Topic: Coronavirus

Subscribe to Coronavirus RSS feed

L’accord national interprofessionnel du 26 novembre 2020 : « soft law » à la française

Le télétravail s’est largement développé en France au fil des années, et naturellement, ce mode de travail a été particulièrement utilisé, bon gré mal gré, par les entreprises au cours de l’année 2020, à la faveur de la crise sanitaire, et des recommandations (plus ou moins liantes) du Gouvernement.

Les bases du télétravail ont été posées par un accord national interprofessionnel signé par les partenaires sociaux en 2005 (étendu en 2006), dont certaines dispositions ont été transposées par une loi du 22 mars 2012 dans le Code du travail. Ces règles ont eu pour objet de créer un véritable statut … Continue Reading

Can French employers require their employees to get the Covid-19 vaccine?

Further to the approval by EU authorities of the vaccine developed by BioNTech and Pfizer, and further to the recommendations of the French Health authorities on the vaccination programme, the French vaccine campaign against Covid-19 was launched yesterday, at the same time as in all EU countries.

In France, the Government established a specific strategy regarding the vaccine campaign. This includes targeting the most vulnerable and exposed persons first, and progressively extending the Covid-19 vaccine to the rest of the population.

French employers are now asking whether they can insist that employees are vaccinated before returning to the workplace. However, … Continue Reading

Can employers require their employees to get the Covid-19 vaccine?

With the announcement that one of the Covid-19 vaccines has received approval from the UK regulator, employers are now asking whether they can insist that employees are vaccinated before returning to the workplace. There are clearly legal and moral issues that need to be considered.

Firstly, the anticipated Covid-19 vaccination programme in the UK will not be made mandatory as the UK government does not have legal power to do this, alongside the challenges and human rights concerns this would raise in any event. The UK Government has the power to prevent, control or mitigate the spread of an infection … Continue Reading

California imposes new requirement of a COVID-19 Prevention Program

With the approval of Cal/OSHA’s new COVID-19 regulations, the proponents of action-taking won out over those who felt California’s existing laws, regulations, and enforcement arsenal were sufficient to meet the moment. It’s clear that California likes to lead—though it’s not the first state to enact specific COVID-19 standards (Virginia and Oregon got there first).… Continue Reading

US: California employers must take measures to curb workplace spread of coronavirus under emergency CAL/OSHA rules

The California Occupational Safety and Health Standards Board has approved emergency, temporary COVID-19 regulations under California’s Occupational Safety & Health Act. California employers must now establish specific measures to curb the spread of COVID-19 in nearly every workplace in California.  The emergency regulations, which the Standards Board approved on Thursday night by a unanimous vote, must first be submitted to the Office of Administrative Law (OAL) for final approval. Upon submission, the OAL will have only 10 calendar days to approve or deny the proposed emergency regulations. If approved, the OAL will file the emergency regulation with the Secretary of … Continue Reading

Effectuer des enquêtes en milieu de travail… pendant une pandémie

Cette année, les employeurs ont dû relever d’innombrables défis, notamment celui d’effectuer efficacement une enquête en milieu de travail alors que les protocoles de santé et sécurité exigent un certain degré de séparation. Heureusement, les règles de base pour les employeurs sont les mêmes, que ceux-ci effectuent une enquête en respectant une distance de deux mètres ou virtuellement sur Zoom.

  • Ne retardez pas (indûment) :  Avec le temps, les souvenirs s’effacent et les arbitres peuvent interpréter les retards comme un signe que les agissements ne sont pas pris au sérieux ou qu’ils sont tolérés. Cependant, cela ne signifie pas que
Continue Reading

Conducting Workplace Investigations… in a Pandemic

This year has created innumerable challenges for employers— including the challenge of how to effectively conduct a workplace investigation when health and safety protocols demand a certain degree of separation. Fortunately, the same Do’s and Don’ts still apply to employers, whether they are conducting an investigation two meters apart or virtually through Zoom.

