Questions and Answers on COVID-19
SUN has compiled a list of frequently asked questions regarding coronavirus disease, including general information about COVID-19, and how the healthcare system's response affects registered nurses in their workplaces. This list will be updated as new information becomes available. Do you have a question we haven't answered? Email your question to SUN Communications.
For more information on novel coronavirus 2019, visit our COVID-19 Resources and COVID-19 Updates pages. The Government of Saskatchewan is also frequently posting information specific to health care providers; you can find it here.
Q: Will there be any changes to compensation as a result of COVID-19? (Paycode chart)
A: Yes, and here are the pay codes you can use along with examples of when to use them:
|REG/EXT||TIME DEFINER REASON||NOTES - WHEN TO USE|
|Regular Paid codes||
Sick Outbreak - pays at 1.0 (same rules as ID/XD) comes out of employee sick bank
· Employee is sick due to experiencing symptoms or positive testing of COVID-19.
· Employee answers YES to any of the daily fitness for work screening questions regarding symptoms; the employee will be asked to contact the Health Care Worker Hotline (HCWH) and leave the workplace· Employee answers NO to all of the daily fitness for work screening questions regarding symptoms, however has a temperature >38C; the employee will be asked to contact the HCWH and leave the workplace.
|Regular Paid codes||ID/XD||Sick - regular||· Employee is sick unrelated to COVID-19 criteria|
|Regular Paid codes||ZZ/XZ||Regular work/Reassigned||
· If an employee is working their regular shift and has been reassigned to do COVID-19 work including screening, they would code their time with regular time codes
· If an employee’s work is to be charged to one of the COVID-19 departments – time is coded regular with a charge to the appropriate COVID department
· If an employee has been told to self-isolate and is able to work from home
· Regular shift replacements – non-COVID related· Cohorted “extra” staffed used to cover a vacancy at that site.
|Regular Paid codes||ZK/RA||Outbreak Worked - pays at 1.0 (same rules as ZZ/XZ)||
· Additional staffing costs
· Relief employee is covering an employee who is experiencing signs, symptoms or has tested positive for COVID-19.
· Employees cohorted to a site, working their guaranteed hours from another site as additional staffing· Redeployed staff from Labour Pool working additional hours to backfill a shift
|Overtime Paid codes||
Overtime Outbreak - pays at 1.5/2.0 (same as OT/RT)
Overtime Outbreak shifts - pays at 1.5 (same rules as OW/RW)
Overtime Outbreak shifts - pays at 2.0 (same as OX/RX)
|Additional staffing costs, or an employee is replacing an employee who is experiencing signs, symptoms or has tested positive for COVID-19, and is entitled to Overtime to work.|
|Overtime Banked codes||
Overtime Outbreak TIL - banks at 1.5/2.0 (same rules as T1/V1)
Overtime Outbreak TIL - banks at 1.5 (same rules as T2/V2)
Overtime Outbreak TIL - banks at 2.0 (same rules as T3/V3)
|Additional staffing, or an employee is replacing employee who is experiencing signs, symptoms or has tested positive for COVID-19, and is entitled to Overtime and is choosing to bank it.|
|Employer Directed Shift change||SQ/VQ||Pays at 2.0||
· For the first 5 shifts: Employees shifts are changed due to redeployment – HSAS, SEIU, SGEU, SUN
· For the first 7 shifts: Employees shifts are changed due to redeployment – CUPE· Note: as these shifts are part of the employees regular earnings and not deemed OT, these codes pay regular earnings at 1.0 plus a premium pay of 1.0 for the total pay of 2.0
|Paid Leave codes||DK/VJ||Paid LOA - pays at 1.0||
· Employee is in self-isolation (w/o symptoms) as directed by MHO, Health line (811), or via the COVID-19 online self-assessment tool.
