As of June 15, 2022, Deliveries will be permitted within the hospital.

Reminder: Direct Dialing and Paging

Last Updated December 31, 2021 at 7 p.m.

To assist the Telecommunications/Switchboard team in promptly responding to codes, urgent calls and paging needs, all staff are asked to when possible direct dial or as appropriate page your intended destination rather than asking Telecom/Switchboard to connect you. 

Handy links to assist:

• Staff Directories provide most St Joe’s, HHS and McMaster extension and pager information.
• Paging Instructions provides a reminder on how to page an individual from an SJHH phone, the HHS online directory or from an outside/mobile phone.
• The above links are also available in the permanent “SJHH Favourites” bookmark in your Microsoft Edge browser.

If at any time you cannot locate the necessary number or require additional assistance then by all means contact the Telecom/Switchboard team and they’ll do their best to assist you.

Distribution of donations during COVID-19

Our community has been very generous throughout this pandemic, offering everything from Easter chocolates, to garden vegetables, to flowers to pizzas and coffee. Some of those donating items make a request that the donations be directed to a specific area of the hospital, while others are open ended. We do our best to be fair in distributing items, trying to ensure they are evenly distributed across all campus sites and programs while trying to match the size of the donation to department size. Donations of perishable food items have a narrow window of distribution, and this can limit who receives the items. We hope you have enjoyed the generosity of our community as they say thank you for the work you do here every day. If your department has been missed in receiving donations, you can raise it with your manager who can ask their VP.

Last updated April 3rd 2020 at 9:00 p.m.

We invite staff to be more comfortable in their work attire during this time. When making choices about what to wear, consider the following principles:

• Dress to prevent the spread of infectious diseases;
• Dress to promote patient and family confidence; and
• Dress appropriately for the clinical/duties/work situation while recognizing applicable hand hygiene and occupational health and safety policies.

A manager/supervisor shall retain the discretion to set standards based on the needs of patient populations or functions of the particular role of individuals.

Last Updated December 29th at 3:14 p.m.

The Ontario Government has created a job protected leave of absence called the Infectious Disease Emergencies Leave in order to protect employees who need to be away from work because of COVID-19. 

Reasons for absences include:

• Medical Investigation, supervision or treatment for COVID-19
• Acting under order under the Health Protection and Promotion Act
• Acting in isolation or quarantining in accordance with Public Health direction
• An employer that directs their worker not to work due to a concern that COVID-19 could spread in the workplace
• The employee needs to care for a person for a reason related to COVID-19 including School or Day Care or care of a family member or a person who considers the employee to be like a family member.
• The employee is prevented from returning to work because of travel related restriction

To help offset the cost of such a leave the Federal Government has created the Canada’s COVID-19 Economic Response Plan for individuals which includes several income supports to workers.

For more information on these income supports, including eligibility requirements or how to apply, please see the link above or contact Service Canada at 1-800 O-Canada.

Employees who require this leave should complete a Request for Infectious Disease Emergency Leave form and provide it to their manager who will authorize and submit the request to benefit-records@stjoes.ca.

Please note that this leave may be cancelled at any time by SJHH.

Health and community care workers from our organization are welcome to access mental health resources and confidential support at StJoes.ca/HCWMentalHealthSupport. 

Click here to access a list of mental health resources.

COVID Isolation Pay

Last Updated December 30th, 2021 

If you require assistance please speak with your manager or reach out to benefit-records@stjoes.ca

Remote Work Update

Last Updated February 28, 2022 at 11:35 a.m.

This is an update on St. Joe’s flexible and remote work policies. NOTE: you must be on the SJHH network to access the files throughout this update that are housed within the internal MyStJoes intranet.

Direction to work remotely lifted: On December 14, based on the surging rates of COVID-19 infections in the community, we encouraged everyone able to, to work remotely. Now that the Ontario government has lifted many restrictions and infections rates have declined significantly, St. Joe’s has lifted this direction. We recognize that some staff members and teams were working on-site prior to December 14^th, and we invite you to return back to your normal on-site activities prior to Wave 5. Please take direction from your supervisor on this.

