With all of the closures, quarantines and self-isolation, there is also panic about loss of income. How can companies support their workers, particularly when the loss of income is not their fault? Fortunately, there are some benefits already available, and more are being announced by the various levels of government. This blog will talk about Employment Insurance (EI) Benefits: If you are laid off or “separated” from your employment through no fault of your own (you are not fired for “just cause”), you are eligible to apply for EI benefits. Of course, the benefits the employee receives are dependent upon Continue Reading »
I have been seeing comments and questions from employers who are facing the cancellation of benefits from the provider, on the grounds that the employees are “laid off” and no longer eligible for benefits (due to 13 weeks of layoff). The Ontario Government announced in late May that the “Infectious Disease Emergencies Leave” had been implemented. Under the IDEL, all workers covered under the Employment Standards Act (but not those covered by a union) are considered to be on a protected leave, and not laid off, retroactive to March 1, 2020. Absences from work are eligible for coverage under this Continue Reading »
The HR This Week networking/seminar on July 2 will look at the new Health and Safety Requirements for COVID and how they affect everything from workplace layout to handling sick calls from workers. In order to reopen, workplaces must establish a written policy and plan that outlines how they will adapt the workplace for COVID restrictions: having enough PPE and sanitizing supplies; rearranging work schedules and work station layout to allow for proper physical distancing; installation of barriers; and working from home as a new normal. If your company has made the shift to permanent home offices, employers have even Continue Reading »
Under the newly-announced revision to the Termination provision of the ESA, workers whose hours or jobs have been impacted by the COVID-19 are now considered to be on a protected, Infectious Disease Emergency Leave. If you have laid off employees, and they will not be able to return to work beyond the previous 13-week limit, they will not be able to sue for constructive dismissal since the pandemic is beyond the control of the employer. The employer is required to maintain the employee as though they are on any other protected leave, such as parental. If your company has terminated Continue Reading »
Employers no longer have to worry about constructive dismissal lawsuits or “termination pay” for workers who remain off work due to provincial shutdowns. Join me for HR This Week on Thursday morning at 11:00, where I will be discussing the impact of the changes to the Employment Standards Act due to the COVID pandemic. Register today – space is limited!
In the first “HR This Week” seminar, I will discuss the new training programs that employers are required to provide for employees, focusing on protocols for use and care of PPE, breaks and work processes, which have been implemented as a result of COVID-19 restrictions. Join me Thursday May 28 at 11:00 am – click here to register!