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Last updated: October 20, 2021
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Contents



COVID-19 Vaccination

Vaccination Self-Declaration - Updated Oct 20/21

  • How many employees are fully vaccinated?
    As of October 17, 2021, 86.6 per cent of Executive Government employees have self-declared as fully vaccinated.

  • Do I have to get vaccinated?
    The Government of Saskatchewan, through the authority of The Public Employers’ COVID-19 Emergency Regulations and the new PS 820-COVID-19 Vaccination and Testing Policy, is requiring all employees to provide COVID-19 proof of vaccination  effective October 1, 2021 or a negative COVID-19 test at least every 7 days beginning the week of October 18-24.  

  • Who does this apply to? 
    This applies to all Executive Government employees. Refer to the PS 820-COVID-19 Vaccination and Testing Policy for more information.

  • How do I let my employer know I'm vaccinated?
    All employees can self-declare their COVID-19 vaccination status in PSC Client. Refer to the COVID-19 Vaccination Self-Declaration Checklist for Employees and the COVID Vaccination Declaration User Guide for more information and instructions.

  • Where do I self declare that I'm vaccinated in PSC Client?
    Log into PSC Client, click on the 'My Employee Profile' box and then ‘COVID-19 Vaccination' on the
    left -hand menu. Review the page and click ‘Yes, I have been fully-vaccinated for COVID-19’ checkbox
    Refer to the COVID-19 Vaccination Self-Declaration Checklist for Employees and the COVID-19 Vaccination Declaration User Guide for more information and instructions.

  • When do I need to self declare by?
    Fully vaccinated employees can self-declare in PSC Client are encouraged to do so as soon as possible.  Refer to the COVID-19 Vaccination Self-Declaration Checklist for Employees and the COVID Vaccination Declaration User Guide for more information and instructions.

  • What does fully vaccinated mean?
    Fully-vaccinated means that an individual has received the recommended number of doses of a COVID-19 vaccine, or combination of COVID-19 vaccines, approved by Health Canada, and the last of which was received at least 14 days prior to declaring they are fully vaccinated. COVID-19 Vaccine details are available on Saskatchewan.ca.

  • What happens if I'm not fully vaccinated?
    Employees who are not fully vaccinated are encouraged to get vaccinated. Vaccination availability information is available on Saskatchewan.ca. Employees who are not fully vaccinated or choose not to disclose their vaccination status will be required to provide proof of a negative COVID-19 at least every seven days beginning the week of October 18-24. Refer to Taskroom for more information. 

  • What if I am trying to meet the October deadline, but my vaccine schedule will put me past that date?
    If the employee is pursuing vaccination, but is not fully-vaccinated yet, the employee will be supported to get vaccinated. The manager will assess the employee’s vaccination schedule to determine the timeline they will be fully vaccinated and if testing is required in the interim.

  • What do I do if I don't want to disclose my vaccination status?
    Employees who are not fully vaccinated or choose not to disclose their vaccination status will be required to do to provide proof of a negative COVID-19 aleast every seven days beginning the week of October 18-24. Refer to Taskroom for more information.

  • If I'm not working in a government workplace, am I still required to self-declare my vaccination status?
    Yes. All employees, regardless of work location, must enter their COVID-19 vaccination status in PSC Client and provide verification when asked by their manager.

  • What if I can't get vaccinated for medical reasons?
    The employee should talk to their manager. Managers can contact their HR Business Partner for guidance.  

  • Will employees with a medical condition who cannot be vaccinated be treated any differently than people who choose not to be vaccinated?
    The employee should talk to their manager. Managers can contact their HR Business Partner for guidance

  • What if I can't get vaccinated for religious reasons?
    The employee should talk to their manager. Managers can contact their HR Business Partner for guidance. 