Flexible and Remote Work Arrangements: In November, 2021, St. Joe’s established its new Remote Work Policy and a Flexible Work Arrangement Policy. Staff worked with their managers on requests for Remote and/or Flexible Work Arrangements and submitted their requests for approval.

The date for implementation of the Flexible and/or Remote Work Arrangements is set for today, February 28, 2022. However, we recognize that the fifth wave placed additional strain on our organization, and some teams and staff may not have been prepared to return to on site work commencing February 28, 2022.

We are pausing the official February 28, 2022 rollout of the Remote and/or Flexible Work Arrangements to afford teams more time to determine their plans moving forward, if required. However, if you would like to return to on-site work and implementing Flexible Work Arrangements you may do so commencing February 28, 2022. We will communicate a staggered start timeframe shortly for the official program launch. 

All individual staff Remote and Flexible Work Arrangements are subject to discussions with managers/leaders, including the number of days each week that are worked remotely, the core hours and compressed work week eligibility.

Any Remote Work and Flexible Work forms submitted previously (including the Remote Work Arrangement Agreement form, Flexible Work Arrangement Agreement form, Remote Worksite Safety Assessment Checklist and Suitability Assessment) remain valid and do not need to be re-submitted. Staff who missed the original submission deadline and would like to submit the forms, or would like to re-submit a previously submitted form, can do so if they have received approval from their manager.

For staff who will be returning to work onsite, please be reminded of the following active screening requirements:

• Sign the self-screening attestation form if you have not done so already. The signed attestation makes HCWs accountable to only be entering the building with a negative screen.
• The form will automatically pop up after clicking on the Online Screening Tool.
• Those with limited mobile or desktop access can sign a PDF version of the form instead [LINK]. Signed forms can be returned to jloncke@stjoes.ca.
• All HCWs must continue to complete active self-screening prior to each entry to a SJHH location:
• Complete the Online Screening Tool (mobile app or web)
• If you do not complete the online screening tool, you must enter the building using a combined staff/patient/visitor entrance staffed by COVID Screeners and show your ID badge.

The return to on-site work, guided by the Remote Work and Flexible Work Arrangement Policies, will be a period of transition. We appreciate everyone’s patience, flexibility and feedback during this process. We are committed to regularly reviewing and receiving feedback on our approach while being as flexible as possible to ensure our patients and colleagues are supported while maintaining the health and safety of staff.

If you have any questions or concerns, please contact Lesah Wood. For more information on the Remote and Flexible Work policies, click here.

Working Remotely - General Tips

Updated June 15th, 2020 at 7:22 p.m.

• Click here (on MyStJoes) to find some helpful tips from our Digital Solutions team about how to have a healthy routine and find a little balance while working remotely.

• You’re working from home and someone calls your extension at work – what message will they get on your voicemail? A reminder that you should have an out-of-office message on your work extension, which explains that you are working from home and will be checking your messages periodically. Check your messages by calling into extension 32100. There is a great deal of pressure on our phone system - forwarding of SJHH telephone extensions to external numbers is not supported.

Zoom

At St. Joe’s we currently have two instances of Zoom:

• One for clinical use which is integrated with and accessed through Dovetale.
• A second more recently implemented one for non-clinical use by all staff to enable and promote collaboration. 

It’s important that users select the instance of Zoom applicable to the nature of the meeting to be held. Specific to whether Zoom can be used for Rounds, the Digital Solutions team is currently reviewing such implementation into Dovetale (as part of clinical use). 

• Until further notice please be advised that requests for conference bridges are respectfully being declined.
• Employees are encouraged to leverage Zoom Conferencing recently rolled out. Enrollment instructions, guides and videos are available through the Quick References links on MyStJoes or here.

Connecting to the SJHH network

• If connecting from an SJHH laptop over VPN, please remember to not also start Citrix, it is not required in this case.
• If connecting from a home PC over Citrix and using Zoom, please remember to minimize Citrix and start Zoom in a separate window.
• When attending Virtual Town Halls, close VPN or Citrix sessions, watch the Town Hall and then reconnect.

