The Civic Institute of Professional Personnel (CIPP) is a union that represents professional employees of the City of Ottawa and the Ottawa Community Housing Corporation, whose members are professionals who work for the people of Ottawa. Through collective bargaining, representation and representation of interests, the ICPP works for its members so that they can focus on the work for which they are passionate. CIPP engages with its members, its community and quality public services and is led by a board of directors elected by and out of membership. The ICPP is currently looking for an individual leader who is true to the principles to succeed its outgoing and highly respected incumbent, as employers should talk to staff and make any changes to appointments. The CJRS process is governed by labour, equality and discrimination laws, including who should be put in place. Employers must have confirmed their employees in writing or have entered into a collective agreement with a union, whether they are either complete or flexible. For the notice period from November 16, 2020 to November 22, 2020, Sam`s regular hours are 30 hours, the number of hours for which Sam was under contract on October 25, 2020, the end of the last pay period that ended before October 30. The furlough or Furlough flexible agreements concluded after the fact on November 1, 2020 apply for the purposes of the CJRS claims, provided they are concluded in accordance with the above terms. Only retroactive agreements implemented until November 13, 2020 may be invoked for the purposes of a CJRS application. Furlough`s flexible agreements can be implemented at any time and many of Furlough`s flexible agreements can be concluded between the employee and the employer. While flexible agreements may apply for any length of time, the claimed period must be at least seven consecutive calendar days. The terms of an agreement must reflect exactly the hours a worker actually worked or did not work during the term of the contract. The agreement must also allow the employer to meet the cjRS requirements so that it can claim unworked hours.
If an employee was not eligible for the system, the calculation takes into account updated reference periods. Further guidelines for the calculation will be published on November 10, 2020. Employers must ensure that the agreement complies with employment, equality and discrimination laws, they must keep the agreement in writing for five years and keep records of the number of hours worked of their workers and the number of hours they have worked for at least six years. However, there is no requirement for staff to provide a written response. For all workers eligible for the original CJRS, the existing calculation of 80% of regular wages and hours applies, even in scenarios where no rights have been opened to these workers in accordance with the CJRS until 31 October 2020. The strategy document provides detailed information on the calculations for CJRS fees for periods beginning November 1, 2020 or after November 1, 2020. For rights relating to dates between November 1, 2020 and January 31, 2021, employers are entitled to a subsidy equal to 80% of the usual salary, up to a maximum of $2,500 per month for the period the worker spends in Furlough.