  • Can I work from home until I'm fully vaccinated?
    All employees, regardless of work location, must enter their COVID-19 vaccination status in PSC Client and provide verification when asked by their manager. Employees who are not fully vaccinated are encouraged to get vaccinated. Vaccination availability/booking information is available on Saskatchewan.ca

  • If I had COVID and I provide blood test results that prove I have the antibodies, do I still have to be vaccinated? 
    Employees will still need to be fully vaccinated or will be required to provide proof of a negative COVID-19 at least every seven days beginning the week of October 18-24. Refer to Taskroom for more information.

  • How will my privacy be protected?
    The confidentiality and privacy of employees' personal health information will be respected and protected at all times in accordance with The Health Information Protection ActVaccination verification information will not be saved or stored.

  • How is my personal health information being stored?
    Managers will visually verify the employee's vaccination record. This information will not be uploaded to PSC Client or saved.

  • What if an employee can’t access PSC Client to self-declare their vaccination status?
    This situation should be rare, but if it does happen, managers can still visually verify an employee’s vaccination status and confirm the verification in PSC Client. Refer to the COVID Vaccination Declaration User Guide for more information. 

  • Does this apply to other people working in Government workplaces, such as volunteers, unpaid work placements, JSGS interns, secondments from external agencies, etc.?
    Yes. Interns, as well as individuals who volunteer or who partake in unpaid work placements, and secondments shall be fully vaccinated, and provide evidence of vaccination, if requested, or provide proof of negative testing results at least every seven (7) days during the term.

  • Does this apply to contractors working in Government workplaces?
    Public sector employers are to ensure that contractors apply equivalent COVID-19 vaccination and testing requirements to their employees who are working for significant amounts of time in public sector workplaces. 

  • Does this apply to clients entering our buildings?
    No. Individuals external to Government, such as clients, guests, candidates coming for interviews do not have to verify their vaccination status when in government buildings or workspaces. 

Verification of  Vaccination - Updated Oct 15/21

  • Why can my manager ask me for vaccination status now?
    The Government of Saskatchewan, through the authority of The Public Employers’ COVID-19 Emergency Regulations and the new PS 820-COVID-19 Vaccination and Testing Policy, is requiring all employees to provide COVID-19 proof of vaccination status effective October 1, 2021 or a negative COVID-19 test at least every 7 days beginning the week of October 18-24.

  • Do I have to provide proof of vaccination?
    Employees who have self-declared in PSC Client that they are fully vaccinated will be asked to provide visual verification of their vaccination record by their manager. Proof of vaccination is available through the MySaskHealthRecord account. Vaccination verification information will not be saved or stored. 

  • If I'm asked for proof of vaccination, how often do I have to provide proof?
    Once employees have self-declared their COVID-19 vaccination status in PSC Client, they will be asked by their manager to visually verify their vaccination status once. Vaccination verification information will not be saved or stored.

  • How can I get my COVID-19 vaccination record?
    Employees are encouraged to register for a MySaskHealthRecord account to have access to their vaccination records. Refer to Saskatchewan.ca for more information. 

  • What can I use to prove my vaccination status?
    Acceptable proof is a vaccination record from MySaskHealthRecord, wallet vaccination card (received upon vaccination), or QR code, scanned or printed. Refer to Saskatchewan.ca for more information. 

  • How will managers verify an employee's vaccination status?
    Managers will visually verify an employee's COVID-19 vaccination record and confirm this verification in PSC Client. Acceptable proof is a vaccination record from MySaskHealthRecord, wallet vaccination card (received upon vaccination), or QR code (scanned or printed). Visual verification can be done in-person, on Teams or FaceTime, visually or screen share. Managers will verify employee proof of vaccination and ensure employee information is kept confidential. Refer to the COVID-19 Vaccination Self-Declaration Checklist for Employees and Managers and the COVID-19 Vaccination Declaration User Guide for more information and instructions.

  • Can in-scope supervisors verify vaccination?
    The person who approves the employee’s timecard will do the confirmation of verification. 

