Unifor Local 1996-O

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FAQ: the New Canada Emergency Response Benefit (CERB)

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Revised April 28, 2020

Unifor has an information hub for members about the COVID-19 pandemic at unifor.org/COVID19.

The federal government has announced the Canada Emergency Response Benefit (CERB).

The Canada Emergency Response Benefit (CERB) is a new benefit that provides financial relief to workers who have ceased work for reasons relating to COVID-19.

Federal authorities responsible for the CERB have created a Frequently Asked Question document that can be found here. This document includes important details about how the program will operate, and how it will intersect with existing federal and provincial assistance programs (e.g. Employment Insurance). There are still many outstanding questions, and Unifor will provide additional details when they are available.

This short FAQ includes key information known about the program, its eligibility rules and anticipated payment schedules.

  1. What is the Canada Emergency Response Benefit?
  • The CERB is a temporary income support for workers affected by the COVID-19 crisis. The CERB provides a flat benefit of $2,000 (equivalent to $500 per week) for workers who have been out of work or have income reduced to less than $1,000 for reasons relating to COVID-19.
  • The Government announced modified eligibility criteria on April 15, 2020. To get the CERB, you cannot earn more than $1,000 for a period of at least 14 consecutive days within the initial four-week period of your claim, or more than $1,000 for the entire four weeks of each subsequent claim. This means that workers can earn $1,000 or less a month (or $1,000 or less in the 14 day-period, for the first application) and still get the CERB. This is a change from the original CERB rules.
  • The 16-week benefit is available between March 15, 2020 and October 3, 2020. Individuals can apply no later than December 2, 2020.
  1. What situations does the Canada Emergency Response Benefit address?
  • The CERB covers workers who are or expect to be without employment or self-employment income for at least 14 consecutive days in the initial four-week benefit period. For subsequent benefit periods, it covers workers who expect to receive $1,000 or less in employment income per month. It is meant to address situations where workers, for reasons relating to COVID-19:
    • Have been terminated or laid off or face a reduction in work hours;
    • Are sick, quarantined, in self-isolation or taking care of someone who is sick with COVID-19; or
    • Are working parents who must stay home without pay to care for children due to illness or school/daycare closures.
  • The CERB applies to wage earners, including contract workers and self-employed individuals regardless of their eligibility for Employment Insurance (EI).
  • Additionally, a worker can apply for the CERB if:
    • They are eligible for EI regular or sickness benefits; or
    • They are a former EI claimant who used up their entitlement to EI regular benefits between December 29, 2019 and October 3, 2020 and are unable to return to work due to COVID-19. This will include some seasonal workers who cannot resume their seasonal work due to COVID-19.
  1. Am I eligible for CERB benefits?
  • To qualify for CERB benefits, applicants must (a) be a resident of Canada, (b) be 15 years or older, and (c) have had a total income of at least $5,000 (combined) in 2019 or in the 12 months immediately preceding the application, from any of the following sources:
    • Employment income,
    • Self-employment income, and
    • Maternity or parental leave benefits.
    • The income did not have to be earned in Canada, but applicants must reside in Canada currently to qualify.
  • It is not a requirement that individuals earn the $5,000 in Canada, only that applicants must now be resident in Canada to qualify.
  1. How much will I get?
  • The CERB provides $2,000 for each four-week period, to a maximum of 16 weeks. Every qualified person receives the same amount.
  1. Is the CERB a taxable benefit?
  • The CERB is a taxable benefit, but tax will not be deducted on the payments. Recipients will be required to declare the CERB payments as income on their 2020 tax return.
  1. How will I be paid under the CERB?
  • The CERB will be paid every four weeks, and be available from March 15, 2020 until October 3, 2020.
  1. Where can I apply?
  • The CERB application portal is now online (click here).
  1. I started an EI claim prior to March 15, what do I do?
  • If you started an EI claim prior to March 15, 2020, you will receive your regular EI benefit and you will not receive the CERB. The maximum weekly EI benefit is $573 for those who qualify.
  1. I have not yet applied for EI or the CERB, what should I do?
  • It is important to note that Employment Insurance and the CERB are two distinct benefits. To help process an extraordinary number of EI claims, the Government has established a new, interim Employment Insurance Emergency Response Benefit to mirror the benefits provided in the CERB.
  • Unifor believes it is most advantageous for EI eligible workers to apply directly to EI (the federal CERB website will redirect you automatically, if you are EI eligible). EI benefits paid to workers who apply on or after March 15 will mirror CERB payments for the first 16 weeks. Applying for EI will be better for workers who need to continue receiving EI benefits after the initial 16-week period.
  • For assistance in filling out the EI application form to receive the new emergency benefit, check out Unifor’s step-by-step “How-To Guide” here.
  • If a worker is not eligible for EI, the only option available to them is to apply directly for the CERB.
  1. Should I apply to both EI and the CERB?
  • No. You will receive benefits only from one of the two programs. If you receive money from both EI and CERB, the Government will expect you to pay it back.
  1. If I have to repay my CERB money because I received an overpayment, or because my employer retroactively applied for the Canada Emergency Wage Subsidy, how do I do it?
  • If you received your CERB payment in the form of a cheque, and still have the original cheque, you can mail it back to:

