Below are answers to our members’ most frequently asked questions concerning ways to work through COVID-19 and its operational challenges and implications. We update these questions & answers daily as new information becomes available. You can search questions below with the most recently updated appearing first or switch tabs to view by category.
Some regions have set up provincial PPE supplier directories:
- Alberta: The government has highlighted two website marketplaces, Rapid Response Platform Canada and ATB Nexus.
- Manitoba: B2BManitoba.ca, an online marketplace to connect Manitoba businesses with PPE suppliers.
- Ontario: Ontario Workplace PPE Supplier Directory
- New Brunswick: NB has created a list of some potential Atlantic sources of supply of PPE.
RCC has a Retail Supplier Directory and will be continually adding more PPE suppliers.
Doctor’s note requirements for these kinds of sick leaves vary by region. Regional requirements are listed below in brief and you can find more in RCC’s resources.
BC. B.C.’s Provincial Health Officer has told employers that they should excuse workers for sickness without requiring a doctor’s note.
Alberta: No doctor’s note required
Saskatchewan: No doctor’s note required
Manitoba: No doctor’s note required
Quebec. Employers can still ask for a doctor’s note.
Ontario. No doctor’s note required.
NS: No doctor’s note required.
NB: Employer can require a doctor’s note.
PEI: No doctor’s note required.
Nfld and Lab: Employee must provide employer with evidence that is reasonable in the circumstances for needing to take the leave, but the employer cannot require a doctor’s note.
The federal government has reached an agreement in principle with provinces and territories to implement the Canada Emergency Commercial Rent Assistance (CECRA) program.
CECRA provides forgivable government loans to commercial property owners intended to help them lower rent by 75% for small businesses heavily affected by COVID-19 in April, May and June 2020. Smaller retailers who paid rent for those months can also receive a rent reimbursement or rent credit for rent paid in excess of 25%.
CECRA applications are submitted by a retailer’s landlord and can now be made online. Registration for the application process is staggered by region. View CECRA application.
- Eligible small business tenants, including retailers, paying no more than $50,000 in monthly gross rent per location (as defined by a valid and enforceable lease agreement), and
- Those who have temporarily ceased operations or experienced at least a 70% revenue drop in April, May and June 2020 compared to revenue for those months in 2019 (or to an average of January and February 2020 revenue)
Best practice on how long to keep returned items before offering them for re-sale is still evolving. Suggested time periods tend to vary from 24 hours to 72 hours and are influenced by several factors including product type. Regional government policies on return specifics also vary. Check the Returns section of RCC’s regional resources where your stores are located. View resources.
CERB is a specific benefit announced in March 2020. Distinct from the EI framework, CERB is intended to combat economic hardship during COVID-19. CERB is intended to help individuals who are out of work, or whose income is reduced due to COVID-19.
- It is one application that covers April, May and June. It looks to see whether the average revenues for all those three months are 70% or more below the baseline.
- Forecasts will be accepted for June.
- Requires landlord application, a rent reduction agreement(s) and landlord and tenant attestations. Portal will be available 24/7 and template documents are available
- Landlords must agree that the rent that is forgiven, reduced and will never be recoverable or collected through significant or disproportionate rent increases.
- Tenant attestation covers rent cap of $50,000, enterprise size of $20 million or less and 70% or greater revenue loss when compared to the same months last year or the average of January and February 2020.
- Non arms-length parties need to show a valid lease and attest that the rent is not above market value.
Yes, you can.
The federal government has established the Canada Emergency Wage Subsidy (CEWS) to help employers keep staff on payroll despite revenue declines caused by COVID-19.
CEWS support takes the form of a government subsidy for 75% of remuneration paid to each employee in Canada, to a maximum of $847 per week per employee (subject to a 14-day rule designed to prevent individuals from benefiting from the CEWS and the Canada Emergency Relief Benefit (CERB) at the same time).
