View more information. 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. 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. Yes, you should apply if your stores are closed or have otherwise been significantly affected by COVID For example, even if an anchor tenant in your shopping centre has closed due to COVID 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.
Currently, PHAC has advised that face shields alone do not provide either personal protection or source control, and should only be used if a mask cannot be worn and then only if they wrap around the face and cover the chin. Face shields are only effective when worn along with masks. There are no regulations specific to a fashion face covering or mask. Additionally, the same regulations that would apply to any product being sold in Canada are still applicable. 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. 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.
The occupancy rules vary by province. Generally, they are based on either the number of people per square metre, or, percentage of the fire code occupancy limit.
View checklist. 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. View OPC guidance. There is no consistency amongst jurisdictions on this question. A list of Health Canada-approved disinfectants can be found here.
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.
Regular handwashing is necessary and must be continued. However, people can wash their hands with warm water, instead of very hot water, and they can apply hand lotion afterwards. With many people also taking the precaution of wearing gloves at work, hand washing in warm water at home and applying moisturizer then is also especially helpful. Phishing, videoconferencing vulnerabilities, malware and simple mistakes are only some of the increased cybersecurity risks.
Retailers seeking to protect themselves against heightened fraud and cybersecurity risk must look to their people e. Keep in mind that not all fraud risks are necessarily cyber risks. For example, reported COVID 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 tests.
Cybersecurity guidance specifically for small and medium businesses exists and could be useful to many independent retailers. View resources. It is best to apply to all three through your primary financial services provider. Your financial institution will require this information to process your request.
This program is available to all eligible retailers, regardless of sector, until December 31, This program, despite its name, has sector-agnostic application criteria. In other words, the sector you are in is irrelevant to the loan application. October 23, is the last day of the last claim period for which you can apply for the wage or rent program. While the programs are officially over, retroactive applications remain open.
The Hardest-Hit Business Recovery Program, announced by the federal government in October , will be available to businesses who can show they have faced deep and enduring financial losses. It will provide wage and rent subsidy support based on a new eligibility system whereby applicants will need to demonstrate significant revenue losses over the course of 12 months of the pandemic, as well as revenue losses in the current month.
In October , the newly-elected federal government announced the creation of a new lockdown support program that will be available in case the pandemic requires further local lockdowns in any part of the country. For those businesses that face temporary local lockdowns, the government will make the wage and rent subsidy programs available up to the maximum amount for the duration of the local lockdown. View announcement. View backgrounder. Retailers may receive requests from other organizations to share information that would identify an individual.
Before you share any information, verify whether the organization, e. Taking care what information you release, why, and to whom will help you reduce regulatory, litigation and reputational risk. Privacy principles such as accountability, transparency, consent and limiting data collection and sharing still apply.
View more legal information. 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 symptoms. Second, if it is felt that temperature testing is advantageous, take great care to do so in accordance with Canadian privacy principles, e. Also, staff taking customer temperatures must continue to follow the usual care in observing 2-metre physical distancing limits and other health precautions.
Retroactive application for earlier time periods remains possible. Retailers should be aware that if they do not qualify for the base CERS subsidy in a given claim period, they will also not be eligible to apply for lockdown support during that claim period. The CEWS program underwent various changes and extensions during and Retroactive applications remain available. A different program, the Canada Recovery Hiring Program, will remain available to subsidize payroll at eligible employers until at least May 7, The program is closed and is no longer receiving applications.
View government website. Retroactive applications remain open and for those claim periods, employers should be able to combine the CEWS and the WS program. View information. If the stores have separate ownership, e. 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.
Inquiries can be sent to edsc. For more information including telephone numbers and hours, view Work-Share website. 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.
The maximum length of this form of support i. Generally, if shortage of work is why you are laying them off, i. 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. In general, a refusal to return to work is deemed to be a resignation. Therefore, we recommend that you exercise caution and have an active dialogue with your employees before you make a termination.
If special circumstances do exist, explore how the employee can be accommodated within the workplace. Lecture 1. Lecture 2. Lecture 3. Lecture 4. Lecture 5. Lecture 6. Final Exam 1. Quiz 7. Login with your site account Lost your password?
