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April 1, 2003
Severe Acute Respiratory Syndrome (SARS)
The purpose of this memorandum is to assist you in dealing with situations
that are occurring as a result of the increase in the number of reported cases
of Severe Acute Respiratory Syndrome (SARS). The Occupational Health and Safety
of our employees remains our primary concern and we are currently working
closely with Health Canada and other federal departments to ensure that we are
all being kept up to date as more information becomes available.
You may have employees in Ontario or other parts of the country who have been
in close contact with a probable or suspected case of SARS or have travelled to
areas where SARS transmission is occurring and who wish to voluntarily isolate
themselves. In such cases, and subject to management's approval, employees
should be granted leave with pay for the period of isolation. If illness ensues
during the quarantine period, employees will be expected to utilize sick leave
in accordance with their collective agreements. Employees who are returning from
travel to areas where cases of SARS have been diagnosed should contact their
manager prior to returning to the workplace.
We realize the seriousness of this issue and encourage managers to consult
the Health Canada website and their departmental occupational health and safety
coordinators in order to determine the appropriate course of action when dealing
with employees in the above-mentioned situations.
Some employees have requested that protective facial masks be provided to
them as a precautionary measure. At this time, Health Canada advises that no
additional protective equipment is required when dealing with persons who are
not exhibiting the symptoms of SARS.
When dealing with employees who are expressing concerns and are requesting to
be re-assigned, we encourage you to do so if operationally feasible. However,
where reassignment is not an option, and the employee continues to be concerned
about their health and insists on wearing a mask, they should be allowed to do
so. Another possible solution that could be considered by management is the
option of telework.
Finally, in the event that an employee refuses to work, the refusal must be
handled in accordance with the Canada Labour Code, Part II.
Health Canada is issuing updated health and travel advisories, as well as
questions and answers. We encourage you to consult on a regular basis their
website at the following address: www.hc-sc.gc.ca.
We will keep you informed as more information becomes available. If you have
any questions, please contact Catherine Manion Lewis, Acting Director, Safety,
Health and Employee Services Group, Human Resources Management Office, Treasury
Board of Canada, Secretariat. She can be reached at (613)957-2523 or by e-mail
at the following address: ManionLewis.Catherine@tbs-sct.gc.ca.
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