HUMA Appearance on Government’s Response to COVID-19 Pandemic – May 1st, 2020 – Minister of Labour
Official title: Minister of Labour HUMA Appearance on Government’s Response to the COVID-19 Pandemic May 1st, 2020
On this page
Hot Issues
- Work Refusals
- CCOHS Guidelines
- Support for Labour and Workers
- Occupational Health and safety
- Mental Health Supports for Workers
- Top-ups for Essential Workers
- Personal Protective Equipment (PPE) Support for Frontline Workers
- Delay in Regulations and Consultations for Legislation Implementation
- Group Terminations
- Changes to the Canada Labour Code related to COVID-19
Annex – Measure and programs under ESDC portfolio
- List of ESDC Measures
- Qs and As – COVID-19 Special Measures
- List of Economic Measures - GoC
- Student Financial Support
- Jobs and Skills Opportunities for Students and Youth
- Canada Summer Job 2020
- Chart - People with Disabilities and COVID-19
1. Opening Remarks
Official title: Opening Remarks for the Honourable Filomena Tassi,Minister of Labour, for Appearance before the Standing Committee on Human Resources, Skills and Social Development and the Status of Persons with Disabilities (HUMA) on COVID-19 related measures House of Commons May 1, 2020
Check Against Delivery (2020 PA 000463)
Mr. Chair and members of the committee, it is my pleasure today to be here to give you an update on measures taken to address the COVID-19 pandemic as they pertain to my portfolio.
Before I begin, I would like to highlight that today is International Workers Day. Today, we recognize the millions of Canadians who go to work every day, and we are reminded that their health and safety at work are of the utmost importance. This is true now more than ever during the COVID-19 pandemic.
I would like to thank the Committee for its study of the Government’s response to the COVID-19 pandemic. Your work is essential to our democratic process.
Overall government support for workers
I will begin by summarizing the Government’s overall support for workers, especially essential workers.
We have taken a number of extraordinary but necessary steps to protect and support Canadian workers and businesses during this crisis.
Businesses across Canada have had to dramatically alter or shut down their operations to help flatten the curve, and this has had an enormous impact on employers and workers alike.
To help Canadian workers impacted by COVID-19 put food on the table and keep a roof over their head, the Government introduced the Canada Emergency Response Benefit.
I am aware of the fact that my colleague, the Honourable Carla Qualtrough, Minister of Employment, Workforce Development and Disability Inclusion has already appeared in front of the committee to discuss this benefit.
To ensure workers can take time off work to deal with situations related to COVID-19, such as school closures and self-quarantine, we have also created a new leave under the Canada Labour Code, and we are waiving medical certificate requirements to make it easier for federally regulated workers to access existing leave benefits.
While the new leave is unpaid, workers taking it may be eligible for the Canada Emergency Response Benefit.
My colleague, the Honourable Bill Morneau, Minister of Finance, has been leading on the work being done to provide extra income support to our essential workers during this critical time, if they are earning less than $2,500 per month.
These are the people on the front-line in hospitals and nursing homes, those ensuring the integrity of the food supply, or providing essential retail services to Canadians.
They play a vital role in providing essential services to Canadians. Their work is essential to our country’s well-being, and on behalf of all Canadians, I would like to thank them for the important work they do.
Working with stakeholders
Now I would like to say a few words about the work that we have done with leaders from in government, labour and industry regarding support for workers and employers during the COVID-19 crisis.
I have been in constant contact with individual organizations across sectors, both business and labour; and across partisan lines so that the latest concerns are heard and addressed by our government as quickly as possible.
I led a teleconference of the Federal, Provincial and Territorial Labour Ministers to coordinate efforts across government to make sure that workplaces for essential workers remain safe during the COVID-19 crisis.
We also recently met – via teleconference – with representatives from labour and employers to discuss the steps we have taken so far to ensure that workplaces are safe, workers are protected, and businesses and the Canadian economy are as strong as they can be. This meeting resulted in a joint statement underlining the need to collaborate on the part of labour, industry and government to make sure that workplaces remain safe for Canada’s essential workers.
We agreed that as the situation continues to evolve, we must remain flexible and adaptable in how we respond, and above all, we must continue to work together.
Working together will yield better results because we share common goals—to protect the health, safety, and well-being of Canadian workers.
We are also collaborating so that Canadian businesses are ready to come back and to ensure the economy can recover—by getting people back to work safely after the crisis ends.
We will continue to work together to achieve these goals, today and down the road.
Occupational health and safety
Mr. Chair, let me now turn to the measures the Government is taking to protect the health and safety of all Canadians.
Under the Canada Labour Code, employers have the duty to protect the health and safety of their employees at work.
Working with employees and Health and Safety Committees, employers are required to update or create their own hazard prevention programs, including measures to ensure employees are not exposed to conditions that could be harmful to their health or safety while working.
We know that exposure to COVID-19 is a new phenomenon. We also know we must take this matter very seriously.
We encourage employers to seek guidance from the appropriate authorities, including the Public Health Agency of Canada and the World Health Organization, for information on any preventative measures that should be taken.
Initiating CCOHS guidelines for specific sectors
The Canadian Centre for Occupational Health and Safety (CCOHS) under the direction its CEO, Anne Tennier, has been doing excellent work in response to the COVID-19 crisis. They have very rapidly developed a series of pandemic guidance tip sheets and made them available for free on their website.
These pandemic tip sheets offer guidance and good practices for specific occupations, industries and services, for both employers and workers.
The CCOHS has also provided an online space, Pandemic Info Share, to enable businesses and organizations to share their pandemic-related good practices and resources.
Managing work refusals
Mr. Chair, we know that many employers are following guidance and measures from the appropriate authorities, including the Public Health Agency of Canada, to make sure their employees are safe during this critical time.
We also know that most employers are doing their best to accommodate reasonable requests from employees who are grappling with the wide-ranging disruptions caused by COVID-19, and I thank them for their efforts. For example, there are many workers who have to stay home and care for their children who are out of school. In some cases, they’re able to complete some or all of their work from home.
That being said, I know that many employees are nervous about heading into work every day or about going back to work.
That is why we reached out to employers and their representatives to remind them of employers’ responsibilities under the Code.
If there is a risk of exposure to COVID-19, employers have an obligation to identify, assess the risk, and implement proper controls through their hazard prevention programs.
Employees subject to Part II of the Code have a right to refuse to work where they have a reasonable basis to believe that their duties present a danger to their health or safety.
Every workplace and every situation is unique, and when a refusal to work cannot be resolved internally, the Labour Program will investigate.
Continuing conversations and monitoring situations
Mr. Chair, we are committed to supporting and protecting workers and businesses.
As I mentioned, the Government has taken a number of unprecedented but necessary steps to support Canadian workers and businesses during this COVID-19 outbreak.
And we will continue to monitor the ongoing and continuously evolving situation, and we will remain open to exploring additional measures that could further help workers during this time.
That means continuing to work with leaders from labour, industry and other stakeholders to ensure that what we have in place right now is working, and to course correct if needed.
We are committed to ensuring that workers and businesses have the protections and supports they need, while keeping essential goods and services flowing to Canadians.
With that, Mr. Chair, I conclude my preliminary remarks.
Thank you.
2. Refusals to Work related to COVID-19
Issue
Has the Labour Program been involved in refusals to work related to the COVID-19 outbreak?
Key facts
- Employers are responsible for protecting the health and safety of their employees while at work, including any hazards in the workplace
- Under Part II (Occupational Health and Safety) of the Canada Labour Code (Code), employees in federally regulated industries have the right to refuse work if they believe that the activity they are being asked to perform poses an imminent or serious danger to themselves or to others
- As of April 29, 2020, the Labour Program and its extended jurisdiction partner, Transport Canada, have investigated a total of 43 continued refusals to work relating to the COVID-19 outbreak since January 2020. One investigation with regard to a refusal to work remains ongoing
- Employers should consider whether certain tasks put employees at greater risk of exposure to COVID-19, and study whether their workplace Hazard Prevention Program needs extra controls or protections. Examples include: implementing increased sanitation and hygiene procedures, training employees on the potential infectious disease hazards in their industry and updating personal protection equipment requirements
Response
- The Government of Canada is taking the impact of COVID-19 very seriously and remains committed to keeping Canada’s labour force safe and healthy
- Part II of the Canada Labour Code allows an employee to refuse to work where he or she has reasonable cause to believe that a situation exists which constitutes a danger
- Despite the COVID-19 crisis, employers remain responsible for protecting the health and safety of their employees while at work, including any hazards in the workplace
Background
On December 31, 2019, a cluster of cases of pneumonia was reported in Wuhan, China, and the cause was confirmed as a coronavirus disease, which has been named COVID-19. On March 11, 2020, COVID-19 was declared a pandemic by the World Health Organization (WHO), and the situation continues to evolve. Information regarding the number of confirmed cases, deaths, and the severity of the illness is changing rapidly.
The Labour Program ensures the continuity of its operations by providing advice to employers and employees during the pandemic. Our employees respond to requests for information and Canada Labour Code (Code) provisions and ensure compliance with the Code.
Federally regulated employees that have reasonable cause to believe that a situation exists, in the workplace, which constitutes a danger to their health and safety may refuse to work, under Part II of the Code. The definition of danger under the Code is defined as any hazard, condition or activity that could reasonably be expected to be an imminent or serious threat to the life or health of a person exposed to it before the hazard or condition can be corrected or the activity altered.
There are certain restrictions where a refusal to work is not permitted:
- if the refusal puts the life, health or safety of another person directly in danger; or
- if the danger in question is a normal condition of employment
The Labour Program conducts investigations of continued refusals to work that arise in workplaces under federal jurisdiction and which cannot be resolved internally between the employee(s) and the employer. On completion of their investigation, the Labour Program Official renders one of the following decisions:
- agrees that a danger exists
- the refusal is not permitted on the basis that the refusal puts the life, health or safety of another person directly in danger; or the danger is a normal condition of employment; or
- determines that a danger does not exist
Daily updates on the number of continued refusals to work, related to COVID-19, investigated by the Labour Program and Transport Canada are provided to the Minister of Labour via the daily communication of the Minister’s Situation Report. As of April 29, 2020, the Labour Program and its extended jurisdiction partner, Transport Canada, have investigated 43 continued refusals to work, across the country, related to COVID-19.
Internal Responsibility System
The foundation of Part II of the Code is the Internal Responsibility System, which recognizes that it is the workplace parties who are able to assess and determine most effectively the particular workplace hazards and health and safety needs of employees.
Employers have the most control over conditions of work and how the work is done. Therefore, they have the greatest legal responsibility for health and safety in the workplace. Employees also have a responsibility to ensure their own occupational health and safety, and reporting any possible hazards or safety issues to the employer.
Under Part II of the Code, the internal responsibility system seeks to ensure that employers and employees work together to identify and address hazards in their work places. When work place issues arise, the preferred approach is for the parties to resolve the issue internally, without the need for government involvement.
Hazard Prevention Program
Under the Code and its related regulations, employers are required to have a Hazard Prevention Program in place to protect employees. The Hazard Prevention Program is a workplace-specific program designed to prevent work-related injuries and diseases and is prepared as a response to hazards identified at a particular workplace.
If COVID-19 may pose a risk to employees, the employer is required under the regulations to identify and assess the hazards, update the hazard prevention program where required, and train the employees on the new hazard information.
All employers must strive to ensure that employees have been provided with the necessary training, tools and equipment to safely perform their work (including training and procedures on how to use personal protective equipment, if required).
Date
April 29, 2020
3. Canadian Centre for Occupational Health and Safety Resources
Issue
The Canadian Centre for Occupational Health and Safety (CCOHS) has developed educational and information resources in response to the COVID-19 pandemic, for use in Canadian workplaces.
Key facts
- The CCOHS is a federal government agency. Its mandate is to promote workplace health and safety, and to encourage attitudes and methods that will lead to improved physical and mental health for Canadian workers
- The CCOHS reports to Parliament through the Minister of Labour
- The CCOHS is governed by a tripartite Council, representing government, employers and labour
- The CCOHS has produced several types of resources for workplace parties in the context of the COVID-19 pandemic:
- workplace pandemic information
- tip sheets for various essential Canadian sectors
- a workplace risk assessment framework, and
- a pandemic information sharing portal
Response
- We have heard from workplace parties that occupational health and safety is a top priority. We are working to ensure that employers and employees have the tools they need to stay safe and healthy in the workplace
- To support these efforts, the CCOHS has quickly made available free online guidance materials for Canadian employers and workers to be able to respond to health and safety issues related to COVID-19
- These materials include practical sector-specific COVID-19 tips sheets as well as a Pandemic Sharing Portal that allows businesses to share best practices and lessons learned
Background
The CCOHS is a federal government agency that reports to Parliament through the Minister of Labour and that is governed by a tripartite Council of Governors that has 22 seats representing three key stakeholder groups: governments (federal, provincial and territorial), employers and workers. Since its establishment in 1978, the CCOHS has developed a national and international reputation for excellence as an authoritative source of neutral, expert information on all aspects of health and safety in the workplace.
Role and Key Activities
The CCOHS is responsible for giving occupational health and safety information by providing training, education, management systems and solutions that support health, safety and wellness programs. Specifically, the CCOHS:
- facilitates consultation and cooperation among federal, provincial and territorial jurisdictions, with the participation of labour and management representatives
- assists in the development and maintenance of policies and programs, and
- serves as a national centre for information relating to occupational health and safety
One of the CCOHS's most important roles is the publication of educational materials, best practices and recommendations to assist workplace parties to meet their occupational health and safety obligations under provincial and federal legislation, like the Canada Labour Code.
CCOHS currently has 16 tip sheets on-line for the following sectors:
- Daycares
- Transportation
- Construction
- Emergency and Patient Intake
- Work Camps
- First Responders
- Retail
- Mining
- Airline and Ground Crews
- Home Delivery and Couriers
- Long Term Care
- Manufacturing
- Food Processing
- Preventing Stigma
- Correctional Facilities
- Restaurants and Food Services
They also have two more in development, one for the agricultural sector and another to support worker reintegration.
Citations / Key quotes
"In the wake of the COVID-19 pandemic, workplaces thrust into unfamiliar circumstances and facing the challenges that come with managing a remote workforce are turning to CCOHS for guidance. In addition to having contingency plans in place to help them function, we can’t stress enough the importance of maintaining close communication within the organization. Reach out frequently to employees who become ill or are in quarantine. Have regular contact with those who are working from home to monitor their well-being, let them know you care and help with any feelings of isolation they made have.”- Anne Tennier, President and Chief Executive Officer at the Canadian Centre for Occupational Health and Safety (CCOHS)
Date
April 29, 2020
4. Support for Labour and Workers related to COVID-19
Issue
The Government recently introduced measures to support Canadian workers that are unable or unavailable to work due to a reason related to COVID-19.
