Alternative Dispute Resolution during COVID-19

With the Ontario Court of Justice limiting access to courthouses to help prevent the spread of COVID-19, there are still ways to settle a dispute without going to court. This method for resolving a legal dispute outside of the courts is called an Alternative Dispute Resolution (ADR). With the current state of affairs, this may be an appealing option to help parties settle their differences, rather than to wait for the courts to open and be backlogged with cases.

Below are some of the benefits of using the most common forms of Alternative Dispute Resolution, which are: Collaborative Law, Mediation and Arbitration.

Collaborative Law
• Attorney assistance – each participant has their own lawyer ²
• Faster agreements – many cases take 4-6 months²
• Client control – clients decide the terms of their own agreements with help from their Collaborative attorneys. A final agreement will not be reached until both parties agree to it.²
• Maintains privacy – Participants of Collaborative law cases are able to decide what goes into the documents, which will become public record.²
• Preservation of relationships – Collaborative Law helps to focus on communicating with each other instead of attacking.²

Mediation
• A Mediator is an unbiased, impartial person who helps each party in their negotiations to help find mutually acceptable, practical solutions.⁵
• Meetings can be scheduled, depending on each parties’ availability, to occur within days.¹
• Flexible formatting such as regular or on-demand follow up.¹

Arbitration
• Decision of an arbitrator is legally binding, as if it were made by a judge.⁴
• A speedy and customized process tailored to the dispute issue.⁴
• Private proceeding for reputation or business confidentiality .⁴
• Can adhere to the current social distancing requirements.⁴

Alternative Dispute Resolutions are used in a way that is appropriate and best suited for both parties. There are other forms of ADR and the use of a specific method will depend on the nature of that particular dispute.³

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For more information on the benefits of Alternative Dispute Resolutions, please visit any one of the below organizations within Canada that specialize in ADR.

ADR Institute of Canada (ADRIC)
Intellectual Property Institute of Canada (IPIC)
IP Neutrals of Canada

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Disclaimer

The content on this web site is provided for general information purposes only and does not constitute legal or other professional advice or an opinion of any kind. Users of this web site are advised to seek specific legal advice by contacting members of Carson Law, Carson IP, or their own legal counsel regarding any specific legal issues. Carson Law does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. The articles published on this web site are current as of their original date of publication, but should not be relied upon as accurate, timely or fit for any particular purpose.

References

¹Birnberg, G. (2020, March). The Business Case for Neutral Facilitation in the Days of the Coronavirus (COVID-19). Retrieved April 21, 2020, from https://www.mediate.com/articles/birnberg-neutral-covid.cfm ²Forest, C. (2019, February 20). Benefits of Collaborative Law: Win-Win Agreements. Retrieved April 20, 2020, from https://www.keepoutofcourt.com/benefits-of-collaborative-law/ ³Intellectual Property Office. (2018, September 25). Alternative dispute resolution. Retrieved April 21, 2020, from https://www.ic.gc.ca/eic/site/cipointernet-internetopic.nsf/eng/wr04443.html ⁴Munro,, L. C. (2020, April 2). Arbitration COVID-19 Benefits: Lerners LLP London & Toronto. Retrieved April 21, 2020, from https://www.lerners.ca/lernx/arbitration-covid-19/ ⁵Waterous Holden Amey Hitchon LLP. (2019). Alternatives to Court – ADR. Retrieved April 21, 2020, from http://waterousholden.com/alternatives-to-court-adr/?gclid=Cj0KCQjws_r0BRCwARIsAMxfDRiTkhF4NAcKUaWz46-QOHXqMuK-N51HIuB38GVqssDdNW0hLl3BZcwaAro-EALw_wcB

Joint custody during COVID-19

Currently, navigating different environments in and outside of the home has become something of an uncertainty and a bit of trial and error. An item that is up in air in terms of legality and having parents hesitating on decisions, is how to properly handle joint custody and the transferring of a child between homes during COVID-19.

The Ontario courts are telling us that children’s lives cannot be placed on hold without risking serious emotional harm and upset to the children. However, some parents may have to forgo time with their child if they are under self-isolation due to recent travel or exposure to COVID-19¹.
It’s all about what’s in the best interest for the child and providing love and support from both parents. In some cases, a parent’s behaviour may raise concern about parental judgement and that will need to be taken into consideration. This can include failing to comply with social distancing, or not taking responsible health precautions.²

Parents with a shared custody agreement can refer to the Ontario Superior Court’s recent case, Ribeiro v Wright, 2020 ONSC 1829 (CanLII) for guidance on how to navigate this new normal.