· Employees not reporting to work due to department closure· Employee is asymptomatic, but was screened as unfit to work by answering “yes” to a question related to personal contact
|Paid Leave codes||IW/XC||WCB paid||· Employee tested positive for COVID-19 and contracted while working they should notify their manager, who will be required to substantiate the exposure at work. The employee will apply to WCB by completing an incident form, and a W1 to start the WCB process|
|Unpaid Leave codes||LK/VK||Unpaid LOA - (same rules as LO/VB)||
· Employee is in self-isolation due to personal travel after March 16th
· Employee refuses to be screened for daily fitness to work; the employee will not be allowed to work, and it can be discussed with Labour Relations or HR Business Partner· Employee has chosen to self-isolate
|Unpaid Leave codes||LI||Unpaid sick||· Employees do not have paid sick time in their bank so will be placed on an unpaid leave|
|Unpaid Cohorting||MV (ESP)||Unpaid Move||· Employee needs to be removed out of a shift(s) to restrict the movement of staff (cohorting) between long-term care, personal care and other service areas (i.e. Acute Care, Home Care, etc.)|
COVID Department Code Summary
COVID Dept Code
Notes - when to use
O992 - COV Field/SWT
· Used for non-SHA facilities that are set up as COVID hospitals should the need arise
· Supplemental Workforce Team (SWT) will be hiring employees into this Dept as a placeholder or float
O993 - COV OH&S Call Centre
· Trained OH&S staff working to support Managers and employees on and OH&S questions, currently operational in Saskatoon
O994 - COV HealthLine 811 Call Centre
· Trained staff that have been deployed to assist with the 811 Call Centre – to date this is only in RQHR
· Employees would sign in on their regular flow sheet and indicate charge to O994
O995 - COV Test/Assess Site
· Used by employees who have been deployed to the COVID test/assessment site
· Employees will sign in on a flow sheet at the test site. The completed flow sheet is submitted to the payroll department for processing. Time will be entered on the home department and charged to O995
· All time to be coded using regular time definers
O996 - COV Survey & Contact Tracing
· Used by employees who have been deployed to do the survey and contact tracing. Time will be entered in the home department and indicate charge to COVID Survey and Contact Tracing – O996
Q: I am asymptomatic but did not pass the screening criteria and have been sent home. How will I be compensated for this?
A: If you require isolation as a result of the screening process you will be placed on a paid LOA and will be compensated accordingly. You will use the DK/VJ pay codes for a paid leave of absence.
Q: I am symptomatic and am required to self-isolate. How will I be compensated?
A: If you require isolation as a result of being symptomatic you will be placed on sick leave and the time will come out of your sick bank. The codes are IK/RB.
Q: If the Employer directs me to self-isolate will I be compensated?
A: Yes, you will be compensated if directed by the Employer to self-isolate. You will use the DK/VJ pay codes for a paid leave of absence.
Q: If I am required self-isolate as a result of the Saskatchewan Health Authority’s protocols around COVID-19 will I be compensated?
A: Yes, you will be compensated if directed by the Employer to self-isolate. You will use the DK/VJ pay codes for a paid leave of absence. If you are self-isolating because you have chosen to travel internationally (after March 16, 2020) your self-isolation will be considered unpaid. In this case, you will use the LK/VK pay codes.
Q: If I am sick due to signs/symptoms of COVID-19, will I be compensated?
A: Yes, you will be compensated if you are sick with the signs and/or symptoms of COVID-19, or test positive for COVID-19. You will be compensated at a rate of 1.0 and the time will come out of your sick bank. The codes are IK/RB.
Q: Will I be paid if I am called in to replace someone who is experiencing signs/symptoms of COVID-19, or who is positive for COVID-19?
A: Yes, you will be compensated if you are called in to replace someone who is experiencing the signs and/or symptoms of, or who has tested positive for, COVID-19. You will use the ZK/RA pay codes and will be paid at a rate of 1.0. If the time you work is considered overtime, you will use the OH/RH, OF/RF, or OG/RG pay codes and be paid at a rate of 2.0. When banking this overtime, the codes are OK/RK, OP/RL, or OM/RM.
Q: If I travel internationally after March 16, 2020, and have to self-isolate upon my return to Canada, how will I be compensated?
A: If you are self-isolating because you have chosen to travel internationally (after March 16, 2020) your self-isolation will be considered unpaid. In this case, you will use the LK/VK pay codes.
The April 23 memo encourages staff to apply for shifts that fall outside of their current occupation. SUN is seeking clarification on this point as it was not agreed to by SUN or contemplated in the temporary LOU.
Q: What is a "COVID-19 shift"?
A: The term “COVID-19 shift” refers only to a shift that is assigned or awarded through the broadcast system (shifts offered through sha.staffscheduling.ca).
Q: What is COVID shift scheduling and when will it be used?