To qualify for the CEWS, retailers must demonstrate the following revenue declines: March 2020/2019: 15% decline; April 2020/2019: 30% decline; May 2020/2019: 30% decline. Qualifying retailers would receive CEWS support in one, two or three consecutive time blocks: March 15 – April 11, April 12 – May 9; May 10 – June 6. Businesses that qualify for CEWS support paid in one of the time blocks automatically qualify to receive CEWS support in subsequent time blocks, regardless of revenue. For newer businesses, the option also exists to compare revenues in each of March, April and May 2020 with the weighted average of revenues of January and February 2020.
Retailers may use either cash accounting or accrual accounting as the basis for comparison of revenues but must do so consistently, i.e. no cherry-picking of different methods for different months. Penalties for misusing the CEWS program can be expected to be stringent. View more information.
|Month||Revenue||CEWS Qualified for Payroll Paid Between|
|March 2020||Down ≥15%||March 15 – April 11|
|April 2020||Down ≥30%||April 12 – May 9|
|May 2020||Down ≥30%||May 10 – June 6|
The CEWS was extended in mid-May until August 29, 2020.
Before the CEWS was announced, the federal government announced a three-month 10% Temporary Wage Subsidy for Employers. This three-month measure is equal to 10% of remuneration paid from March 18, 2020 to June 19, 2020 for up to $1,375 for each eligible employee, at a maximum of $25,000 total per employer. Sometimes termed the ‘small business’ subsidy, this subsidy remains available to qualifying retailers.
Yes. If you must reduce employees’ hours but would like to keep them on staff, consider looking into the Canada Emergency Wage Subsidy. They can also apply for CERB if they are earning up to $1,000 in a 4 week eligibility period (initial CERB eligibility period dates are the same as the payroll periods for the CEWS – see table), though note that CERB and the subsidy are not intended to be received in connection with the same employee.
EI Work-Share is another option: employers can pay employees on reduced hours while employees are supported by EI Work-Share benefits. This requires an agreement between the employer, a group of at least 2 employees and Service Canada. More retail Q&As are included elsewhere specifically on worker-oriented COVID-19 relief measures including CERB, EI and EI Work Share.
Some regional governments have also released COVID-19 relief measures for individuals, including sometimes for workers. These vary by region and include one-time payments to individuals and changes to employment law regimes. For more information, see RCC’s regional updates page.
The federal Business Credit Availability Program (BCAP), the Canada Emergency Business Account (CEBA) and the Large Employer Emergency Financing Facility (LEEFF) provide eligible retailers with government-backed credit solutions. Interested retailers should speak to their banks:
- Canada Emergency Business Account (CEBA): this program provides interest-free loans of up to $40,000 to small businesses and not-for-profits to help cover their operating costs where their revenues have been temporarily reduced. Initially, CEBA eligibility required a minimum 2019 payroll of $50,000 annually, which was later revised down to $20,000, with a maximum payroll of $1.5 million. 25% (up to $10,000) of the loan is forgivable if the loan balance is repaid by December 31, 2022.
- CEBA eligibility requirements have recently been expanded to include retailers with payroll lower than $20,000, namely sole owner-operators, family-owned businesses with members being paid by dividends, and businesses who have contracted workers.
- Retailers will need the following in order to apply:
- a business operating account at a participating financial institution
- a CRA business number, and to have filed either a 2018 or 2019 tax return.
- eligible non-deferrable expenses between $40,000 and $1.5 million. Eligible non-deferrable expenses could include costs such as rent, property taxes, utilities, and insurance.
- Business Credit Availability Program (BCAP)
- EDC Loan Guarantee for Small and Medium-sized Enterprises: the government (Export Development Canada) is working with financial institutions to guarantee 80% of new operating credit and cash flow term loans of up to $6.25M.
- BDC Co-Lending Program for Small and Medium-Sized Enterprises: the government (Business Development Canada) is working with financial institutions to co-lend (up to 80%) term loans to SMEs for their operational cash flow requirements. Eligible businesses may obtain loans of up to $6.25 million. The loans are available up to September 30, 2020.
