It’s understandable to be feeling stressed out right now. The news is scary and no one is sure when things will be back to normal.

• Here are some tips for managing stress:
  https://manitoba.ca/covid19/bewell/managestress.html
• Contact your Union Rep for more information on the Employee Assistance Program (EAP) included in your benefits.
• If you’d like to speak with a therapist, for free, go to this link:
  https://manitoba.abiliticbt.com/home
• You can also research and find resources in your community at Manitoba 211.

If you, or a family member, has an urgent mental health need please contact one of the following resources:

• Klinic Crisis Line
  204-786-8686 or 1-888-322-3019
  TTY 204-784-4097
• Manitoba Suicide Prevention & Support Line
  1-877-435-7170 (1-877-HELP170)
• Kids Help Phone (national line available to Manitoba Youth)
  1-800-668-6868
• Klinic Sexual Assault Crisis Line
  204-786-8631 or 1-888-292-7565
  TTY 204-784-4097
• Manitoba Farm, Rural & Northern Support Services
  supportline.ca – online counselling
  1-866-367-3276 (hours Mon-Fri 10 am to 9 pm)
• First Nations and Inuit Hope for Wellness Help Line
  1‑855‑242-3310
  Counselling available in English and French – upon request, in Cree, Ojibway, and Inuktut

Is it COVID-19 or just a regular cold or flu? It can be hard to tell. If you’re not sure you can do a self-assessment online at Manitoba Shared Health: https://sharedhealthmb.ca/covid19/screening-tool/

If your symptoms do seem like you might have COVID-19 you can find info on testing and isolation requirements on the Manitoba government site: https://www.gov.mb.ca/covid19/testing/locations.html

You can also call Health Links 204-788-8200 or 1-888-315-9257

No, you should absolutely not go to work if you are sick.

Employers requiring employees to be at work when they are sick are endangering the safety and health of all other employees and customers, and are arguably in violation of provincial safety and health legislation. If this is happening in your workplace you need to report it to your union representative immediately.

If you are having trouble navigating the systems below or have additional questions, you should contact your union representative directly or reach out to the Community Unemployed Help Centre (CUHC).

All of the CUHC’s services are provided free of charge. They can be reached by calling 1-866-942-6556 or by email at cuhc@cuhc.mb.ca.

1. Employment Insurance (EI)
   The existing Employment Insurance (EI) system has been revamped in the wake of the pandemic in order to be more responsive to the needs of workers in our current economy. Some of the temporary changes that have been implemented are hourly credits, which reduces the number of hours worked that an applicant needs in order to qualify for benefits to 120 and the implementation of a minimum benefit of at least $500 before taxes or $300 for extended parental leave benefits. If you had been receiving CERB benefits, you may also not have to apply for EI, however, if you have a social insurance number beginning in 9, are self-employed, previously indicated that you had returned to work full-time, or received your CERB benefits through the Canadian Revenue Agency (CRA) you will have to apply directly for EI.Check out this page for more information
2. Canada Recovery Caregiving Benefit (CRCB)
   The Canada Recovery Caregiving Benefit (CRCB) would provide a benefit of $500 a week (taxed at 10% so $450 net) for those who have lost their income as a result of having to care for a sick child or family member or have a higher risk of serious health outcomes due to COVID-19, this program can last for up to 44 weeks.Learn more about the CRCB
3. Canada Recovery Sickness Benefit (CRSB)
   The Canada Recovery Sickness Benefit (CRSB) provides $500 per week (taxed at 10% so $450 net) to workers who have contracted, or had to self-isolate, due to COVID-19 and is available for up to 6 weeks. The CRSB is also available to workers who have an underlying condition that would make them more susceptible to COVID-19.Learn more about the CRSB

   Note: You should also apply for EI if you test positive because if you are still unwell after the 6 weeks of CRSB, you can claim EI benefits

1. You’re home waiting for the results of a COVID-19 test.

• If you are Part-Time on Tier 1, you can use your sick time from PBAS while off waiting for a result.
• If you are Full-Time or Part-Time on Tier 2, you can use your sick days from the company plan.

