GENERAL

Q: Which Human Resources services are available during the COVID-19 closure?

A: With the exception of certain tasks, all functions performed by Human Resource Services are still available to the Dawson community. When deemed necessary, or in the event of an urgent staffing need, positions will be posted and interviews will be conducted using videoconferencing tools. Human Resources will do its best to follow regular practices and/or processes. Adjustments may be required to these practices and processes should the shutdown be extended. The community will be advised should adjustments be required.

AVAILABILITY FOR WORK

Q: Can the College require some of its employees to perform their tasks despite the college’s closure?

A: All healthy employees remain available to the College during the closure. Employees are expected to perform tasks assigned by their managers and continue to monitor and respond to emails. In most cases, arrangements have been made in order to allow employees to continue to work from home. In rare instances, some employees may need to come to the College to perform essential tasks. These will be kept to a minimum and safety measures will be put in place.

In addition, the College may request that a member of the support staff temporarily perform a function or tasks within their job description for another department.

REMUNERATION

Q: Is the College required to pay employees during the closure imposed by the government?

A: Yes. All regular employees, employees on replacement contracts and on special projects as well as any occasional under contract with the College, will continue to be paid for the duration of their contract.

In the event that a contract comes to an end prior to the resumption of normal activities, you may be eligible for either regular Employment Insurance benefits or compensation via the Federal Government’s Canada Emergency Response Benefit (CERB).

The CERB is a new program that covers those who have lost their job, are sick, quarantined or taking care of someone who is ill with the virus. It covers working parents who have to stay home to care for children who are sick or at home because of school and daycare closures. The benefit applies to wage earners, contract workers and self-employed people who would not otherwise be eligible for EI. The program is scheduled to be implemented as of April 6. Full details on eligibility and application details can be found at:

https://www.canada.ca/en/services/benefits/ei/cerb-application.html

Q: Will coaches, students with jobs not under contract, such as tutors, and other employees with jobs not present in the classification plan be paid during the closure?

A: Yes. The College will honour employment contracts, regardless of whether employees are unionized or non-unionized, for the duration of the contract.

In the case of a fixed-term contract where the number of hours has not been determined in advance, the College will take the weekly average of the hours worked during the past 4 weeks.

Q: Can staff request their banked overtime to be paid out now considering the circumstances?

A: Yes. Staff who wish to do so must submit a request to their manager and payroll payroll@dawsoncollege.qc.ca for approval.

Q: What should I do if I am working overtime due to the COVID-19 closure?

A: Staff must obtain the approval of their manager prior to the overtime worked. In light of the current situation, overtime hours carried out by Dawson’s support staff and professionals due to COVID-19 closure will not be banked as is the normal practice, but will be paid to the employee with their regular pay. This measure is necessary in order that additional salary expenses associated with the emergency closure can be claimed to the Ministry of Education.  Note that regular approved overtime not directly linked to COVID-19 closure can be banked or requested for payments as usual.

Support Staff who work more than 35 hours per week should code their hours in time management using the code: 2024 – Paid Overtime @ 1.5 – COVID-19

Support Staff who work on Sunday or a Statutory holiday should code their hours in time management using the code: 2034 – Paid Overtime @ 2.0 – COVID-19

Professionals who work more than 35 hours per week but less than 40 hours per week should code their hours in time management using the code: 2013 – Paid Overtime @ 1.0 – COVID-19

Professionals who work more than 40 hours per week should code their hours in time management using the code: 2024 –  Paid Overtime @ 1.5 – COVID-19

VACATION, LEAVE, AND DISABILITY

Q: What is the vacation period for faculty?

A: For teachers, the vacation period has been approved, but is subject to change due to circumstances surrounding the COVID-19 closure. More information will be communicated at a later date by the Academic Dean’s office.

Q: What if I was scheduled to be away on vacation during the period that the College is closed?

A: If you started your vacation before March 13, you are not expected to be available during your vacation and as such, your vacation will be considered to have been taken and should be recorded accordingly in the Time Management system.

If you were unable to take your vacation given the current context, the College will allow staff to change their vacation dates. Please note that in this case, you must be available to the College during the originally scheduled vacation period.

Q: What will happen to the vacation balance currently in my bank?

A: This matter is being reviewed. As soon as we have information, you will be advised.

Q: Will the deadline to distribute vacation planners remain in effect for staff (support staff, professionals and managers)?

A: There is an agreement with the unions and management association to defer the 2020-2021 vacation process by 30 days. The vacation planner will be available at the latest on May 1, 2020. The deadline for staff to send their vacation choice to their supervisor will be May 15, 2020 and for managers to approve by May 29, 2020.

Q: How will employees access their vacation planner?

A: The College is working with SkyTech to develop an online vacation planner form.  Once ready, it will be available electronically on Omnivox.

Q: Will the deadline for leaves remain unchanged?

A: Yes. For the moment, the existing deadlines for leaves, including voluntary workload reductions, etc., remain unchanged.

Q: How will my vacation for the coming year, requests for leaves, etc, be affected by the current situation?

A: If the winter 2020 semester is extended or the Academic Calendar is modified as a result of the closure, it is likely that there will be some impact. When new information is available, you will be advised.

Q: If an employee applied for paternity leave, can it be deferred?

A: If the leave began before the College closed, the leave continues. If the leave has not started, the College will evaluate the possibility of a deferral.

Q: If an employee who is required to work remotely invokes the 14-day isolation requirement, requests sick leave due to flu symptoms, or requests any other medical absence related to COVID-19, does that employee need to present a medical certificate to justify the absence?

A: To be eligible for salary insurance benefits, employees who are absent for more than 5 days must provide a valid medical certificate. Given the current situation, the Human Resources Department will implement flexible measures. Please communicate with Soula Tsafaras.

Q: I pay for monthly parking at Dawson. Will that be deducted from my pay?

A: No. There will be no deduction for parking fees as of the next pay cheque until the College is accessible. A reimbursement will be issued for the period from March 16 to April 3.