- BDC’s Mid-Market Financing Program. This will provide commercial loans between $12.5M to $60M to medium-sized businesses who need additional support. Qualifying retailers may need to have annual revenues over approx. $100M. To receive updates as the program develops, you can sign up on the BDC’s website. View sign-up.
- EDC’s Mid-Market Guarantee and Financing Program. This is intended to bring liquidity to companies who tend to have revenues of $50 – $300M so that they can sustain operations. EDC is working with Canadian financial institutions to guarantee 75% of new operating credit and cash-flow loans, ranging from $16.75M to $80M. Those to whom these expanded guarantees are available include exporters, international investors and businesses selling their products or services within Canada. More details to be released as the program opens.
- Large Employer Emergency Financing Facility (LEEFF). The LEEFF program is intended to provide bridge financing to many large for-profit businesses, including retailers, to help keep their operations going. Annual revenues to access the program generally need to be in the order of at least $300 million. To be eligible, businesses must be seeking financing of about $60 million or more, have significant operations or workforce in Canada and not be involved in insolvency proceedings. More details will be released as the program opens.
Yes. You are eligible for the CERB if you are laid off/furloughed as a result of reasons related to COVID-19.
Yes, if you did not pay yourself more than $1000 in the initial 14-day period and ongoing as long as you did not pay yourself more than $1000 in each of the subsequent four-week periods.
Our dedicated COVID-19 page is updated daily with information addressing retailer-specific questions and concerns.
RCC member-exclusive webinars every Tuesday and Thursday on a variety of topics that impact retail operations during the COVID-19 crisis. RCC’s dedicated team of Regional Directors are also available for members to call with specific questions about the most current regulations in their areas.
In jurisdictions across Canada, retailers are increasingly, but not always, able to offer curbside pickup. Generally, “curbside” refers to having customers come to store premises to pick up what they have ordered online or by phone.
With evolving regional changes based on local COVID-19 transmission rates and policies, nuances to rules affecting curbside pickup are also rapidly evolving. It is always important to ensure that you observe applicable public health guidance, such as 2 meter physical distancing, and other options that reduce risk of transmission if you offer, or wish to offer, curbside.
For more information:
Retailers may wish to consider cyber insurance, or to assess their current coverage if they already have it. The cyber insurance market is evolving rapidly.
If you choose to improve your cyber maturity during this period, be aware that sensitive communications on cyber risk might be subject to disclosure requirements in regulatory investigations and litigation if a cyber incident occurs. Consider implementing a legal privilege strategy as you navigate cyber risk management so that your communications are privileged, where appropriate. View more information and links to Canadian COVID-19 fraud and cybersecurity guidance.
The pandemic has driven a rapid switch to online transactions, including remote work and web and phone order processing and fulfillment. People can take advantage over the internet of a product’s known vulnerabilities (e.g. old security software), as well as human error and habit (e.g. emails that trick staff into opening malicious links and attachments, called phishing), in order to access sensitive business and personal information.
Phishing, videoconferencing vulnerabilities, malware and simple mistakes are only some of the increased cybersecurity risks now. Of course, not all fraud risks are necessarily cyber risks. For example, reported COVID-19 scams include fraudsters posing as public health agencies to get personal information (retailers should always check that someone asking them for this data has legal authority to do so) and posing as vendors selling COVID-19 tests.
Cybersecurity guidance specifically for small and medium businesses exists and could be useful to many independent retailers. View resources.
Retailers seeking to protect themselves against heightened fraud and cybersecurity risk must look to their people (e.g. training), processes (e.g. Bring Your Own Device (BYOD) policies) and technologies (e.g. updated virus protection, videoconferencing safety).
- View more information and links to Canadian COVID-19 fraud and cybersecurity guidance.
- View federal Privacy Commissioner videoconferencing tips.
Cybersecurity guidance specifically for small and medium businesses also exists and could be useful to many independent retailers. View resources.
Generally, physical distancing limits apply to retail stores. This area is rapidly evolving, particularly as retail begins to re-open in many regions.