  • Don’t (inexcusably) delay: Memories fade over time and adjudicators may interpret delay as a sign that the conduct is insignificant or that the conduct is condoned. This does not mean that investigations need to be rushed, however— on the contrary, hasty investigations can be equally fatal.  Best
Continue Reading

Long-awaited relief for federally regulated employers: Layoff periods extended further

To give federally regulated employers more time to recall employees due to the COVID-19 pandemic, certain layoff periods under the Canada Labour Standards Regulations have (again) been temporarily extended as of November 9, 2020, as follows:

Employee laid off before March 31, 2020

  • Three-month layoff: If an employee is laid off for a period of three months or less before March 31, 2020, the period is extended by nine months after the date on which it would otherwise end. As a result, the employer has 12 months to recall the employee before the layoff is deemed a termination of employment.
Continue Reading

Un soulagement très attendu pour les employeurs sous réglementation fédérale : nouvelle prolongation des périodes de mise à pied

Dans le but de donner aux employeurs sous réglementation fédérale plus de temps pour rappeler les employés mis à pied en raison de la COVID-19, certaines périodes de mise à pied en vertu du Règlement du Canada sur les normes du travail ont (de nouveau) été temporairement prolongées, et ce, à compter du 9 novembre. Voici les points à retenir:

Employé mis à pied avant le 31 mars 2020

  • Mise à pied de 3 mois: Si un employé est mis à pied pour une période de 3 mois ou moins avant le 31 mars 2020, le délai est prolongé de
Continue Reading

Contexte de pandémie : un arbitre se penche sur les droits et obligations des employeurs québécois en matière de télétravail

Dans une très récente décision rendue le 26 octobre 2020[1], l’arbitre Me Jean-François La Forge (l’Arbitre) a rejeté la demande d’ordonnance de sauvegarde du Syndicat des fonctionnaires municipaux de Québec (le Syndicat) visant à forcer la Ville de Québec (la Ville) à favoriser le télétravail.

Ce faisant, l’Arbitre a analysé les décrets récemment adoptés par le gouvernement du Québec afin de protéger la santé de la population dans le contexte de pandémie mondiale de la COVID-19 et a précisé, à cette occasion, certains des droits et obligations de l’employeur en matière de télétravail.

Que Continue Reading

Guidance published on the Extension of the UK Furlough Scheme

Further to our blog post on 5 November, when the UK Government announced that the Coronavirus Job Retention Scheme (CJRS) will remain open until 31 March 2021, the Government has now published detailed guidance on the extension of the scheme. The guidance is comprised of a number of different documents covering such matters as which employees can be claimed for and how to calculate the claim under the scheme.

The main points to note from the guidance are as follows:

  • For the period 1 November 2020 to 31 January 2021 the Government will pay 80% of wages for hours not
Continue Reading

UK Job Retention Scheme extended until 31 March 2021

Further to our post about the extension of the Coronavirus Job Retention Scheme (CJRS), the Chancellor announced on 5 November that the CJRS (also known as the furlough scheme) will remain open until 31 March 2021. The Government also published a policy paper setting out further details of the CJRS, confirming that the scheme rules will remain the same except where indicated otherwise.

The main points to note are that:

  • For claim periods running to January 2021, employees will receive 80% of their usual salary for hours not worked, up to a maximum of £2,500 per month. The £2,500 cap
Continue Reading

Six things you need to know about doing business during Alert Level 1

The national state of disaster has been extended to 15 November 2020, and a further extension is imminent. Employers must become comfortable with the regulatory framework under alert level 1. Here are six things to keep in mind to ensure your business is compliant.

  1. Risk assessments and workplace plans

An employer is required to have a workplace plan and risk assessment, in compliance with the latest Directive from the Department of Employment and Labour issued on 1 October 2020. If your organisation’s plan or risk assessment was implemented prior to this date, it is likely that you are no longer … Continue Reading

Five steps to take when an employee tests positive for COVID-19 in the workplace

With more employers embracing the return to work, employers must be up to speed on what is currently required when an employee becomes infected with COVID-19 at the workplace. Here are 5 practical steps to take when an employee is infected at your workplace:

Step 1: Report

If an employee is confirmed to have contracted COVID-19 at the workplace, an employer must immediately inform the:

Continue Reading

Sick leave under German employment law: Termination, medical certificates by phone and latest topics

Termination in case of the threat of taking sick leave

Employees who respond to an instruction by their employer with the threat of taking sick leave can be dismissed without notice. It is irrelevant whether the employee actually falls ill later or whether the instruction by the employer was unlawful. In a recent decision, the Higher Labor Court Rhineland-Palatinate (LAG Rhineland-Palatinate, 21.7.2020 – 8 Sa 430/19) has once again confirmed the previous ruling of the Federal Labour Court.… Continue Reading

Furlough Scheme extended and the Job Support Scheme postponed

On 31 October 2020, the UK Government announced a the new national lockdown due to begin on Thursday 5 November. On the same day, the Government announced that the Coronavirus Job Retention Scheme (CJRS), which was due to come to an end on that day, would be extended to continue during the period of lockdown. The Job Support Scheme (JSS), which was due to come into effect on 1 November as a replacement scheme, has now been postponed until the CJRS ends.

