The federal Labour Program website related to COVID-19 states that the COVID-19 Canada Labour Code leave may be extended an additional 8 weeks (currently at 16 weeks) effective July 10, to align the leave with the recent increase to the maximum number of weeks a worker can receive the Canada Emergency Response Benefit (CERB). This…
Business Operation: Canada
Amendments to Canada Labour Code Relating to Interns Soon to be In Force; CHRT Seeks Input on New Rules of Procedure
In this Federal Post, we discuss incoming changes to the Canada Labour Code regarding internships in federal workplaces. We also discuss a public consultation initiated by the Canadian Human Rights Tribunal on its new proposed Rules of Procedure.
Supreme Court of Canada Dismisses Uber Appeal – Proposed Class Action Can Now Proceed in Ontario Courts
On June 26, 2020, the Supreme Court of Canada released Uber Technologies Inc. v. Heller and dismissed an appeal of the Ontario Court of Appeal’s decision which held that the arbitration clause in Uber’s standard form services agreement (Agreement) was invalid both because it was unconscionable and because it contracted out of mandatory provisions of the Employment Standards Act, 2000 (ESA). We previously reported on the Court of Appeal decision.
Federal Updates: Extension for Temporary Layoffs, Workplace Harassment and Violence Regime in Force on January 1, 2021
In the last week, the federal government announced two significant developments which will impact federal workplaces. First, it has made changes to the Canada Labour Standards Regulations to extend the period for recalling employees placed on temporary layoff because of COVID-19…
Federal Government Introduces Changes to the Canada Emergency Wage Subsidy
On June 10, 2020, the federal government introduced Bill C-17, An Act respecting additional COVID-19 measures (Bill C-17). Among other changes, if passed in its current form, Bill C-17 would amend the Income Tax Act to revise the eligibility criteria for the Canada Emergency Wage Subsidy (CEWS).
2020 Agreement Respecting Multi-Jurisdictional Pension Plans To Become Effective On July 1, 2020
The Canadian Association of Pension Supervisory Authorities (CAPSA) has announced the adoption of the 2020 Agreement Respecting Multi-Jurisdictional Pension Plans (2020 Agreement), which will become effective on July 1, 2020.
New Measures for Use of Face Coverings in Transportation Sector
On June 3, 2020, the federal government announced new measures for the use of face coverings in the transportation sector. The backgrounder states that the use of face coverings will now be required for all employees who cannot maintain a distance of two metres from other workers, or from passengers. The new measures apply to…
An Update on CEWS: Federal Consultation, Expansion of Eligible Entities, and More
On May 15, 2020 the federal government released a backgrounder (CEWS Backgrounder) regarding the extension of the Canada Emergency Wage Subsidy beyond June 6, 2020 to August 29, 2020 and indicated that the details of the extension would follow.
Ensuring a Successful Return to Work in a COVID-19 World
As governments start lifting orders and directives made under the Emergency Management and Civil Protection Act (or similar legislation in other jurisdictions), it is understandable that employers and employees alike are anxious to return to their ‘pre-COVID-19 normal’. However, in order to ensure a successful return to work during the largest pandemic in modern history, it is crucial that employers turn their minds to the unique labour and employment issues created by COVID-19 and reopen with a solid return to work plan in place.
Employees Who Continue to Work from Home – Practical Considerations for Employers
As provinces begin to roll out reopening plans for non-essential businesses, the logistical challenges of implementing social distancing in some workplaces mean that many employees will continue to work from home for the foreseeable future. As companies consider which employees will be asked to return to the workplace, and when, the legal considerations and risks associated with work from home arrangements should be taken into account.