Tag Archives: health and safety

Kawhi Leonard and Paul George tackle the LA Clippers game that went missing due to the COVID-19 protocol | Instant News

Kawhi Leonard and Paul George are back, and the Clippers are very happy.


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Remote Working During The Pandemic In Brazil: What Rules Apply? – Employment and HR | Instant News

Brazil: Remote Working During The Pandemic In Brazil: What Rules Apply?

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Many organizations in Brazil retain their employees on remote work even after the end of the interim government decision on the matter. This article describes the legal situation and rules that apply to the ‘telework’ and ‘home office’ regimes.

Brazil is in a state of calamity until 31 December 2020 because of the COVID-19 pandemic (Legislative decree 6/2020). On March 22, 2020, the government issued an interim measure (or presidential decree, 927/2020) establishing emergency and transitional rules to address labor quarantine needs. This includes the use of a telework regime during a disaster situation to be implemented at the discretion of the respective employer or organization. Many companies choose to have their employees work from home.

The presidential decree is not elected by Congress and therefore ends on 19 July 2020. Some argue that the special telework regime by unilateral decision has ended. However, companies have good reasons to keep their employees working remotely as an employer policy during a disaster. Decisions made under presidential decrees do not become invalid when they expire and the text of the decree says an organization’s unilaterally elected work regime applies during the entire state of a disaster.

After 31 December 2020, however, employers will need the government to issue new regulations or ask employees to agree to remote work agreements.

‘Telework’ and ‘home office’ are subject to different legal treatment. ‘Telework’ is work that is done primarily outside the organization’s premises using IT and telecommunications resources. Occasional on-site work is permitted. A ‘home office’ is a situation where the employee works from home every now and then, without changing the main way the employee works onsite.

Telework rules

Special provisions apply to telework.

  • Employees are exempt from monitoring their working hours and overtime, provided, however, the organization does not choose to monitor working hours.
  • Employment documentation should reflect relevant information regarding the remote work regime.
  • Telework requires employee approval but organizations maintain a discretionary capacity to require employees to return to on-site jobs.
  • The employer bears all operational costs and this must be reflected in a written agreement, either by funding, reimbursing expenses or providing the means (for example, IT and telecommunications equipment) for work.
  • The organization must implement a specific safety policy, provide appropriate training and receive the appropriate promise to comply with this policy from employees.

Head office rules

There are no official regulations governing ‘headquarters’, but introduction of several voluntary regulations is recommended, including those concerning operational costs, privacy and confidentiality.


The Employment Branch of the Brazilian Public Lawyers Office (MPT) has issued a memorandum of 17 recommendations for employers to safeguard the occupational health of employees during the telework regime. The memorandum (‘NOTA TÉCNICA 17/2020 DO GT NACIONAL COVID-19 e do GT NANOTECNOLOGIA / 2020’) includes recommendations for employers on various aspects of remote work, including digital ethics and etiquette, issuing internal telework regulations, ensuring ergonomics and protecting health mentally, protect privacy, educate employees about COVID-19 precautions and protect the work of persons with disabilities (PWD). Nothing in the new memorandum: it addresses some of the obligations of traditional entrepreneurs in light of the extraordinary COVID-19 crisis situation. In addition, MPT does not have the legal capacity to regulate employment or employment relationships. They can only audit and take legal action against companies in terms of collective or public interest.

The contents of this article are intended to provide general guidance on the subject matter. Specialist advice should be sought about your particular circumstances.

POPULAR ARTICLE ABOUT: Jobs and HR from Brazil

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Right-wing propaganda in Germany promotes “herd immunity” | Instant News

In recent days, the Robert Koch Institute (RKI) – the German federal government agency and research institute responsible for disease control and prevention – has reported an unprecedented number of new infections in Germany: 14,964 on Wednesday, 16,774 on Thursday, 18,681 on Friday and finally 19,059 new infections on Saturday. In other words, more than one in seven in 500,000 or so people who have been diagnosed with infection in Germany so far were infected last week.