Key facts
- On March 25, 2020, the COVID-19 Emergency Response Act received Royal Assent. This Act contains a number of measures aimed at supporting and protecting Canadians during the COVID-19 pandemic, including the Canada Emergency Response Benefit (CERB) and related leave provisions under the Canada Labour Code
- Most provinces have enacted new leave provisions in response to COVID-19 so that provincially regulated workers can take advantage of the CERB without fear of losing their jobs
- As of April 26, 2020, Service Canada and the Canada Revenue Agency have processed 9.84 million CERB applications and paid $24.25 billion in benefits to Canadians
Response
- The Government of Canada has taken action to protect and support Canadian workers in the face of the current COVID-19 outbreak, including by creating a new Canada Emergency Response Benefit (CERB) to provide temporary income support to workers who are without employment or self-employment income, or whose working hours have been substantially reduced, for reasons related to COVID-19
- The Government has also created a new leave related to COVID-19 that provides employees in the federally regulated private sector with up to 16 weeks of unpaid, job-protected leave if they are unable or unavailable to work due to the virus
- To ease the burden on health care systems and to ensure every employee who is sick or needs to provide care for a loved one is able to stay home, the Government has also introduced measures that temporarily waive the requirement for employees to provide medical certificates when accessing medical leave, compassionate care leave, and leave related to critical illness
- This change aligns with changes to the Employment Insurance program that temporarily remove any requirement to provide a medical certificate in order to obtain benefits
- When Canadians’ lives are back to normal, any requirement to obtain a medical certificate will be reinstated, and the new leave related to COVID-19 will be repealed
Background
The COVID-19 Emergency Response Act, which came into force on March 25, 2020, contains a number of measures in response to the current pandemic, including the CERB and related changes to the Canada Labour Code (Code).
The CERB provides a weekly benefit of $500, paid in four-week installments to workers and self-employed individuals who are over 15 years old; have earned at least $5,000 in the previous year; have ceased working for reasons related to COVID-19 for at least 14 consecutive days within a 4-week period; and have no employment, self-employment or Employment Insurance (EI) income during the period they have ceased working. On April 15, 2020, eligibility for the CERB was expanded to include seasonal workers, those who have run out of EI benefits, and workers who make less than $1,000 per month due to reduced hours.
This Act also introduced changes to theCodeto support employees in the federally regulated private sector who need to take time off work as a result of the virus, including a new unpaid, job-protected leave of up to 16 weeks that employees can take if they are unable or unavailable to work for reasons related to COVID-19.
The Act also temporarily suspended the need for employees to provide medical certificates in order to access the existing medical leave, compassionate care leave, and leave related to critical illness under theCode. This is consistent with corresponding changes to the EI program.
Date
April 29, 2020:
5. Occupational Health and Safety – Covid-19
Issue
What is the Labour Program doing to protect the health and safety of Canadian workers during the COVID-19 pandemic?
Key facts
- On March 11, 2020 COVID-19 was declared a pandemic by the World Health Organization (WHO)
- The Labour Program remains available to assist workplace parties in the federal jurisdiction to ensure the health and safety of their employees
- The Labour Program can be reached through its toll-free 1-800 number, to answer stakeholders’ questions and concerns and respond to urgent situations, including refusals to work related to COVID-19
- Officials delegated by the Minister are available 24/7 to respond to these situations
Response
- The Labour Program is responsible for enforcing the Canada Labour Code Part II, which pertains to occupational health and safety and applies to federally-regulated workplaces
- The purpose of Part II is to prevent work place related accidents and injuries including occupational diseases
- The Canada Energy Regulator and Transport Canada conduct compliance and enforcement activities related to Part II of theCode on my behalf, in certain federally regulated sectors
- Employers are responsible for protecting the health and safety of their employees while at work, including any hazards in the workplace
- The Internal Responsibility System, embedded in Canadian OHS legislation, requires that workplace parties, employers and employees, each have a role to play to identify workplace risks
- These parties work together with their Health and Safety Committee or Representative, to determine the best measures to mitigate the hazards and, where necessary, determine the appropriate PPE when the no other method can adequately protect the employees from the hazard
- To assist employers, the Labour Program has made online information and resources available for workplaces as they respond to the COVID-19 pandemic
Background
Canada Labour Code, Part II Overview
Part II of the Canada Labour Code (Code) applies to private-sector employers under federal jurisdiction (including transportation, telecommunications, broadcasting, feed-flour-seed, grain elevators, banking, certain Aboriginal activities, oil and gas, uranium energy and mining sectors), the federal public service, including crown corporations and Parliament.
Part II of the Code places a general obligation on the employer to protect the health and safety of employees while they are working, as well as non-employees (for example, contractors or members of the public) who are granted access to the workplace.
However, it also establishes an internal responsibility system whereby both employers and employees are obliged to work together to prevent work-related injuries and diseases. This system, based on cooperation, improves occupational health and safety in the work place.
The legislation also provides an employee with three fundamental rights:
- The right to know about every known or foreseeable health or safety hazard in the area where they work
- the right to participate in identifying and correcting job-related health and safety concerns through health and safety representatives and/or committees, and
- the right to refuse dangerous work
The legislation also establishes offences and provides an appeal process for parties who are dissatisfied with a direction or decision issued by a delegate of the Minister with respect to a violation under the Code.
Meat and poultry processing plants, like the Cargill processing plant in High River, Alberta, are not federally regulated for OHS purposes. As such, OHS issues related to workplaces in this sector should be directed to the appropriate provincial or territorial OHS authority.
Labour Program Partners
The Labour Program works closely with our colleagues at the Canada Energy Regulator and Transport Canada, who are responsible for enforcing the Code in certain federally-regulated sectors on behalf of the Minister of Labour.
Officials from the Labour Program have been working closely with Transport Canada in providing ongoing guidance and assistance to our joint stakeholders in the essential transportation sectors, specifically rail, road, air and marine transportation.
The Labour Program works closely with the Canadian Centre for Occupational Health and Safety (CCOHS) which is a federal departmental corporation, responsible for giving trustworthy and complete occupational health and safety information by providing training, education, management systems and solutions that support health, safety and wellness programs. One of their most important roles is publishing educational materials, best practices and recommendations that regulators are unable to for reasons of liability and duty of care.
We have also supported the work of PHAC and Health Canada by referencing their expert guidance on measures to prevent the spread of COVID-19, and in proposed changed to the Hazardous Products Act.
Refusals to Work
Employees who have reasonable cause to believe that COVID-19 is a danger to their health and safety may refuse to work under the Code. The definition of danger under the Code is defined as any hazard, condition or activity that could reasonably be expected to be an imminent or serious threat to the life or health of a person exposed to it before the hazard or condition can be corrected or the activity altered.
The Labour Program is poised to investigate any Refusals to Work that arise in workplaces under federal jurisdiction that cannot be resolved internally between the employee(s) and the employer.
How the Labour Program has adapted under COVID-19
Despite the limitations imposed in response to the pandemic, the Labour Program continues to serve federally-regulated employers and employees by carrying out investigations, responding to complaints and providing counselling on theCode requirements, but has suspended any proactive work, such as inspections.
Due to the hazard posed by the COVID-19, and the Government restrictions on business operations and human movement, the Labour Program has made some adaptations to ensure that employers and employees can continue to work safely and continue to perform normal activities.
- The Labour Program has communicated a compliance process that allows work to continue when first aid certificates are expiring during this period since first aid providers are not able to providing the required in-person training and recertification. Employers were asked to proactively identify employees whose first aid certificate have expired or will expire, and agree to receive and Assurance of Voluntary Compliance (AVC) with a reasonable timeline to come into compliance
- Because it is anticipated that Canadian suppliers may not be able to meet the demand for chemical products used for cleaning, Health Canada has put in place an interim policy to facilitate chemical products being imported from the United States. The Labour Program has worked with Health Canada to provide information to stakeholders on differences in WHMIS labelling and Safety Data Sheets requirements for chemical products imported from the United States for use in federally regulated workplaces
The Labour Program has also been updating and creating guidance documents to support workplace parties, including:
- AVCs with standard language for the expiration of first aid certificates
- a Hazard Alert on differences in Workplace Hazardous Materials Information System (WHMIS) labelling and Safety Data Sheet requirements for chemical products imported from the United States for federally regulated work places
- temporary amendments to signature requirements on employer reporting forms that recognized the limitations imposed by teleworking
- clarifying reporting requirements for situations where COVID-19 is contracted in the workplace
- regular emails to employer and employee stakeholders reminding them of theCode requirements, and sharing helpful tools and information that they can use to ensure that their workplace is protected
- timely responses to employer and union questions and concerns, and
- actively promoting the tools and resources developed by CCOHS
Labour Program as an Employer
As an employer, the Labour Program has instructed its officials to conduct investigations remotely, by not attending the workplace, where possible. While we are not currently conducting inspections, we are available and have been working with the workplace parties to ensure compliance.
Where onsite investigation cannot be avoided, approval from senior management is required and the official will be provided appropriate personal protective equipment.
A working group was established to review and revise safe work procedures for employees carrying out regulatory compliance activities on behalf of the Minister of Labour.
The Labour Program is beginning to plan for any changes that may be required as the Government and public health officials begin to allow businesses to reopen, and normal activities to resume.
Date
April 29, 2020
6. Mental Health Supports for Workers
Issue
COVID-19 is having negative impacts on the mental health of Canadians, including workers. Mental health supports for workers are available in this challenging time.
Key facts
- A recent online survey relating to COVID-19 found that 75% of the respondents were experiencing anxiety and 32% reported sleeping issues
- Further, Canada Suicide Prevention Service is reporting a 50% increase in volume, with 30% of the interactions relating to COVID-19
- Since COVID-19, fewer Canadians report that they have excellent or very good mental health - decreases largest among women and younger Canadians
- Different orders of government and several other organizations are adapting tools and resources to better support Canadians facing mental health issues. This includes tools and resources for workers among other populations
Response
- The pandemic is taking a significant emotional, psychological, and social toll on Canadians, which is consistent with experiences in other countries. Across Canada, there is a wide range of mental health supports available to them
- Health Canada has launched a new portal called "Wellness Together Canada", which includes free tools and resources that can benefit everyone, workers included
- Organizations such as the Mental Health Commission of Canada and the Canadian Centre for Occupational Health and Safety (CCOHS), amongst many others, have been stepping up to provide useful online tools and resources for Canadian employers and employees
- The Labour Program is actively sharing mental health links and resources with workers across Canada. I encourage workers whose mental health is affected by the pandemic to visit our website for more information
Background
Provincial and territorial (PT) governments deliver most mental health and substance use services in Canada.
Almost all provinces and territories have enhanced available mental health supports and resources, as well as adapted, promoted and/or enhanced their crisis lines while some are addressing particular gaps in care and services.
On April 15, 2020, Health Canada launched a launched a new online portal called "Wellness Together Canada" that provides access to a virtual network of psychosocial supports. These supports will complement, and not replace, existing provincial and territorial services.
This portal contains information beneficial to workers in the federal jurisdiction and responds to various issues that workers are dealing with such as financial stress, substance abuse, domestic violence, in addition to psychosocial factors that contribute to psychological health and safety in the workplace.
To support Government employees, the Centre of Expertise on Mental Health in the Workplace within the Treasury Board Secretariat has responded to the current situation by updating the Employee Assistance Program webpage and by launching a new online hub.
Several other organizations across Canada have been stepping up to provide useful tools, as well as interactive and streamable resources to support employers and employees. For example:
- CCOHS has updated and published e-courses that workplaces can download free of charge. These tools will help workplaces (including employees) deal with psychological health and safety during these difficult times
- the Mental Health Commission of Canada has been active in supporting employers and employees by providing a hub of resources specific to COVID-19
- the Centre for Addiction and Mental Health is providing tips, coping strategies and resources for public and health care workers. https://www.camh.ca/en/health-info/mental-health-and-covid-19
- the Canadian Mental Health Association has put together resources and suggestions to help support the mental health of Canadians
- the Canadian Psychological Association provides factsheets on support for employees
- mood Disorders Society of Canada provides employees with tips on mental health
Date
April 29, 2020
7. Top Ups for Essential Workers
Issue
The measures in place to address new burdens on essential workers caused by COVID-19.
Key facts
- On April 15, 2020, the Prime Minister announced that the Government of Canada will work with provinces and territories through a new transfer to cost-share a temporary top-up to the salaries of workers deemed essential in the fight against COVID-19
- To encourage essential workers to remain at their positions, Ontario and Quebec are offering wage top ups to ensure that all essential workers are receiving at least as much income as that provided through CERB
- The CERB provides $2,000 per month to eligible Canadian workers who have lost their income due to COVID-19. Workers who receive this benefit may also earn up to $1,000 per month from other sources, such as part-time work, without penalty. To date, approximately 6 million people have applied for the CERB
- Ontario is providing a $4 per hour temporary wage increase to workers in frontline health and social service sectors, as well as to workers in the province's corrections system. The province estimates about 350,000 workers will benefit from this initiative
- Quebec is offering a $100 per week benefit to low-income essential workers. The province estimates about 600,000 workers will be eligible for the benefit
Response
- The Government appreciates the critical and important work being done by essential workers
- Under the leadership of Minister Morneau, the Government is also working with provinces and territories to establish a temporary top up to the salaries of workers who are deemed essential in the fight against COVID-19. I would defer to him to give you more clarity on this initiative
Background
Essential workers are critical to ensuring Canada can respond to the COVID-19 emergency. Essential workers face tough working conditions and new stresses in doing their jobs during this pandemic. Recognizing that, and the important role these workers play in the COVID-19 response, the Government and the provinces are looking at ways to provide additional financial support to these critical workers.
Federal Response
On April 15, 2020, the Prime Minister announced changes to the CERB as well as the Government of Canada's intention to work with provinces to ensure continued employment in essential sectors such as transportation. The changes to the CERB will ensure that workers can make up to $1,000 while still receiving CERB benefits. This will allow low-income essential service workers in particular, to receive the CERB while continuing to work part-time.
The Prime Minister also announced that the Government would start to work with provinces and territories through a new transfer to cost share a temporary top up to the salaries of workers who are deemed essential in the fight against COVID-19. Through this new transfer, provinces and territories will be able to provide their low-income essential workers with a top up.
This measure could help several million workers currently involved in the COVID-19 response. The Government will continue to look for ways to better help all Canadians during this difficult time.