  • When do new employees have to provide proof of vaccination?
    New employees will be required to self-declare their COVID-19 vaccination status in PSC Client and provide visual vaccination verification or a negative COVID-19 test (dated within the previous seven days) to their manager within the first week of their start date.

  • If I move to a new job in a different ministry do I have to provide verification to my new manager?
    Employees will only need to self-declare in PSC Client once and the new manager will verify your vaccination status with you within the first week. If you have chosen to provide negative test results rather than disclose your vaccination status, you will discuss your testing schedule with your manager and provide a negative COVID-19 test (dated within the previous seven days) within the first week of your start date.

Testing - Updated Oct 7/21

  • When does testing start?
    Employees who are not fully vaccinated or choose not to disclose their vaccination status will be required to do testing at least every seven (7) days beginning the week of October 18-24.

  • If I need testing, how will that work?

    Employees who are not fully vaccinated or choose not to disclose their vaccination status will be required to provide proof of a negative COVID-19 test at least every seven (7) days beginning the week of October 18-24. Refer to the What to Expect with COVID-19 Testing Guide and COVID-19 Vaccination Self-Declaration and Testing Instructions for Employees for more information. 

  • If I need testing, how often will I need to be tested?
    Employees who are not fully vaccinated or who choose not to disclose their vaccination status will be required to provide proof of a negative COVID-19 test at least every seven (7) days beginning the week of October 18-24.

  • If I have received one vaccination but am not fully vaccinated, do I need testing?
    If the employee is pursuing vaccination, but is not fully vaccinated yet, the manager will assess the employee’s vaccination schedule to determine the timeline they will be fully vaccinated and if testing is required in the interim.

  • What if my test is positive for COVID-19?
    Those who receive a positive result on a test should follow public health direction for isolation and contact identification. See Taskroom for more information on positive cases.

  • What happens if I am required to be tested and I don't?
    Employees who have not self-declared as fully vaccinated and choose not to complete testing results as required would be handled in accordance with the PS 803 Corrective Discipline policy

  • Who is paying for testing?
    All testing costs will be paid by the employee and will be completed on non-work time. 

  • Will testing be done in the workplace?
    Employees will need to get testing completed on non-work time and the cost will be paid by the employee. Self-testing will not be accepted. Refer to the What to Expect with COVID-19 Testing Guide and COVID-19 Vaccination Self-Declaration and Testing Instructions for Employees for more information.

  • Can an employee expense the cost of the test?
    No. Employees will need to get testing completed on non-work time and the cost will be paid by the employee.

  • Will my benefits cover testing costs?
    No. All testing costs will be paid by the employee.

  •  How will an employee submit their test results?
    Employees will be required to provide proof of negative test to their manager. Acceptable proof is either an image, electronic or printed copy of the testing certificate sent from the testing service provider. This can be done in-person or through video conference (Teams or FaceTime) visually or screen share. Refer to the COVID-19 Vaccination Self-Declaration and Testing Instructions for Employees

  • How will a manager verify the test results?
    Managers can verify proof of a negative test in-person or through video conference (Teams or FaceTime) visually or screen share. Managers will keep employee information confidential and will not save or store these employee medical records.

  • Can a manager delegate the responsibility of verifying a negative COVID-19 test?
    Yes. Whomever is acting for the manager will be responsible for their duties and responsibilities.

  • What kind of testing is accepted?
    A COVID-19 test means any of the following tests administered at a testing site approved by the Minister of Health: A polymerase chain reaction (PCR) test for SARS-CoV-2; a point-of-care antigen test for SARS-CoV-2; any other test for SARS-CoV-2 approved by the Minister of Health. Refer to the What to Expect with COVID-19 Testing Guide.

  • Can I do my own COVID-19 test at home?
    No. Employees need to be tested at an approved testing site. Refer to the What to Expect with COVID-19 Testing Guide.

  • Can employees use work time to get tested? 
    Employees will need to get testing completed on non-work time. Employees may request paid leave, e.g., vacation, banked time, SDOs. 