The restaurant will be closed but the school will not

As World Socialist Website it has been pointed out time and time again that European governments are pursuing a systematic infestation policy that puts the lives of millions of people at risk. On Wednesday, Chancellor Angela Merkel (Christian Democratic Union, CDU) announced a “package of actions” that will take effect Monday.

The package is entirely intended to guarantee the profits and interests of the super rich and large businesses. This rules out a life-saving industrial shutdown. Workers will continue to be sent to work and students to schools amid the pandemic.

This policy of murder and political crime was accompanied by reactionary propaganda campaigns in the political and media fields.

This was most clearly summed up on Thursday by the leader of the parliamentary group Alternatives for Germany (AfD), Alexander Gauland, whose extreme right-wing party has once again been elevated to a post, as during the “refugee crisis. , “To pave the way for a common right-wing policy that is agreed upon by all parties. In his address to the German Bundestag (federal parliament), Gauland warned against the “lockdown of the two economies” and declared: “This price is too high … We must consider the cost, also the price of the dying.”

Daily business Handelsblatt published similar comments. Under the heading, “Viruses can be managed without locking – Lockdown 2.0 is a mistake,” author Thomas Tuma rages against “hysteria,” “panic mongering,” “doomsday scenarios,” and “deafening frenzy” of media coverage of the with the corona virus. Tuma is a member of the jury of the Axel Springer Journalism Prize and deputy editor in chief Handelsblatt, where he also oversees the publication of supplements on “fashion and lifestyle topics.”

Tuma appealed to medical experts, the media and “part of the government” to “engage in some kind of voluntary coronavirus silence” for the benefit of German business – in other words, to practice self-censorship and cover-up under conditions of the pandemic’s exponential spread across Europe. Such a disinformation campaign, which would undoubtedly cost countless additional lives, would be “relatively harmless” and “would not even cost much,” according to Tuma.

The news about “the cumulative rate of new infections and diseases published by the Robert Koch Institute, which, as it has long been known, said nothing,” the authors call it “half truth” and “fake news.” The politician who gave the warning was “apocalypse horsemen” who should be sent on “vacation”. After all, there are already warnings “not to exaggerate things with our fight against the pandemic”.

In his jarring “comments,” Handelsblatt the editor explicitly referred to the so-called “Great Barrington Declaration” —a document that supports the Trump administration’s strategy and has been described by the WSWS as a “death manifesto.”

In addition, Tuma cited a joint position paper by the National Association of Statutory Health Insurance Physicians (KBV) and virology professors Hendrik Streeck (University of Bonn) and Jonas Schmidt-Chanasit (University of Hamburg), demanding that an updated “lockdown” No may be a “reflex consequence” of growing infection rates. The current strategy of “containment by contact tracing” should have lower priority in the future.

In words possibly coming from the headquarters of the AfD party, the newspaper said, “Reducing the number of cases is an urgent political task, but not at any cost.” The virus “will accompany us in the years to come”. What is needed is coexistence “in the greatest possible freedom,” based on “personal responsibility rather than paternalism,” because the latter “does not conform to our understanding of the basic free order of democracy.”

With “freedom,” these men understood a kind of Social Darwinism, namely the sacrifice of countless human lives to slow “the decline of the whole branch of the economy.”

Streeck, Schmidt-Chanasit and KBV chair Andreas Gassen have long been “medical” spokespersons for a brutal policy of loosening all precautions, meaning systematic infection of the population. Gassen informed Southgerman Newspaper that “complete lockdown” would “reduce the number of infections in the short term”, but would “be disproportionately targeted or disproportionate.” He recommended that members of the so-called “risk group” should “reconsider” their “contact behavior” individually – each person should “decide for themselves what risks they want to take.”

Streeck’s HIV virologist was systematically promoted and established by most of the media and political institutions. Apart from appearing on talk shows and in various tabloid newspapers, weekly news Glass recently presented her with a comprehensive and “personal” cover story under the title, “The Anti-Hero.” It makes clear, once again, that former US Army immunologists have good links with politics and the media – including Free Democratic Party (FDP) leader Christian Lindner, PR strategist Michael Mronz, North Rhine-Westphalia state Prime Minister Armin Laschet and Billions of people Slaughterhouse operator -dollar Clemens-Tönnies.

