In collaboration with its parliamentary partners, the Service continues to closely monitor the rapidly evolving COVID-19 situation. We are committed to the health, safety and well-being of our employees while remaining dedicated to providing services to parliamentarians, recognizing that we need to be flexible in how we deliver these services. We know there’s a lot going on, but we’re committed to keeping you informed and giving you the support you need. The Service will continue to follow government recommendations and continue to act responsibly to slow the spread of the virus.
This page will be updated as new information becomes available.
Government of Canada Public Health Agency
Centre intégré de santé et de services sociaux (CISSS) de l’Outaouais
In support of direction from public health authorities, we are trying to minimize the number of employees coming to work. Although activity levels have dropped, the Service’s primary concern remains the physical security of the Parliamentary Precinct. The Service continues to secure Parliamentary Precinct buildings, all of which remain open until further notice. For emergency support, the Service can be reached at 992-7000. Please note that staff will be asked to sign in when entering buildings, as per normal practice during silent hours.
In support of guidelines from public health authorities, we are trying to minimize the number of employees coming to work. Telework or other arrangements should be discussed with your manager/supervisor. Working at the office because of personal preference is no longer an option.
Employees who cannot perform their duties from home or do not have access to the network may consider pursuing some online training or working on an appropriate special project (policy review, performance evaluations, work procedures, process review, etc.). They may consult with their manager/supervisor for further ideas on how to manage these unique situations.
The Service recognizes the importance of supporting the mental health of its employees navigating this rapidly changing environment. Employees are encouraged to seek the help they need by contacting Homewood, our Employee and Family Assistance Program (confidential service): 1-800-663-1142 | TTY: 1.888-384-1152 | International (Call Collect): 604-689-1717. In addition, Homewood offers an online Cognitive Behavior Therapy (CBT) called i-Volve. CBT is a therapeutic approach scientifically proven to help reduce symptoms of anxiety and/or mild depression. I-Volve can help change and adapt the ways in which we think, feel, and react during anxious scenarios and situation by identifying, challenging and overcoming anxious thoughts, behaviors and emotions. We encourage you to help maintain psychological, emotional and social stability as best as you can; look for ways to stay busy and active during COVID-19.
Check out these mental health tips for working from home.
The Service is collaborating with employees that have disclosed their vulnerability to limit their physical presence in the workplace. In order to properly support employees who are vulnerable, it is important for the Service’s employees to report to their manager or supervisor if they fall within any of the identified groups. The information disclosed to manager or supervisor will be kept strictly confidential and the details of a diagnosis do not need to be disclosed. However, the Labor Relations, Health & Wellness Accommodation Team may seek medical clarification in certain circumstances and will discuss with the employee should this be the case prior to making arrangements.
Now and always, stay home if you are sick. If you are exhibiting symptoms consistent with those of COVID-19, regardless of whether you have traveled or not, you are asked to stay home and contact your health practitioner and local health agency. In this case, regular sick leave considerations apply. Please be sure to keep your manager/supervisor informed of your situation. Employees are to follow the advice and guidance being provided by PHAC. Physical distancing and proper hand hygiene continue to be the best methods to stop the spreading of germs.
Rest assured knowing that the cleaning products and disinfectants supplied by the Service are of hospital grade. We cannot emphasize this enough: to the Service continues to only turn to the best available products that are guaranteed to be effective. Please keep in mind that if these products meet the requirements of hospitals which operate in environments where risks of contagion are greater, we feel their use in our workplace is a testimony of the precautions we are taking to ensure the health and safety of our workforce. In addition to routine cleaning, surfaces that are frequently touched by hands should be cleaned and disinfected by staff at least twice per day (beginning/and end of each shift) and of course, when visibly dirty. Please follow these cleaning procedures and recommendations:
5 healthy hygiene tips - Canadian Centre for Occupational Health and Safety Myth busters - World Health Organization
If you think you have COVID-19 symptoms or have been in close contact with someone who has it, use this self-assessment tool to help determine how to seek further care.
If you are not able to report to work as a result of the COVID-19 situation, the examples and table below show the leave types that are in place. Please note that there are different leave codes for those who are paid by the House Administration (the majority of our employees) and the Senate Administration (former Senate Protective Service employees). The Senate Administration has created a specific leave code for the Pandemic.
Employees must discuss these leave options with their manager/supervisor, as other leave with pay will be granted on a case-by-case basis. Generally, the expectation is that for normal leave reasons, normal leave allocations must be exhausted (sick leave and family related leave not related to COVID-19) prior to using any special or other leave codes. Employees also have the responsibility to ensure ongoing communications with their manager/supervisor throughout the time they are away from the workplace.
