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Last updated: December 30, 2020
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Safety in the Workplace - Updated


  • Can I work from home?
    A number of safety protocols and measures have been put in place to support employees both within and outside of the workplace. Your ministry’s approach to business continuity will guide operational decisions such as workplace rotations and remote work arrangements.  Your manager will contact you if alternate work arrangements are needed, otherwise assume no changes are required at this time. We will continue to monitor the changing environment and adjust as needed. 

  • How are you making sure employees are safe in the workplace?
    The safety of our employees and clients continues to be our top priority.  A number of safety procedures and guidelines are in place to ensure the safety of employees and clients. Managers and employees should refer to the information on Taskroom to ensure they understand all safety requirements: Return to the Workplace Guidelines; Health, Safety and Wellness Checklist for Workplaces;  Employee Checklist for Returning to the Workplace; About Government Spaces.

  • What do I need to do to ensure business continuity in the workplace during the pandemic?
    Managers must consider options to keep employees and clients safe, including phasing in or rotating employees to ensure physical distancing and reduce risk. Managers can refer to the following: Return to the Workplace Guidelines; Health, Safety and Wellness Checklist for Workplaces;  Employee Checklist for Returning to the Workplace; About Government Spaces

  • What do I need to know about being in the workplace during a pandemic?
    Managers will direct employees on the expectations for safety in the workplace during COVID-19, including timing of employees' return and the new safety protocols in place. Managers can refer to the following: Return to the Workplace Guidelines; Health, Safety and Wellness Checklist for Workplaces; About Government Spaces. Employees can refer to the Employee Checklist for Returning to the Workplace.

  • I've been asked to return to the workplace, do I have to go?
    Safety protocols are in place and employees are expected to return to the workplace.  If an employee has concerns they should discuss them with their manager. Managers can contact their HR Business Partner for advice.

  • Can I continue to work from home permanently?
    No. Safety protocols are in place and employees are expected to return to the workplace. Managers can contact their HR Business Partner for advice. 

  • 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 stay home from work?
    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 may affect your return date. 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 in the workplace. It is important for employees and managers to have conversations about individual circumstances. Managers can contact their HR Business Partner for advice.

  • I don't want work in the workplace until there is a vaccine, do I have to?
    Yes. Safety protocols are in place and employee can work safely in the workplace. If an employee has concerns, they should discuss their concerns with their manager. Managers can contact their HR Business Partner for advice.

  • If I am on a definite leave of absence due to child or dependent care and childcare is open, do I have to return to the workplace?
    It is important for employees and managers to have conversations about individual circumstances. Employees will gradually return to the workplace. Managers can contact their HR Business Partner for advice. 

  • Can I start work early to maintain physical distancing?
    In order to ensure employees are able to maintain physical distancing, managers and employees may want to adjust start and stop times. Managers who are considering adjusting start and stop times must discuss options with their employees. Employees and managers at the local level may agree to adjust start and stop times. Managers can contact their HR Business Partner for advice.

  • I work in a cubicle. How can I maintain physical distancing?
    The safety of our employees and clients continues to be our top priority. A number of safety procedures and guidelines are in place to ensure the safety of employees and clients. Information about cubicle workstations is available in the Health, Safety and Wellness Checklist for Workplaces and the Employee Checklist for Returning to the Workplace

  • How will workplaces be cleaned?
    Government is ensuring janitorial service providers in government owned and leased spaces adhere to enhanced cleaning standards, including regular disinfection of fixtures and high-touch surfaces. Employees are responsible for cleaning and disinfecting their desks and desktop equipment. For more information, refer to Return to the Workplace Guidelines; Health, Safety and Wellness Checklist for Workplaces; Employee Checklist for Returning to the Workplace; About Government Workspaces.

  • 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. Managers may encourage additional cleaning protocols (e.g., cleaning coffeemaker after each use) for common areas as they determine necessary. For more information, refer to Return to the Workplace Guidelines; Health, Safety and Wellness Checklist for Workplaces;  Employee Checklist for Returning to the Workplace; About Government Spaces

  • 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 I'm allergic to the cleaning products being using in my workplace?
    Employees who have sensitivities or allergies to certain products in the workplace should talk to their manager. Managers can refer to the Guidelines for Addressing Allergies and Sensitivities in the Workplace to address these concerns. 

  • 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. 