A: The COVID shift scheduling is to be used for casual relief and other than full-time staff. Shifts will be posted on this site if they are unable to be filled using the existing call-in/relief assignment, overtime processes contained in the applicable collective bargaining agreement and the defined Labour Pool processes.
Q: How am I able to access the COVID shift scheduling process?
A: The memo will be available to SHA employees to access through MyConnection along with a number of "How To" documents to assist. The site will provide:
Opportunity for you to apply for shifts across the province.
Confirmation of shifts you have applied for, via phone, text or email.
View shift specific information such as Skills required, Time, Facility, Department, a physical address of the site and if specific cohorting restrictions are in place.
The ability for you to view a personalized COVID-19 schedule.
Q: There is no reference to the Labour Pool (see temporary LOU) in the April 23 memo and that appears to be an error -- is that an error?
A: The Labour Pool should have been referred to and that was an omission. The broadcast system (shifts offered through sha.staffscheduling.ca) will only be utilized if a need exists after:
- The existing casual relief/overtime call in process has been utilized; and,
- Reassignment or redeployment from the Labour Pool has been attempted.
Q: Will there be orientation/training provided to individuals scheduled to work through the Broadcast system?
A: SUN members who are reassigned; redeployed from the Labour Pool or assigned COVID-19 shifts through the Broadcast system will receive the required orientation and training for the shift(s) to be worked in keeping with provision #12 of the temporary LOU.
Q: The memo refers to individuals being able to view a "personalized COVID-19 schedule" -- what shifts will show on that schedule?
A: The “personalized COVID-19 schedule” will only show shifts that have been picked up through the Broadcast system.
Q: The memo refers to individuals being able to view a "personalized COVID-19 schedule" -- what shifts will show on that schedule?
A: The “personalized COVID-19 schedule” will only show shifts that have been picked up through the Broadcast system.
Personal Protective Equipment
Q: What is the recommended personal protective equipment?
A: The official position on PPE is that contact and droplet precautions must be used by health care workers for all interactions with suspected, presumed or confirmed COVID-19 patients. Contact and droplet precautions includes gloves, face shields or goggles, gowns, and surgical/procedure masks. SUN believes this is a minimum standard, and should be expanded to included additional safety measures, like a N95 mask, if a health care worker determines more protection is needed based on a point-of-care risk assessment performed before the patient interaction.
Information for Healthcare Providers can be found on the Ministry of Health can be found here.
Q: What is SUN's position on personal protective equipment?
A: SUN’s position is a point-of-care risk assessment (PCRA) must be performed before every patient interaction. If a health care worker determines, based on their professional and clinical judgement that health and safety measures may be required in the delivery of care to the patient, then the worker shall have access to the appropriate health and safety control measures, including an N95 respirator. Employers will not unreasonably deny access to the appropriate PPE.
At a minimum, contact and droplet precautions must be used by health care workers for all interactions with suspected, presumed or confirmed COVID-19 patients. Contact and droplet precautions includes gloves, face shields or goggles, gowns, and surgical/procedure masks.
All health care workers who are within two metres of suspected, presumed or confirmed COVID-19 patients shall have access to appropriate PPE. This will include access to: surgical/procedure masks, fit tested NIOSH-approved N-95 respirators or approved equivalent or better protection, gloves, face shields with side protection (or goggles), impermeable or, minimally, fluid resistant gowns.
The PCRA should include the frequency and probability of routine or emergent Aerosol Generating Medical Procedures (AGMPs) being required. N95 respirators, or approved equivalent or better protection, must be used by all health care workers in the room where AGMPs are being performed, are frequent or probable, or with any intubated patients.
AGMPs include but are not limited to; Intubation and related procedures (e.g. manual ventilation, open endotracheal suctioning), cardio pulmonary resuscitation, bronchoscopy, sputum induction, non-invasive ventilation (i.e. BiPAP), open respiratory/airway suctioning, high frequency oscillatory ventilation, tracheostomy care, nebulized therapy/aerosolized medication administration, high flow heated oxygen therapy devices (e.g. ARVO, optiflow) and autopsy.
The Canadian Federation of Nurses Unions has also released a position statement on PPE/COVID-19; you can find it here.
Continuous use of PPE
Q: What are the rules and expectations regarding the continuous use of PPE?
As per the most recent directive provided by the Saskatchewan Health Authority, all health care workers and physicians must wear a surgical mask at all times while in a health care facility. This includes but is not limited to all common spaces such as patient care areas, lobbies, hallways and elevators.