In summary:

• The court says existing parenting arrangements and schedules should continue with modifications to ensure COVID-19 precautions, such as physical distancing, are being followed.²
• In some cases, the court says parents may have to forgo their time with the child if they have to self-isolate because they’ve become ill, they’ve travelled abroad, or they’ve been exposed to someone with the illness.²
• The Ontario Superior Court judge says there should zero tolerance in the eyes of the court for any parent who recklessly exposes a child (or members of the child’s household) to any COVID-19 risk.²
• There may need to be changes to transportation, exchange locations, or any terms of supervision, according to the court.²
• In step-families, the court says parents will need assurance that COVID-19 precautions are being maintained in relation to each person who spends any amount of time in a household – including children of former or new relationships.²
• For the sake of the child, all parties must find ways to maintain important parental relationships.²

There will be no easy answer, for every household is different, but the need for collaboration and to work on developing new custody arrangements could be the best option for both parties.

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The province of Ontario has set up a free legal aid hotline for residents unsure of their obligations during COVID-19.

Toll-free: 1-800-668-8258
Greater Toronto Area: 1-416-979-1446

The Law Society of Ontario has also launched a hotline where you can be connected with a family lawyer who will provide 30 minutes of free legal advice.

Crisis Line: 416-947-5255
Toll Free: 1-855-947-5255 
www.findlegalhelp.ca

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Disclaimer

The content on this web site is provided for general information purposes only and does not constitute legal or other professional advice or an opinion of any kind. Users of this web site are advised to seek specific legal advice by contacting members of Carson Law, Carson IP, or their own legal counsel regarding any specific legal issues. Carson Law does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. The articles published on this web site are current as of their original date of publication, but should not be relied upon as accurate, timely or fit for any particular purpose.

References

¹Loriggio, P. (2020, March 30). Parents should respect custody arrangements during COVID-19 pandemic: Ontario courts. Retrieved April 13, 2020, from https://globalnews.ca/news/6753749/custody-agreements-ontario-courts-covid-19/ ² Ribeiro v Wright, 2020 ONSC 1829 (CanLII), , retrieved on 2020-04-13

To Tenants and Landlords during COVID-19 ...

With the current environment, tenants and landlords are in the same boat when it comes to rent. Tenants are worried about their inability to make rent; landlords are worried about their operating costs and many people from both parties find themselves unable to meet the obligations of their contracts. Currently, no new eviction orders will be issued until further notice and sheriff’s offices will postpone any scheduled enforcement of current eviction orders.³

Tenants who are able to pay their rent must do so, to the best of their abilities. If not, an honest conversation between a landlord and tenant is often the best first step in dealing with this challenging problem. With this conversation, deferring payments is the most common approach at this moment. Looking into the future of lease agreements due to COVID-19, we can perhaps start to see ‘pandemic clauses’ become a standard feature of leases and agreements.¹

In the meantime, here is a list of short-term solutions that landlords may consider:

• Basic Rent abatement or deferral.²
• Basic Rent suspension for defined periods i.e. 3-6 months or longer depending on the nature of the tenancy.²
• Basic Rent deferrals for a defined period and a corresponding increase of Basic Rent at a point in the future to make up for a Basic Rent deferral.²
• Either eliminating or reducing the obligation to pay Basic Rent and replacing it with the requirement to pay Percentage Rent for a defined period of time. A switch to paying Percentage Rent is similar to a "pay what you can" approach.²
• Less common, is abating or suspending both Basic Rent and Operating Costs. Typically, landlords like to recover at least their out of pocket expenses such as realty taxes, insurance, utilities still and maintenance costs.²
• Reduction or elimination of administrative fee and/or management fee component of operating cost charge.²
• Reduction or elimination of promotional and marketing fees.²
• Reduction of services offered and performed at the property to effect a reduction in operating costs to be charged to tenants during the COVID pandemic crisis.²
• Depending on the size of the property, number of tenants and nature of the tenancies in a given property, a landlord can consider a reduction of services provided to tenants during the state of emergency, which would potentially reduce operating costs.²
• If the landlord would rather that a particular tenant vacate its premises, then the landlord may consider building in an automatic termination or an option to terminate for the landlord.²
• Ensure that any concession you agree to clearly provides the following²:
        → insert a consideration clause;
        → clearly state when the concession expires;
        → the lease is otherwise in full force and effect and remains unamended;
        → time shall continue to remain of the essence;
        → the concession is not a waiver of any other clause in the lease;
        → the indemnifier signs the amendment, if applicable.

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Assistance for Tenants

If you need help financially you can:
• contact your local service manager
• apply for COVID-19 emergency assistance
• access federal government programs

Assistance for Landlords

Landlords may wish to:
• talk to their municipality about help with property taxes and municipal service fees.
• inquire with their mortgage lender about mortgage payment deferrals
• investigate federal government programs

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Disclaimer

The content on this web site is provided for general information purposes only and does not constitute legal or other professional advice or an opinion of any kind. Users of this web site are advised to seek specific legal advice by contacting members of Carson Law, Carson IP, or their own legal counsel regarding any specific legal issues. Carson Law does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. The articles published on this web site are current as of their original date of publication, but should not be relied upon as accurate, timely or fit for any particular purpose.

