If you are undergoing COVID-19 testing and the result of that testing, and if you were present in the workplace while potentially infected. Some may also be experiencing harmful behaviours from colleagues. COVID has hit Imperial Valley extremely hard and while it is difficult to work in the heat and humidity - please continue to wear your mask and PPE. (A) The Labor Commissioner shall enforce this section as if COVID-19 supplemental paid sick leave constitutes “paid sick days,” “paid sick leave,” or “sick leave” under subdivisions (i) and (n) of Section 246, subdivisions (b) and (c) of Section 246.5, Section 247, Section 247.5, and Section 248.5. Managers can obtain advice from their Departmental Occupational Health and Safety Coordinator regarding health and safety processes and procedures but, at a minimum, must familiarize themselves with their responsibilities in dealing with an employee's right to refuse dangerous work, and/or health and safety complaint. You have the responsibility to inform yourself by consulting information provided by health authorities and by their employer, such as 2019 novel coronavirus (COVID-19): Outbreak update. Some cause illness in people and others cause illness in animals. The allowable time before a lay-off is considered a termination of employment is temporarily extended as follows: Note: These extensions do not apply retroactively. We are monitoring the impact of COVID-19 closely and taking it very seriously. Employment and Social Development Canada's Labour Program created a brochure, Pamphlet 2A - Employer and Employee Duties, which outlines the duties of both the employer and employees under the Code. The temporary extension of lay-off periods does not apply to employees who are: Employers who intend to use this temporary extension should inform their employees of their intention as soon as possible. For enquiries, contact us. California Labor Code § 2802. From £12bn to £280bn: How UK spending on COVID spiralled. The new statute, which takes effect January 1, 2021, requires that employers notify employees and, in some instances, public health officials about COVID-19 exposures at work. Currently, California Labor Code section 2802 requires California employers to reimburse employees for necessary business expenses. Employees must also report to the employer any circumstance in a workplace that is likely to be hazardous to the health or safety of employees or others in the workplace. They must ensure that their employees receive training to keep their first-aid certificates and certifications valid. Previous Versions. Leave related to COVID-19 (new as of October 2, 2020) As an employee working in a federally regulated workplace, you may be entitled to 2 unpaid leaves related to COVID-19: Leave related to COVID-19 for up to 2 weeks, and; Leave related to COVID-19 for up to 26 weeks; The Code does not provide for paid leave related to COVID-19. Coronavirus Disease 2019 (COVID-19) is a respiratory disease caused by the SARS-CoV-2 virus. Welcome to the Office of Labor Commissioner. Labor Code section 2802, subdivision (a) requires: " [a]n employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence … The policy addresses factors, which are components of psychological violence, such as: To learn more about how to address psychological violence in the workplace: The following lists offer online tools and resources on mental health. 12 series of 2020 – clarificatory guidelines on the covid-19 adjustment measures program (camp) L ABOR ADVISORY NO. If you have questions about state labor law, contact the Bureau of Wage and Hour Administration at (614) 644-2239 or webmaster@wagehour.com.state.oh.us. Unless there is a demonstrated need to identify the person based on public health official’s advice, it should normally be sufficient for health and safety purposes to state that an (unnamed) person was in the workplace, and that this person was infected, exhibited symptoms, or had been exposed to the virus. The three rights mentioned are explained in this brochure. Employers must address these behaviours in the workplace's violence prevention policy. For the complete information, consult: Medical leave (unpaid). Temporary suspension of occupational licensing laws in emergency situations is a common approach states take to help manage short-term crises. The Labor Commissioner investigates complaints of non-payment of wages, State minimum wage, overtime, and prevailing wage disputes. labor advisory no. In California, Labor Code section 2802 requires employers to reimburse employees for expenditures the employee incurs as a consequence of performing work. Leave related to COVID-19 (new as of October 2, 2020) As an employee working in a federally regulated workplace, you may be entitled to 2 unpaid leaves related to COVID-19: Leave related to COVID-19 for up to 2 weeks, and; Leave related to COVID-19 for up to 26 weeks; The Code does not provide for paid leave related to COVID-19. Because COVID-19 constitutes a workplace hazard under the Canada Labour Code your employer can lawfully request that you provide information regarding COVID-19, to the extent that it directly relates to ensuring the health and safety of employees in the workplace. During the COVID-19 pandemic, employees may be experiencing: Employees