Generally however, stores across Canada are increasingly moving toward physical distancing best practices based on the maximum traffic that would be allowed if everyone in the store kept a minimum of 2 square meters of space around them. Many provinces have made more specific statements regarding the limits of people in retail stores. For more information see our see our Relief Measures and Updates by Region pages.
The Office of the Privacy Commissioner of Canada (OPC) has released general COVID-19 guidance on privacy obligations in information-sharing situations during the pandemic. The OPC guidance also includes links to regional privacy regulators’ resources. This is helpful if you are trying to decide how much of someone’s personal information to collect, e.g.: if they are sick or you think they might be, and when to share their information with another organization.
Even during the pandemic response, normal privacy laws apply unless emergency legislation provides otherwise.
PIPEDA, which applies to many retailers, only allows you to collect, use or disclose personal information based on meaningful consent and for purposes that a reasonable person would consider appropriate in the circumstances. Generally, exceptions apply when (1) a person is critically ill, (2) where a public health authority with legislative authority to request the information is asking (it’s key to check if they’re actually authorized to ask you), and if (3) you think someone is breaking a quarantine order. View OPC guidance.
For more detail, RCC SOPs on workplace safety can be found here.
- Enhance the premise’s sanitation plan and schedule, and ensure staff are practicing proper hygiene. This includes frequent hand washing, coughing or sneezing into an elbow rather than a hand, and avoiding touching one’s face.
- Ensure the washrooms are always well stocked with liquid soap and paper towels and that warm running water is available. Antibacterial soap is not required to prevent the spread of COVID-19.
- Provide clean carry-out bags for purchased food and grocery products. Customers should not use their own containers, reusable bags or boxes.
- Post signs at each check out indicating no customer packaging is to be used or placed on checkout counters.
- Use a physical queue line controls such as crowd control cordons at entrances and in checkout lines outside the stores.
- Place markers such as tape or cones every 2 metres to provide customers with visible queues that support physical distancing.
- Place alcohol-based hand sanitizer dispensers near doors, payment stations and other high-touch locations for customer and staff use, making wipes and trash bins available for wiping shopping carts and disposing of the wipes.
- Have clear signs in multiple locations that indicate the maximum number of customers and staff a store can accommodate at any one time.
- Monitor the number of customers and staff entering and leaving the store. Once the maximum number of persons for a store is reached, allow one person in for every person that leaves.
- Offer online or telephone food and grocery orders with delivery or pick up services as alternatives to shopping in person.
- Clean high touch surfaces such as pay stations, bagging areas and carts or hand baskets between each customer and use and encourage tap payment over pin pad use.
- Limit the handling of credit cards and loyalty cards wherever possible, by allowing customers to scan.
- Employees who handle cash or credit card must wash their hands frequently with soap and water. This includes before any breaks, at the end of their shift, and before preparing food.
- Should operators and employees choose to use gloves, ensure thorough hand washing before and after each change of gloves.
- Ensure staff with cold, influenza, or COVID-19 like symptoms such as sore throat, fever, sneezing, and coughing remain at home.
- Recent (April 2020) Health Canada guidance for essential retailers includes an increased emphasis on non-medical face coverings/masks, barriers between customers and staff and other measures. Since some of these measures could require significant adaptation for retailers, RCC is seeking clarity on this guidance and will update these questions as clarity becomes available.
- Consider signage urging customers to maintain in-store physical distancing and to not enter a store if they have a cold or flu-like symptoms.
It’s important to review your staff contracts. Unless you have a collective agreement that speaks to this (especially seniority) in a unionized setting, then you would be able to choose who to bring back and in what order.
Individual screening, such as temperature testing, is technically permissible, yet must be approached very carefully. Be aware that government guidance in this area is sparse yet rapidly evolving. First, avoid any impression of screening customers for any reason beyond a belief that the customer may be exhibiting COVID-19 symptoms. Second, if it is felt that temperature testing is advantageous, take great care to do so in accordance with Canadian privacy principles, e.g. be mindful of consent and of limiting and protecting the personal information that is obtained and shared. Also, staff taking customer temperatures must continue to follow the usual care in observing 2 meter physical distancing limits and other health precautions.