Streeck made headlines in April because he had an unfinished “Heinsberg Study” that downplayed the dangers of a pandemic, published by an exclusive PR agency. At that time, according to Glass, he has been advised “from high-ranking officials in the federal government to withdraw from the public debate about the coronavirus.”

Streeck publicly supports a pseudo-scientific policy of so-called “herd immunity,” which leading virologists and epidemiologists reject. He informed Frankfurter Rundschau on Wednesday, “I think there is a chance that by the end of next year we will be at a point where the pandemic will be ended by the virus itself … That so many people will be infected that the chain of infection will break away again and again on its own in many places. . “

In the same interview, Streeck explained that life-saving investments in public health and care systems that run into the billions are not an option for him, nor for the German government. We have limited resources.

The same sentence is taken by the Hamburg virologist Schmidt-Chanasit. Due to the alleged irreversible fact that “capacity is just lacking,” “it is necessary to refrain from making contact with young people,” he told NDR radio on Monday. At the same time, the Hamburg-based specialist in tropical medicine is calling on politicians to create “free space” for larger parties – even though a recent YouGov youth study shows that a large proportion of young people perceive current protective measures as “just right” or “insufficient”.

In an interview with Southgerman Newspaper, Schmidt-Chanasit added that adherence to hygiene regulations and the use of the federal government’s coronavirus warning app was “perfect enough to survive the pandemic well.”

The paper by Gassen, Schmidt-Chanasit, and Streeck is highly subtitled, “General Positions of Science and the Medical Profession”. This is a deliberate scam. Although supported by various medical associations, this is not a scientific institution, but a professional body that is primarily concerned with the material interests of doctors.

Many doctors meanwhile distanced themselves from the paper. The German Association of Anesthesiologists Professionals (BDA), whose name is on the list of supporters, has protested. They have been appointed as signatories without consultation. BDA president Götz Geldner told the press that he “did not endorse the content of the position paper” and “had no prior knowledge of the paper.”

This view is shared by the German Society for Anaesthesiology and Intensive Care Medicine, with more than 15,000 members. The president of the German Interdisciplinary Association for Intensive Care and Emergency Medicine (DIVI), Uwe Janssens, said he had “no sympathy for the panic accusations”. Earlier in the week, Janssens had issued an urgent warning of a possible overload of intensive care units in Germany.

Scientific research bodies unanimously rejected the herd immunity policies proposed by Streeck, Gassen and Schmidt-Chanasit. In a joint paper entitled, “This is serious,” they demanded: “The number of cases must be reduced before hospital bed occupancy becomes critical.” To prevent a “sharp increase in the mortality rate,” contacts must be systematically reduced to three quarters. “This is the only way to stop the chain of infection and contain the situation again.”

The paper goes on to say, “Every infected contact that escapes health authorities is the origin of a new chain of infections that then spirals out of control … Therefore, burdening health authorities can lead to an increase in the number of unreported cases and ultimately uncontrolled exponential growth in number of cases. Health authorities are already overloaded in many circles. “

The signatories – the German Research Foundation, the Helmholtz Association, the Max Planck Society, the Leibniz Society, the Fraunhofer Society and the Leopoldina – estimate the daily case count of more than 100,000 new infections by the end of November if no action is taken to limit contact.

According to scientific studies, the initial lockdown measures in the spring, imposed by the government under pressure from spontaneous strikes and tremendous public pressure, saved a total of 3.1 million lives in eleven European countries.

A week ago, Germany’s leading virologist has vehemently opposed herd immunity policies: “We note with concern that the voices are once again growing louder to support natural herd immunity as a strategy for fighting the pandemic,” warned the German Society of Virology (GfV. ).

It emphatically rejects this strategy, which “will lead to an increase in the number of deaths.” It justifies this by saying that “even with the strict isolation of retirees, there are still other risk groups that are too numerous, too heterogeneous, and in some cases not recognized to be actively protected.”