Please contact the Digital Solutions Helpdesk at 905.522.1155 Ext. 33040. Click here (on MyStJoes) for instructions on connecting to the SJHH network and working remotely.

Clean it, don't drown it

• In the spirit of keeping surfaces clean, cleaning of phones, computers, keyboards, etc. is recommended. However please do your best to strictly limit the amount of liquid used to do so. Squeeze out the cloth or wipe prior and clean surfaces only, not ports. Irreparable damage may result otherwise and spares/replacements are not readily available.

Cyber-Vigilance

• There is an increased possibility of cyber-crimes due to COVID-19 and the transition to many workplaces working from home and moving to remote, online operations. Staff are asked to increase their vigilance when opening emails and clicking on links. Healthcare counterparts have reported an increase in hacking emails mentioning COVID-19 and potential cyber attacks.

Last Updated April 20, 2020 at 4:30 p.m.

If you have a safety concern about yourself or family members while working because you or a family member are in an 'at risk' category, you can have a discussion with your manager about working from home, however not all positions and functions have the ability to work from home. You could also discuss other options such as vacation, lieu time, or unpaid leave of absence (see Government Infections Disease Emergency Leave). If you have health concerns, please follow the normal process and consult with your health care provider, discuss it with your manager, and provide any medical information to the Employee Health Office. If you do not feel you are safe there are normal processes in place for work refusal. Safety concerns can also be raised with the Joint Health and Safety Committee. You should be sharing any safety concerns with your manager. Employees in the ‘at risk’ group is an issue, which is currently being discussed at the provincial level. Our practice to date has been in alignment with Ministry guidelines.

Free Emergency Child Care offered during remote school learning period

Last Updated January 5, 2022 at 8 p.m.

Effective immediately Emergency Child Care (ECC) is being made available for school-aged children of eligible front-line workers at no cost during the period when schools are operating remotely.

Eligible parents and caregivers include health care workers, child care workers, grocery store and pharmacy workers, and those working directly in the COVID-19 vaccination effort.

Click here to learn more and access resources.

Vacation Update

Last Updated February 16, 2022 at 6:30 p.m. 

St. Joe’s temporarily paused vacation time in January 2021 to help manage redeployment and staffing shortages during the Omicron wave. As a result, many staff have accrued high vacation bank balances that have continued to accumulate throughout the pandemic.

Voluntary Vacation Payout Option 

To support staff with managing their vacation balance, St. Joe’s leadership has approved a voluntary vacation payout option which will be available in the spring and fall of 2022 to both union and non-union staff.

Here’s how it works:

• Staff must keep a minimum of 75 hours (two weeks) in their vacation bank in accordance with the Employment Standards Act
• Staff may take up to 100% of their accrued vacation balance in excess of the 75 hours
• The spring election period will occur in April 2022 with a May 2022 payout
• The fall election period will occur in November 2022 with a December 2022 payout

Statutory Holiday and Lieu Time Payout

In addition to accumulating vacation balances, statutory holiday bank hours are also accumulating and there’s a significant increase of lieu time hours banked. 

St. Joe’s leadership has also approved a voluntary statutory holiday and lieu time payout option in which staff and managers may take up to 100% of their banked stat and lieu time as a payout. The payouts will occur in alignment with the vacation election periods in the spring and fall of 2022.  

More information on all the voluntary payouts will be made available on the MyStJoes Vacation Payout FAQ page in the coming weeks.

Vacation Bank Forfeiture Deferral

Effective January 1, 2024, staff can carry forward a maximum of 50% of their total annual vacation bank entitlement. Vacation not taken within these limits would be forfeited. For example, if an employee receives four weeks’ vacation each year, they can only carryover two weeks after Dec 31, 2023.

This change follows the May 2020 announcement to postpone vacation bank forfeiture for non-union staff. Since that time, successive waves of COVID-19 have continued to put pressure on our hospital making it difficult for staff to take time and for managers to grant the time available.

