaccination
If you work in the core public administration you have access to up to half a day of paid time off, if needed, in order to get vaccinated against COVID-19 during work hours, though you should first try to schedule your vaccination appointment outside of work hours.
“Time off for personal medical and dental appointments” (code 698) is time off with pay that can be used for COVID-19 vaccine appointments if you are unable to schedule them outside of work hours. This time off is in accordance with the Directive on Leave and Special Working Arrangements.
If you experience a side effect that prevents you from working following your vaccination, the sick leave provisions of your collective agreement, or relevant terms and conditions of employment, are to be used to cover absences. If you do not have enough sick leave credits, you may be advanced sick leave credits in accordance with your collective agreement or terms and conditions of employment.
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You have symptoms or have tested positive for COVID-19
If you are experiencing symptoms of COVID-19, you should arrange to be tested as soon as possible and in accordance with public health recommendations. You should not go to your worksite.
If you have tested positive for COVID-19:
- do not report to your worksite
- follow the guidance of your local public health authority
- speak to your manager about the possibility of working remotely
- if remote work is not available, you are expected to use your sick leave credits
- if remote work is available but you are too ill to work, you are expected to use your sick leave credits
If you test positive or are too ill to work, you are expected to use your sick leave credits.
If you test positive for COVID-19, you are infected with COVID-19, even if you are asymptomatic. In this case, sick leave is the appropriate leave to take and must be taken for the duration of the infectious period, as defined by the relevant public health authority.
If you do not have enough sick leave credits, you may be advanced sick leave credits in accordance with your collective agreement or terms and conditions of employment.
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You do not have symptoms but are required to isolate
You should follow public health recommendations and arrange to be tested for COVID-19 with a rapid antigen or molecular test as appropriate. If you are required to isolate or quarantine according to local public health requirements, you should not enter the workplace until instructed by the local public health authority.
You may be eligible for ‘Other Leave With Pay (699)’ if:
- you require time off to get tested with a confirmatory (rapid or molecular) test
- your work requires you to be on-site, and
- remote work is not possible, and
- you have been instructed to isolate or quarantine by a medical practitioner or public health authority
If you cannot work remotely or remote work is not available, ‘Other Leave With Pay (699)’ will be provided for a reasonable time period to receive the results of your confirmatory (rapid or molecular) test.
If you choose not to get a confirmatory (rapid or molecular) test despite its availability, you must self-isolate in accordance with public health authority advice and are not eligible for ‘Other Leave With Pay (699)’.
‘Other Leave With Pay (699)’ is not available if you have travelled for personal reasons and are told to isolate or quarantine.
If you test positive, on either a rapid antigen test or molecular test, you are expected to use your sick leave credits.
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You, or someone in your care, are at high risk for severe illness from COVID-19
If you remain high risk, as confirmed by your medical practitioner, and you are available to work, you should consult with your manager about alternate work arrangements or other measures available in your organization to enable you to work.
If you have duty of care for someone who is high risk, and you remain available to work, you should consult with your manager about alternate work arrangements or other measures available in your organization to enable you to work. If there is no possible measure that can be made to allow you to work, leave options could also be available as per your collective agreement or terms and conditions of employment.
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You have caregiving responsibilities Updated
If Public Health authorities have mandated the closure of the school or daycare due to COVID-19 and your child (or dependant in your care) cannot attend for this reason, you should:
- actively attempt to make alternate care arrangements
- discuss remote work and/or flexible or alternate work hours with your manager
If you cannot make alternate arrangements, you may be eligible for ‘Other Leave With Pay (699)’ for the time that you cannot work while taking care of your child (or dependant in your care) during the school/daycare mandated closure due to COVID-19. You also must remain ready and able to work during this period, to the extent possible.
You may also find yourself facing other caregiving challenges, such as:
- an unexpected loss of caregiving arrangements for a child, a family member or a dependent in your care (other than public health mandated school or daycare closure due to COVID-19)
- a child, family member or a dependent in your care is sick, including with COVID-19
To help manage these responsibilities, you should:
- actively attempt to make alternate care arrangements
- discuss remote work and/or flexible or alternate work hours with your manager
If you cannot make alternate arrangements, discuss using leave options with your manager in accordance with your collective agreement or terms and conditions of employment, such as leave with pay for family-related responsibilities when the request is for someone in your care.
All leave options or work arrangements discussed between you and your manager must be in accordance with your collective agreement or terms and conditions for employment.
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You are not equipped to work remotely, and your worksite has not opened
In very limited situations, ‘Other Leave With Pay (699)’ could be granted if:
- you do not have access to the tools (equipment, software, internet) to work remotely
- your work requires you to be onsite, however
- your building is closed, or
- there are restrictions on the number of employees that can be onsite at one time, and
- alternate duties, or alternate work locations, are not available to you.
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Students, term and casual employees
While students, casual employees and term employees of less than three months are not eligible for leave benefits through collective agreements or terms and conditions of employment, they may be eligible for other pandemic related benefits.
Consult:
Benefit plans: Temporary changes
Public Service Health Care Plan
The Government of Canada has implemented temporary changes to the Public Service Health Care Plan (PSHCP). These measures are designed to help plan members and their eligible dependents access healthcare benefits, while at the same time, minimizing their social interaction with healthcare professionals as well as supporting the physical distancing directive.
These measures include:
- Extending travel emergency benefits
- Accepting claims for social workers and psychotherapists as mental health professionals
- Removing the requirement for a prescription for mental health and physiotherapy services
- Honouring existing paramedical prescriptions that have recently expired
These temporary changes will be in effect until non-critical business is authorized to resume or as indicated otherwise.
More information on these changes is available in the updated Public Service Health Care Plan - information notice.
Plan members who require assistance with travel-related medical emergencies:
- In Canada and the United States - call Allianz toll-free at 1-800-667-2883
- In all other countries - call Allianz collect at 519-742-1342
Public Service Dental Care Plan and Pensioners’ Dental Services Plan
Temporary measures for the administration of the Public Service Dental Care Plan (PSDCP) and the Pensioners’ Dental Services Plan (PDSP) have been introduced to help lessen the impact of the suspension of non-emergency dental services and support the recommendations of public health authorities for physical distancing.
These measures will be in effect for one year from a date determined by the Government of Canada once non-emergency dental services are again available.
For more information:
Public service disability benefits
New administrative changes and improvements have been made to support the Disability Insurance (DI) and Long-Term Disability (LTD) claims process.
To apply for disability benefits, 4 forms must be completed and sent to the appropriate plan administrator (Sun Life or Industrial Alliance). The forms can now be signed and submitted electronically:
- Employee’s Statement
- Attending Physician’s Statement
- Employer’s (Immediate Manager / Supervisor’s) Statement
- Compensation Advisor’s / Human Resources’ Statement
An employee’s more senior manager may now complete and submit the (Immediate Manager / Supervisor’s) Statement form, provided they indicate that they are doing so due to the unavailability of the employee’s immediate manager / supervisor.
For more information:
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