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COVID-19 and its implications for privacy – Coronavirus (COVID-19) | Instant News

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The exponential spread of COVID-19 has forced the government and
employers must take decisive steps to prevent spread
virus. Among other things, the government is tracking infection rates
and compliance of their citizens with specific steps.
At the same time, employers must achieve a balance between themselves
the task of caring for and keeping their business going. BK This Briefing
stipulate certain steps taken by the Swiss government and
the entrepreneur, explains the implications of this action for the data
protection and provide guidance on how to handle flows
the situation in the appropriate way of data protection.

The actions taken by the government and entrepreneurs are due

To prevent and contain the spread of COVID-19, protect it
called “risk groups” and ensure Switzerland
maintain its capacity to manage a pandemic, the Swiss government
among others have introduced the following steps:

  • Prohibition of meeting more
    from five people in the public area.
  • The hospital has an obligation to report
    the number of patients who have COVID-19 and are currently in care

In addition, the government generally recommends that people do it
not leaving their home unless they need to visit a doctor, it is necessary
buying groceries, need to go to a pharmacy or to help others
and they only have to go to work if they work from home instead

Employers walk the fine line between their maintenance duties
one hand, and the duty of loyalty to their employees, and guard
their business runs on the other side. Certain employers have
implemented, in particular, the following steps:

  • Health examination of their employees,
    for example temperature checks.
  • Thermography installation
  • Placing assignments on employees to report
    COVID-19 infection or contact with an infected person.

Privacy Implications

Common data protection implications

All actions taken include various privacy implications
that must be considered – even during a pandemic.

To protect public health, public and private institutions
processes individual health data to identify people who are
sick, maybe sick or suspected of infecting others.
Therefore, more health data is being processed than usual and
divided by

government or other third parties. Health data considered
sensitive personal data under data protection laws, and individuals
at least have to be informed about processing at what point
data collection on their health. Approval may even be needed
certain processing activities, i.e. sharing data with
Third party.

Implications of government action

To ensure that people do not gather in groups more than
five people, Swisscom has the obligation to report certain location data
government. Given the ability of big data analytics, even
aggregated and anonymous location data can be qualified as private
data. Therefore, in certain cases, the disclosure can be disturbing
with people’s privacy if the necessary security measures are
not in place to ensure that data remains anonymous.

According to applicable data protection laws, the federal government
authorities can only process personal data if they have laws
duty or right to do it. In the current situation, the government as
as well as private people (such as Swisscom or employers) rely on
concerning the Federal Law on Protection against Communicable Diseases
(“Epidemic Act”), protection of public health and
state of emergency (“Polizeiliche Generalklausel”) for
justify the actions they take.

Implications for employee personal data

In a work relationship, certain steps are possible
justified in obeying employer care duties.
Employees must adhere to certain standards because of their duties
loyalty and the right of employers to direct and teach.
However, employers can only process employee personal data
as far as the data is needed for performance
employment contract. In this context, general data
protection rules apply.

  • Because the duties of entrepreneurs
    care of their employees, employers can wear medical checks
    on employees, such as taking temperature or
    installation of thermographic cameras. Such actions must always be
    executed as carefully and proportionately as possible and it must be
    it is ensured that only the least invasive action leads to
    the required results are applied, e.g. choose a temperature check
    more than installing a thermographic camera, taking the temperature in
    protected areas or by allowing employees to measure their temperature
    alone etc. However, this must be assessed in a case-bycase case
  • Employees’ duties to disclose a
    COVID-19 infection or contact with an infected person
    employers can be in line with labor law, because
    the duty of employing care, namely the duty to protect health
    employees who may have been in contact with that person or who
    belongs to what are called “risk groups”.