Revenue Processing – Repayment of CERB
Sudbury Tax Centre
1050 Notre Dame Avenue
Sudbury, ON P3A 0C3

  • If you received your CERB payment by direct deposit, you can write and mail a cheque back to Canada Revenue Agency to the address above. Please following these instructions:
    • Make the cheque payable to: Receive General of Canada
    • Indicate it is for “Repayment of CERB”
    • Include your Social Insurance Number (SIN) or Temporary Tax Number (TTN)
  • Starting May 11, individuals repaying their CERB can do so online, using the Service Canada MyAccount system. Individuals can access and start a new account by clicking here.
  1. How do I apply directly for CERB payments?
  • The Canada Emergency Response Benefit application is available here. Applicants will also be able to apply by calling 1-800-959-2019 or 1-800-959-2041
  • CERB recipients, who remain eligible, are required to reapply for benefits at the beginning of each 4-week claims period (up to a maximum of 16 weeks).
  1. When will I start receiving my CERB payments?
  • The Government has said claims will be processed within 10 days but most claims will be processed more quickly than that. Individuals who sign up for direct deposit can expect to receive the payment quicker than those who elect to receive the payment via cheque.  Applications can be back-dated to March 15, 2020.
  1. I started receiving Employment Insurance benefits prior to March 15. Do I qualify for the CERB payments?
  • At this point, the answer is no. You will continue to receive your EI benefits. If your EI benefits end before October 3, 2020, and if you meet the CERB eligibility criteria, and if you are still unable to return to work for reasons relating to COVID-19, you will be able to apply for CERB benefits.
  1. What if I am still sick or unemployed after October 3, 2020?
  • If you have enough EI insurable hours, you will still be able to access your normal EI benefits after the 16-week period covered by the CERB.
  1. Do other provincial support payment disentitle me to CERB?
  • No. Provided it is allowed in your province or territory, you may also receive provincial or territorial support payments at the same time you receive the Canada Emergency Response Benefit.
  1. Am I entitled to receive Supplemental Unemployment Benefits (SUB) payments while receiving CERB?
  • The Government has yet to clarify what affect the CERB will have on workers eligible for Supplemental Unemployment Benefit (SUB) plans.
  • Unifor continues to discuss this matter with government officials.
  1. Does severance pay or pension income affect my eligibility for CERB? 
  • No.

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Update on WTTH Installations

Unifor National

Letter to Bell & Bell Craft Units and Local Unions

April 27, 2020

To: Local Union Presidents & Unit Chairs: Bell & Bell Craft Units

Subject: Update n WTTH Installations

 

Sisters and Brothers,

As many of you are well aware, the President of Bell Canada put out a release last week indicating that Bell would be ramping up the installation of WHI to 137,000 customers.

This move outraged members, local executives and our national union. This is the specific work that we have been campaigning to repatriate and continue to insist should be done by Unifor members working for Bell Canada.

With this information, Unifor National President Jerry Dias reached out to the Vice President of Bell, Bernard Leduc to discuss our concerns and express frustration on behalf of Unifor members.

While there have been no layoffs at Bell, there are significant numbers of our members working reduced hours, undesirable shifts and performing call centre work as a result of the overseas call centres being down.