The level of support available under the CJRS during November mirrors that which was available under the CJRS … Continue Reading

Chancellor announces amendments to the UK Job Support Scheme

As we announced in our blog post here on 24 September the UK Chancellor outlined additional government support to help businesses and workers impacted by COVID-19, which would come into force once the Coronavirus Job Retention Scheme (CJRS) ends on 31 October 2020. However, with further restrictions being placed on businesses and the introduction of a three tier lockdown, the Government announced on 22 October that the level of support to be provided under the Job Support Scheme (JSS) would be increased.

The JSS relating to businesses that can remain open has been renamed the Job Support Scheme Open (JSS … Continue Reading

Job Support Scheme – Expansion for Closed Business Premises

In our previous blog post here  we told you about the Job Support Scheme (JSS), which is due to come into force on 1 November, and will provide support to employers where employees work reduced working hours. On 9 October, the Government announced an extension of the JSS to provide temporary support to businesses whose premises are legally required to close as a direct result of Coronavirus restrictions set out by one or more of the four governments of the UK. The purpose of this expansion is to help businesses through that temporary closure, by supporting the wage costs of … Continue Reading

UK Migrants stranded abroad due to COVID-19. – will their ability to settle in the UK or apply for further leave to remain be impacted?

The effects of the global pandemic are far reaching; few have been unaffected by measures and restrictions introduced in response to the spread of COVID-19. As borders have closed and visa processing services have been suspended, those living and working outside their home jurisdictions have, and continue to face, uncertain times.

Some migrants made the decision to return to their home jurisdictions as the reality of long term border restrictions unravelled, worried they would be unable to see family for unknown periods of time. As this coincided with widespread working from home, many employers permitted their employees to continue to … Continue Reading

Chancellor announces new Job Support Scheme

The UK Chancellor has outlined additional government support to help businesses and workers impacted by COVID-19.

There had been calls from businesses for the chancellor to help protect jobs once the Coronavirus Job Retention Scheme (CJRS) ends on 31 October 2020. As a result the chancellor has announced the new Job Support Scheme which will be introduced from 1 November to protect viable jobs in businesses facing lower demand over the winter months due to COVID-19. The scheme protects employees who are in work and will contribute towards the wages of employees who are working fewer than normal hours due … Continue Reading

Legacy Employers: Who are they? Can they still access the temporary JobKeeper enabling directions under the Fair Work Act 2009 (Cth)?

When extending Part 6-4C of the Fair Work Act (Cth) (FW Act), the government recognised there would be employers who had previously qualified for the JobKeeper scheme, but who would no longer qualify to participate in the scheme following its extension past the end of September 2020.… Continue Reading

Mise à jour sur les lignes directrices des Cours fédérales sur la COVID-19

La Cour d’appel fédérale (CAF) a fourni une mise à jour sur les lignes directrices concernant la reprise des audiences débutant le 1er septembre 2020 et a clarifié l’effet de la Loi sur les délais et autres périodes (COVID-19) fédérale concernant les délais quant au commencement et à la conduite des litiges à la CAF. Tant la CAF que la Cour fédérale ont confirmé que l’ensemble des directives à la pratique, des jugements, des ordonnances et des directives émanant des deux tribunaux restaient pleinement en vigueur.

Reprise des audiences en personne

Le 1er septembre 2020, la CAF a … Continue Reading

Testing employees for COVID-19, self-isolation and sick pay

On 10 September the Department of Health and Social Care published guidance for employers on the legal obligations and matters that they need to consider if planning to introduce their own testing for COVID-19. With current infection rates increasing this is ever more important for employers to help protect business continuity. In addition, employers need to be up to date with guidance and legislation regarding self-isolation and sick pay.

Government guidance on testing

The guidance clarifies that employers should not be using the NHS Test and Trace service for testing their employees. That service is for those who display symptoms … Continue Reading

Employés qui s’absentent en raison de la pandémie : le gouvernement du Québec adopte des protections additionnelles

Le 9 septembre dernier, le gouvernement du Québec a adopté le nouveau décret 943-2020 (le Décret), lequel, comme l’a confirmé le ministre du Travail, de l’Emploi et de la Solidarité sociale dans une annonce gouvernementale communiquée à cet égard le même jour, vise notamment à protéger le lien d’emploi des employés devant s’absenter du travail en raison de la COVID-19.

Plus précisément, les nouvelles mesures interdisent à un employeur d’imposer toute sanction ou encore d’exercer des mesures discriminatoires ou des représailles à l’endroit d’un employé, et ce, au motif qu’il s’absente du travail et que cette absence découle du … Continue Reading

LexBlog