If Aerosol Generating Medical Procedures are to be performed, folks must don an N95 mask in place of a surgical mask.
While providing personal care, treatments, transporting patients or cleaning environments, all health care workers are also expected to also don eye protection, gown and gloves.
According to the resources available here, the following PPE care applies:
Can be worn for multiple patients.
Is to be changed if it becomes soiled, wet, damaged.
Is to be removed at scheduled break or end of shift.
|Eye Protection||Is to be removed and disinfected at scheduled break time and end of shift.|
|Surgical Gown and Gloves||Must be changed with each patient or resident care encounter.|
Q: I have heard they are resterilizing N95 masks, is this safe?
We have heard currently research is being done in collaboration with VIDO and the Saskatchewan Health Authority around the ability to safely resterilize N95 masks for reuse in the event there is a shortage of PPE. At this time we are not aware of any units utilizing resterilized N95 masks. If you learn you are using resterilized N95 masks in your area, please contact SUN.
Health Care Worker Screening in Facilities
Q: Why is the SHA implementing a screening tool for all facilities?
A: To try and limit the spread of COVID-19 and to keep staff, physicians, patients, clients and residents safe – the SHA has implemented a screening tool for everyone, regardless of role – before starting a shift or upon arrival to a facility.
Q: Who is responsible to screen Health Care Workers?
A: The work standard for screening can be found here.
Each facility has developed a plan to screen health care workers based on available resources. Health Care Worker Screening may be conducted by Out-of-Scope staff or may be assigned to an in-scope staff member such as the Charge Nurse.
Q: As a Charge Nurse, I have been directed to screen folks upon arrival to our facility. What are my responsibilities?
As per the work standards available here, and as per your facility-specific protocols and procedures, it is your responsibility to ensure HCW screening occurs. As with any workload issue, if you are having difficulty conducting the HCW screening yourself, please advise your manager and work with them to ensure you can prioritize the work or delegate it appropriately.
If someone refuses to participate in the screening, it is your responsibility to report your concerns immediately to an out-of-scope supervisor. If you direct someone to leave the facility and report to Occupational Health and Safety as per the work standard or to implement self-monitoring and they refuse to do so, it is your responsibility to report your concerns immediately to an out-of-scope supervisor.
Q: Do I need to report for duty earlier than my scheduled shift in order to get through the screening queue?
A: No, the SHA has advised that they do not expect employees to report for duty earlier in order to be screened.
Q: I’ve travelled recently – do I need to self-isolate or can I go to work?
These are the testing and self-isolation guidelines are outlined by the SHA on March 17, 2020.
Testing is recommended for individuals with symptoms compatible with COVID-19 AND symptom onset within 14 days of exposure:
- Travel outside Canada, including United States
- Travel within Canada to BC, AB, ON, QC
- Travel within Canada to any province and attended a mass gathering*
- Health Care Workers (HCW, including but not limited to SHA staff)
- Prioritize for same day testing, but not until >24 hours after symptom onset (to minimize false negatives)
- Contacts of cases, even if case was reported outside of Saskatchewan
- Hospitalized with respiratory illness, especially if no other cause
- Consider repeat testing if initial test negative
- Outbreaks in LTC facilities
- Self-isolate at home until 24 hours after symptoms resolve – MHO will determine whether repeat testing is required
- If symptoms worsen, seek care – call 811 or call ahead
- If HCW – require 2 negative tests, 24 hours apart, before return to work if providing direct patient care
- If case admitted to hospital or health care facility – require 2 negative tests, 24 hours apart, before lifting infection prevention and control (IPAC) precautions
- Continue self-monitoring until 14 days after last exposure (return to Saskatchewan OR contact with case)
- Practice social distancing – do not return to school/work until 24 hours after symptoms resolve.
- If symptoms worsen, self-isolate and seek care – call 811 or call ahead; repeat testing
- If HCW – repeat testing if test performed < 24 hours after symptom
Right to Refuse
Q: Can I refuse to work if I feel I asked to work in an unsafe situation?
