GSP 24-21 Payments during COVID
25/November/2021
Description
The Company has advised the Union of its intention to change the arrangements relating to payments to staff availing of COVID leave.
To date the Company treated all absences relating to COVID 19 as paid special leave. Arising from the successful roll out of vaccinations and that COVID 19 related absences are likely to be required for some significant time, the company indicated intention to revert to normal sick pay arrangements.
Following discussion with the CWU, they have accepted the removal of the COVID 19 leave arrangements should be phased out over a period of time. Accordingly, the following arrangements will apply from the 29th November 2021 until the 31st December 2021 at which stage they will be further reviewed.
- Staff required to self-isolate based on HSE medical advice pending a COVID 19 test, whether symptomatic or otherwise, will continue to be allowed paid special leave pending their test result.
- Staff referred for a test because they were symptomatic, get a negative test result and are required to continue self-isolating until they are symptom free for 48 hours will be allowed up to five days paid special leave in total from the date of commencement of their absence. They will then revert to normal sick pay arrangements from the sixth working day if their absence continues.
- In addition to 1 above, until further notice, staff who are currently verified as having tested positive for COVID 19 will be allowed a further period of paid special leave of up to five working days subsequent to the test result being confirmed. At that stage they will then revert to normal sick pay arrangements from the sixth working day where their absence continues.
Anyone who tests positive for COVID 19 are normally required to self-isolate / restrict their movements for a minimum of 10 days after they obtain a positive test result and only return to work when they are symptom free.
Members are reminded that those paying the Class A rate of PRSI and who qualify for state benefits, should claim the appropriate benefits as these will be deducted from their sick pay.
The Company has confirmed that staff who, on medical advice from their Doctor, are required to self-isolate for a period of time due to an underlying medical condition, will from the 29th November be reverted to normal sick leave and payments will be made under the normal terms of the company sick pay scheme. All such staff will be contacted by either HR or Occupational Health ahead of this change. As circumstances can vary the company will give consideration to requests for various categories of leave e.g. Carer’s Leave for those self-isolating because of a health issues of an immediate family member.
In any ASMP review a sick absence as a result of certified COVID 19, will not, by itself, lead to an escalation under the process.
In the event the application of the reduced sick pay arrangements results in exceptional hardship. an appeal may be made with assistance from the CWU Regional Officers to the relevant HR Manager, with each case considered on its merits.