In light of these circumstances, St. Joseph's Hamilton Joint Boards of Governors have approved a firm and final deferral to implement the vacation bank forfeiture effective December 31, 2023. This provides staff with one last opportunity to reduce vacation bank balances to meet policy requirements.

Vacation time is restorative and supports employee wellness by providing a renewed focus when returning to work. This change to the non-union vacation policy to limit vacation bank carryover, encourages staff to schedule and take vacation time, where permissible.

Recognizing that the pandemic has significantly limited the ability for many staff and managers to take vacation time, St. Joe’s is offering two voluntary payouts – in the spring and fall of 2022.

We will continue to provide information about voluntary payouts and bank forfeitures as we approach the payout deadlines and December 31, 2023 forfeiture deadline.

If you have any questions or concerns, please contact MyHR@stjoes.ca.

Lifting pause on voluntary leaves and paid time off

Last Updated February 2, 2022 at 4:30 p.m.

On January 14^th, St. Joe’s announced a temporary pause on voluntary leaves and paid time off to help address staffing concerns and support redeployment during the peak of the Omicron wave. As case numbers and hospitalizations begin to stabilize, we are lifting the pause on vacation and leave requests as of March 14th, 2022, and returning to normal collective agreement processes and procedures for all vacation and leave requests.

The number of staff with COVID-19 has declined. However, staffing pressures continue across a number of areas of the organization. As a result of these two factors, we are able to make an additional change to vacation requests. As of February 14^th, staff will be able to book off single days. 

If you would like to request single days off during the February 14-March 14 time period (in which clinical units have already posted schedules), please submit your request to your manager by Monday, February 7 at 9:00 a.m. Managers will review the requests and provide approval consistent with normal scheduling practices, ensuring there is staffing coverage and the unit can meet operational requirements. Managers are asked to communicate approval for time off from February 14-March 14 to their teams by Thursday, February 10^th at 4:00 p.m. This process applies to both union and non-union staff, and staff in clinical and non-clinical units.

Staff who had previously submitted a request that was denied should re-submit their request.

Staff who want to book time off for dates after March 14 can submit these requests to their managers at any time.

Thank you for your patience during the temporary pause on voluntary leaves and time off, and all the hard work, dedication and compassion you have shown to your patients during this challenging wave of the pandemic.

Reminder: Guidance on booking vacations for travel outside of Canada

Last Updated December 14th, 2021 at 9:10 a.m.

For healthcare workers booking vacations and travelling outside of Canada, a reminder that the hospital only approves vacation time, and not where an individual chooses to spend their vacation time. Personal travel decisions are up to an individual and their own judgement. 

If you are travelling to a country where there is a federal requirement for quarantining upon your return, please incorporate this into your planned vacation time. Please note there are temporary border restrictions and measures to address the Omicron COVID-19 variant of concern. Fully vaccinated travellers who have been in any country other than Canada and the United States in the 14 days prior to entry to Canada will all be subject to arrival testing and enhanced public health measures. Read more.

Government of Canada travel guidance and advisories can be found by clicking here.

Check here for requirements on re-entering Canada.

Requirements for vacation time:

• Get approval from your manager for your vacation time.
• Staff are encouraged to notify their manager, if you are planning to travel out of the country.
• Be able to attend to your first schedule shift upon your return from your approved vacation. If you experience delays in returning and are unable to attend any scheduled shift, this may have significant operational issues for your work team. It is your responsibly to notify your manager as quickly as possible to avoid any undue hardship to your team and patient care. Should you not take all reasonable efforts to report for your schedule shift(s), your missed time may be considered an unauthorized absence from work.
• Those working remotely must follow these same guidelines.

Town Hall is an important channel for our healthcare workers and leaders to have two-way dialogue with one another and are available for all staff, physicians, learners and volunteers only. 

Did you miss Town Hall or would like to listen to the Q&A, which included questions about COVID-19 Vaccination, Human Resources, Screening and Parking. The most recent Town Hall is posted on MyStJoes (hospital intranet), click here to watch, in case you missed it (note: you must be on the hospital network to access the intranet).