Ontario
On April 25, 2020, Ontario announced a wage top up program called "Pandemic Pay" that will provide an additional $4 per hour for certain frontline essential workers, in the health, social services and provincial corrections services sectors. The program will also provide a $250 bonus per month to those who work more than 100 hours in a month. The program does not apply to management positions in these sectors.
The Government has indicated that the purpose of this program is to recognize the important work being done in these sectors, and to provide workers with greater financial stability.
Quebec
On April 2, 2020, Quebec announced a wage top up program that will provide $100 per week to workers who make at least $5,000 per year and who are currently making no more than $550 per week. The benefit will be provided to workers in sectors that have been deemed essential, such as grocery store workers. The benefit was retroactive to March 15, and will be in place for 16 weeks. The Government of Quebec estimates that about 600,000 workers will be eligible for the benefit.
The Government of Quebec has indicated that the purpose of this program is to ensure that workers making less than what is provided by the CERB will receive a benefit to their ongoing hard work.
Citations / Key quotes
"As we face an unprecedented threat to public health, you [essential workers] are our most important line of defence. We will do whatever we can to help you do your job and support you through this."Rt. Hon. Justin Trudeau, Prime Minister (CTV News, April 15, 2020)
« J’aimerais également profiter de l’occasion pour souligner les milliers de Canadiens qui sont en première ligne et dans les services essentiels. Le travail critique qu’ils accomplissent nous permet de continuer à avoir accès aux biens et services essentiels. Nous comptons sur ceux qui travaillent dans les soins de santé, le transport par camions, le secteur agricole, les transports ferroviaires et aériens, le secteur portuaire, les livraisons, les banques, la radiodiffusion, les télécommunications, les services publics et dans bien d’autres industries, maintenant plus que jamais. J’aimerais leur exprimer mes sincères remerciements et toute ma reconnaissance pour le travail qu’ils font. »Hon. Filomena Tassi, Minister of Labour (Transport Magazine, April 29, 2020)
Date
April 30, 2020
8. Personal Protective Equipment Support for Frontline Workers
Issue
Stakeholders in the federally regulated sector have stressed the need to acquire personal protective equipment (PPE) for the essential services they are providing.
Key facts
- Approximately 935,000 employees, or 6% of the Canadian labour force, are federally regulated. Key federally regulated sectors include rail, road, air and maritime transportation, telecommunications, radio and television broadcasting, banking, some aspects of First Nations, and the public service of Canada
- There are approximately 18,600 employers in these sectors. The vast majority of employees (87%) working in these sectors are employed by medium to large-size firms (for example those with 100 or more employees)
- The critical infrastructure services provided by these employees are essential for the well-being of Canadians through the support they provide to the rest of the Canadian economy
Response
- The Government of Canada is collaborating with provinces and territories on an ongoing basis to identify their needs and purchase required equipment, supplies, and services to combat COVID-19 in the health care sector and other sectors that are delivering essential services
- My colleague, Minister Anand, and the officials from the Department of Public Services and Procurement Canada (PSPC) are taking an aggressive approach to buying—especially when it comes to personal protective equipment for frontline healthcare workers
- In addition to health care workers, who are provincially regulated, a significant proportion of federally regulated workers and employers are providing essential services during this COVID-19 crisis
- Federally regulated workers and employers play an important role in ensuring the supply chain for food and medical equipment remains uninterrupted, and that there is no break in vital transportation, telecommunications and broadcasting services
- I have engaged extensively with employer and employee representatives in federally regulated sectors to ensure that their needs are well understood and that they are being offered advice and assistance in procuring the equipment and supplies that they need
Background
As Government of Canada’s central purchaser, Public Services and Procurement Canada (PSPC) is spearheading the consolidated purchase of emergency supplies and services required for Canada, including at the federal, provincial and territorial levels.
PSPC has established a dedicated team of procurement specialists who are working with Health Canada and public health agency officials to implement flexible procurement approaches and rapid decision making to meet Canada’s needs.
PSPC is working directly with both new and existing suppliers and manufacturers, mobilizing Canadian industry, and ensuring that suppliers have a clear pathway to supply goods and services that may be of use in response to COVID-19. This includes engaging suppliers through the more than 26,000 submissions received to PSPC's
call-out to suppliers at BuyandSell.gc.ca.
To date, PSPC has placed orders for millions of key items, such as masks, tests, ventilators, and has established agreements with Canadian companies that are stepping up to support Canada’s efforts to combat COVID-19.
PPE needs and gaps in federally regulated workplaces
Federally regulated workers play an important role in ensuring the supply chain for food and medical equipment remains uninterrupted, and that there is no break in vital transportation, telecommunications and broadcasting services.
The Federally Regulated Employers - Transportation and Communications (FETCO), which is the largest federally regulated employers’ association in the private sector, and the Canadian Bankers Association, which represents Canadian banks, have each submitted a detailed list of PPE needed to allow its members’ employees to continue interacting in proximity of one another and providing customer service.
The needs of the federally regulated sector are being considered as part of the Government's overall strategy with regard to PPE.
Citations / Key quotes
"Under normal circumstances, businesses could source PPE on the open market, but trade restrictions on these products and government health-care demands have made the issue one of national concern. That is why we believe the federal and provincial governments must ensure that PPE is widely available to businesses to protect employees and customers as well as avoid a resurgence of COVID-19."Mark Agnew, Canadian Chamber of Commerce Senior Director of International Policy (CTV News, April 24, 2020)
Date
April 30, 2020
9. Delay in regulations and consultations for legislation implementation
Issue
The Labour Program is considering how to proceed with legislative and regulatory initiatives for federal jurisdiction workplaces in the context of COVID-19.
Key facts
- You have had ongoing engagement with unions, employer organizations, and employers since the beginning of the COVID-19 crisis to better understand their needs, preoccupations, and capacity constraints
- On April 9, you met via teleconference with labour and employer organizations representing approximately 1 million federally regulated workers and thousands of employers in sectors like aviation, trucking, rail, banking, telecommunications and broadcasting and couriers to discuss COVID-19 related challenges
Response
- The COVID-19 pandemic is having a serious impact on federally regulated workers and employers. We are taking this impact into consideration as we contemplate how to move forward on regulatory and legislative initiatives
- I am sensitive to employers, workers and unions needing to focus their attention elsewhere. At this stage, there is too much uncertainty to be definitive with how dates for the coming into force of various initiatives may be adjusted
- I recognize that times are uncertain and we are looking at these initiatives on a case-by-case basis
Background
- The following policy work on mandate commitments was underway at the time of the COVID-19 outbreak:
- increasing the federal minimum wage to $15 per hour
- creating a new federal Family Day holiday
- including mental health as an element of Occupational Health and Safety
- developing greater labour protections for people who work through digital platforms, whose status is not clearly covered by provincial or federal laws, and
- co-developing new provisions with employers and labour groups that give federally regulated workers the “right to disconnect
- The following regulatory packages were planned or proceeding at the time of the COVID-19 outbreak:
- amendments to the Wage Earner Protection Program (WEPP)
- harassment and violence; pay transparency; protections for interns
- pay equity; modifying hours of work, and
- administrative monetary penalties
Citations / Key quotes
"Canada is facing an unprecedented situation with the COVID-19 pandemic. The world of work is experiencing rapid and significant disruptions that are affecting everyone—employers, workers, their families and surrounding communities. The weeks and months ahead will not be easy, but we are going to get through this together."(Joint Statement by the Honourable Filomena Tassi, Minister of Labour, and leaders from labour and industry regarding support for workers and employers during the coronavirus (COVID-19) crisis, April 20, 2020)
"A number of extraordinary but necessary steps have been taken to protect and support Canadian workers and businesses during this crisis. Businesses across Canada have had to dramatically alter or shut down their operations to help flatten the curve, and this has had an enormous impact on employers and workers alike."(Joint Statement by the Honourable Filomena Tassi, Minister of Labour, and leaders from labour and industry regarding support for workers and employers during the coronavirus (COVID-19) crisis, April 20, 2020)
Date
April 30, 2020
10. Group Terminations – related to COVID-19
Issue
What is the Government doing to protect the rights of employees who may have lost their jobs due to the impacts related to COVID-19?
Key facts
- The group termination provisions, as defined in Division IX of Part III of the Canada Labour Code (theCode), stipulate that an employer who intends to terminate the employment of 50 or more employees in a single industrial establishment within a four-week period, must give written notice to the Minister of Labour, associated unions and any affected employees not represented by a union at least 16 weeks before the termination date
- The Minister of Labour may grant or deny a waiver application related to group terminations based on whether or not it has been proven that the criteria set out in legislation have been met. It is understood that these are unprecedented times
- As of April 29, 2020, there have been three requests received by the Minister of Labour for a waiver from the application of the Group terminations division of the Canada Labour Code. These requests are currently under review
Response
- It is unfortunate when Canadian workers and their families are affected by job losses
- The Labour Program works to ensure that the rights and entitlements of the employees under Part III of the Code are respected
- When employers terminate the employment of a large group of employees, they are required to notify the Minister of Labour in advance. They must also establish a joint planning committee with a mandate to minimize the impacts of the terminations on affected employees or, if possible, consider alternatives to the need for terminations
- If an employer submits a waiver requesting to be exempted from these obligations, they must demonstrate that they meet the requirements of Part III of the Canada Labour Code to my satisfaction.
Background
The Labour Program ensures the continuity of its operations by providing advice to employers and employees during the pandemic. Our employees respond to requests for information and Canada Labour Code (the Code) provisions and ensure compliance with the Code.
The group termination provisions, as defined in Division IX of Part III of the Code, stipulate that an employer who intends to terminate the employment of 50 or more employees in any single industrial establishment within a four-week period, must give written notice to the Minister of Labour, the Minister of Employment and Social Development Canada (ESDC), the Canada Employment Insurance Commission (CEIC), associated unions and any affected employee(s) not represented by a union at least 16 weeks before the termination date.
The employer must also establish a joint employer-employee planning committee. The mandate of this committee is to find ways to minimize the impact of the group termination on affected employees, and if possible, to avoid the necessity of terminating the employment.
TheCode allows the employer to request exemptions to:
- provide the Minister with 16 weeks’ notice
- provide employees a statement of benefits in writing, and
- establish a joint planning committee
To be granted a waiver as per Section 228, the application must show that the requirement to provide notice, statement of benefits, to cooperate with the Commission or to establish the joint planning committee:
- would be or is unduly prejudicial to the interests of the employees
- would be or is unduly prejudicial to the interests of the employer of those employees
- would be or is seriously detrimental to the operation of the industrial establishment; or
- is not necessary, because measures for the assistance of redundant employees at that establishment are substantially the same or to the same effect as the measures established by theCode or by the collective agreement.
The Minister may grant or deny a waiver application based on whether or not it has been proven that the above criteria have been met.
In addition, whether or not there has been a group termination, an employer must provide at least two weeks' written notice of termination or two weeks' pay in lieu thereof to all employees with at least three consecutive months of continuous employment.
Furthermore, the Canada Labour Code stipulates that any employee whose employment is being terminated and has completed at least twelve consecutive months of continuous employment shall, unless dismissed for just cause, be paid severance pay equivalent to two days' wages for each year of employment or five days' wages, whichever amount is the greater.
Where employees are affected by a group termination in accordance with the Canada Labour Code and are covered by a collective agreement, which contains provisions that are at least as favourable as those found in the Canada Labour Code, the collective agreement provisions prevail.
Group Termination Waiver Requests
Under the provisions of Part III of theCode related to labour standards, requests for group termination are reviewed and handled to ensure the well-being of employees and to meet the needs of employers during this exceptional period.
As of April 29, 2020, there have been three requests received by the Minister of Labour for a waiver from the application of the Group terminations division of the Canada Labour Code. These requests are currently under review.
Date
April 29, 2020
11. Changes to the Canada Labour Code related to COVID-19
Issue
The Government recently introduced changes to the Canada Labour Code that enable employees in the federally regulated private sector to take job-protected leave if they are unable to work due to a reason related to COVID-19.
Key facts
- On March 25, 2020, the COVID-19 Emergency Response Act received Royal Assent. This Act included amendments to the Canada Labour Code that create a new job-protected leave for employees who are unable to work due to COVID-19, and that temporarily waive the requirement that employees provide a medical certificate to access certain leaves under the Canada Labour Code
- These changes apply to approximately 922,000 employees across the federally regulated private sector, representing around 6% of the Canadian workforce
- Most provinces and one territory have enacted similar leave provisions for provincially regulated workers affected by COVID-19
Response
- The Government of Canada has taken action to protect and support Canadian workers in the face of the current COVID-19 outbreak by temporarily creating a new leave related to COVID-19 under the Canada Labour Code and waiving the medical certificate requirement to access certain existing leaves
- The new leave related to COVID-19 provides federally regulated employees with up to 16 weeks of unpaid, job-protected leave if they are unable or unavailable to work due to the virus. Employees may take this leave if they are quarantined or asked to self-isolate as a result of COVID-19, required to provide care to a family member as a result of COVID-19, or otherwise unable to work for reasons related to COVID-19
- Waiving medical certificate requirements makes it easier for employees to access existing leaves under the Canada Labour Code, including medical leave, compassionate care leave and leave related to critical illness, and prevents further strain on the health care system
- These are temporary measures to help Canadians overcome the many challenges they face as a result of the COVID-19 pandemic. On September 30, 2020, medical certificate requirements will be reinstated, and on October 1, 2020, the leave will be repealed
Background
Amendments to Part III of the Canada Labour Code were introduced through the COVID-19 Emergency Response Act, which came into force on March 25, 2020.
This Act created a new unpaid, job-protected leave of up to 16 weeks that employees can take if they are unable or unavailable to work for reasons related to COVID-19.
The Act also waived the need for employees to provide medical certificates in order to access the existing medical leave, compassionate care leave, and leave related to critical illness under theCode. This is intended to ease the burden on health care systems and to ensure every employee who is sick or needs to provide care for a loved one is able to stay home
Medical certificate requirements will be reinstated on September 30, 2020, and the leave related to COVID-19 will be repealed on October 1, 2020. When this occurs, the existing medical leave will be amended to clarify that employees who are quarantined are entitled to up to 16 weeks of medical leave in the event that they are quarantined.
These changes apply to employees who work for federally-regulated private sector employers, regardless of how long they have been working for that employer.
The federally regulated private sector includes about 922,000 employees (or 6% of all Canadian employees) working for 18,500 employers in industries such as banking, telecommunications, broadcasting and inter-provincial and international transportation (including air, rail, maritime, and trucking), as well as federal Crown corporations and certain activities on First Nations reserves. This new leave does not apply to the federal public sector.
