The Professional Institute of the Public Service of Canada
The Professional Institute of the Public Service of Canada
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General COVID-19 FAQs

What are the employer's responsibilities and my rights in the workplace?

It is the duty of the employer to take all the necessary precautions to make the workplace a safe environment. The employer must provide employees with the necessary information, training, and supervision to perform their job safely.

All employees in Canada have the right to

  • know about health and safety matters
  • participate in decisions that could affect their health and safety
  • refuse work that could affect their health and safety and that of others

For more information, visit the Canadian Centre for Occupational Health & Safety website.

If I am a worker exposed to COVID-19 at work, what should I do?

Our members maintaining critical services are making great efforts to protect Canadians. We are proud of them. Any critical worker who contracts COVID-19 in the workplace should contact their health and safety committee to file a workplace injury report. If you are unsure how to proceed in this case please contact us.

Have there been changes to my health plan?

Many health insurance plans are making temporary changes to their policies to allow for greater flexibility during the COVID-19 pandemic. Note that these temporary changes are in effect until further notice.

PIPSC members should visit the website of their insurer for information on any changes to coverage.

You can find more information about your health plan on your group page.

Can I access my Employee and Family Assistance Program (EFAP) for counselling support?

Most PIPSC members with federal, provincial or private employers have access to an Employee and Family Assistance Program (EFAP). Your EFAP provides counselling, referral services and sometimes other specialized support. All services are confidential and free. 

It’s okay to not be okay. We are all facing this challenge together and the EFAP is one more tool to support you. We encourage you to use it – learn more about your specific EFAP now.

Core Public Administration

Information for Government of Canada employees: Coronavirus disease (COVID-19)

Should I be working from home?

Government of Canada employees should abide by the instructions provided by their local health authorities. 

Only in the case that you are deemed critical should you be required to report to your worksite. Federal organizations must determine what to do in cases where telework is not possible, such as:

  • critical services requiring on-site presence
  • security limitations
  • other operational imperatives where there are no alternatives

If you are being instructed to return to the worksite but are not performing a critical service please contact us.

Which federal government services are “critical”?

The Treasury Board has responded to our request for a clear definition of “critical” services. 

“A critical service is one that, if disrupted, would result in a high or very high degree of injury to the health, safety, security or economic well-being of Canadians, or to the effective functioning of the Government of Canada.”

If you are deemed critical you may be asked to go to a worksite at this time. Telework should be arranged if possible in all cases.

Learn more here.

Can I refuse to work because my workplace is unsafe?

Like all workers, you have the right to refuse dangerous work. The nature of the pandemic is different across regions and workplaces, so the risk varies and some members provide critical services. Each case must be assessed individually, please contact us now for assistance with this evaluation.

I am a critical worker in the workplace, if I develop COVID-19 can I make a workers' compensation claim?

Depending on your province you may be entitled to compensation. If you are a critical worker and you are experiencing COVID-19 symptoms or have received that diagnosis, you should immediately:

Your diagnosis can be related to your work duties, especially if you work in health care. Our employment relations officers can provide guidance on what to expect from the workers’ compensation claim process.

If I am injured while working at home, can I make a workers’ compensation claim?

Yes. Workers' compensation coverage includes anywhere you are doing your work, even your home. If you are working from home and you experience an injury due to a hazard in your environment, during the course of your workday, you should immediately advise your supervisor in writing and indicate that you have a workplace injury.

If the injury occurs outside of work hours and unrelated to your duties, it would not normally be covered. When you notify your employer, it is important to include the time of the accident, location in your home and what you were doing when the injury occurred.

Your employer has a responsibility to complete the appropriate documentation and you should complete the provincial workers' compensation injured worker form. In our experience, the federal government practice is to delegate claims management to the provincial boards. Employees of the federal government are subject to the Government Employee’s Compensation Act (GECA), unless the employer assigns the authority to administer a workers' compensation claim to the provincial board. Please contact our EROs if you have difficulties navigating this process.

After exploring alternative leave provisions, am I able to use Code 699 “Other Leave With Pay”?

According to the employer, Code 699 “Other Leave with Pay” will only be available under exceptional circumstances and for temporary usage, after the following conditions have been examined:

  • the employee would otherwise be available for work
  • options have been explored for
    • Flexible work hours
    • remote or alternate work
    • paid leave, available through collective agreements

Managers need to examine individual requests relating to Code 699 on a case-by-case basis. For more information about leave provisions available, please visit the employer’s Covid-19 information page.