  • If I need to travel to get a test, can I use vacation time?
    Yes. If an employee needs to travel to get a COVID-19 test, they may request paid leave, e.g., vacation, banked time, SDOs. 

  • How will a manager verify the test results?
    Managers will visually verify the negative test result.  More information will be available shortly. 

  •  If I'm on vacation, do I have to provide a test?
    An employee is not required to provide a negative COVID-19 test result to the public employer if the employee is on vacation, an employment leave or a leave granted by the employer.

  • I'm experiencing COVID symptoms, can I still be tested?
    Anyone with symptoms should go for a COVID test at the current testing sites or drive-thru testing options for a PCR test. Individuals with symptoms can phone 811 to book a test as well. Refer to Testing Information.

  • Is it safe for people to be tested frequently?
    For information on testing refer to Testing Information.

  • What if an employee has an adverse reaction to testing?
    If you experience an adverse reaction, seek medical attention immediately. 

  • What if I need mental health support?
    It's important that you make your mental health a priority, especially during this time. Contact EFAP if you need support.

General COVID-19 Vaccination Information

  • Can I book a vaccine appointment during work hours?
    The Government of Saskatchewan has amended The Occupational Health and Safety Regulations, 2020, to allow for paid time off from work for an employee to get vaccinated for COVID-19. Employees are entitled to three consecutive hours leave during work hours to receive a dose of the COVID-19 vaccine. Employees must work with their manager to arrange a mutually acceptable time to ensure operational requirements are met. It is important for managers to be flexible and support employees' access to vaccinations. Managers can contact their HR Business Partner for guidance.

  • How do I code my legislated time away to get my vaccination?
    Employees should code their time for one dose the same as they would for regular time (RT). There is no timecode or time tracking for employees to receive one dose of the vaccination.

  • Does the three hours of paid leave count for my second or additional vaccination dose?
    The three hours of paid time is for one dose of the vaccine. If you did not use the paid time for your first dose, you may use it for your second dose or an additional dose. 

  • If I've already used my three hours of paid leave, what kind of leave do I use for my second or additional vaccination dose?
    Employees can use sick leave entitlements to receive their second or additional vaccinations if they've already accessed the legislated paid leave for their first dose. You can code your time as Sick Leave - Medical Appointment (SSL-MA). Employees are encouraged to get vaccinated. It is important for managers to be flexible and support employees' access to vaccinations.

  • If I didn't use my full three hours last time, can I split the paid leave for additional doses?
    The legislation provides paid leave for a (one) dose of the vaccine. Employees may choose which dose to use their paid time for.  

  • What if I don't have any sick leave available?
    Employees may request other forms of paid leave, e.g. vacation, banked time, SDOs. When sick leave is exhausted employees would use leave without pay.

  • What if it takes more than three hours to get the vaccine?
    Employees are entitled to more than three consecutive hours if the employer determines the circumstances warrant a longer break from work (e.g., remote areas). Employees must work with their manager to arrange a mutually acceptable time to ensure operational requirements are met. It is important for managers to be flexible and support employees' access to vaccinations. Managers can contact their HR Business Partner for guidance.

  • What if my vaccination makes me feel unwell and I need to take time off?
    If an employee feels unwell after receiving their vaccination, they can request sick leave from their manager or supervisor. Managers can contact their HR Business Partner for guidance.

  • Can I accompany others to their appointment?
    If an employee needs to accompany someone to their vaccination appointment, they should have a conversation with their manager and use appropriate leave time.

Masks  - Updated September 17/21

  • Do I have to wear a mask in my workplace?
    Effective September 17, 2021, an interim public health order will be in effect requiring the use of non-medical masks in all indoor public spaces in Saskatchewan. This includes government workplaces.

