As a rule, the division of labor is determined by an agreement for a limited period of time between 6 weeks and 76 weeks, the maximum for COVID-19 applications. The agreement must be signed by Service Canada, the employer and the union or employee representatives. The program requires that at least 2 or more employees with similar responsibilities be part of the program. This group is called the subunit of work. All members of a work-sharing unit have fewer hours and time at work equally. All work-sharing agreements fall under COVID-19 temporary special measures. The Canadian government has extended these measures until September 24, 2022, and employers may be able to request a subsequent 26-week agreement. Regular hand washing is necessary and should be continued. However, people can wash their hands with warm water instead of very hot water and then apply a hand lotion.
Since many people also take the precaution of wearing gloves at work, washing their hands with warm water at home and applying a moisturizer is also especially helpful. The employer and employees (and, if applicable, the union) must agree to participate in a work-sharing agreement and apply together. The COVID-19 optimized measures put in place by Service Canada were intended to reduce the processing time before the agreement start date to 10 business days (from 30 business days). Therefore, employers must currently submit their applications at least 10 business days before the desired start date of the agreement (see Work-Sharing Program-COVID-19 for more details). Here are some of the EI scenarios where work-sharing can be used as a training opportunity. This can be led by the employer or by the employees, as the examples show. For more details, you can find RCC SOPs on workplace safety here. Due to the COVID-19 pandemic, the government has introduced a temporary extension from 38 weeks to 76 weeks for the maximum duration of a work-sharing agreement.
The Canadian government has put in place temporary special measures extending the maximum duration of work-sharing agreements from 38 weeks to 76 weeks across Canada for businesses affected by the COVID-19 business decline and for the steel and aluminum sectors. Go to the Temporary Special Measures for Division of Labor page to see if you are eligible. The proposed reduction in working time should correspond to the number of temporary redundancies expected. For example, if an employer requests a 40% reduction in working hours, they must indicate that about 40% of the workforce needs to be laid off. Labor is defined as all employees who work at the company`s site and work in the areas of the company affected by the lack of work. Employment and Social Development Service Canada (CESD) has established an investigative body for employers affected by COVID-19 who are seeking general information about the Work-Sharing program. Enquiries can be directed to edsc.dgop.tp.rep-res.ws.pob.esdc@servicecanada.gc.ca. Extensions are not automatic.
All renewal applications must be reviewed and approved by Service Canada. Employers must submit the application form (EMP 5100) at least 10 business days before the end date of their work-sharing agreement. The application for renewal must justify why the recovery was not carried out and demonstrate the continued restriction of business activities that would result in the dismissal of one or more workers. The employer must submit an updated recovery plan outlining the progress made so far with a list of activities that will take place during the extension period and lead to normal working hours until the end of the agreement. For a retailer to be eligible for a work-sharing agreement, they must: There are educational programs that our members have access to and can provide training during the division of labor. As a result of the work-sharing agreements between the Union, the Corporation and Employment and Social Development Canada, the Corporation and the Union agree to suspend sections XX.X, XX.X with respect to the guaranteed hours and normal hours of work of members. In general, refusal to return to work is considered dismissal. Employers are empowered to manage an employee`s rejection in this way, although it is better to determine whether there are any special circumstances that affect an employee`s refusal to return, for example: Is the employee a caregiver? Are they at high risk of contracting COVID-19? Therefore, we recommend that you exercise caution and have an active dialogue with your employees before taking a dismissal. The employer may opt for a reassignment of work.
In this case, the employee must receive the same wages and benefits as those he would have received in the context of his previous assignment. Maxime visits a provincial work centre during one of his unscheduled workdays and receives financial support to complete the remaining required online training outside of his scheduled work hours. While Maxime loves his job and his employers, he knows that these workers are in demand due to COVID-19 and that he may have the opportunity to contribute to recovery efforts. The division of labor unit should not include employees necessary to generate work and/or employees essential to the takeover of the company.B (e.g., executives, management-level marketing/sales agents, field staff, technical staff involved in product development, etc.) . . .