may also be experiencing disruptions to their work and personal lives. Part II of the Code, which deals with health and safety in the workplace, sets out steps for you to follow. In California, Labor Code section 2802 requires employers to reimburse employees for expenditures the employee incurs as a consequence of performing work. The focus should move to applying infection containment protocols. Due to the coronavirus (COVID-19) pandemic, millions of employees who ordinarily work at an office or other workplace provided by their employers are now working at home.While you can no longer get a tax deduction for work at home expenses, here are some other ways you can get reimbursed for these costs, including as qualified disaster relief payments. At all times, the privacy of the worker must be respected. Necessary expenditures or losses include all reasonable costs. Canadian Centre for Occupational Health and Safety. Following a recent trend in employment litigation since the U.S. Supreme Court’s 2018 Epic Systems Corp. v. Lewis, which rejected challenges to class action waivers in employment arbitration agreements, Lawson’s complaint contained a single cau… The Slovak government has already adopted several measures to adapt to the COVID-19 pandemic. this Code, including its implementing rules and regulations, shall be resolved in favor of labor. We are trying to make it easier and spread awareness through this centralized source of info. "It comes down to the necessities," Anderson said. Covid-19 TERS benefit applications for 16 September to 15 October will open on 23 November 2020 and close on 31 December 2020. If the workplace is small, such that notification that a person is infected/symptomatic/exposed to COVID-19 would identify the individual employee, management could make the notification broader (e.g. In the context of COVID-19, managers must remain informed of orders, directions and guidance issued by the Public Health Agency of Canada, Health Canada and from their own organizations. No new coronavirus-related deaths have been reported in Lincolnshire in the latest daily figures released on December 11. As such, the employer has an obligation to investigate and report confirmed cases of COVID-19 in order to prevent the recurrence of exposure. These interim measures make it easier for Canadian workplaces to import cleaning products from the United States. In response to this issue, the Government of Canada temporarily extended first aid certificates, certifications and courses validity established under the: The validity periods are temporarily extended as follows: These extensions ensure that businesses who are or were unable to renew the first aid certification of their employees, because of the COVID-19 pandemic, are: For more information, consult the Ministerial Order and the explanatory note. Who is submitting the receipt? In addition, employees have three specific rights stemming from the Canada Labour Code, Part II, in relation to their health and safety in the workplace: Employment and Social Development Canada's Labour Program created a brochure, Pamphlet 1 – Summary Health and Safety, which contains general information on the Code, Part II. It provides employers more time to recall employees laid-off due to COVID-19. (A) The Labor Commissioner shall enforce this section as if COVID-19 food sector supplemental paid sick leave constitutes “paid sick days,” “paid sick leave,” or “sick leave” under subdivision (n) of Section 246, subdivisions (b) and (c) of Section 246.5, Section 247, Section 247.5, and Section 248.5. California Labor Code Section 2802 provides as follows: (a) An employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer, even though unlawful, unless the employee, at the time of obeying the directions, believed them to be … East Coast and Great Lakes Shipping Employees Hours of Work Regulations, 1985 (C.R.C., c. 987) However, managers are to consider on-site work only if the work meets the definition of critical service and working remotely to support it is not feasible. Eligible wages include wages, vacation pay, disbursements, severance and termination. On September 25, 2021, medical certificate requirements will be reinstated. These efforts will help contain the outbreak and limit the spread of COVID-19 in Canada. Late last week, Gov. Please contact your departmental ATIP/Privacy and/or Labour Relations for further guidance on the handling of employee’s personal information. At any point, if an employee’s employment is terminated, the employer must pay the following to the eligible employee, as outlined in the Code: As an employee working in a federally regulated workplace, you may be entitled to 2 unpaid leaves related to COVID-19: The Code does not provide for paid leave related to COVID-19. 