If I have COVID-19 and I am too sick to work, should I use sick leave or Code 699 “Other Leave With Pay”?

If you contract COVID-19 you should use your sick leave to isolate and recover. According to the employer, Code 699 is not a replacement for sick leave.

What should I do if my manager denies my request for Code 699 “Other Leave With Pay”?

If your request for Code 699 is denied it may need to be reviewed. Please contact us and provide us with the details of your case.

If I am suffering from symptoms of “long COVID” what kind of leave can I access?

We encourage members to first speak with their managers about what accommodations or leave may be used for each individual case.

Those who are suffering from symptoms of long COVID may have difficulty meeting the current requirements for the Public Service Disability Program if they do not have proof of a positive COVID test. In many regions, both PCR and rapid tests may be hard to access.

We are working with the National Joint Committee to ensure that applications for disability benefits for symptoms of long COVID will be carefully assessed by the provider.

If you are suffering from long COVID and having issues accessing the Public Service Disability Program or being denied accommodations from your manager, please fill out our COVID-19 help form.

What should I do if I have COVID-19 but I have exhausted my sick leave bank for the year?

In the unfortunate event that you have exhausted your sick leave you may, at the discretion of the employer, be granted an advance on your sick leave from the following calendar year.

Have there been changes to my dental plan?

The Public Service Dental Care Plan (PSDCP) and the Pensioners’ Dental Services Plan have temporarily extended coverage for eligible dependents aging out of the plan. To lessen the impact of COVID-19 restrictions on dental care, the eligible dependents of plan members will, in most circumstances, remain covered for certain treatment one year after the day in which non-emergency dental coverage is restored. Please see this website for more information.

I had to buy some office supplies to be able to work from home, am I entitled to reimbursement for these expenses

Employees should always seek prior approval before purchasing equipment for work.

The Treasury Board has directed departments to only reimburse equipment expenses that have been pre-approved by the appropriate manager. You must also provide receipts for the expense.

Additionally, for the 2021 and 2022 tax years, employees working from home due to the COVID-19 pandemic may be able to claim up to a maximum of $500 in home office expenses.

Other Federal Agencies FAQs

How should I proceed with requesting sick leave if myself or a family member has been impacted by COVID-19? Is there special bank time I should be using?

Currently, you should make this request directly to your supervisor as you would any other request for leave. 

Please contact us if you require support to manage sick-leave provisions or absence from the workplace.

How should I make a request for work from home accommodations?

All employees should abide by the instructions provided by their local health authorities. If your local health authority is advising that people should work from home wherever possible and your work can be conducted remotely, you should make a request with your supervisor. 

Should you require support please contact us.

Union Activities FAQs

Are union activities taking place?

The wellness of our membership is paramount. PIPSC activities and meetings will continue in accordance with local health authority guidelines. 

Meeting organizers will keep you informed about updated logistics of activities and meetings.

Is PIPSC requiring proof of vaccination for union meetings?

Proof of vaccination against COVID-19 is not required for union meetings.

However, if you are attending an in-person union event, you are required to be in accordance with all local health guidelines and the event venue’s guidelines. This may include vaccination.

Is my grievance or arbitration still moving forward in light of the pandemic?

Yes, your grievance or arbitration will still move forward. We will notify you if the process is delayed. In-person meetings at the Federal Public Sector Labour Relations and Employment Board (FPSLREB) have been postponed. Those affected will be notified. 

Published on 18 March 2020

The Government of Canada has announced an official global travel advisory: avoid non-essential travel outside Canada until further notice. This impacts your travel insurance coverage.

Travel benefits may be void if you decide to leave the country after these advisories have been announced.

The federal government has recommended Canadians currently outside of Canada to return as soon as possible and requires returning travelers to self-isolate for fourteen days. Government loans are available to pay for return travel arrangements. It is your responsibility to protect the health of your community. If you are not able to safely return to Canada, the government is urging Canadians to minimize contact with other people.

Most PIPSC members are covered by the Public Service Health Care Plan (PSHCP) or another private healthcare plan. These plans generally offer emergency travel benefits including out-of-country emergency healthcare and travel assistance. For travellers currently unable to return to Canada, the travel insurance has been extended. If you are:

  • currently unable to return to Canada
  • covered by PSHCP
  • departed Canada between January 18 and March 16

Your PSHCP travel insurance is extended until further notice.  If you cannot safety return to Canada and you departed between January 18 and March 16, you will remain covered. 