Provinces and territories that have implemented similar leaves related to COVID-19 include Alberta, British Columbia, Manitoba, Newfoundland and Labrador, Nova Scotia, Ontario, Saskatchewan, and Yukon.
Date
April 30, 2020
12. ESDC Covid Response Measures (announced)
Measure
Waive the one - week waiting period for EI sickness: for individuals in imposed quarantine and are EI eligible.
Target population
EI-eligible individuals who become ill with Covid -19.
Measure
Working-Sharing program: extending eligibility to 76 weeks, easing eligibility requirements and streamlining the application process.
Target population
Business.
Measure
Waive the requirement to provide a medical certificate to access EI sickness.
Target population
EI-eligible individuals.
Measure
Canadian Emergency Response Benefit (CERB): provide income support for workers aged 15 and older who have stopped working and who are without employment or self-employment income for reasons related to COVID-19 for 14 consecutive days within a four week period.
Target population
All Canadians.
Measure
Temporary Foreign Worker program: air travel exemptions, additional authorities (Quarantine Act, IRPR), arrivals readiness, LMIA and other flexibilities.
Target population
Current TFW eligible businesses.
Measure
Six-month interest free moratorium on repayment of Canada Student Loans.
Target population
Students.
Measure
The proposed Canada Emergency Student Benefit, which would provide support to students and new graduates who are not eligible for the Canada Emergency Response Benefit. This benefit would provide $1,250 per month for eligible students or $1,750 per month for eligible students with dependents or disabilities. The benefit would be available from May to August 2020.
Target population
Students.
Measure
Double the Canada Student Grants for all eligible full-time students to up to $6,000 and up to $3,600 for part-time students in 2020 to 2021.The Canada Student Grants for Students with Permanent Disabilities and Students with Dependents would also be doubled.
Broaden eligibility for student financial assistance by removing the expected student’s and spouse’s contributions in 2020 to 2021, in recognition that many students and families will struggle to save for school this year.
Enhance the Canada Student Loans Program by raising the maximum weekly amount that can be provided to a student in 2020 to 2021 from $210 to $350.
Target population
Students.
Measure
Supporting students through expanded student and youth programming
- $153.7 million for the Youth Employment and Skills Strategy to help youth develop the skills and gain the experience they need to successfully transition into the labour market. Funding will support a range of measures in high-demand sectors such as agriculture, technology, health and essential services, creating over 6,000 additional job placements
- Changes to the Youth Employment and Skills Strategy's Canada Summer Jobs program, including increased wage subsidies, expanded eligibility and new flexibilities for employers, to ensure it can continue to support up to 70,000 student job placements in 2020 to 2021. These new measures are being supported by a reallocation of existing resources
- $80 million for the Student Work Placement Program to support up to 20,000 post-secondary students across Canada to obtain paid work experience related to their field of study
- $15 million for the Supports for Student Learning Program to serve an additional 14,700 youth through support to complete high school and transition to post-secondary education in order to help ensure that vulnerable children and youth do not become further marginalized as a result of COVID-19
Target population
Students.
Measure
Delivering essential services to those in need: $350 million to support vulnerable Canadians through charities and non-profit organizations that deliver essential services to those in need.
The investment will flow through national organizations that have the ability to get funds quickly to local organizations that serve vulnerable populations.
Target population
Vulnerable Canadians.
13. Questions and answers
Official title: COVID-19 Economic response plan: support for Canadians and businesses - Questions and answers
1. Service delivery
A. How is the Government of Canada supporting Canadians affected by COVID-19?
The government established the Canada Emergency Response Benefit (CERB). This taxable benefit provides $2,000 every four weeks for up to sixteen weeks to workers who lose their employment income as a result of the COVID-19 pandemic.
The Government of Canada’s priority is to ensure that Canadians receive the money they are entitled to as quickly as possible. That is why the CERB is being jointly administered by Service Canada and the Canada Revenue Agency.
Eligible workers apply through a simple portal. There is no waiting period and direct deposit payments will be delivered into accounts within three business days of applicants being eligible to receive it, and cheques within 10 days.
B. What are you doing to address wait times?
As of April 16, 2020, CRA and Service Canada have received 7.9M applications, and processed more than 7.5M of them.
The Department is putting in place strategies to ensure the timely delivery of benefits.
- We have redeployed significant number of staff from other functions to focus on processing
- We are focused on processing new claims and leaving adjustments aside
- We are deploying strategies to increase automation and increase self-service opportunities for clients
- With the new flexibilities in the Act, we would take additional steps to radically speed up our processing capability by implementing streamlined design changes
Taken together these measures will ensure we get Canadians the benefits they need when they need them most.
We have been able to get payments out to the overwhelming majority of applicants ahead of our EI service standard of 28 days.
C. I have been advised not to visit or enter a Service Canada Centre if I am experiencing symptoms such as cough, fever or difficulty breathing; in self-isolation or quarantine; or have travelled outside of Canada in the past 14 days. If this applies to me, how can I access services?
As an alternative to in-person service, Service Canada programs and services are available online at Canada.ca/service-canada-home or by telephone at: 1 800 O-Canada (1-800-622-6232) - TTY: 1-800-926-9105.
You are encouraged to apply online for benefits and/or to mail your applications or supporting document to us. Service Canada services and mailing instructions are available online at Canada.ca/service-canada-home.
Additionally, you can contact our specialized call centres for program specific support:
Employment Insurance: Toll-Free: 1-800-206-7218, TTY: 1-800-529-3742
Canada Pension and Old Age Security: Toll-Free: 1-800-277-9914, TTY: 1-800-255-4786
Hours of operation are 8:30 a.m. to 4:30 p.m. local time, Monday to Friday
Please Note: Due to the COVID-19 outbreak, we are experiencing higher than normal call volumes. We encourage you to use self-serve options to access our programs and services online, and to avoid calling Service Canada if your request is not urgent.
We ask Canadians for their patience at this time so that we can focus our efforts on the most vulnerable Canadian population.
D. How are we reaching Indigenous communities; how can they apply if they don’t have internet access or access to a Service Canada Office?
To support access to critical programs and services for Indigenous communities, Service Canada Community Outreach and Liaison Service (COLS) staff are contacting communities to identify how we can support them accessing critical programs, services and benefits. These may include an on-line for those with connectivity, dedicated phone lines to support clients, and other measures as developed with communities.
2. Employment Insurance
A. Will foreign students and persons with work permits be able to apply for CERB?
Foreign students and persons with work permits may qualify for CERB if they meet the eligibility requirements, which includes, for instance, residing in Canada and having a valid Social Insurance Number.
B. Will we adjust EI so persons with fewer hours be able to obtain EI?
The Government of Canada is continuing to take strong, immediate and effective action to support all Canadians who are impacted by the global COVID-19 pandemic. The Canada Emergency Response Benefit (CERB) is helping Canadian workers impacted by COVID-19 put food on the table and keep a roof over their head.
We are aware that not everyone is eligible for the Canada Emergency Response Benefit. The Government is continuing to explore ways for Canadians to get the support they need in these challenging and unprecedented times.
C. Will we eliminate the one-week waiting period on regular EI?
For anyone who became eligible for EI regular or sickness benefits on March 15, 2020 or later, the Employment Insurance claim will be automatically processed through the Canada Emergency Response Benefit that has no waiting period.
D. Will parents receiving maternity/paternity benefit, or parents that are expecting a child, be able to obtain EI or CERB when laid off?
Workers who are receiving EI maternity or parental benefits may continue to receive those benefits as usual. They may apply for CERB benefits after receiving EI maternity or parental benefits as long as they meet the eligibility requirements for CERB.
Parents expecting a child can apply for EI maternity/parental benefits through the normal EI channel.
E. Are claimants who indicate they will be going on maternity/parental benefits later in their claim eligible for the Canada Emergency Response Benefit?
The rules applying to EI maternity and parental benefit claims have not changed.
Workers who are going on maternity or parental leave soon may apply for the Canada Emergency Response Benefit if they meet the eligibility criteria.
Claimants who have indicated to Service Canada that they intend to claim EI maternity and parental benefits in the coming weeks are currently processed under the traditional EI rules. This interim approach is intended to facilitate the future transition from the Canada Emergency Response Benefit to EI maternity or parental benefits. A permanent approach is under development. Entitlements to EI maternity or parental benefits will not be reduced as a result of this transition.
F. Can employers keep their employees on payroll and top up their CERB without the employees being penalized?
In order to meet the CERB requirements, employees do not need to be laid off, the employer-employee relationship can be maintained. Employers may provide support to their employees provided that it does not exceed $1000 within the 4-week benefit period.
G. Will we extend EI Regular benefits for those who are currently on them and are soon going to run out? For example Seasonal Workers
The government has extended the CERB to workers, including seasonal workers, who exhaust their EI regular benefits between December 29, 2019 and October 3, 2020 and are unable to return to work as a result of the COVID-19 outbreak.
H. Is there a way for employees to receive financial support without having to be laid off first?
Workers do not need to be laid off to qualify. The employer-employee relationship can be maintained. In addition, to help more Canadians benefit from the CERB, the government has changed the eligibility rules to allow people to earn up to $1,000 per month while collecting the CERB.
3. Work Sharing
A. Are we able to streamline the work-sharing program?
The Government of Canada has taken steps to reduce the time to put an agreement in place from 30 days to just 10 days.
The Government of Canada has also taken concrete steps to significantly simplify mandatory requirements. Such actions include:
- broadening eligibility requirements for businesses
- easing recovery plan requirements
- removing the requirement to provide detailed financial information and reducing the time required for processing and approving applications
These temporary changes are allowing more employers and workers across various sectors and industries to access the program when they need it most.
The COVID-19 special Work-Sharing measures are in effect until March 14, 2021.
B. What other changes have been made to the work-sharing program?
In addition to streamlining mandatory requirements of the work-sharing program, temporary special measures have been introduced that extend the duration of agreements from 38 to 76 weeks.
The mandatory cooling-off period between agreements has also been waived, allowing employers with recently expired agreements to immediately apply for a new one.
Eligibility has also been broadened temporarily to allow more employers access to the program. For example, Government Business Enterprises (Crown Corporations, other public corporations that run as profit-oriented entities that do not rely solely on public funds to operate) and essential staff who are typically not included.
4. Emergency Benefits
A. What is the eligibility criteria for these new benefits?
The Canada Emergency Response Benefit is available to individuals residing in Canada who are age 15 and over and who are employees or self-employed. To be eligible, individuals must:
- have stopped working because of reasons related to COVID-19 or are eligible for Employment Insurance regular or sickness benefits or have exhausted their Employment Insurance regular benefits between December 29, 2019 and October 3, 2020
- have had employment and/or self-employment income of at least $5,000 in 2019 or in the 12 months prior to the date of their application, and
- have not quit their job voluntarily
When submitting the first claim, an individual cannot have earned more than $1,000 in employment and/or self-employment income for 14 or more consecutive days within the four-week benefit period of the claim.
When submitting subsequent claims, the individual cannot have earned more than $1,000 in employment and/or self-employment income for the entire four-week benefit period of the new claim.
B. Will self-employed, contractors, gig economy workers, seasonal workers, etc. be eligible?
Yes, the benefit is available to workers, regardless of the nature of their employment, provided that they meet the eligibility criteria.
C. If someone who is Canadian earned income abroad, is he/she eligible? Are international student eligible? Can they earn the income outside of Canada or does it have to be income earned on Canadian soil?
The intent is to support workers in the Canadian labour force who stopped working as a result of COVID-19.
- The income does not have to be earned in Canada
- The person does have to be residing in Canada, and
- The person needs to have to have a SIN
A Canadian who earned income abroad and who is now residing here is eligible as long as the other conditions are met (if they ceased working due to COVID-19, etc.).
An international student with a SIN and currently residing in Canada is eligible if other conditions are met (if they ceased working due to COVID-19, etc.).
A Canadian residing in the UK is not eligible (even if he/she worked in Canada last year).
D. Is someone self-isolating and not in quarantine eligible for the emergency benefits?
Yes, the benefit is available to all workers who meet the eligibility criteria, including having not quit their job, but having no more than $1,000 employment income for at least 14 consecutive days within the initial four-week benefit payment period as a result of ceasing work for reasons related to COVID-19.
E. Does someone have to have been without work for 14 days (is there a waiting period) before they can apply for the Benefit?
Individuals will be asked to certify that they have stopped or will stop working for reasons related to COVID-19, have not quit their job and will be earning no more than $1,000 as employment income for at least 14 consecutive days within the initial four-week claim period. There is no waiting period for the benefit.
F. Does someone have to be laid off to access the new Benefit?
No.
They can remain attached to their company.
Individuals will be asked to certify that they have stopped or will stop working for reasons related to COVID-19, have not quit their job and will be earning no more than $1,000 as employment income for at least 14 consecutive days within the initial four-week claim period.
G. How much will people receive?
The Canada Emergency Response Benefit provides a flat $500 weekly amount for up to 16 weeks.
H. How will the new benefits be administered?
Applicants are able to receive the Canada Emergency Response Benefit for up to 16 weeks. The design of the measure has been kept as simple as possible to make the measure accessible and ensure that payments are issued quickly. The measure is being delivered through both Service Canada and the Canada Revenue Agency.
5. Service Canada
A. What are we doing to address wait times?
As of April 16, 2020, CRA and Service Canada have received 7.9M applications and 7.55M have been processed.
The Department is putting in place strategies to ensure the timely delivery of benefits.
- We have redeployed significant number of staff from other functions to focus on processing
- We are focused on processing new claims and leaving adjustments aside
- We are deploying strategies to increase automation and increase self-service opportunities for clients
- And with the new flexibilities in the Act, we would take additional steps to radically speed up our processing capability by implementing streamlined design changes
Taken together these measures will ensure we get Canadians the benefits they need when they need them most.
We have been able to get payments out to the overwhelming majority of applicants ahead of our service standard of 28 days.
B. Will there be higher IT capacity?
The Department has been working with Shared Services Canada to increase its IT network and system capacity to address the significant increase in EI applications. Measures taken to-date include enhancing the IT infrastructure to enable more staff to telework and adding new servers to improve processing capacity.
6. Temporary Foreign Workers
A. What flexibilities has the Government introduced to the Temporary Foreign Worker Program to ensure employers have access to workers?
Recognizing the continued importance of foreign workers to ensuring Canada’s food security, on a temporary basis, we have streamlined requirements for employers hiring workers in occupations related to agriculture and food processing, and are prioritizing those applications.