References

¹Hinton, K., & Mckenzie, R. (2020, April 1). 5 tips for handling commercial leases and contracts during COVID-19 and beyond. Retrieved April 20, 2020, from https://www.bcbusiness.ca/5-tips-for-handling-commercial-leases-and-contracts-during-COVID-19-and-beyond. ²Lanteigne, J., & Rosen, S. D. (2020, March 26). COVID-19 (coronavirus) advisory: Commercial landlord survival guide. Retrieved April 19, 2020, from https://gowlingwlg.com/en/insights-resources/articles/2020/covid-19-commercial-landlord-survival-guide/ ³Ministry of Municipal Affairs and Housing. (2020, March 28). Renting: changes during COVID-19 (coronavirus). Retrieved April 19, 2020, from https://www.ontario.ca/page/renting-changes-during-covid-19

What Employers Need To Know During COVID-19 - Part 4

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GST/HST payments and other tax exemptions with small businesses is something that is top-of-mind during COVID-19. The CRA has put in place measures which should help alleviate some of these stresses. The CRA will permit all businesses to defer payment until the end of June 2020 on any GST/HST payments or remittances that are owing on or after March 27, 2020 and before June 2020 with no interest to payments.³ The deadline to file has remained the same, however, the CRA won’t impose penalties on a return that is filed late as long as it’s filed by June 30, 2020.³

The deadlines to file certain categories of tax and information returns have been extended:

• Trusts having a taxation year ending on December 31, 2019, may defer filing T3 returns until May 1, 2020.¹

• Partnerships and their members may defer filing T5013 returns until May 1, 2020.¹

• The deadline to file NR4 information returns has been extended to May 1, 2020.¹

For more questions and answers, please take a look at the Deferral of GST/HST Tax Remittances.

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In conjunction with the GST/HST exemptions, the Ontario government has also announced the following measures to help support small businesses:

• Provincial tax deferrals on the Employer Health Tax (EHT), Tobacco Tax, Fuel Tax, Beer Tax and Mining Tax and other provincially-administered taxes until August 31, 2020 with no interest or penalty.²

• The Employer Health Tax (EHT) has temporarily increased, until January 1, 2021, from $490,000 to $1 million
     →Employers who have to pay EHT have employees who physically report for work at your          permanent establishment in Ontario; or have employees who are attached to your permanent          establishment in Ontario; or have employees who do not report to work directly at your          permanent establishment but are paid through your Ontario permanent establishment; and          have Ontario payroll in excess of your allowable exemption amount.⁶ • Property tax reassessments being conducted this year for the 2021 tax year have been postponed.²

• Provincial Land Tax Payments are deferred from their next due date for 90 days without interest or penalty.²

For more information on the Employer Health Tax (EHT) or a full list of measures the Ontario government is taking.

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Disclaimer

The content on this web site is provided for general information purposes only and does not constitute legal or other professional advice or an opinion of any kind. Users of this web site are advised to seek specific legal advice by contacting members of Carson Law, Carson IP, or their own legal counsel regarding any specific legal issues. Carson Law does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. The articles published on this web site are current as of their original date of publication, but should not be relied upon as accurate, timely or fit for any particular purpose.