Retailers may receive requests from other organizations to share information that would identify an individual. Few circumstances legally require a private company to share someone’s health information with the government.
Before you share any information, verify whether the organization, e.g.: a health authority, has a legal basis for requesting it, or if they are just asking you to cooperate.
If you do share a person’s information, assess the request carefully. Taking care what information you release, why, and to whom will help you reduce regulatory, litigation and reputational risk. Whether you are legally required to share someone’s personal information or not, documenting how you analyzed privacy considerations in the process of deciding to share that information would be wise. Privacy principles such as accountability, transparency, consent and limiting data collection and sharing still apply. View more legal information
Retailers may receive requests from other organizations to share information that would identify an individual. Few circumstances legally require a private company to share someone’s health information with the government.
Before you share any information, verify whether the organization, e.g. a health authority, has a legal basis for requesting it, or if they are just asking you to cooperate.
If you do share a person’s information, assess the request carefully. Taking care what information you release, why, and to whom will help you reduce regulatory, litigation and reputational risk.
Whether you are legally required to share someone’s personal information or not, documenting how you analyzed privacy considerations in the process of deciding to share that information would be wise. Privacy principles such as accountability, transparency, consent and limiting data collection and sharing still apply. View more legal information
A retailer would not require an MDEL to sell to the public. However, if they sell masks to a hospital or health care facility, they would be considered a medical device distributor and would require an MDEL.
Adding any extra features would not necessarily change the requirements. A retailer would still need to ensure the product is clearly labelled that it is not intended for medical use and not pose a danger to human health or safety.
There are no regulations specific to a fashion face covering or mask. However, it’s important to know that masks are assumed to be medical devices unless it is explicitly clear on the labelling that they are not intended for medical use. Additionally, the same regulations that would apply to any product being sold in Canada are still applicable and must be followed including:
It is prohibited to manufacture, import, advertise or sell any product that poses a “danger to human health or safety”, which is in accordance with paragraphs 7(a) and 8(a) of the Canada Consumer Product Safety Act (CCPSA). It is the responsibility of the retailer to ensure that face masks, including their components, do not pose a danger to human health or safety.
Like other apparel items, fashion face masks are required to meet other regulatory requirements, including (but not limited to):
- The health care provider who makes the diagnosis has the obligation to call and inform Public Health right away.
- The Public Health official will conduct the investigation and contact the employer, notifying them about the investigation.
- The employer must inform employees about the situation and ask the staff to self-monitor their symptoms, keeping a record of all the details, and contacting public health as needed.
- Best practices are evolving. At minimum, restrict access to area(s) the employee worked and comprehensively disinfect the premises.
- Continue to practice physical distancing, regular handwashing and other regularly prescribed COVID-19 mitigation protocols
- The employer is not obligated to inform customers. Public Health officials will be conducting the investigation and providing the required follow-up to the retailer.
RCC has an incident checklist for retailers dealing with a positive COVID-19 case.
No. CMHC, the body that administers CECRA, will provide alternative avenues for them to still access the program.
Generally, if shortage of work is why you are laying them off, i.e. you have closed your retail business or have reduced operations, use code A (Shortage of Work). If the person is sick or in mandated quarantine, use code D (Illness or Injury). If the employee refuses to come to work but is not sick or quarantined, use code E (Quit) or code N (Leave of absence), as appropriate. To expedite processing, do not add comments.
For more Q&As specifically on ROE coding and other payroll questions arising from COVID-19, see COVID-19 Canadian Payroll Association guidance.
In general, a refusal to return to work is deemed to be quitting one’s job. Employers are empowered to treat an employee’s refusal that way, although it would be best to first see if there are special circumstances influencing an employee’s refusal to return (e.g.: is the employee a caregiver? Are they at high risk for COVID-19)? If special circumstances do exist, explore how the employee can be accommodated within the workplace. Whatever you decide in the end, document your exchanges about accommodation and keep them on file.
A list of Health Canada-approved disinfectants can be found here.
WS participation normally would not impact the benefit rate and the normal duration of an EI claim if an employee is laid off during the work-share agreement, or at its end.