Remember Me Not a member yet? Register a new account Are you a member? Modal title. The purpose of this course is to examine the principles, processes and theories involved in the design and administration of compensation programs. Emphasis is placed on linking compensation strategy to corporate strategy, applying behavioural theories in the design of compensation programs and implementing, managing and adapting compensation programs.
The student will explore the nature and dimensions of the regulation of health and safety in the workplace by government legislation as well as the role of agencies such as the Workplace Safety and Insurance Board.
In addition, the many positive health and safety initiatives made by proactive employers will be examined. The course will explore the nature of the industrial relations process. Considerable emphasis will be placed on negotiating and administering the collective agreement through to grievance arbitration.
Prior knowledge of micro and macro economics is advantageous. Today's workplace is highly regulated from the commencement of the relationship through to its termination. Commencing with the employment contract, an examination of both the statutory law and the common law will be undertaken. In both the Federal and Provincial environment, the student will be exposed to such diverse areas as employment standards, worker's compensation, pay equity, human rights and unionization.
The corresponding rights and responsibilities of employers and employees will be examined. Training is recognized within the human resources field as a planned effort designed to improve both individual and corporate performance. In this course students will learn the role of training in human resources management and examine the psychology of the learning process. Students will gain experience in needs assessment, program design and implementation and evaluation techniques. Human Resources professionals have access to very sensitive employee information and are often involved in sensitive HR matters.
Unintended disclosure of such information may have tremendous impact on employees' and institutions' overall workplace well-being.
This is especially true in our digital era. Continuing education in the area of privacy is crucial to the HR professional in a vastly changing marketplace. Various government and employer sponsored pension and benefit plans will be reviewed as well as current related public and legislative issues.
Major areas for discussion include public and private health care plans, income replacement provisions, survivor benefits and pension arrangements. Also, techniques for benefit plan management will be discussed with respect to plan design, communication, costing and administration. In this course the student will be introduced to various concepts about an individual's decision to supply labour; why individuals decide to work, the factors effecting the decision to work, the decision to retire or reduce the length of the work week.
The student will then review the factors that influence the firm's decision to hire labour and determine the amount of labour to be hired given both a competitive and non-competitive labour market.
The concept of non-competitive labour markets will be extended to include the influence of factors that are external to the labour market such as unions and government. The problems of and solutions to unemployment, discrimination and wage differentials will be discussed. To be a strategic human resources practitioner, one must be able to provide data driven facts and be able to use them in order to proactively address HR issues and strategically support the business.
Data driven analytics and metrics, provides HR with information to help drive strategic business decisions and build executive partnerships. To help businesses deliver a competitive advantage over the competition, HR provides analytics on key performance indicators, HR analytics and interpretation of the data for the organization.
This course will provide the theory, concept and best practices in gathering business requirements, planning, research techniques, data analysis, metrics, and reporting. This course focuses on medical cannabis and employers' duty to accommodate employees with cannabis authorizations prescriptions for medical purposes. Students will review the legislation that regulates employers' and employees' use of cannabis in the workplace and explore how rules for cannabis in the workplace can be outlined through policies.
The course will examine how to create accessible policies, ensure compliance, and address policy violations. CPD hours can be earned through continuing education and members are required to obtain These courses will fall under "Category A - Continuing Education" where activities may include seminar, workshops, or conferences.
If you are taking 1 - 2 courses at the same time, you may be considered for part-time student grants and loans. If you are taking 3 or more courses at the same time, you may be considered for full-time student grants and loans. To find out if you qualify and to learn how to apply, please visit the OSAP website. For information on other awards and financial assistance, please see Financial Aid. Earn college credits for what you already know! Prior Learning Assessment is a method of assessing and recognizing learning that is equal to college level learning, but has been gained outside a traditional classroom through work experience, volunteering, outside study, etc.
If you can prove that the knowledge you have gained meets the outcomes of a Seneca course, then credit will be awarded. How does the PLA process work? Prior Learning is demonstrated through a "challenge" process. The process measures learning through a variety of methods which may include tests, portfolio assessment, interviews, demonstrations, essays, and work samples.
0コメント