Jerry shared your frustration, and expressed to Leduc that members have stepped up and delivered for Bell throughout this pandemic to serve the customers and keep Canadians connected during this unprecedented time. It was clearly conveyed that this continued contracting out of residential installations is not conducive to the kind of respectful cooperation both parties have been working toward during the COVID-19 pandemic crisis.

It was agreed that conversations regarding our concerns would be taken up with senior leadership at Bell, including President Mirko Bibic and the company would get back to Jerry in the coming days.

Sisters and Brothers, you have been there for Bell during this crisis, we have conveyed your concerns in the strongest of terms and expect more from Bell in return for the flexibility and commitment our members have shown during the crisis.

Please know that we are continuing to follow up and find a resolve.

 

In solidarity,

 

CHRIS MACDONALD    ASSISTANT TO THE NATIONAL PRESIDENT 

JOHN CALUORI             ASSISTANT TO THE QUEBEC DIRECTOR

 

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MOA – BTS/Unifor LRC- L1, L2 Temporary Help Desk

BTS MOA L1-L2 – Final

 

MEMORANDUM OF AGREEMENT

B E T W E E N :

BELL TECHNICAL SOLUTIONS

(“the BTS/Employer”)

– and –

 

UNIFOR

(“the Union”)

 

 

 

LETTER OF AGREEMENT

Employees performing temporary help desk tasks (Technical Call L1 and L2)

 

WHEREAS the parties have signed a collective agreement that is in effect from May 6, 2018 to May 7, 2022.

 

WHEREAS the current situation related to the Corona Virus has provided an opportunity for BTS employees to have up to 400 of its employees performing technical L1/L2 functions from their home location.

 

WHEREAS the Employer proceeded to a posting (4271) for Temporary Help Desk Technician in order to assist Bell Canada to maintain service levels for customer technical calls (technical L1/L2 functions).

 

WHEREAS this agreement may not be referred to or used for any present or future litigation unrelated to the present situation.

 

THE AFOREMENTIONED PARTIES AGREE AS FOLLOWS:

Posting 4271 will be posted from March 21 to April 3, 2020 at 5:00 p.m.

 

  1. The temporary L1/L2 position created shall be considered as a temporary transfer in accordance with the terms of the Collective Agreement and shall not exceed 90 days, unless an extension is agreed to by the Company and Union in Employees will be chosen by seniority from applications received by the Company on March 21st 2020 in order to fill the first two training class (March 23, 2020 and March 24th 2020). Any

 

additional employees chosen for the position will be selected by seniority from the remaining list of applicants to the posting (4271) until the desired number of technicians has been reached or April 24th, 2020 whichever comes first. It is understood that all successful candidates to the temporary L1/L2 position must meet the requirements of the position in order to be selected.

 

  1. The Union and the Employer will meet to review the list of applicants temporarily transferred who will be trained and assigned to the L1/L2 temporary position to ensure compliance to the terms of the Any errors or omissions identified by either party during the life of this agreement will be corrected timely fashion.

 

  1. Each employee hired to the position will receive a Welcome Email from their new Manager assigned to the The L1/L2 Manager will communicate with each newly hired technician outlining expectations and a list of additional managers who are assigned to this project for advice, guidance and a main-point of contact or resource for the L1/L2 position. The employee will continue to remain in their existing common locality, and remain in their original cost centre. The new manager will be their primary point of contact for employees transferred to the L1/L2 position.

 

 

 

  1. Given this is a temporary position, and in consideration of the circumstances under which this position was created, the Company will substitute the standard ECF (Employee Change Form) and provide each Local Union a single list of employees hired into the L1/L2 positions, identifying their permanent manager and L1/L2 Manager, outlining the date of hire, end date of the transfers and employee status for their

 

  1. Regular Full-Time employees chosen for the L1/L2 position may be scheduled on various shifts from 7:30 am until 9 pm, and on various days of the week including Sunday shifts. It is understood that employees that applied and were chosen for the L1/L2 position with an RFT1 status may also be scheduled Sundays by the company if Scheduling for the shifts will be done based on seniority within the group of employees performing the L1/L2 position provincially. All collective agreement rights and rules for scheduling will remain unchanged and will apply unless stated to the contrary in this agreement.

