Recent Changes to the Federal Government’s Covid-19 Benefits Schemes

Recent Changes to the Federal Government’s Covid-19 Benefits Schemes

Photo by Neil Thomas on Unsplash

As of Saturday, October 23, 2021, a suite of federal benefits formerly slated for both individuals and small businesses was set to expire following several extension periods. In partial response, the federal government has earmarked $7.4 billion for new programs intended to maintain some level of support for businesses and individuals throughout the Covid-19 pandemic.

What Is Set To Expire?

On October 23, 2021, the Canada Emergency Rent Subsidy (CERS) and the Canada Emergency Wage Subsidy (CEWS) both expired after their initial implementation in 2020. The Budget Implementation Act would allow the government to extend these programs to November 30, 2021, however, anything beyond this time frame would require the introduction of new legislation. Under the CERS, businesses have a monthly cap of $75,000 on eligible expenses that can be claimed per business location, and $300,000 in total for all locations. In our discussion below, there is potential for an increase in this monthly cap. 

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A Deeper Dive into Exemptions from Mandatory COVID-19 Vaccination Policies

In our recent blog, we discussed the consequences that employees may face for not receiving government-approved COVID-19 vaccinations. We also touched on the legitimate medical or religious reasons that some employees may have for refusing or being unable to be vaccinated. In this blog, we’ll take a deeper dive into what sorts of exemptions employers should be prepared to expect (if they have not already come across them) and the steps they can take to determine whether employees have a valid request for an exemption from vaccination, along with the required accommodations. 

Types of COVID-19 Mandatory Vaccination Exemptions Employers May Encounter

Employers should keep an eye out for valid medical and religious/creed-based exemptions employees may have from vaccination. 

The College of Physicians and Surgeons of Ontario has provided some examples (of which it emphasizes there are few) of acceptable medical exemptions from the COVID-19 vaccination:

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Free webinar: Dealing with Harassment, Bullying, and Sexual Violence in the Workplace

Free webinar: Dealing with Harassment, Bullying, and Sexual Violence in the WorkplaceOctober is National Bullying Prevention Month. Harassment, bullying, and sexual violence in the workplace continue to persist. Last month, Western University dealt with several sexual assault allegations. What does this mean for employers?

Join SpringLaw’s Flo Vineberg and Emily Siu as they discuss sexual assault, harassment, and violence in the workplace, as well trauma-informed workplace investigations.

Date: Wednesday, October 20, 2021
Time: 10:30-11:00 am EST
Register: Click here!

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Understanding your employer obligations under Bill 132 – Sexual Violence and Harassment Action Plan

In response to the provincial government’s March 2015 report entitled  “It’s Never Okay: An Action Plan to Stop Sexual Violence and Harassment,” the Ontario legislature passed Bill 132 – Sexual Violence and Harassment Action Plan in March 2016, which entered into force in September of that year. This Bill amended Ontario’s Occupational Health and Safety Act (OHSA), establishing specific requirements with respect to sexualized harassment and violence prevention in Ontario’s workplaces. In turn, employers have since had additional responsibilities to understand, address and eliminate workplace sexual harassment and violence beyond previous measures. This requires sound and updated workplace policies, sufficient workplace training, and additional competencies to ensure compliance with the OHSA via, amongst other things, informed and diligent workplace investigations.

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Minimum Wage Increase in Ontario

As of October 1, 2021, minimum wage rates in Ontario increased. The increases are tied to the 2020 Ontario Consumer Price Index under the Making Ontario Open for Business Act. The general minimum wage for provincially regulated employees has increased by 10 cents – from $14.25 per hour to $14.35 per hour. The minimum wage rates for students, liquor servers, hunting and fishing guides, homeworkers, and wilderness guides have also increased. The Ministry of Labour has published a handy chart with a list of the minimum wage rates. 

What about alternative pay arrangements (non-hourly, non-salaried, room and board)?

Employers should note that these rate increases also apply to employees who earn commission – these employees’ pay must amount to at least the minimum wage for each hour the employee has worked. 

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National Day for Truth and Reconciliation

National Day for Truth and ReconciliationToday marks Canada’s first National Day for Truth and Reconciliation.  This day provides Canadians with an opportunity to honour, reflect upon and educate themselves about the lost children and Survivors of residential schools, and their families and communities.  

At SpringLaw, each of our team members will be dedicating part of today to observing the National Day for Truth and Reconciliation by learning about Truth and Reconciliation, the diverse and rich First Nations, Metis and Inuit cultures across Canada, and reflecting upon their stories and histories.

SpringLaw will also be making a donation to the National Centre for Truth and Reconciliation for each team member who completes the University of Alberta’s free online course “Indigenous Canada”. We encourage all of our clients, colleagues, family and friends to do the same. 

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