Given the persistent need for foreign workers in full-time/full-year positions under the low-wage stream of the program, which include occupations related to meat, fish and seafood processing, we have introduced a pilot to increase the maximum duration of a Labour Market Impact Assessment from one to two years. This initiative is expected to reduce processing times and costs for employers and the Government.
We have also implemented additional administrative flexibilities to enable employers to adapt to the COVID-19 situation, such as expediting the process for employers wishing the change the name of an already identified foreign worker, and eliminating the requirement for an employer to advise us of minor administrative changes.
B. With so many Canadians unemployed, why can’t we require employers to hire them rather than foreign workers?
I share this concern, and acknowledge that there may be cases where a temporary foreign worker fills a position that could have been filled by a Canadian. That being said, these are extraordinary circumstances, the situation is evolving rapidly, and it is critical that we ensure continued trade, commerce and food security.
With respect to agriculture, temporary foreign workers have been integral to Canada’s food production since the 1960s. Last year, approximately 60,000 temporary foreign workers came to Canada to work in agriculture and food processing jobs.
The agriculture and agri-food sectors have traditionally had difficulty in recruiting and hiring Canadians, despite the requirement that they advertise to Canadians first. The jobs are seasonal, often located outside of major urban centers, and based on recruitment efforts to date, do not appear to be attractive to many Canadians.
In the current context, especially where many farms have already started planting for the season, pivoting quickly to an all-Canadian agriculture workforce would pose significant challenges. At the same time, it is likely that fewer temporary foreign workers will come to Canada this year, putting additional pressure on the sector.
We continue to encourage employers to hire Canadians, and jobs are posted – and continue to be available – for Canadians who are interested. In addition, we are exploring additional ways to shore up our domestic labour supply.
C. Given the rapid rise in unemployment due to COVID-19, how is ESDC assessing employer applications for temporary foreign workers?
Applications to the Temporary Foreign Worker Program involve an extensive assessment of a number of factors, including labour market need, with a view to ensuring that Canadians and Permanent Residents are considered first for available jobs. This includes an assessment of labour market information.
While the rapidly evolving situation has reduced the usefulness of current labour market information to make objective assessments of labour shortages, the Program’s assessment of employer requests includes a number of criteria that take into account the state of the labour market.
For example, most employers must prove that they have made credible efforts to hire Canadians or Permanent residents, and will have their Employment Insurance history reviewed to ensure that they have not recently laid off Canadians.
Further, the Program has strengthened its assessment criteria to ensure that a potential employer has a genuine need for the foreign worker, particularly if the work is not considered an essential service by the federal or provincial and territorial governments.
Given the current context, demand for workers has also decreased, and as a result, the Program has observed a corresponding decrease in applications.
We are also exploring other potential adjustments to enable the program to adapt to the evolving context more quickly.
D. What is the role of employers of temporary foreign workers in safeguarding public health during this pandemic?
Like all travelers to Canada, temporary foreign workers are responsible for complying with orders made under the Quarantine Act, including the current requirement for mandatory quarantine or isolation. Contravening these requirements could lead to fines or imprisonment, and under proposed regulations, foreign workers could be deemed inadmissible to Canada and face removal.
Employers have an important role to play in helping to prevent the introduction and spread of COVID-19. Like all Canadians, employers are expected to follow the latest public health and safety requirements and guidance from the Government of Canada and their provincial/territorial and local authorities.
Amendments to the Immigration and Refugee Protection Regulations, which entered into force on April 20, 2020, also compel employers of temporary foreign workers to meet additional requirements, including:
- paying workers for the initial quarantine/isolation period upon entry into Canada, regardless of whether they can work
- not prevent a worker from meeting their requirements under orders made under the Quarantine Act and/or the Emergencies Act, as well as provincial/territorial public health laws related to COVID-19, and
- additional requirements for employers who provide accommodations to workers
Employers who do not comply with the requirements could be subject to penalties of up to $1 million and a ban from hiring foreign workers, depending on the seriousness of the situation and number of workers affected.
E. How will you enforce employer compliance with the new requirements?
Communication has been the cornerstone of our approach to ensuring employers understand and comply with the new requirements related to COVID-19.
Along with the Minister of Health, I outlined the Government’s expectations of employers in a letter dated April 1st. That letter was shared with all employers of the Temporary Foreign Worker Program, and is posted online.
Additional guidance to employers, informed by the expertise of public health officials, as well as extensive stakeholder engagement at the officials’ level, have also taken place.
Amendments to the Immigration and Refugee Protection Regulations which entered into force on April 20, 2020 will enable enforcement of the new requirements through inspections and the application of penalties for non-compliance under the existing administrative monetary penalties framework.
Given the critical importance of protecting public health, these amendments include the ability for enforcement officers to conduct inspections regarding COVID-19 early, quickly, and make final determinations faster. Inspections would be initiated proactively, but also reactively, such as through tips, or reports of confirmed cases of COVID-19 at a worksite.
The Government will continue to work with provinces/territories, partner countries, employer associations, worker support organizations, and other stakeholders to address issues and questions, and communicate additional information on requirements for inspections in the coming days.
F. Why doesn’t the Government take responsibility for quarantining workers?
Together, we all have an important role to play in protecting public health throughout this pandemic, and we share a key objective – to prevent the spread of COVID-19.
The Government of Canada has implemented a number of measures to screen travellers, including temporary foreign workers, before they leave for Canada, and upon arrival. Government quarantine facilities have been established, and using a risk-based approach, officers will determine whether workers should be quarantined in a Government facility, or at their final destination.
In addition, I understand that some provinces are imposing additional requirements for foreign workers upon arrival.
Under current program rules, many employers of temporary foreign workers, especially those in agriculture, provide housing to workers. We have been engaging with employer groups and communicating with employers directly, to ensure that this housing enables workers to meet the requirements of quarantine.
In addition, under new regulations employers are required to provide accommodations that enables workers to meet the requirements to quarantine, such as maintaining a 2-metre distance and, we are offering compensation to employers in key sectors to defray some of the additional costs they may incur as a result.
Importantly, this approach will help to ensure the health of the public, including foreign workers, is protected not just for their first two weeks in Canada, but throughout their entire period of employment.
7. Canada Summer Jobs Program
A. How is CSJ changing for summer 2020 to respond to COVID-19?
When the COVID-19 pandemic emerged, the implementation of CSJ was well underway. The program will continue to serve the same client group (youth aged 15 to 30) and the Department will work with employers which have already submitted applications in order to roll out CSJ 2020.
However, there may be some employers that may now have to withdraw while at the same time there may be other areas of the country where employers are able to hire and where CSJ could make a significant impact in addressing the economic challenges posed by COVID-19.
To encourage job creation through additional flexibilities are supports, CSJ 2020 will:
- increase the wage subsidy from 50% to 100% of the provincial/territorial minimum wage for small businesses and public sector employers
- allow for part-time work placements
- allow for placements to extend longer—up until the end of February 2021
- allow employers approved for funding to amend the activities to support the delivery of essential services
- MPs have also been invited to identify local organizations that support the delivery of essential services but have not applied for funding and could provide youth a job placement.
B. What program adjustments have been put in place to better support the delivery of essential services?
All employers approved for funding will be provided with the flexibility to amend project and job activities to support the delivery of critical services.
MPs have also been invited to work with the Department to identify local organizations that provide critical services that have not applied for CSJ funding but could be solicited to submit an application to offer job placements.
C. How is role of MPs changing for CSJ 2020 to respond to COVID-19?
CSJ is delivered through a constituency based funding model and MPs play an important role in CSJ.
Typically, MPs participate by promoting the program to potential employers in their constituency, identifying local priorities, providing input on project lists, and ensuring that local circumstances are reflected. MPs also notify employers when their project is approved for funding.
It is expected that even with the temporary flexibilities for CSJ 2020, there will be employers who will not be able to hire youth this year amid the current pandemic and the withdrawal rate of employers will be higher than previous years.
In order to maximize opportunities for employers to hire youth, MPs are being asked to play a larger role than usual.
MP engagement has started earlier than previously planned (April 9) to help identify local organizations that provide essential services but may not have applied for CSJ funding.
This will allow the department to take advantage of MP’s real time understanding of the current situation in their area given how quickly things are changing.
These organizations will be solicited to submit applications to offer job placements.
In order to be approved for funding, organizations would need to meet the eligibility criteria for CSJ 2020 (in other words quality job placements in safe, healthy and inclusive work environments).
D. How much funding is being provided to the CSJ Program in 2020?
The Government of Canada is investing $263 million in funding for the Canada Summer Jobs program in 2020 to support the creation of 70,000 youth jobs with an average duration of 8 weeks, 35 hours.
8. Youth Employment and Skills Strategy
A. What changes are being introduced under the Youth Employment and Skills Strategy (YESS) program in response to COVID-19?
Additional investments in the YESS program will increase employment opportunities and supports for youth across the country who are impacted by the pandemic by:
- funding employers and not-for-profit organizations to create youth employment opportunities in critical sectors and services supporting vulnerable populations impacted by COVID-19
- offering additional training opportunities for youth to increase job readiness and employability, and
- provide relevant supports, such as mentorship, access to computers, access to mental health supports, to ensure youth, including those who face barriers, can benefit from these new employment opportunities
B. How many jobs for youth will be created in emergency sectors through additional investments?
With approximately $153.7 million in funding, the Government will support the creation of at least 6,000 jobs in critical sectors.
C. What youth will benefit? Will these changes support youth facing barriers?
YESS programming is available to all youth aged 15 to 30.
Additional supports, such as mentorship, access to computers, access to mental health supports, are aimed at ensuring youth facing barriers to the labour market, can benefit from these new opportunities.
These enhancements to YESS complement other measures introduced to support youth and students impacted by the COVID-19 crisis, including the enhancements to Canada Summer Jobs Program.
D. Which critical sectors will these additional job placements help? What type of jobs are being created?
These youth jobs will begin quickly to support critical sectors including, but not restricted to: agriculture and agri-food; biosciences and research; transport; environment; and, community service.
These critical service jobs will protect the health and safety of youth. Examples of jobs created include: telephone and online health and social support services, research and administrative roles, supporting roles for services to vulnerable populations, etc.
9. Student Work Placement Program
A. What changes are being made to the Student Work Placement Program in response to COVID-19?
A one-year additional investment of $80M will be made, and temporary measures introduced, to increase access to the Student Work Placement Program for students and businesses impacted by COVID-19.
This includes:
- $50M to create an additional 3,000 student placements in the health-care sector
- 2,000 placements in other front line sectors in 2020 to 2021, like agriculture, food processing, transportation and retail
- $30M for temporary program flexibilities to mitigate the impacts of COVID-19 on student hiring, and increase the offer of student work-placements to post-secondary students
This includes:
- increasing the wage subsidy of up to 75% (up to a maximum of $7,500 per placement) of the cost of wages across all placements, from the current 50% for regular placements and 70% for placements targeting under-represented youth
- waiving the criteria requiring employers to offer more placements than they did in previous years, in order to receive Student Work Placement Program funding.
These additional investments and program changes are expected to create up to 20,000 additional placements for post-secondary students in 2020 to 2021.
10. Financial Support for Students
A. How is the Government of Canada supporting students facing financial challenges as a result of COVID-19?
The Government of Canada has introduced a new Canada Emergency Student Benefit (CESB), which will provide financial relief to students and recent graduates who are unable to find work because of COVID-19. The benefit provides $1,250 a month for up to four months, with an additional $500 per month for students with disabilities, as well as those with dependants.
The Government has also increased the value of Canada Student Grants and Loans and relaxed their eligibility criteria to support new and returning students for the 2020 to 2021 academic year. The value of Canada Student Grants will be doubled, the expected contributions from students and spouses will be exempted from the calculation of a student’s financial need, and the cap on Canada Student Loans will be increased from $210 to $350 per week of study.
These measures are in addition to the recent pause on repayment and interest for student loans for the period of March 30 to September 30.
B. Who is eligible to receive the CESB?
The CESB is available to students who are enrolled in a post-secondary education program leading to a degree, diploma, or certificate; or who ended their studies no earlier than December 2019. It is also available to recent high school graduates who are enrolled in PSE in the fall.
C. Do students need to do anything to receive this benefit?
In order to receive the CESB, students will have to complete an application and be required to attest that they are not eligible for the CERB. Eligible students must reapply for the CESB every month.
D. Why is the government increasing the student loan burden for students?
The Government will increase the Canada Student Grants amount by doubling it to up to $6,000 as well as expand their eligibility. To ensure that students are not left with ‘unmet needs’, the Government will increase the cap on student loans, which has not changed since 2005.
Any increase in student debt is expected to be mitigated by the recent lowering of the interest rate on Canada Student Loans and enhancements to the Repayment Assistance Plan.
14. Summary of Economic Measures (announced)
Measure
Waive the one-week waiting period for EI sickness: for individuals in imposed quarantine and are EI eligible.
Target population
EI-eligible individuals who become ill with Covid-19.
Measure
Working-Sharing program: extending eligibility to 76 weeks, easing eligibility requirements and streamlining the application process.
Target population
Business.
Measure
Waive the requirement to provide a medical certificate to access EI sickness.
Target population
EI-eligible individuals.
Measure
Canadian Emergency Response Benefit (CERB): provide income support for workers aged 15 and older who have stopped working for reasons related to COVID-19 or have exhausted their Employment Insurance regular benefits between December 29, 2019 and October 3, 2020 and unable to find a job due to COVID-19. Claimants must have not earned more than $1,000 in employment and/or self-employment income for 14 or more consecutive days within the initial four-week benefit period of their claim and for the entire four-week benefit period subsequently.
Target population
All Canadians.
Measure
Canadian Emergency Wage Subsidy: subsidy covers 75% of an employee’s wages – up to $847 per week - for employers of all sizes and across all sectors who have suffered a drop in gross revenues of at least 15% in March, and 30% in April and May.
The program will be in place for a 12-week period, from March 15 to June 6, 2020.
Target population
Business, workers.
Measure
Temporary 10 % Wage Subsidy: a three-month measure allowing eligible employers (such as individuals, partnerships, non-profit organizations, registered charities etc.) to reduce the amount of payroll deduction required to be remitted to the Canada Revenue Agency (CRA).
Target population
Business.
Measure
Temporary Salary Top Up for Low Income Workers: through a new transfer to provinces and territories to temporary top up to the salaries of low-income workers (those who earn less than $2,500 per month on a full time basis), that the provinces and territories have deemed essential in the fight against COVID-19.
Target population
Low income Canadians.