References

¹Brown, K., Meighen, C., Nearing, R. W., Purkey, F., & Juneja R. (2020, April 13). Tax Measures Under Canada’s COVID-19 Economic Response Plan. Retrieved April 15, 2020, from https://www.mccarthy.ca/en/insights/blogs/mccarthy-tetrault-tax-perspectives/tax-measures-under-canadas-covid-19-economic-reponse-plan ²Business, C. F. O. I. (2020, April 10). Canadian Federation Of Independent Business. Retrieved April 14, 2020, from https://www.cfib-fcei.ca/en/advocacy/employment-and-labour/ontario-covid-19-relief-measures-your-business  ³Canada Revenue Agency. (2020, March 31). Government of Canada. Retrieved April 15, 2020, from https://www.canada.ca/en/revenue-agency/campaigns/covid-19-update/frequently-asked-questions-gst-hst.html  ⁴Department of Finance Canada. (2020, April 11). Archived – Additional Details on the Emergency Wage Subsidy. Retrieved April 14, 2020, from https://www.canada.ca/en/department-finance/news/2020/04/additional-details-on-the-canada-emergency-wage-subsidy.html  ⁵Department of Finance Canada. (2020, April 11). Government provides further flexibility for employers to access the Canada Emergency Wage Subsidy. Retrieved April 13, 2020, from https://www.canada.ca/en/department-finance/news/2020/04/government-provides-further-flexibility-for-employers-to-access-the-canada-emergency-wage-subsidy.html  ⁶Ministry of Finance. (2020, April 7). Employer Health Tax. Retrieved April 15, 2020, from https://www.fin.gov.on.ca/en/tax/eht/index.html  ⁷Ministry of Labour, Training and Skills Development. (2020, March 26). UPDATED: Ontario Enabling Financial Relief for Businesses. Retrieved April 13, 2020, from https://news.ontario.ca/mol/en/2020/03/ontario-enabling-financial-relief-for-businesses-1.html  ⁸Osler. (2020, March 19). COVID-19 Quick-Reference Considerations for Employers. Retrieved April 14, 2020, from https://www.osler.com/en/resources/regulations/2020/covid-19-quick-reference-considerations-for-employers#Section1-a  ⁹Shapiro, Hulton, & Lucha, B. (2020, April). COVID-19: The Essential Need-to-Know Guide for Employers and Employees: Insights. Retrieved April 13, 2020, from https://www.dickinson-wright.com/news-alerts/covid19-the-essential-guide-for-employers#a. Federal Amendments to the Canada Labour Code

What Employers Need To Know During COVID-19 - Part 3

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In a continuing effort to support businesses and protect jobs by the Ontario government, a $1.9 billion WSIB financial relief package has been introduced with all premiums being deferred for six months to all businesses in the province covered by WSIB workplace insurance. Additionally, to help businesses in this time, WSIB will stop interest accrual on all outstanding premium payments.⁷ With these cost measures in place, WSIB will still continue to cover workers at all workplaces that are covered.

Learn more about the Financial Relief Package for Ontario Businesses.

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When it comes to employees and WSIB coverage, some workplaces may pose a higher risk than others in exposing them to the COVID-19 virus. Regardless, a worker is still entitled to WSIB benefits if they contract the virus while at the workplace. If a diagnosis via the workplace proves to be true, that employee may be eligible for wage loss benefits that include:

• Any period in quarantine pre-diagnosis.⁹
• Healthcare benefits.⁹
• Permanent impairment benefits arising from the disease.⁹
• In cases of fatality, the employee’s survivors could receive WSIB benefits.⁹

Please read the Adjudicative approach to find out how WSIB is making decisions about COVID-19 claims.

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Disclaimer

The content on this web site is provided for general information purposes only and does not constitute legal or other professional advice or an opinion of any kind. Users of this web site are advised to seek specific legal advice by contacting members of Carson Law, Carson IP, or their own legal counsel regarding any specific legal issues. Carson Law does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. The articles published on this web site are current as of their original date of publication, but should not be relied upon as accurate, timely or fit for any particular purpose.

References

¹Brown, K., Meighen, C., Nearing, R. W., Purkey, F., & Juneja R. (2020, April 13). Tax Measures Under Canada’s COVID-19 Economic Response Plan. Retrieved April 15, 2020, from https://www.mccarthy.ca/en/insights/blogs/mccarthy-tetrault-tax-perspectives/tax-measures-under-canadas-covid-19-economic-reponse-plan ²Business, C. F. O. I. (2020, April 10). Canadian Federation Of Independent Business. Retrieved April 14, 2020, from https://www.cfib-fcei.ca/en/advocacy/employment-and-labour/ontario-covid-19-relief-measures-your-business  ³Canada Revenue Agency. (2020, March 31). Government of Canada. Retrieved April 15, 2020, from https://www.canada.ca/en/revenue-agency/campaigns/covid-19-update/frequently-asked-questions-gst-hst.html  ⁴Department of Finance Canada. (2020, April 11). Archived – Additional Details on the Emergency Wage Subsidy. Retrieved April 14, 2020, from https://www.canada.ca/en/department-finance/news/2020/04/additional-details-on-the-canada-emergency-wage-subsidy.html  ⁵Department of Finance Canada. (2020, April 11). Government provides further flexibility for employers to access the Canada Emergency Wage Subsidy. Retrieved April 13, 2020, from https://www.canada.ca/en/department-finance/news/2020/04/government-provides-further-flexibility-for-employers-to-access-the-canada-emergency-wage-subsidy.html  ⁶Ministry of Finance. (2020, April 7). Employer Health Tax. Retrieved April 15, 2020, from https://www.fin.gov.on.ca/en/tax/eht/index.html  ⁷Ministry of Labour, Training and Skills Development. (2020, March 26). UPDATED: Ontario Enabling Financial Relief for Businesses. Retrieved April 13, 2020, from https://news.ontario.ca/mol/en/2020/03/ontario-enabling-financial-relief-for-businesses-1.html  ⁸Osler. (2020, March 19). COVID-19 Quick-Reference Considerations for Employers. Retrieved April 14, 2020, from https://www.osler.com/en/resources/regulations/2020/covid-19-quick-reference-considerations-for-employers#Section1-a  ⁹Shapiro, Hulton, & Lucha, B. (2020, April). COVID-19: The Essential Need-to-Know Guide for Employers and Employees: Insights. Retrieved April 13, 2020, from https://www.dickinson-wright.com/news-alerts/covid19-the-essential-guide-for-employers#a. Federal Amendments to the Canada Labour Code