Many credit card providers also offer emergency travel medical coverage, trip cancellation, and trip delay insurance when the trip is purchased with the credit card. These benefits may cover the cost of returning to Canada in the event of a travel advisory. More information on these benefits can be found by contacting your credit card provider or by checking their website. The PSHCP and most private healthcare plans do not offer this coverage.

Carriers of the virus may never have any symptoms, but may still be a danger to others. Members returning to Canada from overseas, including the United States of America, should self-quarantine for fourteen days. This is critical to preventing the spread of the virus and protecting our healthcare system.

For more information on COVID-19 for PIPSC members visit our FAQs.
 

Published on 18 March 2020

As the government has moved to address the COVID-19 pandemic, the Treasury Board has repeated that some “critical” services must be delivered from the workplace. 

Government employers and media are using the term “essential” alongside “critical.” This has created confusion for members looking to understand how their managers are making decisions and how it will impact working conditions. 

Telework directives have not been applied universally or at the same speed across departments and agencies in the public service. This is extremely worrying for many since this will impact their health and safety, family life and overall well-being. Along with putting the greater community at risk.

PIPSC and other federal unions have asked the Treasury Board to clarify the definitions of the terms “critical services” and “critical staff.”

We’ve asked for clarification on how managers are to make staffing decisions based on these designations. The Treasury Board has agreed to address this in their upcoming directives. We will share this information with you as soon as it is available.

“Essential” and “critical” are not the same thing

The term essential service is used to describe the employees that must continue their work in the context of collective bargaining and potential labour disruptions. If a worker has been designated as essential in the past, it has no part in determining whether they must work from home or the workplace during this global pandemic.

What if I disagree with my manager’s decision to continue working in the workplace?

Some members have reported that they have been asked to continue their operations from their workplace but they think they could easily do the work from home. In other cases, members have been asked to go into the workplace to continue work they don’t think is necessary for critical government operations.

In these cases, if you cannot reach a resolution with your manager or supervisor please fill out our help form to be directed to our Labour Relations team.

COVID-19 HELP FORM

If you are asked to physically go into work and feel that the appropriate precautions aren’t being taken by the employer, you have the right to refuse dangerous work. The nature of the pandemic is different across regions and workplaces so the risk varies and some members provide essential services. Each case must be assessed individually, please contact us now for assistance with this evaluation: https://pipsc.ca/news-issues/information-members-regarding-covid-19-coronavirus/coronavirus-covid-19-help-form

Published on 18 March 2020

Along with the Canadian labour movement, PIPSC is calling on federal and provincial governments to provide immediate income support for workers impacted by the crisis.

“This is a time for solidarity and leadership,” said PIPSC President Debi Daviau. “We have to take care of each other through this pandemic and economic downturn.”

We are calling on the federal government to immediately increase EI to support all workers and families to cope with the COVID-19 crises:

  • Increase EI support to 80% of weekly wages under the current income cap.
  • Implement a $300/week minimum EI benefit.
  • Provide EI support to claimants immediately, as soon as the claims process begins, so they don’t go without funds.

We know that Indigenous communities already face higher levels of contagious illness compared to the Canadian population as a whole. We call on all levels of government to take quick action to ensure Indigenous communities have all the resources necessary to combat COVID-19.

We join the Canadian Labour Congress in calling on all governments and employers to take every step necessary to protect workers. These measures include:

  • Permitting flexible work arrangements, telecommuting, video and teleconferencing, ending non-essential travel, and postponing unnecessary meetings and events.
  • Providing paid sick leave under short-term disability and sick leave plans while maintaining drug coverage.
  • Providing 14 days paid sick leave for workers under prevailing federal, provincial and territorial labour standards to cover the quarantine period. 
  • Waiving any requirement for a doctor’s note to permit sick leave.
  • Prohibiting coronavirus testing as a condition of continued employment.
  • Working with Service Canada to take full advantage of the improved EI Work-Sharing Program to minimize layoffs.
  • Working closely with health and safety committees and unions to provide accurate and timely information to employees about accessing benefits and support.
  • Providing compassionate care and bereavement leave support to employees, as well as mental health counselling and support.

Specific to healthcare workers, employers should, among other things:

1. Provide an adequate supply of appropriate N95 respirators on hand as well as PAPR (for aerosol-generating procedures, e.g. intubation) and other personal protective equipment.

2. Conduct a risk assessment to determine all points of potential entry (and how to restrict them) and other points of potential exposure for workers (e.g. screening, triage, isolation rooms).