Even during a pandemic, privacy laws apply and personal data
must be processed in accordance with applicable data protection
law. This means the following guidelines must be followed when
take and carry out the actions mentioned above:

  • Only personal data required
    containing and preventing the spread of COVID-19 can be processed, and
    processing must always be kept to a minimum
    meet the specified goals. Therefore, only health data are related
    viruses can be processed when testing people, e.g. temperature
    can be taken but not a complete medical examination, and must be done
    processed if deemed necessary to protect the health of others.
    In the context of employment relations, it is recommended for that
    if possible, appropriate data about flu symptoms such as fever
    must be collected and forwarded by affected employees
  • As far as possible, information
    collected must be shared in the aggregate and anonymous form.
    For example, Swisscom generally only shares aggregates and
    anonymous data with the government, and employers must record
    and save health data such as employee temperature at a
    basic pass or fail and, if possible, save that data
  • Health data is considered sensitive
    personal data. Entrepreneurs cannot process their health data
    employees are against their will as is, in general, not strict
    necessary for the implementation of their contract, except
    the employer has a primary interest or obligation to protect others
    the employees.
  • Health data can only be shared with
    third party if the person has agreed to share or if a
    setting aside personal or public interests, such as public health,
    security, or legal obligations require sharing
  • If someone’s personal data
    will be shared with third parties, they must be transparent
    informed about this. As an example:
    • It is recommended that the hospital or
      Telecommunications providers tell individuals about their duties to
      anonymous COVID-19 test results or location data with
    • Employers must tell their employees
      that if an employee chooses to be tested for COVID-19, the employer
      can share the results, if possible, anonymously or
      subject to the agreement of the infected employee, with another person
      for their safety.
  • Personal data can only be accessed
    or shared based on needs that need to be known strictly. Therefore, if someone
    has been tested for COVID-19 and the person reports this to or
    employers, employers may not share this information
    throughout the company. Employers must ensure that
    data is only shared with people who might be truly affected
    by viruses or by those who oversee the internal processes
    company, e.g. Human Resources. Government authorities may only
    sharing personal data based on the legal right or obligation to do so,
    for example the Epidemic Law.
  • Personal data may only be stored
    as long as it is needed to fulfill that purpose it is collected
    for. Personal data on people who have or have COVID-19 should
    immediately deleted, especially by employers, after this pandemic occurred
    terminates, except mandatory retention duties.


In conclusion, the data protection law also applies as long as a
pandemic. Reasons for certain justifications can be raised like
emergencies and public health protection, for processing
personal data. However, this is not recommended because it can cause
to trust the government or the employer.

However, data protection and employment law do not prohibit
actions taken by governments or employers to prevent and
containing the spread of COVID-19 as long as they comply
general data protection principles and guidelines provided

The content of this article is intended to provide general information
guide to this problem. Specialist advice should be sought
about your specific situation.

POPULAR ON ARTICLES: Coronavirus (COVID-19) from Switzerland


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Additional Details about Canadian Emergency Wage Subsidies | Instant News

From: Canadian Department of Finance


What it means for Canadian entrepreneurs

To help employers retain and return workers to their payroll through challenges posed by the COVID-19 pandemic, the Prime Minister, Justin Trudeau, announced a new Canadian Emergency Wage Subsidy on March 27, 2020. This will provide 75 percent percent of wage subsidies to entrepreneurs who meet the requirements for up to 12 weeks, apply retroactively until March 15, 2020.

This wage subsidy aims to prevent further job losses, encourage employers to re-recruit workers who were previously laid off as a result of COVID-19, and help better position Canadian companies and other employers to resume normal operations after the crisis. While the Government has designed proposed wage subsidies to provide generous and timely financial support to employers, it does so in the hope that employers will do their part by using subsidies in a way that supports the health and well-being of their employees. .

Decent Entrepreneur

Eligible entrepreneurs will include individuals, taxable companies, partnerships consisting of eligible entrepreneurs, non-profit organizations, and registered charities.

Public bodies will not be eligible for this subsidy. Public bodies will generally include city and local governments, Crown corporations, wholly owned city companies, state universities, colleges, schools and hospitals.

This subsidy will be available to eligible entrepreneurs who see a decrease of at least 15 percent of their income in March 2020 and 30 percent for the following months (see Eligible Period). In applying for subsidies, entrepreneurs will be asked to prove a decrease in income.

We encourage all eligible employers to re-employ employees as quickly as possible and to apply for Canadian Emergency Salary Subsidies if they are eligible. To ensure that the Canadian Emergency Response Benefit (CERB) applies as intended, the Government will consider applying an approach to limit duplication. This can include a process to allow individuals who are re-employed by their employers during the same eligibility period to cancel their CERB claim and pay back the amount.