Measure
Canada Emergency Commercial Rental Assistance (CECRA): Government intends to introduce a program for small businesses to provide loans and/or forgivable loans to commercial property owners who in turn will lower or forgo the rent of small businesses for the months of April (retroactive), May, and June.
Implementation of the program will require a partnership with provincial and territorial governments who are responsible for property owner-tenant relationships.
Target population
Small business.
Measure
Temporary Foreign Worker Program: air travel exemptions, additional authorities (Quarantine Act, IRPR), arrivals readiness, LMIA and other flexibilities.
Target population
Current TFW eligible businesses.
Measure
Six month interest free moratorium on repayment of Canada Student Loans.
Target population
Students.
Measure
Improving Access to Food: $100 million to national, regional, and local organizations across Canada to: Purchase, transport and distribute food and other basic necessities; hire temporary help to fill volunteer shortages; and implement safety measures, such as the purchase of personal protective equipment, to reduce the spread of COVID-19 among volunteers and clients.
Target population
Vulnerable populations.
Measure
Additional $157.5 million to Reaching Home: to continue to support people experiencing homelessness during the COVID-19 outbreak.
Target population
Homeless.
Measure
Essential services through New Horizons Seniors Program: Organizations encouraged to use existing funds to provide immediate and essential services to seniors impacted by COVID-19.
Target population
Seniors.
Measure
Canada Child Benefit.
Target population
Children and families.
Measure
GST Tax Credit.
Target population
Low and modest income Canadians.
Measure
Making personal hygiene products and nutritious food more affordable: additional $25 million to Nutrition North Canada to increase subsidies, so families can afford much-needed personal hygiene products and nutritious food.
Target population
Northern communities.
Measure
Indigenous Community Support Fund
Target population
First Nations, Inuit and Metis Nation communities.
Measure
Youth Mental Health: $7.5 million in funding to Kids Help Phone.
Target population
Youth
Measure
Supporting Women and Children fleeing Violence: supporting women and children fleeing violence, by providing up to $50 million to women's shelters and sexual assault centres, including facilities in Indigenous communities, to help with their capacity to manage or prevent an outbreak in their facilities.
Target population
Vulnerable women and children.
Measure
Delivering essential services to those in need: Investment of $350 million to support vulnerable Canadians through charities and non-profit organizations that deliver essential services to those in need.The investment will flow through national organizations that have the ability to get funds quickly to local organizations that serve vulnerable populations. It will support a variety of activities.
Target population
Vulnerable Canadians.
Measure
Reduced minimum withdrawals RRIF.
Target population
Seniors.
Measure
Supporting the delivery of items and personal outreach: $9 million through United Way Canada for local organizations to support practical services to Canadian seniors such as the delivery of groceries and medications.
Target population
Seniors.
Measure
Mortgage Support.
Target population
Homeowners.
Measure
Extra time to file 2019 Tax returns.
Target population
All Canadian taxpayers.
Measure
Canada Summer Jobs: Temporary changes to allow employers to: receive an increased wage subsidy, so that private and public sector employers can also receive up to 100% of the provincial or territorial minimum hourly wage for each employee; extend the end date for employment to February 28, 2021; adapt their projects and job activities; and hire staff on a part-time basis.
(Overall) Financial Support for Students: announcement of $9 billion in financial aid for post-secondary students in response to claims that too many young people were falling through the cracks in existing COVID-19 support programs.
The proposed Canada Emergency Student Benefit, which would provide support to students and new graduates who are not eligible for the Canada Emergency Response Benefit. This benefit would provide $1,250 per month for eligible students or $1,750 per month for eligible students with dependents or disabilities. The benefit would be available from May to August 2020.
Double the Canada Student Grants for all eligible full-time students to up to $6,000 and up to $3,600 for part-time students in 2020-21.The Canada Student Grants for Students with Permanent Disabilities and Students with Dependents would also be doubled.
Broaden eligibility for student financial assistance by removing the expected student’s and spouse’s contributions in 2020 to2021, in recognition that many students and families will struggle to save for school this year.
Enhance the Canada Student Loans Program by raising the maximum weekly amount that can be provided to a student in 2020to 2021 from $210 to $350.
Target population
Students.
Measure
Supporting Students through Expanded Student and Youth Programming
- $153.7 million for the Youth Employment and Skills Strategy to help youth develop the skills and gain the experience they need to successfully transition into the labour market. Funding will support a range of measures in high-demand sectors such as agriculture, technology, health and essential services, creating over 6,000 additional job placements.
- Changes to the Youth Employment and Skills Strategy's Canada Summer Jobs program, including increased wage subsidies, expanded eligibility and new flexibilities for employers, to ensure it can continue to support up to 70,000 student job placements in 2020t o 2021. These new measures are being supported by a reallocation of existing resources.
- $80 million for the Student Work Placement Program to support up to 20,000 post-secondary students across Canada to obtain paid work experience related to their field of study.
- $15 million for the Supports for Student Learning Program to serve an additional 14,700 youth through support to complete high school and transition to post-secondary education in order to help ensure that vulnerable children and youth do not become further marginalized as a result of COVID-19.
The new Canada Student Service Grant, which will help students gain valuable work experience and skills while they help their communities during the COVID-19 pandemic. For students who choose to do national service and serve their communities, the new Canada Student Service Grant will provide up to $5,000 for their education in the fall.
Additional support for the Canada Service Corps to expand support for meaningful youth service projects that have positive impacts in communities across Canada, including increasing the number of microgrants from 1,800 to 15,000, and providing stipends to participants.
The launch of the "I want to help" Platform
Increase existing distinctions-based support for First Nations, Inuit, and Métis Nation students pursuing post-secondary education by providing an additional $75.2 million in 2020 to 2021.
Extend expiring federal graduate research scholarships and postdoctoral fellowships, and supplement existing federal research grants, to support students and post-doctoral fellows, by providing $291.6 million to the federal granting councils. In addition, the government intends to enhance work opportunities for graduate students and post-doctoral fellows through the National Research Council of Canada.
$40 million to Innovation, Science and Economic Development to support Mitacs in order to create 5,000 new job placements. The Business/Higher Education Roundtable (BHER) will also create a further 5,000 to 10,000 new student placements, by reorienting existing federal support and building online tools.
The Government of Canada will remove the restriction that allows international students to work only a maximum of 20 hours per week while classes are in session, provided they are working in an essential service or function, such as health care, critical infrastructure, or the supply of food or other critical goods.
International students and their employers should consult Public Safety and Emergency Preparedness Canada's Guidance on Essential Services and Functions in Canada during the COVID-19 Outbreak to determine if the work the student is doing would allow them to work more than 20 hours per week during the academic session. This temporary rule change will be in place until August 31, 2020.
Target population
Students.
Measure
Deferral of Sales Tax Remittance and Customs Duty Payments until June.
Target population
Business.
Measure
Business Credit Availability Program: $40 billion of additional support through the Business Development Bank of Canada (BDC) and Export Development Canada (EDC).
Target population
Business.
Measure
Canada Emergency Business Account: Provide interest-free loans of up to $40,000 to small businesses and not-for-profits, to help cover their operating costs during a period where revenues are temporarily reduced.
Target population
Small Business and Not for profit sector.
Measure
Insured Mortgage Purchase Program: Purchase up to $150 billion of insured mortgage pools through the Canada Mortgage and Housing Corporation.
Target population
Facilitate liquidity to consumers and businesses.
Measure
Lowering Domestic Stability Buffer (Banks): This action will allow Canada’s large banks to inject $300 billion of additional lending in to the economy.
Target population
Economic stability.
Measure
Increasing Credit available for agriculture, fisheries and aquaculture: Farm Credit Canada to provide an additional $5 billion in lending to producers, agribusinesses, and food processors.
Target population
Farmers, Fishers, food producers.
Measure
Support for Airports: Waiving ground lease rents from March 2020 through to December 2020 for the 21 airport authorities that pay rent to the federal government.
Target population
Airports, airlines.
Measure
Support for northern air carriers: $17.3 million to the governments of Yukon, Northwest Territories, and Nunavut to support critical air services to Northern and remote communities, in partnership with investments by the territorial governments, to ensure the continued supply of food, medical supplies, and other essential goods and services to remote and fly-in communities.
Target population
Northern air carriers.
Measure
Support for Broadcasters: Waived licensed fees.
Target population
Broadcasters.
Measure
Support for Operating Costs (Territories): $15 million in non-repayable support for businesses in the territories to help address the impacts of COVID-19. This support will assist businesses with operating costs not already covered by other Government of Canada measures.
Target population
Northwest Territories, Nunavut, Yukon.
Measure
Support for Tourism Operators: working with tourism operators in national parks, historic sites, and marine conservation areas to defer payments on commercial leases and licenses of occupation without interest until September 1, 2020.
Target population
Tourism Operators.
15. Support for Post-secondary students facing the impacts of COVID-19
Issue
What is the Government of Canada doing to support post-secondary students facing financial challenges from COVID-19?
Key facts
- All Canada Student Loan repayments have been paused and interest will not accrue for the period of March 30 to September 30. These measures will provide relief to nearly 1 million Canada Student Loan borrowers in repayment
- On April 22nd, the Government announced the Canada Emergency Student Benefit, which will provide $1,250 a month from May to August to post-secondary students and recent graduates who cannot find summer employment due to COVID-19. Students with dependants or a disability will receive an additional $500 a month for a total of $1,750 month. Over 1 million students and recent graduates are expected to benefit from this financial support
- To support new and returning post-secondary students this fall, the Government also announced enhancements to Canada Student Loans and Grants that will be in effect for one year starting August 1, 2020. This includes:
- doubling Canada Student Grants for all eligible full-time students to up to $6,000 and up to $3,600 for part-time students. The Canada Student Grants for Students with Permanent Disabilities and Students with Dependents would also be doubled
- removing the expected student and spousal contribution, in recognition that many students and families will struggle to save for school this year
- raising the maximum weekly loan amount that can be provided to a student in 2020 to 2021 from $210 to $350
- approximately 765,000 returning and prospective students are expected to benefit from these measures
Response
- The Government of Canada is committed to providing financial relief to post-secondary students during the Covid-19 pandemic
- To support student loan borrowers, the Government has temporarily paused the repayment of Canada Student Loans
- Effective March 30, 2020, all student loan borrowers automatically had their repayments suspended until September 30, 2020. No payment is required and interest will not accrue during this time. Students do not need to apply for the repayment pause
- On top of this, the Government recently announced the Canada Emergency Student Benefit which will provide $1,250 a month to students and recent graduates who cannot find summer employment due to COVID-19
- Students who have dependants living with them or have a disability are entitled to an additional $500 a month for a total of $1,750. Over 1 million students and recent graduates are expected to benefit from this financial support
- The Government also recognizes that students and their families are facing financial challenges from COVID-19 that will affect their ability to earn income and save for their studies this fall
- That is why the Government will be doubling Canada Student Grants for the academic year starting August 1, 2020 along with temporarily eliminating the student, spousal contributions, and raising the weekly loan limit so that students can get more funding. These measures will help over 765,000 students access and afford post-secondary education this fall
- All together – the Canada Emergency Student Benefit, the new Canada Student Loans and Grants measures, and the loan repayment suspension – the Government of Canada is investing over $7 billion to provide financial support for students
Background
Students have been disproportionally affected by the shutdown of industries due to COVID-19 and it is estimated that 1.2 million post-secondary-aged students (in other word, 16 to 29 year olds) would not be eligible for COVID-19 relief funds offered through the Canada Emergency Response Benefit.
With a disruption in earnings, or no longer having access to jobs that supplement their income, many students will be facing challenges to afford the cost of living and post-secondary education expenses. Parents may also be facing financial challenges of their own, making it difficult for them to support their children’s education.
To provide immediate financial relief to students during the COVID-19 pandemic, the Government of Canada has announced the following series of measures.
Canada Emergency Student Benefit (CESB)
On April 22nd, the Government announced the Canada Emergency Student Benefit (CESB) which will provide financial support to Canadian students enrolled in post-secondary programs that lead to a degree, diploma or certificate who depend on summer employment to help pay for their tuition and living costs. Recent post-secondary graduates are also entitled to the benefit as they may have difficulty finding a job after they graduate due to COVID-19 impacts on the workforce.
Beginning May 2020, eligible students and recent graduates can receive $1,250 per month for the period of May to August 2020. Students living with dependents or who have disabilities will receive an additional $500 a month for a total of $1,750. These measures will provide relief to nearly 1 million students and recent graduates at a cost of $5.2 billion.
Canada Student Loans and Grants
Canada Student Loan (CSL) borrowers in repayment may experience a loss of income due to the impact of COVID19, and should not have to worry about making their loan repayments during this stressful time.
For a period of 6 months, beginning March 30 2020, CSL borrowers in repayment will not be required to make their monthly payments, and the Government will cover interests on these loans during this time.
At a cost of $186 million, these measures will provide relief to nearly 1 million CSL borrowers in repayment. All provinces and territories have aligned with this measure and are offering similar relief to the provincial/territorial portion of student loans.
To help students continue their studies in the fall, the government will be introducing a series of enhancements to Canada Student Loans and Grants. Pending Parliamentary approval, these measures would come into effect starting August 1, 2020 and be available to students for one year.
First, the Government will double the Canada Student Grants for all eligible full-time students to up to $6,000 and up to $3,600 for part-time students. The Canada Student Grants for Students with Permanent Disabilities and Students with Dependents would also be doubled.
Second, the Government will broaden eligibility for student financial assistance by removing the expected student’s and spouse’s contributions, in recognition that many students and families will struggle to save for school this year.
Third, the Government will enhance the Canada Student Loans Program by raising the maximum weekly amount that can be provided to a student in 2020 to 2021 from $210 to $350.
Approximately 765,000 returning and prospective students are expected to benefit from these measures, for an estimated value of $1.9 billion.
Prepared by
Name: Milena Gulia
Title: Director, CSLP
Key contact
Name: Agata Frankowicz
Title: Director, Canada Emergency Student Benefit
Phone number: 613-618-4780
Name: Milena Gulia
Title: Director, Canada Student Loans Program
Phone number: 819-654-3670/613-897-0840
Approved by
Name: Atiq Rahman
Title: Director General, Canada Student Loans Program
Phone number: 613-898-5995
Date April 23, 2020
Date approved in ADMO:
April 23, 2020
16. Support for Students and COVID-19
Issue
What is the Government of Canada doing to support jobs and skills opportunities for students and youth during the COVID-19 pandemic?