WS benefits are not regular benefits, so WS participation doesn’t exhaust any employee entitlement to regular or special EI benefits if only WS benefits were paid. Also, EI employee benefits are based on the employee’s original ROE, not on the WS hours.
It is possible to combine both the Work-Sharing Program and the Canada Emergency Wage Subsidy (CEWS). However, any Work-Sharing EI benefits received by employees through the Work-Sharing program will reduce the subsidy you would receive under the CEWS (i.e. if you were to receive a wage subsidy of $500 per employee and that employee then receives $275 in EI benefits through Work-Sharing, your subsidy would be $225).
Yes they can, it they meet the eligibility criteria. For the purpose of submitting your application, you should estimate the average pay, including salary and commissions of each individual and then average it out over the whole unit for an overall amount.
Retailers can apply for the CEWS as early as Monday, April 27th. However, the CRA likely won’t be able to get payments out until after May 4th (or later).
To help retailers eligible for the CEWS plan ahead, there is now a calculator on the federal government’s website.
While the 10% subsidy remains available to qualifying retailers, the government’s calculator for CEWS for any period deducts any payments under the 10% program from the amount that you would otherwise receive from CEWS for the same period.
In other words, if you qualify for the CEWS, then in effect you can only get the CEWS subsidy of up to 75%.
Yes, the Workplace Safety & Prevention Services has several resources available to assist you to be ready now and for re-open. View more details.
Alternate federal relief programs exist to help tenants who may not be able to pay their 25% portion of rent. These include the Canada Emergency Business Account interest-free loan of up to $40,000, 25% of which is forgivable if the balance is repaid on or before December 31, 2022. View more information
We expect that revenue and rent will be assessed under CECRA at the franchise level.
Yes, CECRA can be applied retroactively. Property owners must refund amounts paid by the small business tenant if the agreement is concluded after rent has been paid for those months. CECRA also provides for a credit to be provided to tenants for subsequent months instead, as long as the landlord agrees.
You can sign up for email updates from the organization that will be running the CECRA program, the Canada Mortgage and Housing Corporation (CMHC).
The federal government offers a three-month 10% Temporary Wage Subsidy for Employers.
You are an eligible employer if you:
- are a(n):
- individual (excluding trusts),
- non-profit organization,
- registered charity, or
- Canadian-controlled private corporation (including a cooperative corporation) eligible for the small business deduction,
- have an existing business number and payroll program account with the CRA on March 18, 2020, and
- pay salary, wages, bonuses, or other remuneration to an eligible employee.
Partnerships are only eligible for the subsidy if their members consist exclusively of individuals (excluding trusts), registered charities, or Canadian-controlled private corporations eligible for the small business deduction.
RCC is in ongoing conversations with regard to rent relief for retailers. We will share measures as they become available. Also, Ivanhoe-Cambridge has announced a relief program/rent deferral for their tenants.
Yes. The CERB program has been extended to allow individuals who have suffered a partial loss of income to still receive the benefit as long as they are earning under $1,000 a month.
Individuals applying for CERB must have had a minimum income of $5,000 in 2019 or in the 12 months prior to the date of their application.
CERB is not available for employees who quit their jobs voluntarily.
CERB is available to those who are or expect to be without employment income or self-employment income. Receiving CPP should not preclude an otherwise eligible individual from receiving CERB.
When employees have work and work for the company, they are paid their full wages by the company. On the days they do not work, they are entitled to 55% of their salary to a maximum of $573 per week pro-rated to the days they do not work.
No, this is not eligible with the Work-sharing program. The utilization of Supplementary Unemployment Benefits (SUBs) in conjunction with WS benefits is not allowable due to the fact that WS participants are considered employed.
If they have to go into quarantine or self-isolation, their status would change to sick, they would receive sick benefits and others in the unit would have to pick up the extra work.
If the stores have separate ownership, e.g. if they have different business numbers, then they have to submit separate applications. If they all fall under one business number, then one application can be submitted, with each of the work-sharing units documenting on a separate Attachment A.
