Disclaimer

COVID-19 Resources

DISCLAIMER: The materials provided on clstcatharines.ca are for educational and informative purposes only, do not constitute legal or professional advice, and are not guaranteed to be accurate, complete or up-to-date.  You should not rely on the information herein without seeking professional advice. The COVID-19 Resources contains links to third-party websites, which are not under our control and Community Living St Catharines makes no representations or recommendations as to the accuracy of the information therein.  Use of and reliance on any information or materials provided on this site or any linked website is at your own risk.

The use of CLSC’s COVID-19 Resources is free to be used and duplicated.

Contact

 

Pandemic Response Team for CLSC Staff

Pandemic Response Team Hotline (905) 688 5222 EXT. 297

Please use this phone number for non-emergency help. This phone line will be answered by CLSC Pandemic Response Team

prt@clstcatharines.ca
Please use this email address to give feedback on this online guide or pose new non-urgent questions.

Ask a question   

Call 911 in case of:

Fire
Police
Medical Emergency

Or if anyone under care exhibits any of the following symptoms:

Difficulty breathing
Can’t keep fluids down (severely dehydrated)
Altered mental status

*** If you are a CLSC Staff Member reaching out to 911, please also call the Pandemic Response Team Hotline (905) 688 5222 EXT. 297 AND your supervisor afterwards keep them alerted of the situation. ***


 

 

 

 

Directives and Memos

RESPONSE GUIDE- COVID-19 SYMPTOMATIC RESIDENTS AND STAFF CLSC:

Response Guide COVID-19 Symptomatic Residents and Staff CLSC - JUNE 1 2020

OTHER DIRECTIVES AND MEMOS:

COVID-19 Update CEO Letter to Staff - APRIL 29 2020

Corporate Update to Families - MAY 3 2020

Corporate Update to Families - MAY 28 2020

Active Screening Protocol - MAY 22 2020

PPE Usage Guidelines - MAY 6 2020

Resuming Visits In Congregate Living Settings - JUNE 18 2020

 

Tools and Training

PERSONAL PROTECTIVE EQUIPMENT:

Properly Putting On (Donning)  and Taking Off (Doffing) PPE - May 26 2020

PPE USE:

Updated IPAC recommendations of when to use PPE - May 3 2020

HOW TO VIDEOS:

Putting On PPE - May 26 2020

Taking Off PPE - May 26 2020

Putting On a Gown - May 26 2020

How To Remove Disposable Gloves - May 26 2020

How to Wash Hands - May 26 2020

PREVENTION:

About COVID-19 - May 26 2020

Help Reduce the Spread of COVID-19 - May 26 2020

Know the Difference:  Self-Monitoring, Self-Isolation and Isolation for COVID-19 - May 26 2020

Cleaning and Disinfection for Public Settings - May 26 2020

Essential Staff - Self-Isolate While Working - May 26 2020

Droplets and Precautions - MAY 27 2020

TRAINING:

First Aid Protocols For An Unresponsive Person During COVID-19- Perri-Med FAQ - May 26 2020

FAQ

Select an item below to reveal more information. If you have a question and cannot find the answer below, please click here to email us a question.

1. SELF-ISOLATION

What does it mean to self-isolate?

  • Self-isolation means staying at home when you are sick with COVID-19 or have been exposed to someone who has contracted the disease
  • Avoiding contact with other people to help prevent the spread of disease to others in your home and community.
  • This is critical to “bend the curve” of disease spread.
  • Self-isolation also applies to anyone returning from travel outside of Canada whether or not they have symptoms of COVID-19.

2. MANDATORY QUARANTINE/ISOLATION

What if an employee shows up to work sick?

An order to remove oneself from any contact with others with possible legal consequences if that order is violated.

  • Employees who have flu-like symptoms or other signs of acute/severe respiratory illness, which include difficulty breathing, new cough or fever, should be sent home.
  • Refer the employee to the Ministry Of Health’s Online Self-Assessment to help determine if s/he needs to seek care

I'm not feeling well, what do I do?

