Information for Staff
The University of Calgary is supportive of employees and students, particularly those in high risk groups, who want to receive the vaccinations, and we realize that due to lengthy lineups, it may be required to make arrangements for time away from work. Staff should get approval in advance for any time off to attend vaccination clinics so as to assist managers in maintaining operationally effective staffing levels.
The University of Calgary’s Olympic Oval is host to one of Alberta Health Services’ six public H1N1 immunization clinics. As of Nov. 5, the Oval clinic is targeted for Albertans at high risk. Starting on Thursday, Nov. 5, children aged 6 months (on day of vaccination) to under five years as of Nov. 1 will be targeted. Proof of age (Health Care card, birth certificate or other valid identification) must be provided. On Friday, Nov. 6, the program will expand to include pregnant women.
The decision to open this clinic came at the request of Alberta Health Services. The University follows the recommendations and advice of AHS on all health-related issues.
The University of Calgary offered seasonal flu vaccinations over a four-day period to faculty, staff and students on Oct. 26, 27 and 28, Nov. 2.
There are no issues with a staff member continuing to attend work if they are not displaying symptoms. It is only if and when a staff member begins to experience symptoms that s/he should follow the advice and guidelines of Alberta Health Services.
That said, where the staff member is the primary caregiver for an individual, particularly a child, who is ill with H1N1 influenza, it is reasonable for them to request time off to care for the ill family member. Both MaPS and AUPE staff are eligible for Family Leave. For information how to care for someone who is ill with influenza, click here.
From a health privacy standpoint, it is not appropriate for the supervisor to notify staff of an individual’s health status. This can violate the privacy of the individual in addition to creating unnecessary concern for the infected staff member and/or colleagues. Where staff or a department is concerned about potential exposure to H1N1 influenza, this presents an opportunity to meet with staff collectively or individually to discuss self-care and self-isolation at a general level. This discussion can take place in the context of general concern for the staff of the department rather than singling out one individual as the cause for concern.
Where an individual is clearly displaying symptoms of influenza (cough, fever, sore throat followed by muscle aches and extreme tiredness, including H1N1 influenza, they should follow the recommendations of Alberta Health Services. In any pandemic situation, effectively meeting the health care needs of the general population in terms of both urgent and continuing care is a challenge. In the scenario identified in the question, it is not reasonable to require that an individual seek medical attention simply to verify that they are capable of being at work. Alternative work arrangements may be considered and these will be done on a case-by-case basis with the reporting manager, department head, supervisor, etc.
There will be a suspension on the requirement for a doctor’s note for all employees presenting with flu-like symptoms. Visit AHS for guidance on when to seek health care.
Alternative work arrangements may be made on a case-by-case basis. The employee may also make use of leave provisions available to them—these should be discussed on a case-by-case basis and discussed with their supervisor. For information on what leave provisions are available, contact your HR consultant.
If an employee has 100 percent of their sick days available to them, they will use those days first. If an employee has expended sick days at 70 percent, those sick days will be automatically replenished.
There is no need to collect any information from the staff member other than the expected dates and expected duration of absence. The university does not have a central reporting for influenza incidents.
- If an employee misses 5 to 10 days from work due to an influenza illness, you do not need to refer this employee to the Staff Wellness Center and the employee will not be required to submit a medical note prior to returning to work;
- If an employee misses more than 10 days from work or is hospitalized due to an influenza illness, you will need to notify the Occupational Health Consultants at the Staff Wellness Center (www.ucalgary.ca/staffwellness/contact_us).
According to Alberta Health Services, frequent handwashing with soap and warm water is the single most effective way to reduce the spread of germs. Alcohol-based hand sanitizer is a secondary option when soap and water are unavailable and should not be used as a replacement for soap and water washing.
Facilities Management has installed 104 wall mounted hand sanitizers across campus at targeted high-traffic areas. If a department requests hand sanitizer in their immediate area, the University will provide the first stock of sanitizer (can be wall-mounted) along with the supplier information for any additional orders. Additional orders are at the expense of the department. Requests for sanitizer can be made through iRequest from the Facilities and Management website (www.ucalgary.ca/fmd).
Alberta Health Services advises that to self isolate means that sick individuals should avoid contact with others. The purpose of self-isolating is to help prevent transmission of the H1N1 influenza virus. Visit AHS for recommendations on when to self-isolate.
Employees can access the Staff Wellness Centre counselling services as part of the University’s benefits package. Counselling (free of charge) is available to faculty and staff by phone 403-220-8990.