  • When do employees have to wear masks?
    Effective September 17, 2021, an interim public health order will be in effect requiring the use of non-medical masks in all indoor public spaces in Saskatchewan. This includes government workplaces. Employees must wear masks at all times when away from their workstations (e.g., office, cubicle). This includes, but is not limited to, all common areas, such as hallways, elevators, shared spaces, meeting rooms, bathrooms, etc.  

  • Do I have wear a mask at my desk?
    Your mask may be taken off when in your workspace (e.g., office, cubicle). 

  • I have a medical condition that prevents me from wearing a mask. Do I have to wear one?
    Non-medical masks are made of breathable material and safe to use. However, if an employee has a medical restriction that does not allow them to wear a mask, they should talk to their manager. Managers can contact their HR Business Partner for advice.

  • What do I do if an employee is not wearing a mask?
    All employees are expected to follow the mandatory masking order. Disciplinary action could be taken if an employee is not following direction. Managers can contact their HR Business Partner for advice.

  • What do I do if a colleague is not wearing a mask?
    It’s important that employees model the way by wearing their masks when they are outside their workstation (e.g., office, cubicle). If an employee has a concern about a colleague not wearing a mask, they should speak to their manager. Managers can contact their HR Business Partner for advice.

  • What do I do if a client/visitor refuses to wear a mask in our workspace?
    Offer clients/visitors a mask when they enter. If they refuse to wear a mask, you may deny them entry and provide them with information on how to access service alternately. 

  • Can I wear a face shield instead of a mask?
    Face shields do not replace masks. Face shields are primarily developed and used for eye protection. Employees must wear a non-medical mask when outside their workstation (e.g., office, cubicle). 

  • Do I have to wear a mask when travelling with co-workers in a CVA?
    Employees must wear a mask when they are travelling with others in CVA.

Return to the Workplace - Updated Oct 15/21

  • Do I have to work next to someone who has not been vaccinated?
    Being vaccinated is considered personal medical information. All citizens are encouraged to get vaccinated. Contact your manager if you have concerns. Contact the Employee and Family Assistance Program if you need support. Refer to the  Return to the Workplace Reference Guide for safety protocols.

  • I've been asked to return to the workplace, do I have to go?
    Employees are required to return to the workplace following the direction of the ministry. Managers can contact their HR Business Partner for advice.

  • Can I continue to work from home permanently?
    Working from home during COVID-19 is not the same as remote working from home arrangements post-COVID. Employees are required to return to the workplace following the direction of the ministry. Safety protocols and measures are in place for employees to be in the workplace. Managers can contact their HR Business Partner for advice.

  • What do I do if I don't feel comfortable with the changes in the workplace?
    We continue to follow public health direction, which includes the elimination of health orders. Masks are mandatory in all indoor spaces. There are things that you can do to support a healthy workplace, such as staying home when sick, washing your hands, clean and disinfect surfaces, do not touch your eyes/nose/mouth, cough and sneeze into your elbow, etc. Refer to the new Return to the Workplace Reference Guide for safety protocols. Contact your manager if you have concerns in your workplace. Managers can contact their HR Business Partner for advice. Contact the Employee and Family Assistance Program if you need support.

  • What do I need to do to bring my employees back to the workplace?
    Managers will follow the return to the workplace direction of the ministry. Refer to the Return to the Workplace Reference Guide for safety protocols.

  • What do I need to know about returning to the workplace?
    Managers will follow the return to the workplace direction of the ministry. Refer to the Return to the Workplace Reference Guide for safety protocols.

  • What if I have a pre-existing condition/compromised immune system?
    In most instances an employee will be able to work safely by following safety protocols and measures. If an employee has an underlying medical condition that cannot be accommodated in the workplace, they can discuss this with their manager. Managers can contact their HR Business Partner for advice. 

  • If I have a family member who has a compromised immune system and I am concerned about bringing home COVID-19, can I work from home?
    Safety protocols are in place to ensure employees are able to work safely. It is important for employees and managers to have conversations about individual circumstances that employee may have.  Managers can contact their HR Business Partner for advice.