“As this situation evolves, many of our members, especially the ones in the healthcare sector like our nurses in northern and indigenous communities, will bear the brunt of responding to this pandemic,” said Daviau. “We are proud to represent members who will do everything in their power to keep Canadians safe and healthy.”

Learn more

These are exceptional circumstances and they call for exceptional measures.
 

Published on 17 March 2020

Update as of March 15 from the Treasury Board Secretariat: 

Managers are expected to consider telework for all their employees, at all worksites, and should work with them to identify an approach that is as flexible as possible while ensuring continued critical government operations and services to Canadians.  

Consistent with deputy head accountabilities, departments and agencies are asked to identify and determine how best to manage through exceptional situations (critical services requiring on-site presence; security limitations; or other operational imperatives for which no reasonable alternative to working on-site can be considered) that do not lend themselves to telework. 

Update as of March 14: 

PIPSC has been getting daily, sometimes hourly, updates from the employer and through our stewards and consultation teams.

President Daviau will continue to urge the Treasury Board to do everything in its power to ensure worksites are safe and the wellness of members is the top priority for those who are unable to telework at this time.

On March 13, Deputy Heads, Heads of Agencies (including separate employers), and Heads of Human Resources were asked to make arrangements to allow telework wherever possible. We expect this to take a number of days to arrange as this situation continues to evolve. It will likely be applied differently across departments and agencies due to the nature of their work.

Telework

The employer is striving to be as flexible as possible in leveraging all existing telework and alternative work arrangements in line with operational requirements.

President Daviau has raised concerns about access to VPN and the adequacy of IT infrastructure to support this change to work. We’ve been assured that the Treasury Board, Shared Services Canada and the Chief Information Officers are working to support remote work and prioritize network access tied to critical operations.

Leave

If you are in good health but are required by public health to self-isolate, please discuss telework with your manager. If telework is not possible, you will be granted leave with pay – under “other leave with pay (699 code)” as per your collective agreement.

Sick leave should be used in the case that you are ill. 

School closures

Ontario, Quebec, New Brunswick, and Manitoba have announced school closures, and more provinces might enact similar measures. If you are unable to arrange childcare, please discuss telework with your manager. If telework is not possible, you will be granted leave with pay -– under “other leave with pay (699 code).”

This provision will be available for the duration of any school closures and reassessed by the employer on April 10, 2020. 

Travel

You must declare your intent to travel to your manager and take all precautions advised by public health with regard to restrictions and self-quarantine. An official global travel advisory is in effect: avoid non-essential travel outside Canada until further notice.

Worksites

PIPSC is working closely with our stewards and consultation teams to ensure worksites are safe for members. If a possible or confirmed COVID-19 case occurs, our team is working quickly to ensure all members are safe and informed.

If you are working in a Public Services and Procurement Canada (PSPC) building and may have a possible or confirmed COVID-19 case, please immediately contact PSPC’s National Service Call Centre. A response plan will be put in place immediately.

Mental health

The wellness of our members is always important, but at times like these, stress may become overwhelming. The employer is preparing extra resources to support teams across the government. 

Contact the 24-7 Employee Assistance Program (EAP) or your departmental coordinator, access care through the Public Service Healthcare Plan (PSHP), or use the nationwide Specialized Organizational Services (SOS).

Union support

This situation is evolving and changing rapidly. PIPSC staff and stewards are able to support you if you have any concerns. 

We encourage you to contact a steward by email or phone if you require support. 

This is an evolving situation

This situation is constantly evolving, PIPSC will cooperate with the Treasury Board, and all our group employers, to make sure that we are consulted and you are informed of any changes.

We expect to learn more over the next few hours, days and weeks. We are committed to informing you as soon as possible.

PIPSC members can find our latest updates on COVID-19: https://pipsc.ca/covid19

Government of Canada updates on COVID-19: https://www.canada.ca/covid-19

Published on 14 March 2020

President of the Treasury Board, Minister Jean-Yves Duclos, announced on March 13 that federal employees will be allowed to telework as long as their job allows it. We are asking all PIPSC members to consult their respective managers to see how this new order applies to them.

For others whose presence at the workplace is vital to their job, we understand new directives will be sent out. Those still attending the work-site have been asked to self-monitor closely for any symptoms of the virus.

PIPSC and 14 other unions representing federal public servants called on the Treasury Board to take this action today. We are encouraged by today’s announcement. 

