Working through a Spring Resurgence: Arrangements and Leave

April 16, 2021 - Defence Stories

With the news of COVID-19 cases rising, increased COVID-19 restrictions have been announced in specific regions. Many public servants may be concerned about what this means, and how the stricter measures will affect their working arrangements. Please see below for a list of options available to those impacted by these measures.

Civilian Flexible Work Program

For employees who seek a flexible work schedule, the Civilian Flexible Work Program (CFWP) allows managers to authorize employees to alter their work schedule, the number of hours that they work, or the location in which they work.

Other relevant paid leave options

If an employee does require leave given their personal situation, employees and their managers should consider all other relevant paid leave options, such as vacation, sick, or family leave.  

Alternative Leave

After these options have been exhausted, family care is still recognized as an approved reason for claiming alternative leave. This leave will be granted on a case-by-case basis and should be given consideration in consultation with Labour Relations, in order to show maximum flexibility and compassion.  Where applicable, Duty to Accommodate (DTA) should be taken into consideration for employees that may need to return to the workplace or employees who may need to remain outside the workplace. We expect that employees continue to adopt a good faith approach in using this leave, keeping in mind their important roles in providing services to the Defence Team. Managers are to remain flexible when DTA and 699 leave requests are made.

All supervisors are encouraged to have open and honest discussions with their teams about how to best support them. Overall direction and posture as a Defence Team remains the same. For the most recent guidance, please consult the CDS/DM Directive for CAF/DND Activities in a COVID-19 Environment (Spring 2021 Posture).

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