  • Can we have in-person meetings?
    Meetings should be conducted virtually if possible. Employees must wear masks and maintain physical distancing in all common areas, such as hallways, elevators, shared spaces, meeting rooms, bathrooms, etc.  Employees and managers must understand and comply with all safety requirements. Refer to the Health, Safety and Wellness Checklist for Workplaces.

Return to School/Remote Learning

  • 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. Refer to the Return to the Workplace Guidelines to help make decisions.
  • I don't have childcare. Can I continue to work from home?
    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. Refer to the Return to the Workplace Guidelines to help make decisions.

  • What does an employee do if they need to be away from work to care for a child who has been sent home from school sick?
    If a student is sent home sick the school will contact public health and public health will contact the parent. 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 in accordance with public health guidelines that also requires the employee to self-isolate, 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.  A combination of working and leave may be an option.  Managers can contact their HR Business Partner for advice.

  • What if an employee chooses to take their child out of school due to either a positive case or to home school?  
    If an employee makes decisions outside of public health orders and is asking to work from home than manager should have a discussion. 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. However, in this circumstance leave is most likely appropriate.  It is unlikely an employee can home school their children and still perform their duties.
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Masks 

  • Why is it mandatory for employees to wear non-medical masks in the workplace?
    Effective November 19, all residents in Saskatchewan are required to wear non-medical masks in all indoor public spaces to reduce the risk of COVID-19 transmission. This includes all government workplaces. 

  • Do I have to wear a mask in my workplace?
    Yes. Effective November 19, all employees must wear a mask in all government workplaces. 

  • When do employees have to wear non-medical masks?
    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) if you’re able to maintain current physical distancing guidelines. Information on how to put on and take off (don and doff) your mask safely is available on Taskroom or Saskatchewan.ca.

  • Do I have to wear a mask at in-person meetings?
    Each ministry will determine its direction for in-person meetings. If you need clarification, please contact your manager. In general, meetings should be conducted virtually whenever possible. Employees and managers must understand and comply with all safety requirements. Refer to the Health, Safety and Wellness Checklist for Workplaces.

  • 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 in a mandatory location?
    This change will be done through awareness and education. It’s important that leaders and managers model the way. 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 in a mandatory location?
    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 my own mask?
    Yes. Employees are able to wear their own cloth or disposable masks, unless their ministry has specific requirements. Cloth masks should comply guidelines on Saskatchewan.ca. Employees will be responsible for the care of their own masks.

  • How do I put on and take off my mask safely?
    Information on how to put on and take off (don and doff) your mask safely is available on Taskroom or Saskatchewan.ca.

  • How do I care for a cloth mask?
    Information on how to care for and clean your cloth mask is available on Taskroom or Saskatchewan.ca.

  • 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 in Saskatoon, Regina and Prince Albert must wear a non-medical mask when outside their workstation (e.g., office, cubicle). Employees outside of these areas are strongly encouraged to wear masks in their workplaces.

  • What do I do if I have already been assigned a medical grade mask or other personal protective equipment?
    Employees assigned medical grade masks or personal protective equipment based on workplace hazard assessments should continue to use personal protective equipment as directed by managers, to fulfill their duties.

    These employees are also encouraged to wear non-medical masks at times when PPE is not required, but two metres of physical distancing cannot be maintained.

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Travel

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 must include the quarantine period 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 mandatory quarantine period.  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
  • If I make the personal decision to travel within Canada for non-essential reasons, do I have to self-isolate and quarantine?
    While interprovincial travel is permitted, it is public health's recommendation to limit interprovincial travel if possible. At this time, it is not mandatory that you self-isolate upon your return from an out-of-province trip. Self-isolation is only mandatory for international travel. However, it is still recommended that you take all precautions and maintain a minimum of two metre distance with persons outside your extended household group both while travelling and upon your return if you do choose to travel against recommendations. People who enter or re-enter Saskatchewan should self-monitor for 14 days and self-isolate at the first sign of even mild symptoms.

    Residents of other provinces coming to Saskatchewan (e.g., to visit family) should observe all public health measures, including physical distancing and restrictions on the maximum number of people allowed to gather.
  • If my travel plans involve interprovincial travel does it affect my return to the workplace?
    Employees are encouraged to follow public health recommendations on travel. Workplaces have implemented safety procedures to ensure the safety of employees and clients when returning to the workplace. Managers can contact their HR Business Partner to discuss specific situations. For more information, please refer to the current travel rules.
  • If I need to self-isolate as a result of my interprovincial travel can I work remotely during this time?
    Managers may consider operational needs and the needs of their employees to address individual circumstances. Managers can refer to the Return to the Workplace Guidelines to help make decisions. If working from home is not an option, employees should refer to the Sick Leave/Isolation section. Managers can contact their HR Business Partner for advice. 