Calculate Income

The employer’s income for this purpose will be his income in Canada from reasonable sources. Income will be calculated using the employer’s normal accounting method, and will exclude income from extraordinary goods and the amount on the capital account.

On April 8, 2020, the government clarified that employers would be allowed to calculate their income based on the accrual method or the cash method, but not the combination of the two. Employers will choose the accounting method when first applying for CEWS and will be asked to use the method for the entire duration of the program.

For registered charities and non-profit organizations, the calculation will cover most forms of income, not including income from unarmed people. These organizations will be allowed to choose whether or not to include revenue from government sources as part of the calculation. Once selected, the same approach must be applied throughout the program period.

Specific rules for calculating income will be given to account for certain non-arm length transactions, such as where the employer sells all proceeds to the related company which in turn gets long arm income. In addition, the affiliate group will be able to calculate income based on consolidation.

Amount of Subsidies

The amount of subsidies for certain employees on remuneration that meets the requirements paid for the period between March 15 and June 6, 2020 will be greater than:

  • 75 percent of the amount of remuneration paid, up to a maximum benefit of $ 847 per week; and
  • the amount of remuneration paid, up to a maximum benefit of $ 847 per week or 75 percent of the employee’s pre-crisis weekly remuneration, whichever is lower.

As a result, employers can qualify for subsidies of up to 100 percent of the first 75 percent of pre-crisis wages or salaries of existing employees. These employers will be expected if possible to maintain pre-crisis job income from existing employees.

Pre-crisis remuneration for certain employees will be based on an average weekly remuneration paid between January 1 and March 15 on an inclusive basis, excluding the seven-day period in respect of which the employee did not receive remuneration.

Employers will also be eligible for subsidies of up to 75 percent of salaries and wages paid to new employees.

Remuneration that meets the requirements can include salary, wages, and other remuneration such as taxable benefits. This is the amount that is usually required by the employer to withhold or reduce the amount to be sent to the General Recipient due to employee income tax obligations. However, it does not include severance pay, or items such as stock option benefits or personal use of company vehicles.

Special rules will apply to employees who do not want to deal with employers. The amount of subsidies for these employees will be limited to remuneration that meets the requirements paid in any payment period between March 15 and June 6, 2020, up to a maximum benefit of a lower $ 847 per week and 75 percent of the weekly pre-crisis employee remuneration. Subsidies will only be available in connection with unemployed employees employed before 15 March 2020.

There will be no overall limit on the amount of subsidies that can be claimed by eligible employers.

Employers are expected to make their best efforts to increase employee salaries to bring them to pre-crisis levels.

Refunds for Specific Payroll Contributions

On April 8, 2020, the Government proposed to expand CEWS by introducing a new 100 percent refund for certain contributions paid by employers to Employment Insurance, the Canadian Pension Plan, the Quebec Pension Program, and the Quebec Parent Insurance Plan. This refund will cover 100 percent of the contributions paid by the employer to the eligible employee for each week during the employee’s paid leave and where the employer has the right to claim CEWS for the employee.

In general, an employee will be considered on leave with a salary throughout the week if the employee is paid by the employer during the week but does not do any work for the employer that week. This refund will not be available to qualified employees who are on leave with a salary of only part of the week.

This refund will not be subject to a maximum weekly benefit per employee of $ 847 that can be claimed by an eligible employer in connection with CEWS. There will be no overall limit on the amount of refunds that can be claimed by eligible employers.

For greater certainty, employers will be asked to continue to collect and send employer and employee contributions to each program as usual. Eligible entrepreneurs will apply for a refund, as described above, at the same time they apply for CEWS.

Decent Period

Eligibility will generally be determined by changes in the employer’s monthly income that qualifies, year-to-year, for the calendar month in which the period begins.