An order to remove oneself from any contact with others, with possible legal consequences if that order is violated.

  • Stay home and self-isolate. If you are experiencing symptoms, including fever, new cough, difficulty breathing and other flu-like symptoms you should:
  • Self-monitor and inform your supervisor/manager.
  • Consult your primary health professional or Niagara Region Public Health.
  • The Ministry Of Health Online Self-Assessment can be completed to determine whether testing for COVID-19 is recommended. 
  • If an employee is ill and not presumed to be at risk for COVID-19, they should refrain from going to work for a minimum of 24 hours after the symptoms have stopped. Acute respiratory illnesses and Influenza can circulate at any time during the year and these infectious diseases may also put individuals at CSC at risk.

My co-worker wants to come to my house for a visit after work. We spend time together at work. Is there any harm in them coming for a visit?

  • Yes
  • The community (person to person) spread of Covid-19 is driven by human interactions.   If people continue to interact outside of their immediate families and in greater numbers, the greater the risk of exposure and infection from the virus.  Remember, your co-worker may not be showing symptoms of the virus, but they could still possibly be carrying the virus and could unknowingly infect members of your family.

How will I know if a worker is placed on mandatory quarantine/isolation

  • The employee should notify CLSC if the employee tests positive for COVID-19 and has been at work in the previous 14 days. Public Health authorities will notify CLSC.

My employee just called to say s/he has been traveling and can’t return to work. What’s next?

  • Employees who have traveled outside of Canada are asked to stay home and self-isolate for 14 days. You should tell them to follow this instruction and notify your supervisor, manager or director.

Can CLSC require an employee to advise if s/he has been diagnosed with COVID-19?

  • No.
  • Human rights case law has generally held an employer is not entitled to ask for an employee’s diagnosis.
  • In the present circumstances it may be reasonable to ask the employee to disclose a diagnosis of COVID-19 due to the risk of transmission.
  • We will find out if an employee has tested positive because public health authorities will be notified of all individuals tested and the results. Public Health investigates such cases and will notify the employer if the employee has had contact with the workplace in the 14-days prior to diagnosis.
  • The employer is not permitted to ask an employee the results of the test, only if s/he is capable and fit to return to work. In the circumstance of a positive result, the employee would be placed on mandatory quarantine by public health authorities.

Can an employer require an employee to advise if s/he has been in close contact with someone diagnosed with COVID-19 or traveled recently to an affected area or outside of Canada?

  • Yes.
  • CLSC has implemented both active and passive screening protocols based on advice from Niagara Region Public Health.
  • As part of the screening protocol, we ask that employees disclose if they have been in close contact with someone diagnosed with COVID-19.
  • Similarly, an employee is required to disclose recent travel history. 
  • Canada Border Security Agency officers are screening people upon return to Canada at international airports.

 


3. COMPENSATION FOR TIME OFF DUE TO COVID-19

Questions about sick pay, paid and unpaid leaves and vacation days?

  • Employees are encouraged to contact the HR department to discuss and/or seek clarification regarding their specific circumstances and benefits.

If an employee must be away from work due to quarantine for COVID-19, is the employer under a legal obligation to pay the employee while s/he is off work?

  • No.
  • There is no legal obligation to continue an employee’s pay if s/he is unable to attend work due to illness or quarantine, unless a workplace policy or collective agreement provides otherwise.
  • However, these are unique times and employment provisions are being reviewed by Federal/Provincial governments.
  • Depending on the circumstances, the employee may be able to access short-term disability benefits if available, or Employment Insurance.

4. REFUSAL / RELUCTANCE TO WORK

What if my employee expresses a concern about coming to work because of an underlying medical condition that puts them in a high-risk category?