  • If an employee is afraid to come to work because of personal health circumstances, how should a manager respond?
    Safety protocols are in place to ensure employees are able to work safely. It is important for employees and managers to have conversations about individual circumstances. Managers can contact their HR Business Partner for advice.

  • What if I need mental health support?
    It's important that we make our mental health a priority during this time. Contact EFAP if you need support.

Safety in the Workplace  - Updated Sept 16/21 

  • Is the air in my building safe?
    The air quality for government buildings meets the Heating, Ventilation and Air-conditioning (HVAC) standards as prescribed by the National Building Code. We are aware of specific HVAC guidelines developed for the pandemic and have made the appropriate adjustments to the systems.

  • How will workplaces be cleaned?
    Employees are responsible for cleaning and disinfecting their desks and desktop equipment.  Refer to the new Return to the Workplace Reference Guide and About Government Workspaces for more information. 

  • Will cleaning supplies be provided?
    Hand sanitizer, disinfecting products and paper towels will available in common areas of buildings.

  • Who is responsible for cleaning/disinfecting common areas?
    Government is ensuring janitorial service providers in government owned and leased spaces adhere to enhanced cleaning standards, including disinfection of fixtures and high-touch surfaces. 

  • What is the employees’ cleaning responsibility?
    Employees are responsible for disinfecting their own workstations, including cleaning surfaces in a cubicle or office; computers and accessories; phones; and personal items.

  • What if an employee comes to work exhibiting symptoms of illness?
    If an employee is exhibiting symptoms consistent with flu or cold, they can be directed to go home, either to work from home or on approved sick leave until they are better or as directed by their health care provider or public health. Managers should contact their building manager or tenant representative to discuss the options available for disinfecting the employee’s workspace and equipment. Refer to About Government Workspaces for more information. 

  • Can we have in-person meetings?
    Yes, you can have in-person and virtual meetings as needed. Effective September 17, 2021, employees must wear a mask when away from their workstations, including meeting rooms. Refer to the new Return to the Workplace Reference Guide.

Childcare Updated September 30/21

  • My child is required to move to remote learning. What does that mean for me?
    Managers should have a discussion with employees and remain flexible. Parents are expected to have child care arrangements in place. Managers may consider operational needs and the needs of their employees to address individual circumstances. If operational requirements (e.g., work can be done remotely; home workspace free from distractions/interruptions; technology, etc.) are met an employee may be able to work from home. Working flexible hours or a combination of working and leave may also be an option. If working from home is not an option, employees may request family leave, if they have credits available, VL, banked time, SDOs, or other leave provisions. Managers can contact their HR Business Partner for advice. 

  • What if my child is sick or sent home because of COVID?
    Employees may request family leave, if they have credits available, VL, banked time, SDOs, or other leave provisions. If a child has to self-isolate and the employee needs to self-isolate as well, sick leave can be approved. Managers should have a discussion with the employee. If operational requirements are met an employee may be able to work from home. A combination of working and leave may be an option. Managers can contact their HR Business Partner for advice.

  • What if I don't want to send my child to school?
    Employees are expected to have childcare arrangements in place. Employees may request VL, banked time, or SDOs. Managers can contact their HR Business Partner for advice.

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Self-isolation/Sick Leave/COVID-19 Exposure/Positive Cases - Updated August 26/21

  • If I need to take a sick day, can I work from home? 
    Employees have sick leave to support their wellness and they are encouraged to stay home if they are sick. Managers and employees can work together to determine the most appropriate work arrangement for the situation, which may include working from home rather than accessing a sick day. Managers can contact their HR Business Partner for advice.

  • What happens if there is a positive case in the workplace?
    Public health will notify the individual who tested positive and provide them with direction. This may include direction for contacts identified in the workplace. Managers and employees are required to follow any direction and take all precautions as advised by Public Health. This may include notifying employees identified as contacts to self-monitor/self-isolate for a period of time. Managers may contact their building manager or tenant representative to arrange for thorough cleaning and disinfection services. Refer to the Positive Cases in the Workplace Cheat Sheet for more information. Refer to Saskatchewan.ca for information about contacts and changes regarding self-isolation for fully vaccinated individualsClose contact notification Q&As are available on Saskatchewan.ca.