3 Article L. 2312-8 of the French Labor Code. R.S.C., 1985, c. L-2. Although EO N-51-20 required the Labor Commissioner to create a notice, and for employers to distribute it to workers, LC 248 merely incorporates the pre-COVID … As a federally regulated employer, you are responsible to protect the health and safety of your employees under the Canada Labour Code, Part II. You are required to implement preventative measures to ensure your employees are not exposed to conditions that could be harmful to their health or safety while working. These processes are set out in the Canada Labour Code and are explained on the Employment and Social Development Canada webpage on occupational health and safety. Should these products appear in your workplace, consult the Labour Program Hazard Alert: Workplace Hazardous Materials Information System (WHMIS) – Temporary changes related to COVID-19. Although mandatory consultation with bargaining agents is not prescribed in all collective agreements, managers are encouraged to work together with union representatives in a transparent manner to address specific situations. Employees should self-monitor their own health for symptoms, particularly fever, cough and difficulty breathing. The Labor Commissioner strives to ensure that all workers are treated fairly under the law. Consult the following if you are a federally regulated employer who is not able to get this protective equipment through your usual supply chains: Hazard prevention programs are prepared in response to the hazards at a particular workplace. You have specific rights related to working conditions and leave provisions that are outlined in collective agreements and Treasury Board policies. Since the statewide shelter-in-place order issued in March 2020, California’s essential workers risk infection while continuing to work. If employees have travelled outside Canada, they must self-isolate when they return to Canada. The resources can help support both employees and employers during the COVID-19 pandemic. Managers/Supervisors should advise employees on what services are available to help them via the 24-7 Employee Assistance Program (EAP) or your departmental coordinator (accessible only on the Government of Canada network), accessing care through the Public Service Healthcare Plan (PSHCP) or using the nationwide Specialized Organizational Services (SOS). In California, an employee is entitled to be reimbursed by his or her employer “for all the necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties…”. Given this, managers are strongly encouraged to assess whether or not telework arrangements are feasible within their organization. The Coronavirus/COVID-19 global pandemic is frightening times for California employees. SOUTH AFRICA-UIF COVID-19 TERS. Department of Employment and Labour unveil guidelines to deal with Covid-19 at workplaces. You will not receive a reply. • Rate of Pay for COVID-19 Supplemental Paid Sick Leave: o Highest of (1) regular rate of pay for last pay period, (2) State minimum wage, or (3) local minimum wage, o. California Labor Agency, DIR address COVID-19 pandemic health and safety concerns: September 2020; September 22, 2020: Labor Commissioner’s Office Launches Business Engagement Program for Employers in California : August 2020; August 31, 2020 The California Labor Code – and, consequently, Section 2802 – only … Read this complete California Code, Labor Code - LAB § 2802 on Westlaw FindLaw Codes are provided courtesy of Thomson Reuters Westlaw, the industry-leading online legal research system . The Department of Labor and other government agencies charged with the administration and enforcement of this Code or any of its parts shall promulgate the necessary implementing rules and regulations. Information for Government of Canada employees: Coronavirus disease (COVID-19), Pamphlet 4 – Right to Refuse Dangerous Work, 2019 novel coronavirus (COVID-19): Outbreak update, Pamphlet 2A - Employer and Employee Duties, Departmental Occupational Health and Safety Coordinator, Coronavirus disease (COVID-19): Travel advice, Departmental Occupational Health and Safety Coordinators, Occupational Health Advisory for Federal Public Servants. By combating wage theft, protecting workers from retaliation, and educating the public, we put earned wages into workers' pockets and help level the playing field for law-abiding employers. Currently, it may be difficult for you to get the protective equipment normally used in your workplace. Cal/OSHA PAGA Allegations In The COVID-19 Era. For questions about federal labor laws, contact the United States Department of Labor at 1-866-4-USA-DOL (1-866-487-2365). 2802. For more information, visit COVID-19 and mental health at work. Id. Art. The closing date will not affect pending claims that have already been submitted. Due to COVID-19 physical distancing measures, most first aid training providers have discontinued portions of training. This hazard alert will help you understand how these interim measures may affect your workplace. Table of Contents. ... all in violation of the applicable Labor Code sections listed in Labor Code Sections §§ 226, 226.7, 510, 512, 1194, 1197, 1197.1, 2802, and the applicable Wage Order(s), and thereby gives rise to civil penalties as a result of such alleged conduct. As such, employers should be sure to implement programs to reimburse employees for such expenses as home internet, cell phone usage, printer ink, paper, and other relevant supplies. An Act to consolidate certain statutes respecting labour. Or, it may be necessary to inform all employees. Commissioner Bulletin B-0012-20: Coronavirus (COVID-19) -– Suspension of Certain Provisions of the Labor Code and DWC Rules Related to Workers’ Compensation cooperating with any person carrying out a duty set out in the Code; If you have symptoms of COVID-19 (fever, cough, and difficulty breathing), you should inform your manager, go home if in the office, and follow the advice of local public health authorities. Employees must be at work in order to legitimately refuse to work. For more detailed codes research information, including annotations and citations, please visit Westlaw. In this case, the employee should follow the advice of their local public health authority as to their need for self-isolation and/or testing. 