What Employers Need To Know During COVID-19 - Part 2

Covid-19 In The Workplace

What happens if there is a confirmed case of COVID-19 among your employees? If you do find yourself in this situation, the disclosure of information should be kept to a minimal. During this time, the lines are blurred and questions arise on what is a reasonable amount of information to provide to your employees. The acknowledgement of this information to your employees will be influenced by factors such as: the employer’s health and safety obligations to employees under the Occupational Health and Safety Act, guidance from health authorities, advice from healthcare professionals and considerations such as the type, extent and volume of personal information required to be collected or disclosed in the circumstances.⁹ Currently, employers are advising coworkers who have been in close working conditions to someone who has tested positive for COVID-19 to protect themselves and prevent further exposure in the workplace.

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Employees Right To Refuse Work During COVID-19

Under section 43 of the Occupational Health and Safety Act, most workers are entitled to refuse to work if they have a reasonable belief that working would put their personal health and safety at risk. During COVID-19, workers may refuse to work if their employer fails, refuses or can’t take appropriate measures to ensure the workplace is safe and will not spread COVID-19. On March 25, 2020, the Federal Government passed Bill C-13, COVID-19 Emergency Response Act. . A legislation that introduces amendments to the Canada Labour Code which provides unpaid leave of up to 16 weeks for employees who are unable/unavailable to work for reasons related to COVID-19 without the requirement of a medical note.⁹ However, the employee is required to provide written notice to their employer stating the reasons for leave. If an employer receives a written notice from an employee, the following must be noted:

• Reprisals: Employers cannot discipline, demote, lay-off, or dismiss an employee or threaten an employee with any of the foregoing because the employee is taking COVID-19 leave.⁹

• Benefits: Employers must still continue to provide pension, health, and disability benefits, and seniority or service accumulation for the duration of the leave. If applicable, employees are responsible for benefit contributions during the leave, unless they declare they wish to discontinue their benefits during the leave. Employers must continue to pay their proportionate contributions during the leave, if any.⁹

• Opportunities: Where an employee provides a written request, the employer must continue to provide information to the employee on leave of employment, promotion, or training opportunities relating to the employee’s qualifications that arise while the employee is on leave.⁹

• Vacation: Vacations may be interrupted to take COVID-19 related leave.⁹

• Parental Leave: The 78-week period for parental leave may be extended, and the 68 weeks available for parental leave may be interrupted in circumstances of a COVID-19 related leave.⁹

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Job Protection During COVID-19

As of March 27, 2020, the Federal Government and certain provinces passed legislation to provide for new leaves of absence related to COVID-19. Leaves can be applied in the province of Ontario when (retroactive to January 25, 2020):

• The employee is under medical investigation, supervision or treatments for COVID-19.⁸

• The employee is acting is accordance with an order under the Health Protection and Promotion Act.⁸

• The employee is in isolation or quarantine in accordance with public health information or direction.⁸

• The employer directs the employee not to work due to a concern that COVID-19 could be spread in the workplace.⁸

• The employer directs the employee not to work due to a concern that COVID-19 could be spread in the workplace.⁸

• The employee needs to provide care to a person for a reason related to COVID-19 such as a school or day-care closure.⁸

• The employee is prevented from returning to Ontario because of travel restrictions.⁸

Learn more about the Infectious Disease Emergency Leave

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Disclaimer

The content on this web site is provided for general information purposes only and does not constitute legal or other professional advice or an opinion of any kind. Users of this web site are advised to seek specific legal advice by contacting members of Carson Law, Carson IP, or their own legal counsel regarding any specific legal issues. Carson Law does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. The articles published on this web site are current as of their original date of publication, but should not be relied upon as accurate, timely or fit for any particular purpose.