Q: I am in an essential job, am fit and available to work – will I be required to report for every scheduled shift?
A: Operational requirements are evaluated on a daily basis to ensure effective protective posture and to minimize reporting to work as much as possible. As such, you may not be required to physically report to work. In such situation, please discuss with your manager/supervisor whether there is anything you can do from home. If not, you will be granted leave with pay for other reason.
Q: Do I have to be available to report to work for the duration of my original shift?
A: When you call in, as per previous instructions, you will be advised whether you are considered as working from home, in those situations you are expected to remain available to report for the duration of your shift.
Q: Do I received shift/night and weekend premiums while working from home in these situations?
A: Yes, as the time considered “time worked”, you will continue to receive evening and weekend premiums, as well as a “firearm” and “lunch-hour” premiums, for those to whom they apply. You would continue to receive “firearm” or “lunch-hour” premiums, on a monthly basis, in accordance with collective agreement.
Q: Do I receive shift/night and weekend premiums while on leave with pay for other reasons?
A: For the shift or weekend premiums to be earned, the hours must actually be worked. Therefore, for any period of leave with pay for other reasons, as for any other leave, no premiums will be earned. You would continue to receive “firearm” or “lunch-hour” premiums, on a monthly basis, for those to whom they apply, in accordance with collective agreement.
Q: I was initially scheduled for work on a Designated Paid Holiday (DPH) but am no longer required due to a reduced posture. Will I receive premium compensation for the shift for which I am not required to report to work?
A: All employees who aren’t required to report to work on a DPH will be given the day off on statutory holiday, in accordance with their collective agreement, and leave with pay for other reasons will be granted for any hours necessary to balance the duration of their shift and the value of the DPH. Unlike daily situations, you are not expected to be available to report, and if so required, will be compensated in accordance with the rates for work on a DPH, as per your collective agreement.
Q: I am unable to report for a shift due to illness or injury unrelated to COVID-19, does the leave for pay for other reasons automatically apply to me?
A: All requests for leave with pay for other reasons are to be considered on a case-by-case basis, in situations when the illness or injury are unrelated to COVID-19, normal sick leave provisions apply. Please discuss with you manager/supervisor your circumstances and whether advancement of sick leave or leave without pay may be granted.
Q: I am unable to report for a shift due to childcare obligations unrelated to daycare closures as a result of COVID-19 (for example, but not limited to, babysitter cancelling), does the leave for pay for other reasons automatically apply to me?
A: All requests for leave with pay for other reasons are to be considered on a case-by-case basis, in situations when the situation is not directly related to COVID-19, normal Family Related Leave provisions apply. Please discuss with you manager/supervisor your circumstances and whether vacation leave, leave without pay, or shift exchange may be feasible.
|Situation||Type of leave|
|You are sick||Sick leave – uncertified (210) or after consultation with your supervisor, Other leave with pay (699 or Pandemic), if your sick leave has been exhausted.|
|You are taking care of a sick family member||Family leave (420) or after consultation with your supervisor, Other leave with pay (699 or Pandemic), if your family leave has been exhausted.|
|You are taking care of children due to school or daycare closures||If you cannot work from home (even in limited capacity), Other leave with pay (699 or Pandemic)|
|You are self-isolating for any reason, but can work from home||Work from home, no leave applies|
|You are self-isolating further to advice from a public health official or further to a consultation with your manager/supervisor, and cannot work from home||Other leave with pay (699 or Pandemic)|
Self-isolate when you have been diagnosed with COVID-19 or when local public health authorities have identified you as a close contact of someone diagnosed with COVID 19. Self-isolation means limiting contact with others.
Considering the limited number of employees working per day, all employees who must report to work but who do not have a designated PPS parking pass are strongly encouraged to contact their managers/supervisors for information on how to access parking.
Both the Senate and the House of Commons gym facilities will be closed until further notice.
In an effort to support employees during the COVID-19 crisis and optimize this period as well as the continuous shifts in operating postures, the Service is pleased to offer online, web-based training for all employees using a phased in, step-by-step approach which will enable us to be more agile and ensure that all employees will benefit.
Here's a glimpse of how the new learning strategy will unfold:
Report an emergency or suspicious behaviour to 613-992-7000 or 911
Report an emergency or suspicious behaviour to 613-992-7000 or 911