11-20 SUPPLEMENTAL GUIDELINES RELATIVE TO THE REMEDIAL MEASURES IN VIEW OF THE ONGOING OUTBREAK OF CORONAVIRUS DISEASE 2019 (COVID … Since in-person training is required for standard first aid certification, including cardiopulmonary resuscitation, employees were not able to complete all of the required training during the pandemic. Employment and Social Development Canada's Labour Program created a brochure, Pamphlet 4 – Right to Refuse Dangerous Work that explains the process. A Refresher on California Reimbursement Requirements in a COVID-19 World California Labor Code Section 2802 requires employers to reimburse California employees for … Employees are required to report hazardous occurrences to their employer. This includes reporting their own potential exposure to COVID-19 that caused or is likely to cause illness to themselves or to any other person. All non-essential travel should be avoided. If you were in close contact with someone diagnosed with COVID-19, as it is recommended that such a person would have to self-isolate (and therefore take leave and/or telework). Labor Code § 2802. If you have travelled internationally in the last 14 days. As an employee, you are still expected to report to work in the context of COVID-19. Please refer to Coronavirus disease (COVID-19): Travel advice for the most up-to-date information. The mission of the California Labor Commissioner's Office is to ensure a just day's pay in every workplace in the State and to promote economic justice through robust enforcement of labor laws. Rules and regulations. Transport Canada is expanding the requirements for the use of face coverings by workers, passengers and other players involved in the transportation sector. As an employer, you are required to update or create your own hazard prevention programs, You are require to update your hazard prevention program to address a biological hazard such as COVID-19. California's Labor Code requires employers to pay for "all necessary expenditures" workers incur in performing their jobs. As such, employers should be sure to implement programs to reimburse employees for such expenses as home internet, cell phone usage, printer ink, paper, and other relevant supplies. The WEPP is a Government of Canada program that provides financial support to workers who are owed eligible wages when their employer files for bankruptcy or becomes subject to receivership. someone in the area or the floor, rather than someone in their unit). Under the Canada Labour Code, the employer (represented by the manager/supervisor) is responsible for the occupational health and safety of their employees. California Labor Code section 2802 requires employers to reimburse employees, “for all necessary expenditures or losses incurred by the employee” while completing work duties. From £12bn to £280bn: How UK spending on COVID spiralled. Even so, managers may have employees who have recently returned from travel. Canada Labour Code. COVID-19 presents an unprecedented crisis for states, requiring swift action on many issues, including the process for licensing essential workers. Every day, thousands of voices read, write, and share important stories on Medium about Employment Law. From: Employment and Social Development Canada. Canadian COVID-19 cases expected to surpass 500,000 in one day Other News 06:43 U.S. FDA authorizes Moderna's COVID-19 vaccine for emergency … Provision of protective equipment – Employer responsibilities, Updating or creating a hazard prevention program, Resources and tools to support mental health in the workplace, COVID-19 measures, updates, and guidance related to occupational health and safety, Extension of first aid certification validity period (new as of September 11, 2020), Face coverings in the transportation sector, Hazard alert on cleaning products imported from the United States (COVID-19), Extension of lay-off periods (new as of November 9, 2020), Leave related to COVID-19 (new as of October 2, 2020), Temporary removal of medical certificate requirements (effective October 14, 2020), Eligible wages period extension for the Wage Earner Protection Program (new as of September 11, 2020), About coronavirus (COVID-19) and resources for employers and employees, Authorized medical devices for uses related to COVID-19, personal protective equipment (PPE) supply hub, Important safety information for certain respirator masks, Centers for Disease Control and Prevention, Guide to violence prevention in the workplace, Wellness Together Canada mental health and substance use support, Resource hub for mental health and wellness during the COVID-19 pandemic, resources created by the Mental Health Commission of Canada, Hazardous Occurrence Investigation Report, Employers are subject to Part II of the