Prepare employees to return to campus

Be prepared to share your Return to Campus Plan and explain your rationale for returning/not returning to campus.

  1. Determine the best way to advise staff they will be returning to campus. 
    • Consider whether you should advise everyone at the same time or individually. 
    • Have you been providing regular updates by email or through online meetings? Has this method worked effectively for your team?
  2. Connect with employees in advance, and ensure they are prepared to return to work. 
    • Share the details of your Return to Campus Plan with your team. 
    • Explain the controls in place to protect the health and safety of staff, faculty, students. 
  3. Communicate the preferred return date. 
    • Give staff reasonable advance notice.
    • For staff returning from temporary layoff, employees must be given a minimum of seven calendar days of notice for recall to their former position, either for on-campus service delivery or remote work.
  4. Communicate the new on-campus work schedule
    • Are staggered start times or alternate hours of work required to maintain compliance with health and safety protocols? 
  5. Offer to speak individually with staff who have questions or concerns about the return.
  6. Ensure each returning employee completes the Returning to Campus COVID-19 e-training course. This 10-minute online program will help employees understand the hazards and risks and what they can do to protect themselves, their colleagues, and families from COVID-19. All returning employees are required to complete this e-course. 
  7. Ensure they are familiar with the Safety Measures General Directives. Review the mask exception procedure if faculty or staff express concerns.

Managing employees for whom return to on-campus work is difficult or uncomfortable

Not everyone will be prepared to return to campus and each individual’s circumstances will affect their ability and readiness to return to the worksite. Listen with empathy to individual concerns and be prepared to be flexible to accommodate those concerns where possible.

For some, childcare arrangements may have been interrupted by the COVID-19 pandemic. Other family responsibilities may similarly impact someone’s ability to return to work. If an employee has a health concern that puts them at risk for COVID-19 complications or they live with someone who has compromised immunity, they may be reluctant to return. Some people may just be afraid.

Permit continued remote work/work from home arrangements for:

  • Staff who have or live with individuals with compromised immunity.  
  • Staff who have childcare or other family responsibilities that prevent a return to the worksite.

Consider continued remote work/work from home arrangements for staff who continue to be afraid or apprehensive to return to the workplace after you have shared your Return to Campus Plan and controls. 

Where remote work is not possible, employees may use vacation, banked overtime, or take leave without pay. Please contact your HR Partner for guidance on application of the pay and leave guidelines.