Due to the ongoing COVID-19 pandemic, the 19th CIU National Convention scheduled to take place in October 2020 has been postponed to 2021.
19th CIU National Convention
![2021 CIU Convention Banner](/wp-content/uploads/2017/03/web-banner-conv-en-450x274.jpg)
Due to the ongoing COVID-19 pandemic, the 19th CIU National Convention scheduled to take place in October 2020 has been postponed to 2021.
We are pleased to see the great work being done across the country by our Union representatives, Health and Safety committees, and most of all our members, who continue to provide critical services for all Canadians.
We have now had 19 CBSA employees test positive to COVID-19, a number far greater than what we expected to see, and one that we must do all we can to stop from growing.
Included here are some points that Branches and your workplace Health and Safety representatives are currently working on. Adhering to the hierarchy of preventative measures established in Part 122.2 of the Canada Labour Code Purpose of Part is the law, and we must ensure that it is being applied.
In response to the ongoing COVID-19 pandemic, the CIU National Executive and CBSA have been meeting by teleconference on a weekly basis to ensure the health and safety of our members and those close to them. On April 6, we discussed the following.
The following message was sent by the Treasury Board of Canada Secretariat’s Chief Human Resources Officer.
As the public service continues to implement exceptional measures to curb COVID-19 and its impact on Canadians, we are all working to ensure the health and safety of our employees. Thank you for your sustained attention to these matters.
As the pandemic situation continues to evolve and physical distancing measures are expected to continue for several more weeks, I am providing updated guidance today regarding remote work and leave provisions after April 10, 2020. I am also sharing some additional information and resources about positive diagnoses of COVID-19 in the workplace and equipment for working remotely.
We have updated our guidance regarding remote work and leave provisions, including the use of ‘Other Leave with Pay (699)’ and it is now available on the Employee illness and leave page on Canada.ca. Employees who are able to work are generally fulfilling their duties remotely, or on-site when critical work cannot be carried out remotely. Managers can authorize ‘Other Leave with Pay (699)’ for employees who attest that they cannot work for the following reasons: (a) they have been diagnosed with COVID-19 or are experiencing related symptoms; (b) are at high risk for severe illness from COVID-19 and cannot work remotely; or (c) are living with a dependant that is at high risk for severe illness from COVID-19 and cannot work remotely.
As indicated in a previous bulletin, managers must communicate regularly with their employees to provide clear expectations and show flexibility as may be called for. This update has been informed by the persistent situation, the need to continue to support physical distancing and self-isolation, best practices and fairness to our workforce.
As part of our efforts to ensure that we are addressing cases of COVID-19 across the public service in a consistent manner that safeguards the health and safety of our employees, we have posted more information regarding employer and employee responsibilities to communicate any suspected or confirmed positive diagnoses among our workforce. This information builds on the guidelines that were recently shared with your Labour Relations and Communications communities.
While most employees have the standard equipment needed to work remotely, the duration of this crisis has led to questions about providing employees with additional equipment. Providing additional equipment to employees depends on the unique context in each department and the situation of the individual employee. Working with the Office of the Comptroller General, we have enclosed a framework to assist in making these decisions, clarifying who should receive what equipment, and how such equipment should be provided.
As always, in making such decisions, we must ensure the need is sufficiently pressing. We must, as well, respect value for money and remain prudent stewards of resources.
This updated guidance, and all other measures announced to assist our workforce throughout the exceptional circumstances caused by the fight against COVID-19, will remain in effect until non-critical business is authorized to resume or as indicated otherwise by the Employer. This may occur at different times across the country, as instructions from public health authorities are issued. We will continue to consult with your teams and bargaining agents as we adjust any guidance as necessary based on how the situation, and the governments’ response to the pandemic, are evolving.
I am grateful for your cooperation during this difficult time. Remember to look after yourselves and your family. Please also remind employees to refer to the helpful content on our COVID-19 site that includes information on safeguarding mental health and working remotely.
Due to COVID-19, PSAC has agreed with the employer to make some temporary amendments to the Public Service Health Care Plan, which will assist members in accessing the services that they need.
These changes include:
The following changes will be made up until April 24, 2020:
The full set of changes and further details can be seen here.
We will continue to work on this situation and will meet with the Employer to potentially make further amendments to Plan during the pandemic.
We are also planning a full set of negotiations for the Plan in the very near future. We will update members as those negotiations get going.
The original version of this article was first posted on the PSAC website.