Code, Canada Occupational Health and Safety Regulations (COHSR), COVID-19 information for the transportation industry workers, Labour Program Hazard Alert: Workplace Hazardous Materials Information System (WHMIS) – Temporary changes related to COVID-19, Leave related to COVID-19 for up to 2 weeks, Leave related to COVID-19 for up to 26 weeks, Consult the changes to the Wage Earner Protection Program for employees, Consult the changes to the Wage Earner Protection Program for trustees, Health Canada: Preventing COVID-19 in the workplace: Employers, employees and essential service workers, COVID-19 Guidance for High-Risk and Essential Workplaces, World Health Organization (WHO): Coronavirus disease (COVID-19) technical guidance for schools, workplaces & institutions, Centers for Disease Control and Prevention: Resources for businesses and workplaces, International Air Transport Association: Air transport and COVID-19, to fulfill short-term, urgent PPE requirements, you may request access to the, develop and implement changes to the workplace hazard prevention program, and, the workplace health and safety committee, or, the workplace health and safety representative, provide training and procedures on how to use the equipment, and, using safety equipment, devices and clothing as required, and, reporting any safety issues to management, stress about the health and safety of their loved ones and themselves, Gearing up for Workplace Mental Health, a guide developed by the Trucking HR Canada to support trucking and logistics employers. Section 126 of the Canada Labour Code outlines reasonable expectations for all employees regardless of their position in the organization. The Labour Program is responsible for administering Part II of the Canada Labour Code (the Code). Re: Coronavirus (COVID-19) -– Suspension of Certain Provisions of the Labor Code and DWC Rules Related to Workers’ Compensation On March 13, 2020, Governor Greg Abbott declared COVID-19 a statewide public health disaster. If the employee was in the workplace recently and you have concerns about possible exposure of other employees, work with your Departmental Occupational Health and Safety Coordinators to determine workplace measures. Depending on the facts of the situation, messaging may or may not be required, they should report via the COVID-19 tracking tool. Employers are subject to Part II of the Code and related occupational health and safety regulations. More information on the right to refuse dangerous work and the investigation process: Right to refuse dangerous work. If your business has a shortage of workers and is looking to “volunteers” to help out, be aware that the Fair Labor Standards Act (FLSA) has stringent requirements with respect to the use of volunteers. The purpose of this statute is "to prevent employers from passing their operating expenses on … In cases where departments do not find sufficient flexibility in the collective agreement to meet operational requirements, they are advised to contact the Treasury Board secretariat at questions@tbs-sct.gc.ca. Face coverings can reduce the risk of COVID-19 transmission. Coronaviruses are a large family of viruses. A: Under California Labor Code Section 2802, employers must reimburse employees for reasonable and necessary expenses that the employer “knew or … Any employee who reported to work between March 19 and July 5, and tested positive or was diagnosed with COVID-19 within 14 days of being in the workplace, has a rebuttable presumption that the illness is “industrial.” If you need help understanding these provisions, you should talk to their manager/supervisor or their union representative. Not to exceed $511 per day and $5,110 in total . After these time periods, the lay-off becomes a termination. 25 geographic boundaries of the City who either (1) is an employee under California Labor Code There is a patchwork of City, state, and federal laws that provide partial nnot work because they test positive for COVID … 1. Download: WAIR COVID-19 FORM Employees are not entitled to this extension if: Employers can call their employees back to work at any time but prior to termination. In the face of the COVID-19, the Labor & Workforce Development Agency (LWDA) wants to keep workers, employers, co-workers, and families safe. Employers should be aware of the legal framework within which they can prepare for, manage and address developments caused by the spread of this virus. This temporary extension of lay-off periods gives greater protection to federally regulated workplaces. Section 558 of the California Labor Code is a civil penalty statute permitting the Labor Commissioner to issue citations for: (1) civil penalties, which are to be dispersed to the state, and (2) “underpaid wages,” which are … You may provide respiratory protection and other protective equipment to your employees to ensure their health and safety, following an analysis of hazards present in your workplace. Under the Code, employees also have a role to play to ensure their own occupational health and safety as well as the occupational health and safety of other employees and any person likely to be affected by their acts or omissions. (a) An employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer, even though unlawful, unless the employee, at