References

¹Brown, K., Meighen, C., Nearing, R. W., Purkey, F., & Juneja R. (2020, April 13). Tax Measures Under Canada’s COVID-19 Economic Response Plan. Retrieved April 15, 2020, from https://www.mccarthy.ca/en/insights/blogs/mccarthy-tetrault-tax-perspectives/tax-measures-under-canadas-covid-19-economic-reponse-plan ²Business, C. F. O. I. (2020, April 10). Canadian Federation Of Independent Business. Retrieved April 14, 2020, from https://www.cfib-fcei.ca/en/advocacy/employment-and-labour/ontario-covid-19-relief-measures-your-business  ³Canada Revenue Agency. (2020, March 31). Government of Canada. Retrieved April 15, 2020, from https://www.canada.ca/en/revenue-agency/campaigns/covid-19-update/frequently-asked-questions-gst-hst.html  ⁴Department of Finance Canada. (2020, April 11). Archived – Additional Details on the Emergency Wage Subsidy. Retrieved April 14, 2020, from https://www.canada.ca/en/department-finance/news/2020/04/additional-details-on-the-canada-emergency-wage-subsidy.html  ⁵Department of Finance Canada. (2020, April 11). Government provides further flexibility for employers to access the Canada Emergency Wage Subsidy. Retrieved April 13, 2020, from https://www.canada.ca/en/department-finance/news/2020/04/government-provides-further-flexibility-for-employers-to-access-the-canada-emergency-wage-subsidy.html  ⁶Ministry of Finance. (2020, April 7). Employer Health Tax. Retrieved April 15, 2020, from https://www.fin.gov.on.ca/en/tax/eht/index.html  ⁷Ministry of Labour, Training and Skills Development. (2020, March 26). UPDATED: Ontario Enabling Financial Relief for Businesses. Retrieved April 13, 2020, from https://news.ontario.ca/mol/en/2020/03/ontario-enabling-financial-relief-for-businesses-1.html  ⁸Osler. (2020, March 19). COVID-19 Quick-Reference Considerations for Employers. Retrieved April 14, 2020, from https://www.osler.com/en/resources/regulations/2020/covid-19-quick-reference-considerations-for-employers#Section1-a  ⁹Shapiro, Hulton, & Lucha, B. (2020, April). COVID-19: The Essential Need-to-Know Guide for Employers and Employees: Insights. Retrieved April 13, 2020, from https://www.dickinson-wright.com/news-alerts/covid19-the-essential-guide-for-employers#a. Federal Amendments to the Canada Labour Code

What Employers Need To Know During COVID-19 - Part 1

On April 11, 2020, the Department of Finance introduced the COVID-19 Emergency Response Act, No.2, which provides additional flexibility the Canada Emergency Wage Subsidy (CEWS), which was first launched on March 27, 2020.

In order to better address the reality of this situation and work with the ongoing changes, the Government of Canada has introduced the following flexibilities:

• To measure revenue loss, it is proposed that all employers have the flexibility to compare their revenue of March, April and May 2020 to that of the same month of 2019, or to an average of revenue earned in January and February 2020.⁵

• For March, the Government proposes to make the CEWS more accessible than originally announced by reducing the 30 per cent benchmark to 15 per cent, in recognition of the fact that many businesses did not begin to be affected by the crisis until partway through the month.⁵

• In recognition that the time between when revenue is earned and when it is paid could be highly variable in certain sectors of the economy, it is proposed that employers be allowed to measure revenues either on the basis of accrual accounting (as they are earned) or cash accounting (as they are received). Special rules would also be provided to address issues for corporate groups, non-arm’s length entities and joint ventures.⁵

• Registered charities and non-profit organizations would also be able to benefit from the additional flexibilities being provided to employers with respect to the revenue loss calculation. In addition, to recognize that different types of organizations are experiencing different types of funding pressures, it is proposed that charities and non-profit organizations be allowed to choose to include or exclude government funding in their revenues for the purpose of applying the revenue reduction test.⁵

CEWS would provide a 75 per cent wage subsidy to eligible employers for up to 12 weeks from March 15 to June 6, 2020. Eligible employers would include individuals, taxable corporations, partnerships consisting of eligible employers, non profit organization and registered charities.⁴ The Canadian Emergency Wage Subsidy would apply at a rate of 75 per cent of the first $58,700 normally earned by employees, which would represent a benefit of up to $847 per week, per employee.⁵

The Canadian government will continue to carefully monitor all developments relating to the COVID-19 outbreak and continue to take further action to protect Canadians and the economy.

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Disclaimer

The content on this web site is provided for general information purposes only and does not constitute legal or other professional advice or an opinion of any kind. Users of this web site are advised to seek specific legal advice by contacting members of Carson Law, Carson IP, or their own legal counsel regarding any specific legal issues. Carson Law does not warrant or guarantee the quality, accuracy or completeness of any information on this web site. The articles published on this web site are current as of their original date of publication, but should not be relied upon as accurate, timely or fit for any particular purpose.