  • Will self-isolation continue to be a requirement for positive cases or close contacts?
    Contact tracing will continue to be a part of a COVID-19 case investigation. Cases and contacts must take all precautions as advised or required by Public Health and all reasonable measures to reduce the risk of infecting others. There have been changes regarding self-isolation for fully vaccinated individuals. Refer to Saskatchewan.ca for more information on self-isolation. Refer to the Positive Cases in the Workplace Cheat Sheet  document for more information. Close contact notification Q&As are available on Saskatchewan.ca.

  • When employees are required to self-isolate in accordance with public health guidelines, will they be paid?
    Managers should have a discussion with employees directed by public health to self-isolate. If operational requirements (e.g., work able to be done remotely; home workspace free from distractions/interruptions; technology, etc.) are met an employee may be able to work from home. A combination of working and leave may be an option. If working from home isn't possible, then employees may access sick leave credits whether or not they are showing symptoms of illness. Managers should consult their HR Business Partner for advice. 

  • What if employees who are required to self-isolate in accordance with public health guidelines don't have sick leave credits available?
    Employees may request other forms of paid leave, e.g. vacation, banked time, SDOs. Employees may also draw on future sick leave credits. When sick leave is exhausted employees would use leave without pay or request a leave of absence.

  • Can an employee draw on future sick leave credits if they have no sick leave available?
    Yes. Collective agreements and The Public Service Regulations, 1999 allow for the employer to approve drawing up to a maximum of 30 days. Managers should consider requests on a case-by-case basis in consultation with their HR Business Partner Team. Employees should be aware that any advances limit available future sick leave, and if they leave employment, the overdrawn amounts will be collected back from their pay. When sick leave is exhausted employees would use leave without pay or request a leave of absence. Employment Insurance has waived the waiting period; exploring EI is also an option.

  • If an employee needs to be away from work to care for a family member who is self-isolating or has COVID-19, will they be paid?
    If the contact with a family member also requires the employee to self-isolate in accordance with public health guidelines, sick leave can be approved. Managers should have a discussion with employees. If operational requirements (e.g., work able to be done remotely; home workspace free from distractions/interruptions; technology, etc.) are met an employee may be able to work from home.   

    If self-isolation is not required, then pressing necessity and family leave provisions may apply or access to vacation, banked time etc. can be approved. When these entitlements are exhausted, employees would use leave without pay or may request a leave of absence. For information on leave of absence see question about leave. 
  • If an employee tests positive for COVID-19 due to workplace exposure, is it a reportable workplace incident?
    If exposure is suspected to have occurred during authorized work duties (e.g., frontline caregiver, etc.), the employee should complete Form 101 in the IRI App. Refer to PS 818 for direction on illness/injury reporting. A WCB Claim should be submitted to the Workers’ Compensation Board.

  • If an employee tests positive for COVID-19, should I use the Be At Work application?
    In the case of workplace exposure, the employee should complete Form 101 in the IRI App and managers should enter it in the Be At Work app. Any absence greater than five days due to illness, should be entered in the Be At Work app. Managers can contact the HR Business Partner for advice.

Travel - Updated Sept 30/21

Non-Essential International Travel
  • What do I need to know about travel?
    Canadian citizens and permanent residents are advised to avoid all non-essential travel outside of Canada until further notice to limit the spread of COVID-19.  As a result, the Government of Saskatchewan does not support employees engaging in non-essential international travel at this time. Employees wishing to travel internationally for non-essential reasons may need to include a quarantine period, if applicable, in their vacation requests to managers.   