Yes, an estimate is fine.
If your business has ceased operations as a result of COVID-19, you will likely be eligible for CERB.
Yes, you are still able to earn some income. However, you can only earn up to $1,000 during each 4 week CERB eligibility period if you wish to keep receiving the CERB. This was a change made to the program in April 2020. You can apply to receive CERB support retroactively to March 15, 2020 if you would have been eligible under these expanded rules.
Yes, you should apply if your stores are closed or have otherwise been significantly affected by COVID-19. For example, even if an anchor tenant in your shopping centre has closed due to COVID-19 and it affects you, apply. Recent case law is evolving on insurance coverage in this area. It is wise to give your insurance company notice now by applying for coverage, so as not to preclude yourself unintentionally from potential benefits later, even if you anticipate a denial of coverage at this time.
The Bank of Canada has advocated for retailers to continue to accept cash to ensure Canadians can have access to the goods and services they need, particularly for those that might be “unbanked”. However, cash is handled many times and therefore can present some risk.
Ensure employees frequently wash their hands and have access to single use gloves, hand sanitizer and that they avoid touching their faces. “Tap” contactless payments are encouraged wherever possible.
Various authorities can enforce these rules. RCC is working with governments to clarify and harmonize how the rules are enforced.
Employees must take the necessary steps to protect their own health and wellbeing and that of their co-workers. Employees must comply with any preventive measures put in place by the employer (use of personal protective equipment, follow hygiene requirements, etc.), and they must report hazards to their employers. The possibility they may have been exposed to the virus or are displaying COVID-19 symptoms is a workplace hazard that must be reported to the employer immediately. RCC SOPs on workplace safety can also be found here.
Under Occupational Health and Safety legislation, employees have a right to refuse work if they have reasonable grounds to believe it is dangerous to their health or safety. Remind your employees of the preventive measures that have been put in place, and the safety products available to them. This may help mitigate instances of employees refusing to work due to the COVID-19 outbreak.
Each employee has a duty to report any dangerous situation to their supervisor. The employer then has a duty to take remedial action by having the workplace health and safety committee and/or representative investigate. In some cases, a government health and safety officer may need to investigate as well.
The employer may choose to reassign work. In this case, the employee must receive the same wages and benefits as they would have received under their previous assignment.
Keeping everyone safe and healthy while keeping our supply chains strong is the essential. Special exceptions are being made as they related to the transportation of goods across borders to ensure our citizens get the essential food, medicines and supplies they require. Generally, the 14-day quarantine will not apply to these drivers.
Governments across the country are working with local manufacturers, food producers and distilleries who have capabilities to produce these goods to do so in a manner that is approved by Canadian health standards so that retailers can have stocked shelves and that our supply chains remain strong.
We continue to remind customers to only buy what they need. This is especially important since people who purchase items in unnecessarily large quantities cause shelves to be emptied much more quickly and add pressure to already stressed eCommerce systems.
The federal government recently announced a funds transfer to regional governments with the intention of cost-sharing a temporary remuneration top-up for workers deemed essential who make less than $2,500 a month on a full-time basis. Updates to be released shortly pending more discussion between federal, provincial and territorial governments.
EI Work-Share is a program to help employers and employees through tough times by allowing employers to have staff on reduced hours while the staff (there must be a minimum of 2 employees in a work share unit) are supported through the EI framework. EI Work-Share is based on an agreement between employees, employers and Service Canada. The maximum length of this form of support (i.e. of EI Work-Share agreements under COVID-19 special measures) has been doubled to over a year (76 weeks).
Yes, for provinces and territories that have support programs in place to complement CERB, you may receive assistance from these programs as well.
The federal government has announced a series of financial relief measures for businesses affected by COVID-19. These include tax deferrals and wage subsidies for employers, new benefits for individuals out of work due to COVID-19 and easier avenues to credit for business.
Provincial governments have also introduced various forms of financial relief. These vary by region and tend to include property tax and utility bill deferrals.
For comprehensive information on each jurisdiction, see: