COVID-19

This page is dedicated to providing updates and resources for CUPE Local Unions in Saskatchewan during the COVID-19 outbreak to ensure members remain safe, take necessary precautions and have the support of their union. 


LATEST PROVINCIAL GOVERNMENT ISSUED MEASURES:

The Government of Saskatchewan declared a provincial State of Emergency on March 18, 2020 – giving the government broad powers to address the COVID-19 pandemic.

The following measures are effective immediately:

WHAT’S NEW: Saskatchewan is in Phase 4, Part 2 of its re-opening plan. Limits on indoor public and private gatherings have now been increased to a maximum of 30 people effective June 29.

Exceptions are provided where two metre distancing between people can be maintained, such as: settings and workplaces where people are distributed into multiple rooms or buildings, and a critical public service or allowable business service.

The Public Health Order clarifies:

“In the event that a critical public service or allowable business service is unable to maintain two metre distancing, other measures such as self-monitoring of personal health or supervision by Infection Prevention and Control Officers or Occupational Health and Safety in the workplace shall be applied.”

Saskatchewan began implementing its five-phase Re-Open Plan, which will gradually and slowly lift selected restrictions related to the COVID-19 pandemic. The Plan became effective with Phase 1 on Monday, May 4, 2020; Phase 2 effective on May 19, 2020, Phase 3 effective on June 8, 2020 and Phase 4 – Part One effective on June 22, 2020; and Phase 4 – Part Two effective on June 29, 2020.

WHAT’S NEW:  Phase 4, Part 2 of Re-Open Saskatchewan begins on June 29, 2020. 

 


WHAT’S NEW:  The government will not accept applications after September 1, 2020. 

The Government of Saskatchewan has introduced a temporary wage supplement for lower income essential workers. The supplement consists of a flat $400 per month benefit for up to 16 weeks (March 15 to July 4) for each eligible worker. The supplement is for workers helping Saskatchewan’s vulnerable citizens through the COVID-19 pandemic and who earn less than $2,500 per month and make less than $24.00 per hour at an eligible facility.

CUPE Saskatchewan has developed a one-stop, one-page Quick Guide to assist CUPE Local Unions with informing members about this important temporary income support program and how to apply.

VIEW THE GUIDE:

The direct link to the program: www.saskatchewan.ca/wage-supplement-program

Update to program effective June and July, 2020:

In June, the STWSP expansion included workers at unlicensed assisted living facilities and the owner/operator of an approved private-service home or unlicensed family child care home. It was also expanded to remove the low income criteria for those working at licensed personal care homes and designated special-care homes.

The wage supplement will be provided to only one eligible owner/operator of an approved private service home or unlicensed family child care home.

The expansion announced on July 30th removed the income criteria for those working at integrated health care facilities.

Applications will be accepted until September 1, 2020.


 

GOVERNMENT RESOURCES:

 

CUPE SASKATCHEWAN RESOURCES FOR LOCALS:

 

CUPE NATIONAL RESOURCES FOR LOCALS:

Click for Information Resources from CUPE National
Income supports for workers during the Coronavirus pandemic (Updated AUGUST 25 2020)
Canada Emergency Response Benefit: Q&A (Updated: AUGUST 24 2020)
General occupational guidelines for COVID-19
COVID-19 Fact Sheet
CUPE will be posting updates as they become available on the CUPE National website at: www.cupe.ca/covid-19
WHAT'S NEW: Sector-Specific Guidelines Now Available to assist CUPE Local Unions
CUPE National Health and Safety staff have developed a series of sector-specific guidelines to assist CUPE Local Unions with implementing effective controls to prevent workplace exposure to the virus which causes COVID-19. These guideline documents are not considered final and are subject to amendment as new information about the nature of the disease and the best practices for infection prevention and control become available.
The following sector guidelines are available:
Child Care | Guideline Updated: June 10
Energy | Guideline Updated: June 10
Health Care and Long-Term Care | Guideline Updated: June 2
K-12 Education | Guideline Updated: June 2
Libraries | Guideline Updated June 2
Municipal | Guideline Updated June 2
Post-Secondary (Universities) | Guideline Updated June 2
Social Services (CBO Sector) | Guideline Updated: June 2

 

FAQ – Find the answer to frequently asked questions CUPE members may have in Saskatchewan. Click on the question to get the answer. 

Questions
Do I have to take Employment Insurance (EI) if I get laid off or can I use my vacation and banked time?
My employer is requiring me to use my vacation but I don’t want to – what happens?
What happens to my vacation hours? Do they just pay them out?
I work another job.The Employer is saying I need to make a choice between which one I keep?
Is the employer required to provide me with layoff notice as a result of the business closure?
Do I have to go to work if I feel unsafe?
My co-worker may have the coronavirus – what do I do?
I think I might have the virus – what do I do?
Do I still get paid if I am unable to come to work when the employer tells me to stay home but I’m not sick?
Can I just use all my sick time – even though I’m not sick?
If we have a collective agreement in place – don’t they have to follow it?
What are some of the income protections I keep hearing about?
How do I apply for E.I. or CERB?
Can I use my seniority to bump others? Can I transfer my seniority?
Can I apply for early retirement?
What happens if I need to stay home to take care of my kids? Do I need to use my vacation?
I am a casual working in group homes. Can I work in more than one home during the pandemic?
I have positions in long term care and a group home setting. Should I take a leave from one job so I don’t cross contaminate? Does my employer need to grant me a leave? Will it be paid?
Can the employer change my job duties or reassign me if my position is no longer needed?

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