If your supervisor/employer asks you to perform a specific job or task that you have grounds to believe is unusually dangerous/unsafe, follow these steps:
- Tell your employer/supervisor that you are refusing work because of a health or safety concern;
- Do not leave the worksite without your employer's permission and continue to perform the usual duties of your job that are not unusually dangerous/unsafe;
- Contact your occupational health committee (OHC) or OHS representative if you cannot resolve the concern with the employer/supervisor;
- Your OHC will investigate the refusal and vote to determine if you have reasonable grounds to refuse the work. (The vote must be unanimous for or against the refusal.);
- If the concern cannot be resolved within your workplace, contact an occupational health officer at the Occupational Health and Safety Division.
- The occupational health officer will investigate the refusal and rule on the matter.
Your place of employment may have its own procedures for refusing unusually dangerous work. Ask your supervisor, occupational health committee, occupational health and safety representative, and/or union steward for information.
Leaves of Absence/Scheduling
Q: Can I be called back from vacation?
A: Yes, you can be called back from vacation. According to the Collective Agreement, an employee can be called back in Emergent Circumstances and must be paid at 2.0 time. Below are the guidelines the Employer will have to consider when calling an employee back from vacation:
- What is the nature of the work and which employee(s) is needed to perform such work?
- Have all efforts been exhausted internally to identify alternate staffing and it can be demonstrated this is a last resort (e.g. casual/relief, part-time, temporary staff and overtime have been considered prior to cancelling vacation or TIL)?
- Are there any employees who have volunteered to reschedule their vacation?
- Cancelling those employees whose duration of leave will be least impacted.
- Depending on the length of vacation time planned, in discussions with the employee is it possible to cancel only a portion of the time off? Would this be an appropriate option as opposed to cancelling the entire vacation period?
Q: Can an employee’s schedule be changed?
A: A: Yes, employee's schedules may be adjusted to meet the needs of the employer. However, Article 7.03(e) of the collective agreement applies and double time (2x) premium will be paid for changes during the posted and confirmed period. If changes made in emergency circumstances which could not have been foreseen by the Employer, the premium will only be paid for the first five changed shifts; however, overtime may apply.
Q: Can the employer mandate overtime?
A: Yes, pursuant to Article 8.01 of the collective agreement, the employer may mandate overtime consistent with the registered nurses’ normal responsibilities in their work area, in emergency circumstances.
Q: Can I reschedule my vacation?
A: You may request, and the employer may agree to reschedule your vacation.
Q: What education can I expect if I'm redeployed to a different unit or area?
A: While formal education and orientation has changed to address urgent and emergent staffing needs, you can still expect the employer to provide you with the appropriate education and orientation to fulfill your role on the unit to which you are redeployed. As registered nurses we are constantly learning and developing our practice. While the environment we find ourselves in may be new, any patient care or nursing skills we are performing will be based on our foundational knowledge. Our foundational knowledge has successfully prepared us to perform comprehensive initial assessments, create care plans, implement and evaluate those actions.
Article 45.02 includes language that identifies that The Employer shall establish a means for paid orientation when a SUN member is “floated” (redeployed) to a work area with which they are unfamiliar. Where orientation has not been provided the employee shall provide care within her level of skill and experience.
If you feel you require further education or feel the orientation you have received is insufficient, as with any other concern you would first raise it with the education team or with your manager. Should you still feel you have concerns or questions, please connect with your local, SUN Provincial or the SRNA.
Q: Can I be reassigned to other locations?
A: Yes, in emergency circumstances the employer may assign you to another location or unit temporarily to address staffing shortages. As per Article 45, where possible you will be assigned to an area where the core duties are similar to your usual duties. If required to float to an area to which you are unfamiliar, the employer shall establish a means for paid orientation. If the employer cannot provide paid orientation, you shall only be expected to provide care within your level of skill and experience. Provided there is another qualified Employee available, the nurse who has been floated will not be expected to assume charge responsibilities.
Working While Pregnant
Q: I am a pregnant healthcare worker. Can I work with or continue to work with patients/clients who are suspected/positive COVID-19 positive or unknown status?
A: Yes. Through the appropriate and effective use of the most appropriate PPE for the patient, environment and care required it is believed that following a point-of-care risk assessment, it is possible for pregnant healthcare workers to work with patients/clients who are suspected/positive or unknown status for COVID-19. The Saskatchewan Health Authority has issued a COVID-19 PPE Rapid Update: Pregnancy and COVID-19 available here.