    In rare circumstances, exceptions to vacation requests may be granted by the Deputy Minister or Permanent Head on a case-by-case basis.  There must be evidence to suggest that there would be significant disruptions to the organization's operations before alternative arrangements are considered for the quarantine period, if applicable. This protocol is subject to change as international travel advisories change.
  • What is non-essential travel outside of Canada?
    Non-essential travel outside of Canada is any international travel not listed as an exemption on the Government of Canada's website on travel restrictions, exemptions and advice.

  • If I make the personal decision to travel outside of Canada for non-essential reasons, can I work remotely during the mandatory quarantine period when I return to Canada?
    No.  Employees required to self-isolate/quarantine as a result of non-essential international travel must include this time in their vacation request and code as VL, SDO or EDO entitlements.  If there is evidence to suggest significant disruptions to the organization's operations, the Deputy Minister or Permanent Head has the discretion to approve alternate work arrangements for the mandatory quarantine period.  These requests will be treated as an exception and will only be permitted in rare circumstances.  

  • What if I don't have enough vacation time for the required quarantine period?
    As an employee you can request time off without pay. The approval of your request will be approved/denied at your manager's discretion. 

  • What if I have an immediate or extended family member in my household who has travelled internationally and returned to Canada?
    This should not interfere with an employee's ability to attend work. It is the responsibility of the individual entering Canada to ensure they have a suitable place to self-isolate/quarantine as outlined on the Government of Canada's website. There is guidance as to what the family member is prohibited and permitted to do during the quarantine period.  If the plan of the family member involves self-isolating at the home of an employee, then unless the family member in self-isolation can maintain 100% non-contact, the employee should also self-isolate and use leave entitlements.  

  •  Do I have Extended Health Care Plan benefits if I travel outside of Canada?
    The Canadian Government issued a travel advisory on March 13, 2020 to avoid travel outside of Canada until further notice. Extended Health Care Plan benefits will not be paid for expenses incurred if you travel to another country after March 13, 2020. 

Travel Within Canada - Updated July 9, 2021
  • If I make the personal decision to travel within Canada for non-essential reasons, do I have to self-isolate and quarantine?
    It is recommended that you check any restrictions or Public Health Orders that may apply in the jurisdiction to which you are travelling. It is not mandatory that you self-isolate upon your return from an out-of-province trip. Refer to the current travel rules.
  • If my travel plans involve interprovincial travel does it affect my return to the workplace?
    It is recommended that you check any restrictions or Public Health Orders that may apply in the jurisdiction to which you are travelling. It is not mandatory that you self-isolate upon your return from an out-of-province trip. Refer to the current travel rules.

Taxes and Parking Information During COVID-19 

  • Can I claim household expenses, such as a portion of utility costs or mortgage/rental payments, as tax deductions when I'm working from home due to COVID-19?
    The Canada Revenue Agency (CRA) will allow employees working from home in 2020 due to COVID-19 to claim up to $400 dollars for expenses without the need to track detailed expenses. In most cases, the CRA will not request that employees  provide a signed T2200 form from their employer for this tax purpose. The HR Service Centre will not be able to advise employees on what counts as eligible expenses. Employees should contact their financial advisor or income tax specialist for advice. For more information refer to:
  • Is my parking still considered a taxable benefit when I was working from home?
    The CRA will not consider employer-provided parking a taxable benefit while workplaces were “closed” during the pandemic. As a result, employees with a parking taxable benefit will have their taxable benefit reduced for 2020. This adjustment will be determined using a calculation and will reduce the amounts reported on your 2020 T4. Any tax adjustments will be based on your personal tax situation and will take place when you file your 2020 taxes.

Employee Programs and Services

  •  Is there any mental health information I can use to help manage the emotional impact of COVID-19?
    There resources are from LifeWorks by Morneau Shepell, our Employee and Family Assistance provider. Share this information with employees, co-workers and family.  


Contact information

Employees can contact their managers with questions.

Managers can contact their Human Resource Business Partner.


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