Travel Within Saskatchewan

  • If my travel plans are in Saskatchewan does that affect my return to the workplace?
    Employees are encouraged to follow public health recommendations on travel. Workplaces have implemented safety procedures to ensure the safety of employees and clients when returning to the workplace. Managers can contact their HR Business Partner to discuss specific situations. For more information, please refer to the current travel rules.

  • If I need to self-isolate as a result of my in-province travel can I work remotely during this time?
    Managers may consider operational needs and the needs of their employees to address individual circumstances. Managers can refer to the Return to the Workplace Guidelines to help make decisions. If working from home is not an option, employees should refer to the Sick Leave/Isolation section.  Managers can contact their HR Business Partner for advice. 

Self-isolation/Sick Leave/COVID-19 Exposure/Positive Cases

  • If I've tested positive for COVID-19 and public health has asked me to notify my employer and contacts, should I do this?

    Yes. This is direction from the Saskatchewan Health Authority. Public health may ask individuals who have tested positive for COVID-19 to notify their employer and any contacts if there was a risk of exposure in the workplace. Public health will contact the workplace to determine next steps for co-workers or clients. Refer to the COVID-19 Workplace Toolkit  and the Q&A for Employers: Role of Public Health in COVID-19 Case and Contact Follow-up.

  • If my co-worker said I have to self-isolate because they tested positive for COVID-19, do I?
    Yes. This direction is from the Saskatchewan Health Authority. Public health may ask individuals who test positive for COVID-19 to notify individuals they have identified as a contact in the workplace and provide them with direction from public health. Workplaces may be asked by public health to send out letters to employees to inform them of the exposure and provide direction on what to do. Refer to the COVID-19 Workplace Toolkit and the Q&A for Employers: Role of Public Health in COVID-19 Case and Contact Follow-up.
  • How do employees know if they should self-isolate?
    If an employee contacts public health because they are sick public health will direct them. Public health also does contact tracing and may contact an individual to advise them to self-isolate or self-monitor.  Employees advised to self-monitor may continue to work following safety protocols. Refer to Saskatchewan.ca for more information on self-isolation.

  • 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.

  • What if an employee is not required to self-isolate but refuses to come to work?
    Unless on approved sick leave, vacation, family leave, etc., employees should be directed to attend work. If they still refuse, the manager should contact their HR Business Partner Team for advice.

  • What should a manager do if they suspect an employee is falsely stating they need to self-isolate?
    If this is the case, contact your HR Business Partner for guidance. Managers may request medical documentation if they believe it’s necessary in a particular situation.

  • 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 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. 

  • 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.

Working from home 


  • Do I still have to pay for my parking spot while I'm working from home?
    Yes. Employees must continue to pay for their parking spot if they want to retain it. If employees wish to stop incurring a parking charge, they can choose to give up their spot and be placed on a waitlist if they would like a parking spot in the future. Please contact your ministry’s Corporate Services area for information on parking in your ministry.

  • Can in-scope employees work flexible hours?
    The unions have agreed to allow flexibility of work hours. Employees and managers can agree on flexible hours. Operational requirements, service delivery and core business hours needs to be taken into consideration when approving flexibility with hours of work. Employees can discuss their situation with their manager. Upon mutual agreement between a manager and employee, an employee may be allowed to adjust their start and stop times throughout the day. Employees must continue to put in their usual number of hours. 
  • If an in-scope employee is working flexible hours, what do they enter on their timecard?
    B2 employees (Permanent Full-time) – Office employees typically only enter exceptions on their timecard (i.e. vacation, sick leave) and can continue to enter their time as they always have. Field and Regulated (including Shift) employees will continue to enter their time as they always have.

    B1 employees (Permanent Part-time, Term, Labour Service) record all time of their timecard and should continue to enter their regular hours on their timecard (i.e. 8:00 to 12:00 and 13:00 to 17:00). Do not enter the flexible hours you are working or you will activate additional shift differential and weekend premium timecodes.  

    Note: this does not apply to employees who have been redeployed to other roles. Those employees enter the time worked for the redeployed role. 

