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Is the campus closed and if not, is it safe for employees to come onto campus?

Please refer to the Return to Campus framework https://www.kings.uwo.ca/covid-19/return-to-campus-framework/ King’s is currently in Phase C, a blended campus for September 2020.

In accordance with provincial public health directives related to COVID-19, unless your function has been identified as required to work on campus, you should not be present on the campus. If you require to come to campus, please complete the screening form and notify campus security to let them know how long you will be on campus and where you will be.

Physical distancing rules should apply at all times and you must wear a mask on campus.

What steps should I take when returning to campus?

Before returning to work on campus, employees need to:

Once on campus:

  • Practice physical distancing. When possible, stay two metres/6feet apart.
  • Wear a non-medical mask/face covering. This is required when in the presence of others and in common and shared spaces on campus.
  • Wash hands thoroughly and often and avoid touching your face.

Disinfect your desk, work area, computer equipment and tools frequently.  Speak to your leader (i.e. Dept Chair, VP, Director, Manager or Supervisor) if you need supplies.

What measures can be implemented to ensure social distancing of employees who are physically at work?

Leaders should create work plans that allow for social distancing. This can include flexible or staggered hours allowing employees to work at non-peak hours, limiting staff meetings, and leveraging the use of technology for meetings. Physical distancing floor markers are in place in King’s facilities

Will an employee who needs to self-isolate be paid?

Yes. Employees needs to notify their leader to set up their work arrangement as well as Human Resources. To report an employee in self-isolation or quarantine based on a positive COVID result, contact Human Resources via email: hr@kings.uwo.ca.  If the self -isolation is due to a direct or indirect COVID interaction, please go to the COVID assessment center to be tested immediately.

I am currently working from home but my home environment is not safe.  I need help and support. 

We understand that there is a heightened risk of domestic violence during this COVID crisis.  We appreciate employees keeping up their work at home, but understand that is difficult if home is not a safe place.  King’s HR will provide confidential and practical support and we are here to help.

  • If you need emergency help, call 911 and they will connect you with Police and Ambulance Services.
  • If you need confidential support including someone to check in on you regularly or help create a safety plan, email HR at HR@kings.uwo.ca or call Julie Horne at 519-433-3491 ext 4470.
  • If you need a safe way to leave your home location, contact HR and request a meeting on campus.  We will meet with you on campus and work with you to help you find the resources and supports you need.
  • If you need a leave from work due to domestic violence, contact HR and we will work with you to explain the different leaves and benefits that are available to you.  We will help you with the process of getting the leave organized.
  • If you would like confidential counselling services and support, contact EAP 1-844-720-1212 and they are available 24/7.

Is support available for employees who are feeling overwhelmed or scared?

People react differently in different circumstances. The uncertainty and risks associated with COVID-19 may be difficult for individuals.

If employees report feeling emotionally overwhelmed, they may access confidential support through King’s Family and Employee Assistance Program at 1-844-720-1212 to book an appointment. You can find information by downloading the FSEAP App or going to their website.

The username is Kings University College and the password is myfseap.There you will review service details, health and wellness newsletters, and you can search through a library of health and wellness articles on topics such as health and well-being, family and relationships, life, work and more.

With all the travel and movement restrictions, why should I keep my vacation plans?  Can I reschedule my vacations when the pandemic will be over?

While King’s appreciates that COVID-19 related measures may limit holiday options, employees should nevertheless consider taking some time off. The quick transition to distance learning and teleworking has been a challenging time for many employees. All employees deserve breaks to recharge their batteries.

Delaying vacation may also become an issue post-pandemic as King’s will need to resume its full operations. Resources will be required on campus and operational needs may limit the possibility of allowing several employees to go on vacation at the same time.

Leaders should establish a plan to ensure the continuity of operations for the balance of the year and avoid conflicting leave requests from employees. Employees should provide their leader with a vacation plan until the end of the fiscal year. As usual, vacation leave requests are to be approved based on staffing and operational needs and be managed in accordance with existing policies and applicable collective agreement provisions.

What are the options if I want to delay my pre-approved vacations?

Generally speaking, pre-approved vacation should not be cancelled. Each request for cancellation should be reviewed on a case-by-case basis and leaders need to carefully asses the rationale should an exceptional reason be advanced by an employee.