 

 

Scheduled shift start times may include the following times:

 

  1. 7:30 am
  2. 8 am
  3. 9 am
  4. 10 am
  5. 1 pm

 

  1. Employees performing the regular Help Desk position (as opposed to L1/L2 position) will be scheduled by seniority according to the needs and requirements of the Help Desk position, in accordance with the Collective

 

  1. Employees hired for this temporary position may work overtime, when required, on the L1/L2 position, in accordance with the Collective Overtime for employees performing the regular Help Desk position will be offered to the group based on business needs and work requirements, in accordance with the Collective Agreement.

 

  1. Based on the needs and requirements of the temporary L1/L2 position, an employee could be scheduled on a shift that is perceivably more or less advantageous than an employee with greater or lesser seniority not working on the L1/L2 position.

 

  1. Regardless of seniority, an employee with an existing medical or other condition making them more vulnerable to the Corona Virus, or having a family member with an existing medical or other condition that makes them more vulnerable to the Corona Virus, may be trained on the L1/L2 These cases will be given priority for the L1/L2 position. Each case will be reviewed with the union and the employee could be trained without having applied to the posting (4271).

 

  1. Understanding that the parties cannot predict at this time where and when the regular work operations will return, If there is any further requirement for additional employees on the L1/L2 position after April 24th, 2020, the Company will proceed as Based on the needs of the business the Company will create a new posting or postings if multiple are required by common locality. The new posting(s) will be subject to the same terms of this agreement.

 

  1. Employees required to be in self-isolation as a result of Company’s protocols may be trained and assigned to the L1/L2 position for the period of their self-isolation if they are able to Such assignment will not affect any current employee in the L1/L2 position. In this instance the company will notify the union of each case. Once the employee is no longer in isolation they will return to their regular duties.

 

  1. Employees that applied for the L1/L2 position and that were selected for the position and completed training must provide the Company with a 14-day notice of their intent to return to the regular In the event that employees in the L1/L2 position return to the load, they will be reintegrated into the work schedule of their common locality, in accordance with the Collective Agreement.

 

  1. Should there be a requirement to reduce the number of L1/L2 technicians to meet the load demand, the Company will first seek volunteers in the identified common locality or localities to end their transfers and return to the load where the need is If there are no volunteers or the number of volunteers is insufficient, the Company will return employees back to the load as required in the identified common locality or

 

localities by reversed order of seniority, thus ending the transfer of these employees. The Company will take into consideration accommodated employee requirements when contemplating these returns.

 

  1. Vacation weeks and the associated portal processes will remain unchanged for employees selected for the L1/L2 position. All other employee requests for time off including TGP, HMP, will be made via the established company processes, however the granting of these requests will be made based on the Company’s ability to do so within the group of employees performing the L1/L2

 

 

  1. Any dispute that may arise regarding the application of this agreement will be discussed within the framework of a Labour Relations Committee. If the parties fail to reach an agreement, either of them may request the termination of this agreement with thirty (30) days written

 

  1. IN WITNESS WHEREOF, the parties, by themselves or by their duly authorized representative, have signed this agreement at the places and dates mentioned

 

 

The parties agree that these Minutes of Settlement may be executed in counterpart and that executed copies may be exchanged by email or facsimile transmission.

 

Agreed to this 24th Day of April, 2020

 

Bell Technical Solutions                                              For Unifor

Mireille Bergeron                                                                   Tyson Siddall

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Take Action – Labour Ministers must step up their responsibilities during COVID-19

LM

During pandemics, it is frontline workers who keep society running—providing healthcare, access to goods and services, transportation, telecommunications, and so much more. More needs to be done to protect the health and safety of these working heroes.

Workers are speaking out about the dangers of a lack of access to protective equipment, unaddressed concerns about prevention plans, and the mental health repercussions of being on the frontlines of the fight against COVID-19.

Now more than ever before, the voice of workers must be heard, listened to, and acted upon. But so far, labour ministers have been missing in action.

It’s the responsibility of provincial and federal Ministers of Labour to uphold and enforce safe working environments. Will you help us hold them to account?

Let’s tell Canada’s Ministers of Labour to support and enforce the right to refuse unsafe work without repercussion.  

Sign the petition here: unifor.org/safeworknow

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