Group: 400 - Personnel & Employees » AP 405 - COVID-19

AP 405 - COVID-19

Background

One of the three goals of Horizon School Division is to ensure a safe and caring learning environment for students and staff. Horizon School Division is committed to mitigating risks associated with COVID-19 and has developed this Administrative Procedure (AP) to ensure a safe return to the workplace for all staff.  

The procedures outlined below will continue to be adjusted as necessary following the direction of the Government of Saskatchewan. 

Procedures

1.  General Guidelines
1.1.  Employees are to maintain physical distance whenever possible in accordance with public health guidelines;
1.2.  Employees should engage in frequent handwashing and sanitization following recommended processes. Sanitization products in public or shared places will be provided by the school division;
1.3.  Employees are reminded to cough and sneeze into their elbow and avoid touching their face;
1.4.  Employees must wear masks:
    • in accordance with Horizon School Division's Re-Entry Plan; and
    •  as outlined in the most current Public Health Order.
1.5.  Personal Protective Equipment (PPE) is available for employee use. If additional supplies or equipment are required, employees are to make requests to their principal or direct supervisor;
1.6.  Employees shall limit physical contact with others and avoid close greetings such as handshakes;
1.7.  Employees are expected to keep workspaces clean and free from clutter and their own desk space clean and sanitized. Vangard, or a comparable product will be provided by Horizon School Division for sanitizing surfaces;
1.8.  Sharing food, drinks, and other personal items is to be avoided; and
1.9.  Employees shall not enter private residences or provide personal transportation to students.
2.  Guidelines for Illness
2.1.  Any employee entering a Horizon School Division facility has declared that they:
    • are not experiencing any COVID-19 symptoms as defined in 2.5;
    • have not been outside of the country in the past 14 days; and
    • have not been identified as a close contact of an individual who has tested positive for COVID-19.
2.2.  All employees will follow the directives outlined in the most recent Public Health Order available at www.saskatchewan.ca/coronavirus.
2.3.  Any employee who exhibits symptoms of COVID-19 is required to stay home. The employee must request their absence using Horizon School Division's absence management system and may contact Human Resources Services for further direction.
2.4.  All staff are required to return to their place of work. Employees who are unable to return due to an underlying medical condition or other issue are to consult with their principal/ direct supervisor and are required to contact Human Resource Services.
2.5.  All employees are expected to self-monitor for COVID-19 symptoms. It is recommended employees use the online Saskatchewan COVID-19 Self-Assessment Tool if they have concerns or show possible symptoms such as but not limited to;
    • Fever
    • Cough 
    • Headache 
    • Muscle and/or joint aches and pains 
    • Sore throat
    • Chills 
    • Runny nose 
    • Nasal congestion 
    • Conjunctivitis 
    • Dizziness 
    • Fatigue 
    • Nausea/vomiting
    • Diarrhea 
    • Loss of appetite (difficulty feeding for small children) 
    • Loss of sense of taste or smell 
    • Shortness of breath 
    • Difficulty breathing
2.6.  Employees are reminded of the Government of Saskatchewan's resources available on Saskatchewan.ca/coronavirus and horizonsd.ca.
2.7.  Employees are encouraged to take care of their physical and mental health. Below is a list of support numbers that employees can contact:
  • CUPE 4799 and Out of Scope – Employee Family Assistance Plan – 1-800-644-0326
  • STF Members – Members Family Assistance Plan offered by ComPsych 1-833-485-4245 or 1-800-667-7762. 
  • Mental Health – 1-306-786-0558
  • Canada Crisis Line: 1-800-668-6868 
  • SaskHealth Hotline: 811
3.  Guidelines for Care of a Family Member Due to COVID-19

In the event that an employee needs to be home with an immediate family member who has been directed by Public Health to self-isolate, the employee may request a General Leave with or without pay.
3.1.  The employee may be required to use all available and applicable leave options prior to accessing this leave (i.e.: Family Medical Leave, Personal Days, EDO, Vacation, etc.)
3.2.  If all the above leaves are exhausted, the employee may apply to Human Resource Services for a General Leave with or without pay.
4.  Guidelines for Absence due to COVID-19

An employee is entitled to Quarantine Leave when they are required by public health to self-isolate. This leave will be paid and will not be deducted from the employee's sick leave balance. Employees who contact 811 regarding symptoms or are contacted by Public Health related to COVID-19 and are given direction to mandatorily self-isolate must:
  • Record the date 811 was contacted or when they were contacted by Public Health.
  • Record the directions given by 811/Public Health;
  • Record the date of COVID-19 test, if required; and
  • Record the result of COVID-19 test, if required.
4.1.  Employees who have a diagnosis of COVID-19 from Public Health and may not return to work until a Medical Health Officer determines that they no longer pose a public health threat.
4.2.  Employees who are symptomatic and have been directed to receive a test for COVID-19 or are awaiting the results of that test.
4.3.  Employees who are identified by Public Health as a close contact of a person with COVID-19. A 'close contact' is defined by the Government of Saskatchewan.
Employees are required to enter/upload the above information in the 'Notes to Administrator' section of the employer's absence management system for the employee to be eligible for Quarantine Leave.

5.  Guidelines for International Travel 
5.1.  Staff who have Out-of-Canada travel scheduled are advised to cancel their travel plans.
5.2.  In the event that a staff member considers Out-of-Canada travel to be essential, they are to contact the Deputy Director of Education (or designate) prior to travel.
5.3.  Employees who have travelled internationally for non-essential travel and are subject to the 14-day mandatory self-isolation period upon their return to Canada, shall not have access to paid Quarantine Leave and/or Medical Leave.
5.4.  If an employee does not make arrangements in advance of travel for leave to cover the 14-day self-isolation period, the employee may be considered on an unauthorized absence.
6.  Guidelines for Work Refusal Due to COVID-19
6.1.  Section 3-31 of The Saskatchewan Employment Act states that an employee may refuse to perform any particular act or series of acts at a place of employment if the employee has reasonable grounds to believe that the act or series of acts is unusually dangerous to the employee's health or safety or the health or safety of any other person at the placement of employment until:
6.1.1.  Sufficient steps have been taken to satisfy the employee otherwise; or
6.1.2.  The Occupational Health & Safety committee has investigated the matter and advised the employee otherwise.
6.2.  An employee's right to refuse to perform work that the employee feels is unsafe as a result of COVID-19 will be contingent upon factors including (but not limited to) the following:
6.2.1.  The state of the COVID-19 in the employee's particular community and workplace at the time the refusal to work is being exercised.
6.2.2.  The age and health of the employee.
6.2.3.  The type of workplace where the employee usually performs their functions.
6.2.4.  The specific field of work and their normal duties or tasks.
6.2.5.  The measures adopted by the Horizon School Division to mitigate the transmission of COVID-19, including workplace hygiene and access to personal protective equipment (PPE).
6.2.6.  Whether or not another employee has been diagnosed with COVID-19.
6.2.7.  Whether the employee or the circumstances fall in one of the legislative exceptions to the right to refuse unsafe work.
6.2.8.  Any other factually relevant considerations in assessing whether there is a hazard, a risk, or a danger.
6.3.  If an employee has reasonable grounds to believe they have been asked to perform an unusually dangerous act, the employee shall notify their principal/supervisor, and the Deputy Director of Education (or designate).
6.4.  Following notification, the school Occupational Health and Safety Committee will investigate the concern and communicate the decision to the Deputy Director of Education (or designate).
 


Reference:      
 
December 7, 2020