2. You have to self-isolate or you test positive for COVID-19.

• If you test positive with a PCR/rapid test, take a date/time stamped photo of your positive test result alongside your photo ID and submit to the manager you contacted about your COVID-19 positive test result.
• If you are Part-Time on Tier 1 and are told to self-isolate, or you test positive for Covid-19, and you make less than $500/week you will want to access the Canada Recovery Sickness Benefit (CRSB) – see below.
• If you are Part-Time on Tier 1 and are told to self-isolate, or you test positive for COVID-19, and make more than $500/week, you will want to access the Canada Recovery Sickness Benefit (CRSB) – see below AND you’re eligible to apply for a monetary top-up through the Loblaw Pay Protection Program when you return to work.
• If you are Full-Time or Part-Time on Tier 2, you can apply for Short Term Disability which would cover 70% of your basic weekly earnings. You may also apply for the CRSB.

3. Your illness continues and you cannot return to work.

• • If you are Full-Time or Part-Timeon Tier 2, you will need to apply for Short Term Disability
  • If you are Part-Time on Tier 1, you will need to apply for EI Sickness Benefits.

Canada Recovery Sickness Benefit (at Canada.ca):
The Canada Recovery Sickness Benefit (CRSB) gives income support to employed and self-employed individuals who are unable to work because they are sick or need to self-isolate due to COVID-19, or have an underlying health condition that puts them at greater risk of getting COVID-19. The CRSB is administered by the Canada Revenue Agency (CRA).

If you are eligible for the CRSB, you can receive $500 ($450 after taxes withheld) for a 1-week period.

If your situation continues, you will need to apply again. You may apply for up to a total of 6 weeks between September 27, 2020 and May 7, 2022. To apply for the CRSB please visit Canada.ca.

Loblaw Health and Welfare Plan Office
Phone:  204-982-6087
Email:westfair@pbas.ca or winnipeg@pbas.ca

1. You’re home waiting for the results of a COVID-19 test.

• If you are Part-Time, you can use your sick time while off waiting for a result.
• If you are Full-Time, you can use 3 days of your sick time before switching to Weekly Indemnity.

2. You have to self-isolate or you test positive.

• If you are Part-time on Plan 2, you will want to access the Canada Sickness Recovery Benefit (see below).
• If you are Full-Time or Part-Time on Plan 1, you can apply for Weekly Indemnity which would cover 70% of your basic weekly earnings. You may also apply the CSRB if you so choose.

Canada Recovery Sickness Benefit (at Canada.ca):
The Canada Recovery Sickness Benefit (CRSB) gives income support to employed and self-employed individuals who are unable to work because they are sick or need to self-isolate due to COVID-19, or have an underlying health condition that puts them at greater risk of getting COVID-19. The CRSB is administered by the Canada Revenue Agency (CRA).

If you are eligible for the CRSB, you can receive $500 ($450 after taxes withheld) for a 1-week period.

If your situation continues, you will need to apply again. You may apply for up to a total of 6 weeks between September 27, 2020 and May 7, 2022. To apply for the CRSB please visit Canada.ca.

If your illness continues and you cannot return to work, you will need to apply for Weekly Indemnity if you are Full-Time or Part-Time on Plan 1. If you are Part-Time on Plan 2, you will need to apply for EI Sickness Benefits.

Red River Co-op Health and Welfare Plan Office Number: 204-982-4177

You may be able to use sick leave or other paid leave credits such as vacation or accrued overtime. If not, you can apply for CRSB.

*Some employers are doing more for their employees, check with your Union Rep 

Canada Recovery Sickness Benefit (CRSB)

The Canada Recovery Sickness Benefit (CRSB) provides $500 per week to workers who have contracted, or had to self-isolate, due to COVID-19 and is available for up to 6 weeks. The CRSB is also available to workers who have an underlying condition that would make them more susceptible to COVID-19.

Learn more about the CRSB

Yes, you have the right to file a claim with the Workers Compensation Board if you have reason to believe you got COVID-19 at your workplace.

You should immediately contact your employer and advise what has happened and then file a police report for assault as well as file a WCB claim as you do not know what will result from any of these actions.