  • The Public Health Agency of Canada suggests there is an increased risk of more severe outcomes for Canadians who are over the age 65, with compromised immune systems and who have underlying medical conditions. All employees should be aware of the preventative and protective measures implemented across CLSC, including the screening protocols in place, to ensure such risk is being mitigated. CLSC is following the recommended infection, prevention and control measures provided by experts including the Infection Prevention and Control Committee of Canada (IPAC), the World Health Organization, local and provincial public health agencies.

Can an employee refuse work due to a fear of contracting COVID-19?

  • Yes, in some circumstances. This is a very complex issue in our sector.
  • Employees supporting people with developmental disabilities have a limited right to refuse work where hazard is inherent in their work or where refusal of work would potentially endanger the life of another person.
  • Please refer to the CLSC’s Occupational Health and Safety Right to Refuse Work policy.

5. OTHER RETURN TO WORK SCENARIOS

I am not COVID-19 positive but I was having symptoms and stayed home. I’m feeling better, can I come to work?

  • An employee can return to work if s/he is free from symptoms for at least 24 hours and has not been advised by Niagara Region Public Health or their primary health care professional to stay away from the workplace.

Is there childcare support for families who have to work?

  • Yes
  • Now there is emergency childcare (children under 6) for essential workers and staff working in developmental services are eligible for emergency childcare.  You can find out more information at the Niagara Region website:  Emergency Child Care

I was off for an illness unrelated to COVID-19, can I come to work?

  • Yes.
  • Provided the employee is symptom free for 24 hours and, in the event of travel outside of Canada, completes the 14-day self-isolation period.

I was diagnosed with COVID-19 but I’m feeling better, can I come to work?

  • Not until you are no longer a risk, as determined by Pandemic Response Team in collaboration with the Niagara Region Pubic Health.

6. MANDATORY TRAINING

What are the First Aid Protocols for an Unresponsive Person during COVID-19?

  • Perri-Med (First Aid & CPR Training) recommends that if a patient's heart stops, and the First Aider is concerned they may have had respiratory symptoms, it is at the First Aider's discretion to perform or not perform mouth-to-mouth breaths based on personal preference. Compression-Only CPR can be preformed until help arrives, call 911 first.

 

Do employees still have to attend in-class mandatory training?

  • No.
  • In-class mandatory training is postponed until further notice.
  • Employees whose in-class mandatory training has expired will not be placed on a leave of absence at this time.
  • However, employees are expected to keep up to date with online mandatory training.

 


7. SUPPORTING PERSONS IN SERVICE AND PROGRAMS

My staff has informed me that a person in service is ill. Now what?

  • Advise employees to follow usual protocols.
  • Provide them with protective equipment.
  • Provide guidelines regarding employees’ responsibility to separate the person from others in service and to seek medical attention through primary care professionals and Niagara Region Public Health on next steps.
  • Update your team, your supervisor AND the Pandemic Response Team regarding any advice from medical professionals.

Should individuals be going home to families for visits during this time?

  • For the protection of the people supported, their families and CLSC staff, visits with families have been postponed.  All sites have been provided a Tablet and are encouraged to arrange virtual visits and phone calls with families at this time. 

SOR report to the Ministry

An SOR is required if someone in our care has been diagnosed with COVID-19.

Follow the normal process for serious occurrence reporting.


8. INSURANCE POLICY COVERAGE

Question about insurance benefits?

  • Employees are encouraged to contact the HR department to discuss and/or seek clarification regarding their specific circumstances and insurance benefits.

9. MEETINGS

Should employee meetings still be held?

  • In-person meetings should be limited as much as possible in accordance with provincial directives.
  • If needed, two metre distance should be maintained between attendees.
  • Meetings should be held virtually.

Additional Resources

COVID-19 Info - May 26 2020

About COVID-19 - May 26 2020

COVID-19 Self-Assessment - May 27 2020

Help Reduce the Spread of COVID-19 - May 26 2020