Key facts
- On April 22, the Prime Minister announced new investments to expand existing youth programming to create jobs and skills training opportunities for youth in response to the Covid-19 pandemic
- This includes:
- $153,7M in the Youth Employment and Skills Strategy to create an additional 6,000 job placements
- $80M for the Student Work Placement Program to increase the wage subsidy and create additional placements in critical sectors, such as health-care, for a total of up 20,000 job placements
- $15M for the Supports for Student Learning Program to serve an additional 14,700 youth
- additional support for the Canada Service Corps, including a new Canada Student Service Grant
- this is in addition to the temporary changes to Canada Summer Jobs 2020 announced on April 8 to support the hiring 70,000 students, including an increased wage subsidy, and flexibilities to target jobs in critical sectors
Response
- The Government of Canada recognizes the profound effects of COVID-19 on students and youth and is committed to providing supports for jobs and skills opportunities for students during the pandemic
- On April 22, the Prime Minister announced new investments and measures to expand existing youth programming as part of a comprehensive $9 billion package of supports for students and youth
- This is in addition to the recent changes to Canada Summer Jobs 2020 announced on April 8, to ensure we can continue to support the creation of 70,000 jobs in 2020 to 2021, including through increased wage subsidies, and expanded eligibility to target jobs in critical sectors
- To complement this initiative, additional investments will be made in youth employment and training including $153,7M in the Youth Employment and Skills Strategy for the creation of up to 6,000 job placements in critical sectors
- An additional $80M for post-secondary students to access work integrated learning opportunities in their fields of study through the creation of 20,000 student work placements, including in critical sectors such as health-care
- In addition, The Government recognise the impacts on the learning needs of students, including those in secondary school who rely on after-school supports to help them stay on track with their learning. This is why we have announced $15 million to ensure that approximately 14,700 vulnerable children and youth can continue to access critical wraparound supports like mentoring and tutoring
- The Government is also introducing initiatives for youth to serve their communities
- It is increasing the number of micro-grants from 1,800 to 15,000 and providing stipends to grant recipients, and
- We also announced the introduction of the new Canada Student Service Grant which will provide up to $5,000 to support student’s post-secondary education costs in the fall
- This is an opportunity for students and youth to mobilize and take part in national service activities that can provide valuable experiences, while giving back to their local communities
Background
CSJ 2020
Canada Summer Jobs provides funding for not-for-profit organizations, public-sector employers, and small businesses with 50 or fewer employees to create quality job placements for youth in safe, inclusive and healthy work environments.
The Canada Summer Jobs 2020 call for applications was open from January 30, 2020 to February 28, 2020. The Department received approximately 37,000 applications to support the creation of over 147,000 jobs representing approximately $897M in funding. Jobs could start as early as May 11, 2020.
The Budget for Canada Summer Jobs 2020 is $263M in order to create 70,000 jobs with an average duration of 8 weeks, 35 hours.
MPs can participate in the CSJ program by promoting it to potential employers, identifying local priorities, providing input on project lists and notifying selected employers.
MPs are invited to identify local organizations that provide critical services that had not applied for CSJ funding but could be solicited to submit an application to offer job placement and provide feedback on eligible projects received through the call for applications held in February 2020.
All funded employers will be provided with flexibility to amend project and job activities to support the delivery of critical services. This recognizes that many CSJ-funded positions occur in sectors and industries currently being impacted by COVID-19, and that the job activities initially proposed may no longer be possible.
Additional investments to expand youth and student programing
The Department is leveraging the Youth Employment and Skills Strategy and Student Work Placement Program to increase youth employment and skills development activities and mitigate the impacts of Covid-19 on the offer of work placements for students over the coming months, by focusing on addressing needs in critical sectors.
YESS
The Youth Employment and Skills Strategy (YESS) is a horizontal Government of Canada initiative led by Employment and Social Development Canada (ESDC) and delivered in collaboration with 10 federal departments and agencies.
Additional investments of $153,7M (for ESDC and other YESS federal partners) will increase employment opportunities and supports for youth across the country who are impacted by the pandemic by:
- funding employers and not-for-profit organizations to create youth employment opportunities in critical sectors and services supporting vulnerable populations impacted by COVID-19, and
- providing additional training to increase job readiness and employability; and relevant supports, such as mentorship, access to computers, access to mental health supports
Additional YESS funding will support the creation of 6,000 jobs in critical sectors.
Student Work Placement Program
A one-year additional investment of $80M will be made, and temporary measures introduced, to increase access to the Student Work Placement Program for students and businesses impacted by COVID-19.
This includes:
- $50M to create an additional 3,000 student placements in the health-care sector; and 2,000 placements in other critical sectors in 2020 to 2021, like agriculture, food processing, transportation and retail
In addition, $30M will support program flexibilities to address the impacts of COVID-19 on student hiring. This includes increasing the wage subsidy to up to 75% of the student's wages (up to a maximum of $7,500 per placement), and waiving the requirement for employers to offer more placements than they did in previous years.
These measures are expected to support the creation of up 20,000 placements in this fiscal year.
Supports for Student Learning Program
Organizations that have established and trusted relationships with vulnerable children and youth will receive support to migrate their programming and supports online in order to ensure continuity to their critical supports. The measures are two-fold:
- support for the transition to, and implementation of, digitized services (for example., tutoring, mentoring), and
- support the connectivity of vulnerable children, youth, and their families, in partnership with other federal government and private sector partners
Canada Service Corp
The Canada Service Corp Micro-grants fund small-scale, youth-led projects to address community needs or challenges. There are three micro-grant levels, designed to fund projects with different levels of ambition and complexity: $250, $750, $1,500.
Micro-grants pay for the costs of the service project that youth design, develop, and implement at the local level.
These projects cannot displace paid work. Youth aged 15 to 30 are eligible.
To encourage students to participate in the COVID-19 response, the government will launch a new national service initiative to recognize students' significant contributions to the COVID-19 efforts, and provide support through a new Canada Student Service Grant which will provide up to $5,000 to support student's post-secondary education costs in the fall.
More details will be made available on the I Want to Help platform over the coming weeks.
Prepared by/ Key contact
Name: Sarah Plouffe
Student Work Placement Program
Skills and Employment Branch
Phone number: 819-635-4572
Myra Latendresse-Drapeau
Title: Director, Youth Employment and Skills Strategy
Name: Kelly Campbell
Title: A/Director, Learning Branch (SSLP)
Phone number: 873-353-4612
Approved by
Name: Catherine Demers
Director General Skills and Employment Branch
Phone number: 613-697-7917
Name: Ritu Banerjee
Director General, Canada Service Corp
Phone number:
Name: Patricia Wilson
Title: Director General, Program Operations Branch
Phone number:
Date
Date approved in ADMO / COO:
17. Canada Summer Jobs 2020 and MP Feedback
Issue
Flexibilities were introduced to Canada Summer Jobs 2020 to support employers and youth in the context of COVID -19. Members of Parliament have been asked to identify new organizations that provide essential services in their community that could offer quality safe jobs for youth, while also providing feedback on projects received via the call for applications.
Key facts
- On April 8th, the Prime Minister announced temporary changes to the Canada Summer Jobs 2020
- All funded employers will be eligible to receive a wage subsidy up to 100% of the provincial or territorial minimum wage; offer part-time placements; offer placements until February 28, 2021; and, amend jobs activities to support the delivery of essential services
- Outreach has been undertaken and webinars were held on April 16 and 17 with Members of Parliament to support them in their role to provide feedback on eligible projects and to identify new organizations
Response
- Temporary changes introduced for Canada Summer Jobs 2020 are aimed at helping employers hire the workers they need to continue to deliver essential services and provide youth access to quality, safe jobs
- However, we know that even with these flexibilities, some employers may not be able to hire youth this year amid the current pandemic
- We want to leverage Members of Parliament’s knowledge of the circumstances in their communities by asking them to identify additional local employers that provide essential services in their community to help address the COVID-19 situation even if they did not apply for Canada Summer Jobs funding
- These changes will help youth stay connected to the labour market, save money for their future, and find quality jobs in safe, inclusive, and healthy work environments
Background
CSJ provides funding for not-for-profit organizations, public-sector employers, and small businesses with 50 or fewer employees to create quality job placements for youth in safe, inclusive and healthy work environments.
79,279 quality jobs for youth were created through Canada Summer Jobs 2019.
The Canada Summer Jobs 2020 call for applications was open from January 30, 2020 to February 28, 2020. The Department received approximately 37,000 applications to support the creation of over 147,000 jobs representing approximately $897M in funding. Jobs could start as early as May 15, 2020.
The budget for Canada Summer Jobs 2020 is $263M in order to create 70,000 jobs with an average duration of 8 weeks, 35 hours.
MPs can participate in the CSJ program by promoting it to potential employers, identifying local priorities, providing input on project lists and notifying selected employers.
MP Feedback
On April 9th, MPs were invited to identify local organizations that provide critical services that had not applied for CSJ funding but could be solicited to submit an application to offer job placements and provide feedback on eligible projects received through the call for applications held in February 2020. The Department also introduced a new MP Feedback tool to streamline the process from previous years.
The Department held webinars on April 16 and 17 to support MP’s to provide feedback and identify new organizations.
During the webinars, MPs raised concerns that there is no additional funding for the new employers they were asked to identify. They noted that with the increase to the wage subsidy, the number of total jobs offered in their riding would be lower this year than last. They also expressed concerns that they were asked to provide feedback on the list of recommended employers before the Department confirms whether these employers will be able to create a job for a youth in a safe environment. MPs have also asked for clarifications on how funding would be allocated between additional projects identified and projects from the call for applications.
It is expected that even with the flexibilities, there will be employers who will not be able to hire youth this year amid the current pandemic and that the withdrawal rate this year will increase from previous years where withdrawals range from 12% to 16% of approved employers.
Since MPs were invited to provide feedback on April 9, 2020, an extension was provided and they now have until April 24 to provide feedback on the list of eligible employers and identify additional employers, should they wish to do so.
Following MP Feedback, the Department will contact all employers recommended for funding in late April and early May to discuss the flexibilities and confirm their participation with the intent to have jobs begin by Mid-May and support employers as early as initially planned. The Department will prioritize funding for the new employers based on the level of priority identified by MPs either as immediate, ahead of the projects received through the call for applications, or potential investment if funding from their constituency budget becomes available.
MP Feedback Tool
Service Canada has implemented a new tool to simplify the review process for MPs. Feedback will be accurately captured by clearly denoting projects from the call for applications to be funded, projects to be funded if resources become available and projects not to be funded even if funding becomes available in the constituency budget.
The constituency budget initially provided for 48 constituencies in the new feedback tool was incorrect due to an administrative error. The constituency budget should have reflected the same amount allocated in 2019. MPs have now received a revised feedback tool with correct amounts. The Department remains available to support MPs in using the new tool and answer any additional questions they may have about the process.
Key contact
Name: Jacinthe David
Title: Director
Phone number: 613-404-6948
Approved by
Name: Patricia Wilson
Title: Director General, LMSDPO
Phone number: 819-219-1255
Date
Date approved in ADMO / COO:
18. Federal Covid-19 measures and their implications for persons with disabilities v. 2020/04/23
Canada Emergency Response Benefit (CERB)
Description
A taxable flat-rate benefit for four months, from April 2020 to July 2020.
Amount (to individuals)
$2,000 per month
Eligible individuals/Actors
Those eligible are:
- worker has earned $5000 in previous year
- has stopped working for reasons related to COVID-19 but did not quit their job, not receiving EI, not receiving employment income
- the Canada Emergency Response Benefit will be accessible through a secure web portal starting in early April. Applicants will also be able to apply via an automated telephone line or via a toll-free number.
Implications for PWDs
Workers with disabilities more likely to have precarious employment, they would be more likely to be laid off and less likely to have EI coverage.
Workers who are caregivers of children and adults with disabilities provided they meet the earnings threshold and are not receiving EI benefits would be more likely than other workers to receive the CERB. The loss of support services due to the pandemic would make it necessary for many of these caregivers to stay at home.
Expanded access to CERB and support for essential workers (April 15, 2020)
Description
Changing the eligibility rules to:
- allow people to earn up to $1,000 per month while collecting CERB
- extend CERB to seasonal workers who exhausted their EI regular benefits and are unable to undertake their usual seasonal work due to COVID-19
- extend CERB to workers who recently exhausted their EI regular benefits and are unable to find a job or return to work because of COVID-19.
Amount (to individuals)
Can now earn up to $1, 000 per month while collecting CERB.
Eligible individuals/Actors
Eligibility criteria made more flexible:
- workers and seasonal workers who recently exhausted their regular EI benefits and cannot find employment due to COVID-19 are entitled
- workers earning up to $1,000 a month can still collect CERB
Implications for PWDs
Similar to original CERB announcement: rate of low- and modest-income is higher among Canadians with disabilities, and workers with disabilities are more likely to have precarious employment (thus more likely to be laid off and less likely to have EI coverage).
As a result of the above, the exemption for $1,000 in earnings per month and continued aid for those who exhausted EI will help many PWDs.
GST Special Payment
Description
One-time special payment to individuals eligible for the Goods and Services Tax credit (based on 2018 filing data). To be available for early May.
Amount (to individuals)
Approx. $400 for single individuals, $600 for couples.
Eligible individuals/Actors
Available to those currently receiving the GST credit, no application required.
GST credit is available to any low and middle income Canadian resident age 19 and over (credit phases out at $49,649 in net family income for individuals with no children).
Implications for PWDs
Rate of low- and modest-income is higher among Canadians with disabilities than among their peers without disabilities. As a result, persons with disabilities and, in particular those with severe disabilities, are likely to disproportionately benefit from this measure. Finance estimates about 85% of single DTC eligible individuals will qualify for this payment as well as about 50% of DTC eligible individuals who are coupled.
Improved access to Employment Insurance sickness benefits
Description
The one-week waiting period for EI sickness benefits is waived for new claimants who are sick, quarantined or directed to self-isolate. Medical certificates are not required for these claims.
Claimants struggling to apply due to quarantine can also apply later and have their claim backdated to cover the period of delay. Claimants can also apply online or call to access services.
Amount (to individuals)
N/A
Eligible individuals/Actors
Available to EI eligible individuals
Implications for PWDs
Rate of low- and modest-income higher among PWDs, so immediate access to income support will be of significant help to PWDs. Persons with disabilities are more likely to need to self-isolate due to pre-existing conditions.
On the other hand, persons with disabilities are somewhat less likely than their peers without disabilities to be EI eligible (due to more tenuous labour market attachment).
Alternative means of access to EI services provides more options for PWDs who require accommodations for transportation/delivery. Waiving medical certificate requirement also supports PWDs who would require accommodation for accessing medical support and preparing documentation during quarantine.