References

¹Brown, K., Meighen, C., Nearing, R. W., Purkey, F., & Juneja R. (2020, April 13). Tax Measures Under Canada’s COVID-19 Economic Response Plan. Retrieved April 15, 2020, from https://www.mccarthy.ca/en/insights/blogs/mccarthy-tetrault-tax-perspectives/tax-measures-under-canadas-covid-19-economic-reponse-plan ²Business, C. F. O. I. (2020, April 10). Canadian Federation Of Independent Business. Retrieved April 14, 2020, from https://www.cfib-fcei.ca/en/advocacy/employment-and-labour/ontario-covid-19-relief-measures-your-business  ³Canada Revenue Agency. (2020, March 31). Government of Canada. Retrieved April 15, 2020, from https://www.canada.ca/en/revenue-agency/campaigns/covid-19-update/frequently-asked-questions-gst-hst.html  ⁴Department of Finance Canada. (2020, April 11). Archived – Additional Details on the Emergency Wage Subsidy. Retrieved April 14, 2020, from https://www.canada.ca/en/department-finance/news/2020/04/additional-details-on-the-canada-emergency-wage-subsidy.html  ⁵Department of Finance Canada. (2020, April 11). Government provides further flexibility for employers to access the Canada Emergency Wage Subsidy. Retrieved April 13, 2020, from https://www.canada.ca/en/department-finance/news/2020/04/government-provides-further-flexibility-for-employers-to-access-the-canada-emergency-wage-subsidy.html  ⁶Ministry of Finance. (2020, April 7). Employer Health Tax. Retrieved April 15, 2020, from https://www.fin.gov.on.ca/en/tax/eht/index.html  ⁷Ministry of Labour, Training and Skills Development. (2020, March 26). UPDATED: Ontario Enabling Financial Relief for Businesses. Retrieved April 13, 2020, from https://news.ontario.ca/mol/en/2020/03/ontario-enabling-financial-relief-for-businesses-1.html  ⁸Osler. (2020, March 19). COVID-19 Quick-Reference Considerations for Employers. Retrieved April 14, 2020, from https://www.osler.com/en/resources/regulations/2020/covid-19-quick-reference-considerations-for-employers#Section1-a  ⁹Shapiro, Hulton, & Lucha, B. (2020, April). COVID-19: The Essential Need-to-Know Guide for Employers and Employees: Insights. Retrieved April 13, 2020, from https://www.dickinson-wright.com/news-alerts/covid19-the-essential-guide-for-employers#a. Federal Amendments to the Canada Labour Code

It's Business As Usual ... It Just Looks A Little Different

For the signing of any legal documents, we will be moving forward with this new two step process:

1. We will be using a video / audio conference platform called “Zoom”, which has been approved by the Law Society of Ontario. Please visit Zoom’s Frequently Asked Questions page for information on how this web-based service works.

2. We will be sending the signing package and documents via courier prior to your call. The two couriers we will be using are Purolator and Zoom Service (different business from the above online platform). The package will be marked in all areas where you must sign. Please do not sign any documents prior to the Zoom call, as all signing must take place while on the Zoom video call for verification. During the Zoom call, we will review each page carefully and one at a time. Once we finish the call, we will arrange for the same courier to retrieve the documents from you and return them to our office for final processing of the file.

If you have any questions or concerns, please don’t hesitate to ask.

Mortgage Concerns?

Friday, March 20, 2020 at 2:00 pm Powerhouse Realty Group - Re/max Escarpment Realty Inc. will host a live Q&A Feed.

For any concerns or questions in regards to mortgage payments, we can confirm that most mortgage lenders have a program in place to address payment difficulties caused by the current COVID-19 pandemic. With requests to self-isolate, a pause to regular employment or other work-related matters resulting from COVID-19 that may impact you, lenders will look at your individual circumstances and try to come up with a tailored solution to fit your needs. This could potentially include a deferral of payments on mortgages for up to six months.

The Powerhouse Realty Group – Re/max Escarpment Realty Inc. will be hosting a LIVE Facebook and Instagram Feed tomorrow Friday, March 20, 2020 at 2:00 pm to answer any and all questions you may have.