    NOTE: This only applies to employees who are working flexible hours in their own role.
  • 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. The CRA will be providing more information soon. 

  • Do I have to exhaust all my entitlements before requesting a leave of absence?
    No. A discretionary leave of absence for personal reasons may be requested at any time. For information on leaves of absence contact the HR Service Centre.

  • I am out of paid time off entitlements but am not able to return to work.  Should I enter leave without pay on my timecard or request a leave of absence?
    This would depend on the length of time you anticipate being away. Entering leave without pay on a timecard has implications to benefits and is therefore intended for short-term (less than 2 weeks) or incidental days of leave. If you anticipate that you will be away for longer than two (2) weeks, it is recommended you request a definite leave of absence.

    By going on a leave you will be issued a Record of Employment, you will have the option to make up pension arrears for the period of leave when you return, your dental and health benefits will be maintained for one year and you will have the option to continue your Group Life Insurance while on leave. 

    Disability insurance, it is optional for out-of-scope and CUPE employees. It is mandatory for SGEU employees to pay Long Term Disability premiums for the first year of a leave of absence.

    If you are uncertain of the date of return, if it is related to COVID-19, it is suggested you request a minimum of four (4) months, or eight (8) bi-weekly pay periods, which aligns with current federal emergency benefits. You can request to return early or extend your leave, as required.

  • I have specialized equipment in my office. Can I take it home?
    Employees should consult with their manager if they have specific equipment in their office that they need when working from home (i.e. braille reader, specialized mouse or keyboard). Decisions on equipment will be made on a case-by-case basis. The goal is to ensure the health and safety of employees while minimizing cost. Equipment required for a medical accommodation would be prioritized. Managers should contact their HR Business Partner for guidance.

  • Is an employee covered by WCB if they're working from home?
    Yes. As long as the employee is performing authorized duties in an authorized location during authorized hours they are covered by Worker's Compensation Board (WCB). It is important for managers to always confirm with employees that safe work procedures are known and followed, and the employee is properly equipped.

  • Can employees work remotely from a location outside Saskatchewan?
    Managers should be aware that WCB coverage may not extend to employees working remotely outside the province.  Managers should contact their HR Business Partner Team for advice.

  • If an employee experiences a safety incident while working from home, should they fill out Form 101?
    Incidents that occur at home during the course of work can be submitted on Form 101 through the Incident Reporting and Investigation App in PSC Client on any internet connected device. Investigations may be conducted between employee and manager via email, telephone and Skype. See OHS Incident Reporting and Investigation (818).
 

Redeployment

  • Which ministry pays a redeployed employee's expenses?
    When employees are redeployed, their home ministry will cover all salaries and expenses. Ministries are to code expenses to the COVID-19 Pandemic Code #902117 and track these expenses. If reimbursements are required, this will be done when the pandemic response is over.

  • When employees are redeployed, who covers employee's salary?
    The home ministry will cover employee salaries when employees are deployed. The Public Service Commission is tracking the start and stop dates for all deployments and if reimbursements are required, they will be dealt with at the end of the pandemic response.

  • Is government planning to move employees around to different jobs because of COVID-19?
    Yes. Government has already begun moving employees who are available to meet the increased demands for critical public services.

  • Can employees be re-assigned other duties?
    Where operational considerations warrant, employees may be assigned other duties.

  • If assigned other duties, how will employees be compensated?
    If the assignment is at a higher level, the appropriate provisions for TAHD or Out-of-Scope temporary substitution apply. If the assignment is a lower level, the employee will continue to be paid their regular salary.

Out-of-Scope - Updated

  • Will Out-of-Scope employees be paid overtime if required to work additional hours as a result of the pandemic?
    Overtime for out-of-scope employees has not been pre-approved. Decisions to authorize out-of-scope overtime will be dealt with on a case-by-case basis. Approval of the Chair of the Public Service Commission and the Deputy Minister to the Premier is required. 

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Employee Programs and Services

  •  Is there any mental health information I can use to help manage the emotional impact of COVID-19?
    These resources are from Morneau Shepell, our Employee and Family Assistance provider. Share this information with employees, co-workers and family. 
  • Can I still access the Employee and Family Assistance Program?
    Yes. It's important that we also make our mental health a priority right now. Contact EFAP if you need support. 


Contact information

Employees can contact their managers with questions.

Managers can contact their Human Resource Business Partner.


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