Increasing the Canada Child Benefit (CCB)
Description
This will provide an extra amount per child through the Canada Child Benefit (CCB) for 2019 to 2020. This benefit will be delivered as part of the scheduled CCB payment in May.
Amount (to individuals)
$300 per child
Eligible individuals/Actors
The CCB is paid to parents or others primarily responsible for the care of a child under 18. It is an income-tested benefit based on family net income. Because it is phased out gradually most Canadian parents/guardians receive at least some CCB.
Families currently receiving the CCB will receive the additional $300 amount. No additional application is required.
Implications for PWDs
This measure will assist parents/guardians of children with disabilities and parents/guardians who have disabilities themselves in the same way as others, but there is no special provision for their additional expenses. There is no increase to the Child Disability Benefit.
Canada Emergency Student Benefit
Description
Provide support to students and new graduates who are not eligible for the Canada Emergency Response Benefit.
Available from May to August 2020.
Amount (to individuals)
- $1,250 per month for eligible students
- $1,750 per month for eligible students with dependents or disabilities
Eligible individuals/Actors
Students and new graduates who are not eligible for the Canada Emergency Response Benefit.
Implications for PWDs
Research by the National Educational Association of Disabled Students shows that students with disabilities are less likely to find employment throughout their studies, including summer employment and part-time work during the school year. This additional income is even more vital during COVID-19, where there are less employment opportunities and access to campus services, which can include accommodative housing, assistive technology, and course material in alternative formats at a reasonable prices.
Double Canada Student Grants for eligible students
Description
Double Canada Student Grants for all eligible full-time and part-time students in 2020 to 2021.
The Canada Student Grants for Students with Permanent Disabilities and Students with Dependents would also be doubled.
Amount (to individuals)
- Up to $6,000 for full-time students in 2020 to 2021
- Up to $3,600 for part-time students in 2020 to 2021
- Up to $4,000 (currently $2,000) for Students with Permanent Disabilities
- Up to $400 per month (currently $200) for Students with Dependents
Eligible individuals/Actors
- Full and part-time students eligible for the Canada Students Grants in 2020-21 academic year
- PWDs who are eligible for Canada Student Grants for Students with Permanent Disabilities
- Caregivers of PWDS who are eligible for Canada Student Grants for Students with Dependents
Implications for PWDs
Coupled with the Canada Emergency Student Benefit and other eligible grants and loans, students with disabilities are receiving a lot of targeted financial support to help them in their post-secondary studies during COVID-19.
On average, students with disabilities are less likely to find employment opportunities throughout their PSE career. COVID-19 presents additional costs for this demographic, as there are now less employment opportunities and access to campus accommodative services.
$350M for Emergency Community Support Fund
Description
$350 million to support vulnerable Canadians through charities and non-profit organizations that deliver essential services to those in need.
Replacing in-person, one-on-one contact and social gatherings with virtual contact through phone calls, texts, teleconferences, or the Internet.
Amount (to individuals)
N/A
Eligible individuals/Actors
Funding is earmarked for the following:
- increasing volunteer-based home deliveries (par example delivery of groceries or medications)
- increasing volunteer-based transportation services (par example accompanying or driving seniors or persons with disabilities to appointments)
- scaling up help lines that provide information and support
- providing training, supplies and other required supports so volunteers can continue to make their invaluable contributions to the COVID-19 response, and
- replacing in-person, one-on-one contact and social gatherings with virtual contact through means such as phone calls, texts, teleconferences or the Internet (par example seniors centres without walls)
Implications for PWDs
Persons with disabilities are identified as a target beneficiary.
Persons with disabilities are expected to disproportionately benefit from all eligible activities that receive funding, as they largely involve reducing barriers for people who otherwise cannot access essential supplies and services.
In addition, this funding responds directly to needs identified by the disability community to develop training for volunteers and to develop virtual contact measures to replace in person services.
Enhancing the Reaching Home initiative
Description
Continue to support people experiencing homelessness during the COVID-19 outbreak by providing $157.5M in funding to the Reaching Home initiative. The funding could be used for a range of needs such as purchasing beds and physical barriers for social distancing and securing accommodation to reduce overcrowding in shelters.
Amount (to individuals)
N/A
Eligible individuals/Actors
Reaching Home: Canada's Homelessness Strategy is a community-based program aimed at preventing and reducing homelessness across Canada. This program provides funding to urban, Indigenous, rural and remote communities to help them address their local homelessness needs.
Implications for PWDs
Persons with disabilities and chronic health conditions, especially mental health-related, are generally reported to be over-represented in the homeless population, although limited data is available. Some research suggests that persons with disabilities are more at risk of hidden homelessness which could be a particular at risk group during this crisis. Not clear if any specific funding is being targeted to the needs of the homeless population with disabilities.
Government of Canada connects Canadians with mental wellness supports during COVID-19
Description
A portal dedicated to mental wellness on Canada.ca/coronavirus. The service will connect Canadians to peer support workers, social workers, psychologists and other professionals for confidential chat sessions or phone calls, and will make it easier to find credible information and help address mental health and substance use issues.
Investment of $25 million, announced April 15, 2020
Amount (to individuals)
N/A
Eligible individuals/Actors
Free, accessible support for anyone reaching out via phone, text, mobile app or online website.
Implications for PWDs
PWDs at all stages in life have less access to credible services and resources as a result of COVID-19. Loss of access to peer networks and the need for physical distancing also exacerbates symptoms for people with stress disorders, depression, and many other conditions.
This service is also particularly helpful for young people with disabilities, as mental-health related disabilities are the most prevalent type of disability among young Canadians.
Funding for Kids Help Phone
Description
$7.5 million in funding to support counsellors and trained volunteers working at Kids Help Phone—an e-mental health service phone line that offers counseling to children in need in both official languages.
Amount (to individuals)
N/A
Eligible individuals/Actors
Free, accessible support to any young person reaching out via phone, text, mobile app or online website.
Implications for PWDs
Mental-health related disabilities are the most prevalent type of disability among young Canadians. This funding could also increase professional services tailored to particular disabilities and mental health conditions.
Funding for food banks and local food organizations
Description
The Local Food Infrastructure Fund is investing $100 million to organizations that support people and communities experiencing food insecurity:
- $50 million to Food Banks Canada
- $20 million divided evenly between Salvation Army, Second Harvest, Community Food Centres Canada, and Breakfast Club of Canada
- $30 million for local-level organizations who serve people experiencing food insecurity
Amount (to individuals)
N/A
Eligible individuals/Actors
Eligible activities for this funding include the purchase of food, support for the transportation and distribution of food, hiring temporary help to fill volunteer shortages, and activities to implement biosecurity measures, such as the purchase of personal protective equipment, to reduce the spread of COVID-19 among volunteers and clients.
Implications for PWDs
Food Banks Canada estimates that about 1 in 5 of those accessing food banks are on provincial disability supports.
Access to food banks and local food organizations is more difficult during COVID due to (1) increased demand and (2) self-isolation measures. Part of the funding is to find innovative ways to overcome these access barriers, and PWDs are disproportionately affected by these barriers.
Indigenous Community Support Fund
Description
$305 million for a new, distinctions-based Indigenous Community Support Fund to address immediate needs in First Nations, Inuit and Métis communities. This funding will also provide support to regional, urban and off-reserve Indigenous organizations.
Amount (to individuals)
N/A
Eligible individuals/Actors
The Indigenous Community Support Fund will be distributed as follows:
- $215 for First Nations
- $45 million for Inuit
- $30 million for Métis Nations
- $15 million for regional and urban Indigenous organizations
Implications for PWDs
About a third of the Indigenous population in Canada identifies as having a disability. The extent to which Indigenous persons with disabilities will benefit will depend upon specific initiatives and projects and how individual communities choose to allocate resources.
Health and social support for northern communities
Description
- $72.6 million to Yukon, Northwest Territories, and Nunavut to support their COVID-19 health and social services
- Up to $17.3 million to support northern air carriers
- $15 million in non-repayable support for businesses in the territories to help address the impacts of COVID-19
- $25 million to Nutrition North Canada to increase subsidies so families can afford much-needed nutritious food and personal hygiene products
Amount (to individuals)
N/A
Eligible individuals/Actors
- $72.6 million to help territories address critical priorities to minimize outbreak
- $17.3 million for aircraft carriers to ensure supply of food, medical supplies, and other essential goods and services to remote communities
- $15 million in non-repayable support to help businesses with costs not covered by other Federal measures
- funding for Nutrition North Canada will subsidize a list of foods and essential items, such as cleaning and personal hygiene products
Implications for PWDs
21.2% of the population of the territories identify as having a disability with a slightly higher prevalence among women. As such persons with disabilities are likely to disproportionately benefit from these measures. Persons with disabilities living in isolated, northern communities face additional barriers and risks to accessing essential services, including food, hygiene products, medication, etc.
This funding is intended to aid many Indigenous communities in northern communities. About a third of the Indigenous population in Canada identifies as having a disability.
Funding for community services to Canadian seniors
Description
$9 million in funding to United Way Canada for local organizations to support services to Canadian seniors (delivery of groceries, medications, and other needed items and personal outreach to assess individual needs).
Amount (to individuals)
N/A
Eligible individuals/Actors
Senior citizens and local community organizations for senior citizens that are supported by United Way.
Implications for PWDs
37.8% of Canadians 65 and older identify as having a disability. Among those over 75 years of age this rises to 47.4%. Seniors disproportionately experience more barriers due to disabilities, and they are more likely to lose access to vital support services due to self-isolation and quarantine. This funding should help ensure that support services continue.
Support for women’s shelters and sexual assault centres
Description
- Supporting women and children fleeing violence, by providing $40M in funding to Women and Gender Equality Canada (WAGE), $30M of which will address immediate needs of shelters and sexual assault centres
- Up to $26M to Women’s Shelters Canada for roughly 575 violence against women shelters across the country
- Up to $4M to the Canadian Women’s Foundation for sexual assault centres across the country
- 10M to Indigenous Services Canada’s shelters on reserves and in Yukon
Amount (to individuals)
N/A
Eligible individuals/Actors
Women’s shelters and sexual assault centres
Implications for PWDs
Women with disabilities are much more likely than other women to be victims of abuse and violence. According to a DAWN study on violence against women 60% of women with disabilities are likely to experience some form of violence in Canada. Women with disabilities are also more prone to be victims of abuse by caregivers which could escalate during the crisis. Research suggests that women with disabilities are less likely to get the support they need at women’s shelters for accessibility reasons. The funding announced does not provide any conditions for accessibility of services.
Moratorium on student loan repayments
Description
Six-month interest-free moratorium on the repayment of Canada Student Loans. No payment will be required and interest will not accrue during this time.
Amount (to individuals)
N/A
Eligible individuals/Actors
Available to all student loan borrowers. No application required.
Implications for PWDs
Would be of benefit to those persons with disabilities currently participating in PSE and those who entered the labour market.
Persons with disabilities are less likely than their peers without disabilities to be participating in post-secondary education. Those that are participating in PSE, however, are more likely to have lower household incomes and to rely on financial aid (including student loans). Those with severe and permanent disabilities who are the least likely to be able to work would already have access to loan forgiveness through other mechanisms in the student loan program (for example Severe and Permanent Disability Benefit).
Wage subsidies
Description
Wage subsidies of up to 75% for qualifying employers, for up to 3 months, retroactive to March 15, 2020.
Amount (to individuals)
Up to $847 per week (75%of a salary on the first $58,700)
Eligible individuals/Actors
Available to any employer (private or non-profit) who experiences a decrease in revenues of at least 30%. Size of employer does not matter.
No employee-specific eligibility requirements.
Implications for PWDs
Persons with disabilities are more likely to work in some of the more heavily affected sectors (Accommodations and Food Services; Retail Trade; and, Not-For-Profit)
Support to protect Canadian jobs
Description
Over $1.7 billion for targeted measures, including:
- $675 million for small and medium-sized businesses that cannot access existing COVID-19 support measures
- $287 million for rural businesses and communities, including access to capital
- $500 million to set up COVID-19 Emergency Support Fund for Cultural, Heritage and Sport Organizations to help organizations support artists and athletes
Amount (to individuals)
N/A
Eligible individuals/Actors
Funding for businesses that face unique barriers.
This includes small and medium-sized business that cannot access existing COVID-19 support measures and rural businesses/ communities that need access to capital during the outbreak.
Funding for Cultural, Heritage, and Sport Organizations will help artists and athletes.
Implications for PWDs
PWDs are more likely to work in some of the more heavily affected sectors (Accommodations and Food Services; Retail Trade; and, Not-For-Profit). They also face additional barriers while living in remote communities that rely heavily on fewer businesses and organizations.
A large amount of cultural, heritage, and sport organizations assist artists and athletes who face unique barriers, like discrimination: https://www.canada.ca/en/canadian-heritage/services/funding.html
Changes to Canada Summer Jobs program to help businesses and young Canadians affected by COVID-19
Description
- Increase to wage subsidy: private and public sector employers receive up to 100% of the provincial/territorial minimum wage for each employee
- Extension to end date for employment to February 28, 2021
- Allow employers to adapt projects and job activities to support essential services
- Allow employers to hire staff on part-time basis
- Help create up to 70,000 jobs for youth aged between 15 and 30
Amount (to individuals)
N/A
Eligible individuals/Actors
Competitive process. Eligible employers (private, public, and non-profit) who submit application for wage subsidies are assessed based on 3 criteria:
- provide quality work experiences for youth
- provide youth with opportunity to develop and improve their skills
- respond to national/local priorities to improve access to labour market for youth facing unique barriers
Implications for PWDs
Expanding this program encourages more employers to hire and assist PWDs.
Employers who accommodate employees with disabilities are eligible for additional funding and flexible work schedules options.
Under assessment criteria, points are awarded to employers who provide services to PWDs or intend to hire youth with disabilities.
Extending the Work-Sharing program
Description
Extend the maximum duration of the Work-Sharing program from 38 weeks to 76 weeks. The Work-Sharing program is offered to workers who agree to reduce their normal working hours because of developments beyond the control of their employers. Their lost earnings are then offset by Employment Insurance payments.
Amount (to individuals)
Varies
Eligible individuals/Actors
Available to EI-eligible, core employees (year round permanent full-time or part-time employees who are required to carry out the everyday functions of normal business activity)
Implications for PWDs
Would benefit those persons with disabilities currently working for an employer who must scale-back operations. It ensures that they retain their employment and all corresponding benefits (including any health benefits).
Canadians with disabilities may be somewhat less likely than those without disabilities to qualify for this measure given that they are somewhat less likely to qualify for EI and to qualify as ‘core employees’ (due to more part-time or temporary work).
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