April 9, 2020

Home Care COVID-19 Frequently Asked Questions

 Home Care COVID-19 Frequently Asked Questions
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  • I have a compromised immune system and/or someone I live with has a compromised immune system. Do I have to continue going into clients’ homes? If not, should I ask to be laid off, or will we be using sick time or unpaid leave, or something else?
  • You will not necessarily be put off work for a compromised immune system (or if you have a family member who is compromised), however, your employer will have to consider any documentation put forth by your doctor that highlights any limitations you may have and put in place any necessary accommodations when possible. If your employer cannot accommodate your limitations, then a leave may be necessary. You may be eligible for a paid leave under the new CERB program, so please check with Service Canada to determine your eligibility.

 

  • If one of my clients’ tests positive, am I still expected to go into their home to deliver care?
  • Yes, provided that the employer has provided you with the proper Personal Protective Equipment (PPE), you are still expected to provide service to your client.

 

  • When I go into clients’ homes, they often have family members stop in to visit unannounced. Can this be stopped?
  • The protocol makes it clear that, unless having a family member in the room is necessary to provide the care, the expectation is that there should be no one else in the room except you and the client when you are providing service. If the family member refuses to leave, you must leave the house and contact your manager.

 

  • Some of our clients have dementia. How can we be expected to effectively use the screening tool with these clients?
  • If you believe the client is not capable of providing the information necessary for you to properly assess the need for PPE, you must ensure that you have the proper PPE to work with someone who could have the virus. Do not provide service without the proper PPE.

 

  • What kind of PPE does our employer have to provide to us?
  • The employer has the PPE outline in the Point of Care Assessment.

 

  • Do they only need to provide us with PPE if we know a client is sick?
  • The employer must ensure that you have access to the PPE determined necessary by the Point of Care Assessment.

 

  • What should be included in our kits?
  • Currently we understand that the kits would be contain, masks, gloves, eye protection, gowns and instruction on proper PPE use. Additionally, workers must be supplied with hand sanitizer or hand soap and towels.

 

  • Are PPE kits safe for us to handle? (Have they been packaged in a sanitary way?)
  • We do not have information on the packaging of the kits. Members should wipe down any items they receive before use.

 

  • Are the agencies discontinuing non-essential visits (i.e. light housekeeping and respite visits)?
  • There has been no clear directive from the Department of Health & Wellness to suspend a particular type of service. Some agencies have reduced or suspended some services, others have not. The union continues to advocate for the suspension of non-essential services with government.

 

  • Will we continue to be paid our full-time/regular hours even if light housekeeping and respite visits are temporarily discontinued?
  • Yes, all visits suspended due to COVID-19 would be paid.

 

  • Can you be disciplined for refusing overtime?
  • There is an expectation to adhere to current collective agreement language regarding OT. However, if you are refusing a particular visit based on the Occupational Health and Safety regulations, that is different than refusing to work OT.

 

  • My child’s daycare/school has been closed and I am having difficulties arranging alternative childcare. What should I do?
  • You should speak to your manager and see if the employer can make adjustments to your schedule to meet your childcare needs. If there is no way to do so, you may need to request a leave of absence. You may be eligible for a paid leave due to childcare reasons under the new CERB program so please, check with Service Canada to determine your eligibility.

 

  • What should we do if we have reason to believe a client is not following COVID-19 guidelines regarding social distancing, self-isolation etc…?
  • If you believe the client is not following COVID-19 guidelines, you should report this to your supervisor and ensure that you have the proper PPE to work with someone who could have the virus. Do not provide service without the proper PPE.

 

  • Shouldn’t home care workers be assigned to only specific clients at this time, and not have multiple workers going into homes?
  • The union is continuing to advocate for this with the Department of Health & Wellness and has sent this recommendation to Continuing Care.

 

  • If I am experiencing symptoms of COVID-19, what should I do?
  • You need to contact your supervisor and advise them you have COVID-19-like symptoms and call 811 for direction from Public Health.

 

  • How will I be paid when I am awaiting testing and results?
  • If you have been put off work because you have been in close contact with a person with COVID-19 and are now awaiting test results, your employer should continue your pay if you are in self-isolation.

 

  • What happens if I test positive: how will I be paid, then?
  • If you believe that you contacted COVID-19 in the workplace, request your employer file a WCB claim. You can also contact WCB at 1-800-870-3331. If you believe you have contacted COVID-19 from a non-work related contact, you should request a continuance of pay from your employer if denied requested sick leave.

 

  • Will we be forced to be redeployed to other employers or into long-term care facilities?
  • The Good Neighbour Protocol makes redeployment to a different employer is voluntary.

 

  • If we volunteer to work elsewhere, will we still work for our normal employer in-between these other shifts?
  • No, you will not be going back and forth between the two sectors.

 

  • If we volunteer to be redeployed to a long-term care facility, will we be working their shifts or ours?
  • You would be working a shift that meets the operational needs of the facility, but you should be made aware of what that is before you commit to being redeployed.

 

  • Will employers be using Casual workers to help fill shifts?
  • Casual workers will still be offered shifts in locals that have Casuals in their collective agreements.

 

  • If one of our clients contracts COVID-19, could they try and blame/sue us for infecting them?
  • No.

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