In a joint letter, the unions asked the Treasury Board to do its part to help “flatten the curve.” As per the Public Health Agency of Canada’s (PHAC) guidelines, social distancing and proactive self-isolation are key components to mitigate the risks associated with a widespread viral outbreak.

We’ve asked for leadership from the Federal Government to make it clear to all departments and agencies that employees are encouraged to proactively self-isolate.

Furthermore, it must be clear that:

  • Employees who self-isolate as per the PHAC guidelines and who are not able to telework are to be granted discretionary leave with pay in respect of circumstances not directly attributable to the employee. Such employees should not be forced to use personal leave, sick leave or go without pay if they are otherwise able to work.
  • To facilitate telework, departments and agencies must provide for teleconference and other virtual meeting options.

PIPSC will be meeting with the President of the Treasury Board in the coming days. 

We have been getting daily updates from across the government. And we are concerned that potential and positive cases of COVID-19 have not been adequately communicated to public servants. We are asking that management be provided with the tools needed to quickly enact plans for these situations. 

With the increase in teleworking, we are raising our concerns regarding access to VPN and the adequacy of the IT infrastructure to support this change to work. 

For PIPSC members outside of the federal public service

PIPSC President Debi Daviau has sent a letter to all employers with PIPSC members on March 13 to clarify leave options and has strongly encouraged them to arrange remote work wherever possible. 

We expect to learn more over the coming days and will inform our members as soon as possible. 

PIPSC members can find our latest updates on COVID-19: https://pipsc.ca/covid19

Government of Canada updates on COVID-19: https://www.canada.ca/en/public-health/services/diseases/coronavirus-disease-covid-19.html

Published on 13 March 2020

Each year on March 20, we join with francophones around the world to celebrate the importance, beauty and diversity of the French language and cultures!

As an organization representing thousands of French-speaking public servants, we strongly support a worker’s right to work in their language of choice. And we continue to advocate for language training in the federal public service.

In our recent submission on the proposed changes to the Official Languages Act, we advocate for:

  • the protection of both official languages, as well as indigenous languages
  • the rights of all workers to work in their official language of choice
  • the obligation to provide services in designated government offices in both official languages
  • the reopening of the Bilingualism Bonus Directive to better support the use of both official languages amongst federal government employees

We are, however, concerned that:

  • the federal government is failing to uphold bilingualism by not properly funding language training
  • tools used for the daily activities are not always available in both official languages
  • inequality in the evaluation of the second language abilities and language requirements on positions are leading to problems
  • lack of a coordinated, well-funded language strategy for the federal public service is having a negative impact on our members’ career opportunities

We are committed to not only celebrating, but protecting and fighting for the French language in Canada! In its diversity and richness - On célèbre le français!

Our Task Force on Official Languages leads this important work and they welcome any questions or comments at gtlo_tfol@pipsc.ca.

Published on 13 March 2020

The World Health Organization has declared COVID-19 a pandemic. Our staff has been assessing the situation on a daily basis and following recommendations laid out by all levels of government. 

We are closing PIPSC offices across the country, allowing most of our employees to work from home from March 16 until April 4, 2020. For the time being, some staff will attend the office for specific tasks. Staff have been prepared for this closure and have everything they need to continue their work. We will continue to assess the situation daily and take any further precautions as necessary. 

We are doing our part to limit non-essential travel and exposure to reduce the spread of COVID-19. All PIPSC union-related activities are postponed until further notice. This includes meetings, trainings and social events. If possible, we will replace meetings with teleconferences or web-conferences. Any travel for PIPSC-related activities is being cancelled at this time.

During this time, our staff are committed to supporting members and will continue to be available by email and phone. Mailboxes will be monitored. We continue to work hard on behalf of all PIPSC members.

During this stressful time, we want to thank PIPSC members for their cooperation – especially those working in the healthcare sector who are taking care of Canadians across this country.

Published on 12 March 2020

As you are well aware, Phoenix pay errors will impact many public servants this tax season. It is most important that you get the answers and compensation that you deserve.

You are entitled to $200 in compensation for tax advice if you have experienced a Phoenix pay issue in the last year. We encourage all eligible members to seek the professional support needed to deal with any Phoenix-related tax issues and claim that expense.

If you received a T4 that contains errors, the Canada Revenue Agency FAQs outline the actions to take.

If you have paid tax penalties that you believe are a direct result of Phoenix errors, you can submit a claim for compensation.

For more information on Phoenix, visit www.pipsc.ca/phoenix.

Published on 12 March 2020