the time of obeying the directions, believed them to be unlawful. California Labor Code section 3212.86 essentially codifies the previous executive order. The duration of the employee’s lay-off continues to count towards their continuity of employment. The Department of Employment and Labour has appealed to employers to use the prescriptions of the Occupational Health and Safety (OHS) Act of 1993 in governing workplaces in relation to Coronavirus Disease 2019 COVID–19. COVID-19 (worked on site with an employee that is tested Reporting to Local Health Agency (Labor Code § 6409.6(b)) Local public health agency COVID-19 outbreak (defined as three cases in two weeks) 48 hours Names, phone number, occupation, NAICS code of industry, address of worksite, of employees who may have COVID-19 or who are under a COVID-19 Expenses associated with maintaining a home office could also be reimbursable since it is now required to have a physical space at home devoted to company work, until the COVID-19 restrictions are lifted. For non-food or emergency sector employees, AB 1867 adds section 248.1 to the Labor Code (“Section 248.1”), which requires covered employers to provide eligible workers with Supplemental COVID-19 Leave, beginning September 19, 2020, when they … Many of the initial COVID-19 PAGA assertions we are starting to see are related to an employer’s alleged failure to comply with the Cal/OSHA Labor Code provisions. Workplace parties should consider whether doing certain tasks puts employees at greater risk of exposure to coronavirus. If you are mandating telecommuting, consider California Labor Code Section 2802, which requires employers to pay for business expenses, such as … These decisions should be made by consulting your Departmental Labour relations and Occupational Health and Safety coordinators, regardless of who you decide to inform, keep them updated if information changes, wash your hands often with soap and water for at least 20 seconds, avoid touching your eyes, nose or mouth with unwashed hands, avoid close contact with people who are sick, cough and sneeze into your sleeve and not your hands, notify your supervisor and stay home if you are sick to avoid spreading illness to others, if an employee does have symptoms of COVID-19 and they live with others, tell them to stay in a separate room or keep a 2-metre distance, employees must consult the relevant public health authority in order to obtain guidance on next steps, employees must follow advice of public health officials, there are no steps to take from an Occupational Health and Safety perspective as this hazard is not in the workplace, messaging may or may not be required in this situation, contact your Human Resources Team for further advice. Public Health England … An official delegated by the Minister of Labour will follow up with employers to review Code requirements related to refusals to work, investigate instances of employees with confirmed COVID-19 resulting in exposure to other employees, and for preventing recurrence of exposure, and, report known cases of employees confirmed to be infected with COVID-19 in the workplace using the, For the COHSR, AOHSR and OTOHSR, first aid certificates and certifications expiring between March 13, 2020, and August 31, 2020: the validity is temporarily extended by 6 months from the date on which it would otherwise have expired or until December 31, 2020, whichever comes first, for example, if the expiration date is April 15, 2020, the certification validity is extended to October 15, 2020, can continue their operations while ensuring the health and safety of their workers and Canadians, if an employee is laid off for a period of 3 months or less, before March 31, 2020, the time is extended, by 9 months after the day on which it would otherwise end; therefore, an employer would have up to 12 months to recall the employee before the lay-off is deemed to be a termination of employment, for the period between March 31, 2020, and December 31, 2020, the time is extended and, the employer has until March 31, 2021, to recall the employee before the lay-off is deemed to be a termination of employment, if an employee is laid off with an expected recall date or fixed period, prior to March 31, 2020, the date specified in the written notice will be extended, by 9 months or to March 31, 2021, whichever is earlier and the employer would have up to that period or date to recall the employee before the lay-off is deemed to be a termination of employment, during the period between March 31, 2020 and December 31, 2020, the term of the lay-off is extended and, the employer has until March 31, 2021, to recall the employee before the lay-off is deemed to be a termination of employment, unless a later recall date or fixed period was provided in a written notice, they were terminated prior to June 22, 2020, or, their employment was terminated prior to November 9 2020, because their employer chose not to apply the extension that came into force on June 22, 2020. covered by a collective agreement that contains: receiving employer payments (for example, employer continues to provide payment for retention purposes), receiving employer benefits (for example, pension plan or insurance plan), terminated prior to the coming into force of these changes.