On April 8, 2020, the Government announced that all entrepreneurs would be allowed to calculate changes in their income using alternative benchmarks to determine their eligibility. This will provide more flexibility for entrepreneurs who might not fit into the general approach, including companies with high growth, sectors facing difficulties in 2019, non-profits and charities, and entrepreneurs established after February 2019. Under this alternative approach, entrepreneurs will be allowed to compare their income using the average income they obtained in January and February 2020. Employers will choose the general year-on-year approach or this alternative approach when first applying for CEWS and will be asked to use the same approach for the entire duration of the program.

The government also announced that, to provide certainty to employers, after the employer was declared eligible for a certain period, the employer would automatically fulfill the requirements for the next period.

  • ABC Inc. is a new company that started operations last September. It reports earnings of $ 100,000 in January and $ 140,000 in February, with a monthly average of $ 120,000. In March, his income dropped to $ 90,000. Because revenue in March was 25 percent lower than $ 120,000, ABC Inc. will be eligible for CEWS for the first and second claim periods. To be eligible for the third claim period, ABC Inc.’s earnings will be $ 84,000 or less for April or May (that is, 30 percent lower than $ 120,000).

Total wage subsidy (given based on COVID-19 Economic Response Plan) received by the employer in a particular month will be ignored with the aim of measuring year-to-year changes in monthly income.

  • For example, if income in March 2020 drops by 20 percent compared to March 2019, employers will be allowed to claim CEWS (as calculated above) for remuneration paid between 15 March and 11 April 2020, and between 12 April to 9 May.
  • Or, the employer can use the average income from January and February 2020, not March 2019, to determine whether the company is eligible for CEWS.
  • After the approach is chosen, the employer must apply it during the program period.

The table below outlines each claim period, the deduction needed in revenue and the reference period for eligibility.

Decent Period

Claim period

Revenue reduction is required

Reference period for eligibility

Period 1

March 15


April 11th


March 2020 ends:

  • March 2019 or
  • January and February 2020 average

Period 2

April 12th


May 9th


Eligible for Period 1


April 2020 more than:

  • April 2019 or
  • January and February 2020 average

Period 3

May 10th


June 6


Eligible for Period 2


May 2020 ends:

  • May 2019 or
  • January and February 2020 average

Qualified employees

Eligible employees are individuals employed in Canada.

Eligibility for CEWS from employee remuneration will be available to employees other than those who did not receive remuneration for 14 or more consecutive days in the eligibility period, ie, from March 15 to April 11, from April 12 to May 9, or from May 10 to May June 6.

This regulation supersedes the previously announced limitation that the employer will not be eligible to claim CEWS for remuneration paid to an employee in one week which is included in the 4 week period in which the employee qualifies for Canadian Emergency Response Benefits.

How to apply

Eligible entrepreneurs will be able to apply for CEWS through the Canadian Revenue Agency Business Account portal and web-based application. Employers must keep records showing reductions in commensurate income and remuneration paid to employees. More details about the application process will be available soon.

Ensuring Compliance

To maintain the integrity of the program and to ensure that it helps Canadians keep their jobs, employers will be required to pay the amount paid under CEWS if they do not meet the eligibility requirements. Sanctions can apply in case of fraudulent claims. Penalties can include fines or even imprisonment. In addition, anti-abuse rules will be put in place to ensure that subsidies are not received incorrectly and to help ensure that employees are paid the amount they are owed.

Entrepreneurs involved in artificial transactions to reduce income with the aim of claiming CEWS will be subject to a penalty of 25 percent of the value of the subsidies claimed, in addition to the requirement to pay in full the subsidies that were claimed improperly. .

Interaction with 10% Wage Subsidies

On March 25, 2020, the COVID-19 Emergency Response Act, which includes the application of a temporary 10 percent wage subsidy, received Royal Approval. For employers who qualify for CEWS and a 10 percent wage subsidy for a period, each benefit from a 10 percent wage subsidy for remuneration paid in a certain period will generally reduce the amount available to claim under CEWS in the same period.

Interaction with Work Sharing Programs

On March 18, 2020, the Prime Minister announced the extension of the maximum duration of the Work Sharing program from 38 weeks to 76 weeks for employers affected by COVID-19. This step will provide income support to employees who qualify for Employment Insurance who agree to reduce their normal work hours due to developments outside the control of their employer.

