Messaging to Staff

We recognize the uncertainty and challenges experienced by employees impacted by the flooding and the temporary closure of Dauphin Regional Health Centre (the “Centre”). Our priority is to support employees while maintaining healthcare services for the communities we serve. We remain committed to providing timely updates and clear accurate information as recovery efforts continue and operational plans evolve in this ever-changing situation.

Employees should speak directly with their manager regarding individual circumstances, temporary work assignments, scheduling, travel requirements, and other employment-related questions.

We appreciate the flexibility, professionalism, and commitment demonstrated by employees throughout this challenging situation. Your dedication has been critical to ensuring the continuation of healthcare services during this recovery effort.

In an effort to respond to the questions received from employees, we have created a FAQ to address common inquiries that we have received and will update as new information becomes available.

At this time, we can’t say for certain but anticipate that the Centre is likely to remain closed for an extended period. The Centre has experienced significant damage to its critical infrastructure, particularly in the basement level of the facility, that will require extensive assessment, remediation, and repair. Engineering and infrastructure experts continue to evaluate the full scope of the damage. Once service areas have been restored and confirmed safe for operation, we anticipate a phased reopening, starting with the Emergency Department and followed by other areas as conditions permit.

Yes. Employees are expected to continue to report to work as scheduled unless otherwise directed by their manager. There is work available across Employer / Programs to meet patient care and operational needs. Managers will communicate directly with employees regarding reporting locations, work assignments and scheduling.

Employees who were directed to remain home or had shifts cancelled due to the closure of the Centre on July 2^nd or July 3^rd, 2026 will be paid their regular wages for those shifts.

Due to the closure of the Centre, employees may be reassigned or temporarily transferred to other facilities in accordance with their collective agreement. Current operational needs may require employees to work at locations such as Ste Rose, Grandview, or other sites within PMH as directed and in accordance with the collective agreements.

The closure of the Centre has created operational circumstances that require employee reassignment to keep employees actively working. Employees are expected to accept reassignment or a temporary transfer in accordance with the applicable collective agreement.

If you have concerns regarding a reassignment, you should discuss them with your manager.

Employees who are reassigned to another location will be compensated in accordance with the provisions of their collective agreement regarding travel expenses, including but not limited to accommodation, if applicable, and work disruption premiums if applicable.

Income Protection benefits are not available for absences related to personal property damage resulting from flooding. However, employees may have access to other eligible paid leave options.

If an employee was receiving income prior to the closure of the Centre and has the necessary medical documentation, the medical leave of absence would continue.  Any new requests will be assessed by the employer and reviewed on a case by case basis.  Time away from work as a result of Centre closure will not be considered as absences under any attendance management programs.

Employees are expected to take previously approved vacation as scheduled. However, where operationally feasible and by mutual agreement between the employee and manager, vacation may be rescheduled. Employees may only be asked to return from vacation where there is mutual agreement between the employee and the Employer.

Operational requirements may necessitate schedule changes during this period. Where required, schedule changes will be managed in accordance with the applicable collective agreement, relevant scheduling provisions and/or reassignment, or temporary transfer language in the collective agreement.

The expectation is that employees will continue to work and accept reassignments or temporary transfers that are offered in accordance with the applicable collective agreement and operational requirements.

The Employer continues to have work available. Employees are expected to report to work and may be reassigned to alternate work locations as operationally required.