Author Archives: Pierre St-Jacques

COVID-19: Health and Safety update

Image of border crossing with the words "COVID-19"

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.

Guiding principles to keep in mind

Scheduling:

  • Have the least number of people possible on shift;
  • Where possible, have days off work be scheduled consecutively to allow for greater self isolation;
  • Try to limit overlapping shifts, so that members come in contact with the least number of coworkers possible;
  • Where possible, have members consistently work with the same coworkers. This will help should any member test positive, and will assist the Public Health Agency in identifying close contact.

Other issues:

  • For telework, ensure that all safety factors are considered when members must attend the workplace to gather files/computer equipment, etc.;
  • Ensure that members performing non critical work are not being forced to remain in the workplace;
  • Ensure that vulnerable employees are not forced to attend the workplace;
  • Ensure that we participate in establishing where and how plexiglass is being installed in the workplace;
  • Review and ensure that the cleaning guidelines for radios is being followed (especially if radios must be shared);
  • Review and ensure that the cleaning guidelines for cars is being followed;
  • Ensure that the donning and doffing guidelines for N95 and surgical masks is being read and followed by members;
  • Explore having cleaning/disinfecting equipment made available in the workplace.

Guidance – COVID-19 leave provisions, employer-employee conversations and work equipment

Image of border crossing with the words "COVID-19"

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.

Remote work and leave provisions

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.

Disclosure and Management of COVID-19 cases

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.

Equipment for working remotely

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.

Validity period of TBS guidance

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.

COVID-19: Changes to the Public Service Health Care Plan

Image d'un poste frontalier avec le mot "COVID-19"

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:

  • Extension of the Emergency Benefit while travelling to 60 days from 40

The following changes will be made up until April 24, 2020:

  • Any member can see a social worker and it will be covered under your psychological benefit (up to the regular annual maximum)
  • You do not need a doctor’s prescription to access physiotherapy or psychological services
  • Dispensing limit for maintenance medication will allow members to get their medication sooner, if required, and potentially get a supply for more than the 100 days’ limit which currently exists.

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.