For employers and employees participating in the Work Sharing program, the EI benefits received by employees through the Work Sharing program will reduce the benefits that their employers are entitled to under CEWS.

Government Assistance

The treatment of tax credits and other benefits normally provided by the government will apply. As a result, wage subsidies received by employers will be considered government assistance and included in the employer’s taxable income.

Assistance received under wage subsidies will reduce the amount of remuneration costs that qualify for other federal tax credits calculated on the same remuneration.

How employers will benefit from CEWS

Maude and Stéphane have a company that operates a car repair shop in Saint Boniface, Manitoba. They work full time, each with a salary of $ 1,300 per week, and have three part-time employees, each generating $ 800 per week, for a total weekly salary of $ 5,000. Maude and Stéphane have reduced their opening hours due to decreased demand for their services. They initially laid off their employees, but they have now decided to reinstate them after the announcement of the Canadian Emergency Wage Subsidy. Their employees are not asked to report to the workplace during this challenging period.

Maude and Stéphane now keep their employees on their payroll, paying them 75 percent of their pre-crisis salary ($ 600 per week). Maude and Stéphane will be eligible for a weekly subsidy of $ 3,494 ($ 847 for themselves and $ 600 for each of their employees). Maude and Stéphane will also be eligible for a 100 percent refund of the contributions paid by employers to the Employment Insurance and Pension Plan of Canada in connection with their employees, providing additional benefits of up to $ 124 per week.

At the end of each claim period, Maude and Stéphane will submit applications through the Canadian Revenue Agency portal, proving that decreasing their income every month is sufficient to qualify, compared to January and February averages. They will also report the total remuneration paid to themselves and their leave employees during the month. Because Maude and Stéphane have access to direct deposits with the Canadian Revenue Agency, they will receive their subsidies immediately after each application.

Canada’s COVID-19 Economic Response Plan- Costs and Implementation

These steps are part of the Government of Canada COVID-19 Economic Response Plan – a comprehensive plan to help ensure that Canadians pay for important matters such as mortgages, rent and groceries, and to help employers continue to pay their employees and bills during this uncertain period.

Protect Health and Safety

Impact of 2020-2021

COVID-19 Response Fund (including $ 500 million in support for Provinces and Regions (2019-2020))

$ 1.1 billion

Funding Personal Protective Equipment and Equipment ($ 200 million in 2019-20)

$ 2 billion

Total – Protect Health and Safety

$ 3 billion

Direct Support Actions

Benefits of Canadian Emergency Response

$ 24 billion

GST Credit Increase

$ 5.5 billion

Enhanced Benefits of Canadian Children

$ 1.9 billion

Temporary Business Wage Subsidies

$ 975 million

Canadian Emergency Wage Subsidies

$ 73 billion

Canadian Student Loan Payments

$ 190 million

Support for Indigenous Peoples

$ 305 million

Support for homeless people (through Reaching Home)

$ 157.5 million

Support for women’s shelters and centers for sexual violence, including for facilities in indigenous communities

$ 50 million

Support for Seniors (among them, $ 9 million in 2019-20), Children and Youth

$ 16.5 million

Support for Food Banks and Local Food Organizations (among them, $ 25 million in 2019-20)

$ 100 million

Reduce Minimum RRIF Withdrawal

$ 495 million

Support for the Air Transportation Sector

$ 331.4 million

Total – Direct Support Actions

$ 107 billion

Liquidity Support

CRA / CBSA liquidity support for businesses and individuals

Deferral of Income Tax Payment until September

$ 55 billion

Sales Tax Shipments and Customs Payment Deferred

$ 30 billion

Total – CRA / CBSA liquidity support

$ 85 billion

Business Credit Availability Program (BCAP) (through BDC and EDC)

Small and Medium Enterprises Loans and Guarantee Program

$ 40 billion

Canadian Emergency Business Account

$ 25 billion

Credit and liquidity support for the Agriculture Sector

$ 5.2 billion

Credit and liquidity support through the Bank of Canada, OSFI, CMHC and commercial lenders

$ 500 billion +

Total – BCAP, credit support and other liquidity

$ 570 billion +

/ Public release. See fully here.


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