On February 10, 2021, the Ontario Office of the Chief Medical Officer of Health quietly issued an updated and more developed workplace COVID-19 Screening Tool for Businesses and Workers (the "Updated Tool"). You can find the Updated Tool here.

Updated Workplace Screening Questions

For individuals that are over the age of 18, the Updated Tool includes the following required pre-screening questions (new or amended questions / symptoms are emphasized):

  • Do you have any of the following new or worsening symptoms or signs? Symptoms should not be chronic or related to other known causes or conditions:
    • Fever or chills
    • Cough or barking cough (croup)
    • Shortness of breath
    • Decrease or loss of smell or taste
    • Sore throat or difficulty swallowing
    • Pink eye
    • Runny or stuffy / congested nose
    • Headache that's unusual or long lasting
    • Digestive issues like nausea / vomiting, diarrhea, stomach pain
    • Extreme tiredness that is unusual or muscle aches that are unusual or long lasting
    • Falling down often
  • Have you travelled outside of Canada in the last 14 days? If you are an essential worker who crosses the Canada-US border regularly for work, select "No".
  • In the last 14 days, has a public health unit identified you as a close contact of someone who currently has COVID-19?
  • Has a doctor, health care provider, or public health unit told you that you should currently be isolating (staying at home)?
  • In the last 14 days, have you received a COVID Alert exposure notification on your cell?If you already went for a test and got a negative result, select "No".

When Should Workplace Screening Occur?

Screening should continue to occur before or immediately upon the worker's arrival at the workplace.

What if a Worker Answers "Yes" to Any Questions?

If the worker answered "Yes" to any of the pre-screening questions, the worker should be prohibited from entering the workplace (including any outdoor, or partially outdoor, workplace).

The worker should also immediately inform their employer of the result, begin self-isolation, and contact their health care provider to obtain advice or an assessment.

What if the Worker's Answers Change During the Day?

If any of the answers to the questions change during the day (i.e. the worker develops symptoms), the worker should be prohibited from entering the workplace (including any outdoor, or partially outdoor, workplace).

The worker should also immediately inform their employer of the result, begin self-isolation, and contact their health care provider to obtain advice or an assessment.

Does an Employer have to Maintain Records?

Yes. Employers must maintain a record of the date/time that workers were in the workplace and their contact information. The employer should maintain these records for a period of at least one month.

Should an Employer Disclose These Records?

Any workplace screening records must only be disclosed as required by law.

Does this Updated Tool Apply to All Workplaces?

No. The Updated Tool does not apply to health care settings (including long-term care homes) and some non-health care workplaces (such as retirements homes and schools).

What if my Workers Travel Between Locations?

For any workers whose responsibilities involve traveling to multiple locations (whether or not such locations are owned and operated by the employer), it is the responsibility of the worker's employer to conduct the screening (and not that of the receiving business organization or individual).

Notably, however, the worker may still be required to undergo further screening, if required by law (e.g. to enter a long-term care home).

Next Steps for Employers

Ontario employers should review their COVID-19 workplace screening tools and protocols to ensure that they meet the requirements of the Updated Tool. Employers should also communicate to, and train, staff on the new requirements of the Updated Tool.

Should you require assistance with confirming the workplace screening requirements applicable to your organization or updating your screening protocols, please reach out to a member of our Employment Group directly.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.