The Workplace Safety and Health Act gives employees the right to refuse work if they believe on reasonable grounds that the work constitutes a danger to their safety or health. The right to refuse dangerous work is not to be taken lightly and must be done in accordance with the process set out in the legislation or your collective agreement.

In Manitoba, the process for refusing dangerous work is a follows:

1. Employees must report the work refusal to the employer and explain why they believe the work is dangerous. The employer and the employee then work together to assess the risk and resolve the concern.
2. If the employer and employee are unable to agree on a resolution, an employee representative from the safety and health committee, or another employee can be brought in to help assess the situation and attempt to resolve the issue.
3. If the situation cannot be resolved and the worker still feels the work is dangerous for them to perform, Manitoba Workplace Safety and Health (WSH) is to be contacted to determine whether or not the work is unsafe. An investigation will be initiated and a decision will be made.

Dangerous work is generally defined as follows and may be applied differently to each individual employee:

• a hazard that is unusual to the normal working conditions or tasks;
• a hazard that is increased due to the health or physical condition of the employee;
• a hazard that is likely to result in serious injury or illness; and reasonable controls have not been put in place to reduce or eliminate the hazard.

Employees generally will get paid during the refusal process, unless WSH grants an exception. Employees may also be assigned other tasks, if appropriate, during the refusal process.

Issues to consider in light of COVID-19 & the right to refuse:

• Has someone in the workplace been confirmed to have the virus or was very likely exposed to the virus?
• Is it likely that the workplace is a known or high-risk source of the virus?
• Is the refusing employee likely to be exposed to the virus while performing the work?
• Does the employee have a pre-existing medical condition that places them at an increased risk of serious illness should they be exposed to the virus?
• Does the employee have access to adequate hand-washing or sanitation facilities and personal protective equipment?
• Has the employee been properly trained on all safety precautions?
• Has the employer enforced social distancing and provided a sanitized workplace?

Your Union has received a large number of member concerns about going to work and interacting with the public and/or with co-workers.  At this time, Manitoba Workplace Safety and Health has determined that attending work in the context of the Coronavirus does not constitute a danger as long as precautions are being taken by the employer and employees. It is important that you familiarize yourself with all employer implemented precautions and that you follow all of the rules carefully.

As your Union we have been raising issues as they arise with all of the employer groups.  If you believe that there are other precautions that can be taken, please contact your Union Representative.

You can also contact Workplace Safety and Health directly by clicking on the link below or calling the numbers listed below.

https://www.manitoba.ca/labour/safety/

Winnipeg: 204-957-SAFE (7233)

Toll-free: 1-855-957-SAFE (7233)

No, under federal law your job is protected for up to 16 weeks if you must miss work because of reasons related to COVID-19. You do not need a doctor’s note but your employer may ask you to write a letter explaining why you are off work.

If you need to stay home because of a medical leave or family responsibility you may qualify for unpaid statutory leave.

Employees are always able to request a leave of absence from their employer in accordance with their Collective Agreement. There is currently no legislation in Manitoba that requires employers to grant leave of absence requests in relation to COVID-19, although this may change as many other provinces have passed recent legislation to provide for such leaves.

If your employer grants you a leave of absence they would be required to return you to work after the expiry of the leave, unless there are valid business reasons not to. For example, a legitimate layoff done in accordance with the collective agreement.

To book online, go to www.ProtectMB.ca

• You will need to create an account to book online.
• Your can add other people to your account if they need help to book.
• You need everyone’s Manitoba health card number and an email address. If you do not have a health card, you can book by phone.
• The online booking tool can only be used to book at Super-Sites.

To book by phone, call 1-844-626-8222 (1-844-MAN-VACC)

• Interpreters are available so you can book in your preferred language.
• You do not need a Manitoba Health card or email address to book by phone.
• You can book for more than one person if you are both eligible.
• The phone line can be used to book at Super-Sites or Pop-Up clinics.

To book at a medical clinic or pharmacy:

• Find a location near you at https://manitoba.ca/covid19/vaccine/finder.html
• Call the clinic of pharmacy directly to book.

Yes! In Manitoba, employers are required to allow employees up to three hours of paid leave each time the employee requires a dose of vaccine.