SUN has completed a review of the PPE Rapid Update within the context of the SUN/SAHO collective agreement, the newly signed Letter of Understanding with SHA, and available evidence and information available applicable to pregnancy and healthcare workers. With the appropriate use of PPE with known/suspected COVID, it is believed that there is no enhanced general risk for pregnant versus non-pregnant providers, and this would include with aerosol generating medical procedures where an appropriately fitted N95 with seal check is completed, continuous masking procedures and diligent use of contact/droplet plus precautions. There is the recommendation that as a pregnancy progresses (2nd and 3rd trimester) that additional fit-testing may be needed and would be provided as a result of the physical changes.
The Society of Obstetricians and Gynecologists (SOGC) has issued their guidelines and can be found here. The SOGC noted in the presence of co-morbidities that may impact a pregnant healthcare worker and potential for medical review and accommodation may be needed.
Q: I am a pregnant healthcare worker. Can I be present for aerosol-generating medical procedures (AGMP)?
A: Yes, a pregnant healthcare worker could be present during AGMPS as long as they are currently N95 fit-tested, are able to complete a seal check and have not had any significant changes that would make it impossible to safely wear all required PPE. Additional fit-testing may be required during 2nd and 3rd trimester. SUN would recommend that in all circumstances that members are completing a point of care risk assessment prior to all patient care situations where enhanced PPE is required. See also question 1 for additional general recommendations as a pregnant healthcare worker. The Canadian Federation of Nurses Unions has issued a position statement on this situation that me be useful for review and can be found here.
Q: If I am a pregnant healthcare worker and have either have co-morbidities or have obtained medical accommodation information related to my pregnancy, what do I need to do?
A: Article 19 of the SUN/SAHO agreement outlines the rights of a SUN Member seeking an accommodation based on a medical practitioner’s certificate. Further, there are obligations on the Employer, Employee and Union to participate in the review and assessment of the medical with a goal of ensuring the accommodation is reasonable and appropriate. It is SUN’s position that if a pregnant healthcare worker has co-morbidities or concerns regarding their personal situation, a personal risk assessment (health and professional situation) be completed by the member, and that further discussion should occur with your most responsible provider for medical review and discussion
Should additional risk and bonafide medical information be obtained and provided to the Employer, then an accommodation process involving your SUN ERO and Local can be arranged. If you have individual questions or concerns, please contact Duty Roster for further discussion.
Q: What is the management approach for COVID-19 patients?
A: The treatment approach is to first initiate Droplet/Contact Plus Precautions. Next, place patient in a single room with hard walls and a door. If Aerosol Generating Medical Procedures (AGMP) are required, move patient to an airborne infection isolation room if possible, or follow facility protocol for AIIR placement. Ensure the room’s door is closed before beginning AGMP. Be sure to don N-95 respirator and eye protection/face shield, along with gown and gloves. You can view the algorithm for treatment approach here.
State of Emergency
Q: How does a State of Emergency affect healthcare workers?
A: The government's declaration of a State of Emergency allows the SHA to be flexible and dynamic when delivering care to patients in Saskatchewan during the pandemic. Actions taken to meet the needs of our patients may include but are not limited to the redeployment of staff, implementation of surge capacity protocols, and/or temporary closures.
As a key stakeholder in our healthcare system, SUN Provincial continues to have open and transparent communication with the Employer regarding the rapidly evolving situation and the impact on our members' health, safety and ability to care for the people of this province. SUN is committed to protecting your rights and safety and keeping you informed as things develop.
Q: Should registered nurses post online about their jobs?
A: Today we enjoy easy access to a myriad of social media forums. As registered nurses navigate social networking sites, chat rooms, blogs and public forums, etc. they may approach the line between professional and personal online etiquette and risk disciplinary action from their Employer and/or Regulatory body. Employers are able to access social media content and if they believe content has been posted that may be deemed inappropriate may initiate an investigation into what has been posted and SUN members are subject to the language and processes outlined in Article 25-Discipline.
As professionals, registered nurses must consider the impact on patient privacy and confidentiality, professional boundaries, and the reputations of individual nurses and the organizations they work for; this is to protect both clients and nurses. SUN encourages all members to become familiar with online etiquette and responsibility as stipulated by their Regulatory Body to ensure compliance.
In short: when unsure about the content of a post, don’t post it. If you have any questions or concerns, please contact SUN Duty Roster or your Professional Regulatory Body. For more information on posting online, click here.