Also, keep in mind that employees are not permitted to carry over vacation hours in excess of that which is currently permitted under the applicable collective agreement.

Leaders should establish a plan to ensure the continuity of operation for the balance of the year and avoid conflicting leave requests from employees. Employees should provide their leader with a vacation plan until the end of the fiscal year. As usual, vacation leave requests must continue to be approved based on staffing and operational needs.

What measures are in place to ensure the health and safety of the campus community?

The health and safety of our campus community is our top priority. To achieve this during the COVID-19 pandemic, we have and will continue to implement some significant changes.

Those returning to campus will experience a new environment - additional signage, new rules regarding wearing of masks and regulations, changes to our physical spaces - things will look and feel a bit different.

Our students, faculty, and staff, are important partners in these efforts. When each of us adheres to these changes and follows the appropriate precautions, we make our entire community safer.

How can I access campus mental or physical health supports during this time?

Employee and Family Assistance Program (FSEAP) can be accessed 24 hours a day, seven days a week.   You can access confidential support through King’s Family and Employee Assistance Program at 1-844-720-1212.  You can find information by downloading the FSEAP App or going to their website.  The username is Kings University College and the password is myfseap.   There you will review service details, health and wellness newsletters, and you can search through a library of health and wellness articles on topics such as health and well-being, family and relationships, life, work and more.

Where can I get meals on campus during this time?

King’s employees returning to campus may purchase takeout meal options from the Thames Market as of (date it opens). Vending machines are also available for snacks.

You can purchase using your debit card or credit card. No cash will be accepted.

How do I request an accommodation and what are my options?

Accommodations – general

At times, employees may not be able to fulfill their work obligations. In these instances, employees at King’s may consider the leaves available, in addition to those offered through the Employment Standards Act. Specifically, unpaid leaves may be requested if an employee needs to be away from work for a period of time for personal reasons, related to the COVID-19 virus. If an accommodation is required, please have the employee and their leader (i.e. Dept Chair, VP, Manager or Supervisor) contact Human Resources to begin the accommodation process.

Accommodations due to illness, injury or disability:

Where an employee requires an accommodation, Human Resources will verify that a medical restriction or limitation exists and then works with the department to implement a reasonable solution. In some cases, the most appropriate accommodation solution will be a sick leave absence if the implementation of an at-work accommodation cannot enable the employee to fulfill their essential duties. 

Other accommodations

The shift to remote working requires us to balance both personal and work responsibilities. Individuals may face additional challenges whether this is due to a change in work location, maintaining isolation, vulnerable population* (whether personal or those of an immediate family member) or managing multiple responsibilities such as balancing dependent care with conflicting priorities.

*Vulnerable populations may include: 

  • Older adults
  • People at risk, due to underlying medical conditions (e.g. heart disease, hypertension, diabetes, chronic respiratory diseases, cancer)
  • People at risk, due to a compromised immune system from a medical condition or treatment (e.g. chemotherapy)

When we compound these challenges with the direction to exercise physical distancing, the impact to an employee’s well-being can be significant. Regardless of an employee’s work location, they are encouraged to connect with their leader (i.e. Dept Chair, VP, Manager or Supervisor) to tailor a work plan that meets their needs while enabling them to fulfill work commitments. 

King’s Principal, Dr. David Malloy, has offered full time employees two Covid Care Days (CCD) to use before the end of 2020. These days are to be used to care for others or to volunteer in the community. To arrange a CCD please discuss it with your leader prior to taking the time off.

School closures and child care

As a result of school closures, employees returning to campus who have children requiring care should attempt to find alternate care, or consider a continued work from home arrangement, if possible. Children should not accompany employees in the workplace as an alternate to finding care.
Alternatively, employees may wish to consider other leaves available in addition to those offered through the Employment Standards Act. Specifically, unpaid leaves may be requested if an employee’s needs to be away from work for a period of time for personal reasons, related to the COVID-19 virus. 

Sick leave

Employees who are eligible for sick leave will continue to receive their salary if they are unwell and unable to work as per the Terms and Conditions of the Associations. Eligibility and the sick leave process remain the same.  

Resources

COVID-19 Screening Tool 
(to be reviewed every day prior to coming to campus)

COVID-19 Returning to Work
on Campus

(This training is to be completed by all employees who are returning to campus.)

COVID-19 Call-In Procedure

Domestic Violence and Sexual Violence Resources