Live Feed Panelists Include:
Kelle Baker – Remax
Paul Thurlow – Remax
Ryan Carson – Carson Law Office
Glen MacLaren – Tribe Financial

*Facebook link: Powerhouse Realty Facebook Page

*Instagram page: Powerhouse Realty Instagram Page

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Customer Service Numbers for most lenders:

ATB 1-800-332-8383
B2B 1 800 263 8349
BMO 1-877-895-3278
Bridgewater 1-866-243-4301
CIBC 1-800-465-2422
CMLS 1-888-995-2657
Optimum 1-866-441-3775
Equitable 1-888-334-3313
Connect First 403-736-4000
Chinook Financial 403-934-3358
First Calgary Financial 403-736-4000
First National 1-888-488-0794
Haventree 1-855-272-0051
Home Trust 1-855-270-3630
HSBC 1-888-310-4722
ICICI 1-888-424-2422
Manulife 1-877-765-2265
MCAP 1-800-265-2624
Merix 1-877-637-4911
Marathon 1-855-503-6060
RBC 1-866-809-5800
RFA 1-877-416-7873
RMG 1-866-809-5800
Scotia 1-800-472-6842
Servus 1-877-378-8728
Street Capital 1-866-683-8090
TD 1-866-222-3456

How To Invest In Private Lending & Rent To Owns

If you've been wanting to learn how to invest passively, with strong returns and a high degree of security, you'll want to learn about these advanced strategies!

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For this free webinar, please go to Limor Markman’s Facebook Page and register in the comments section

The Proper Use of Insurance Series - Episode 4

Ryan Carson, owner and founder of Carson Law, sits down with Senior Insurance Specialist, Matthew Stevenson of RBC Insurance, in this four episode series on discussing the use and benefits of Insurance.

To contact Matthew Stevenson, please Click here or call 365-777-2762

The Proper Use of Insurance Series - Episode 3

Ryan Carson, owner and founder of Carson Law, sits down with Senior Insurance Specialist, Matthew Stevenson of RBC Insurance, in this four episode series on discussing the use and benefits of Insurance.

To contact Matthew Stevenson, please Click here or call 365-777-2762

The Proper Use of Insurance Series - Episode 2

Ryan Carson, owner and founder of Carson Law, sits down with Senior Insurance Specialist, Matthew Stevenson of RBC Insurance, in this four episode series on discussing the use and benefits of Insurance.

To contact Matthew Stevenson, please Click here or call 365-777-2762

The Proper Use of Insurance Series - Episode 1

Ryan Carson, owner and founder of Carson Law, sits down with Senior Insurance Specialist, Matthew Stevenson of RBC Insurance, in this four episode series on discussing the use and benefits of Insurance.

To contact Matthew Stevenson, please Click here or call 365-777-2762

Help Yourself Create Certainty - Part 2

Part 2 of our discussion with Matthew Stevenson, Senior Insurance Specialist - RBC Insurance

To contact Matthew Stevenson, please Click here or call 365-777-2762

Help Yourself Create Certainty.

This week we sat down with Matthew Stevenson, Senior Insurance Specialist with RBC Insurance, to discuss the importance of having a proper Will in place.
Ryan goes over the scenario of a couple with a family that has not put in place their final preparations for when they are deceased and the result of that for the existing family members.

To contact Matthew Stevenson, please Click here or call 365-777-2762

Copyrights 101

What is Copyright?

Copyright is the exclusive legal right to produce, reproduce, publish, or perform an original literary, artistic, dramatic, or musical work. This legal right is normally held by the creator of the original work in question.

The purpose of a copyright is to allow the owner to control how their work is used, which in turn preserves its value (monetary or otherwise). Copyright achieves this end by making it illegal for anyone other than the copyright owner to use the work without the owner’s permission.

Canadian copyright law honours this purpose in trying to protect the rights of copyright owners. However, it also tries to balance protecting owners’ rights and promoting the public interest in the creation and distribution of works. In other words, the law recognizes that it is important for Canadians to create as freely as possible, even if this sometimes means limiting copyright owners’ rights.

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Do I Have Copyright Over My Work?

In Canada, almost all original works are automatically copyrighted by virtue of their creation. A copyright exists for the lifetime of the creator, plus the remainder of the calendar year in which the author dies, plus fifty years after that. Following this period, the work loses its copyright, becoming public domain. For example, if Tom wrote a book at any point in his life, and then died on October 3rd, 2000, his copyright would exist until December 31st, 2050.

There are some exceptions to this term of copyright protection, depending on who the copyright owner is, or whether the owner is known.

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What is the Difference Between Having a Copyright and Having a Registered Copyright? How Can I Register My Copyright?

As mentioned earlier, almost all original works are automatically copyrighted at the time of their creation. Registering a copyright with the Canadian Intellectual Property Office provides the owner with a certificate documenting that this copyright exists. This certificate can be useful if ever a question of copyright ownership or infringement arises, because the certificate can be used in court as proof of the existence and ownership of a copyright.

Costs for the registration process are available on the CIPO website, linked here.

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If you have further questions about whether you hold a copyright, whether you can use someone else’s copyrighted material, or whether you have breached someone else’s copyright, please contact our office.

End Of A Decade ...

As we approach the end of the decade, Carson Law is able to reflect, and be proud of the following achievements as voted by Three Best Rated!

With Three Best Rated, all businesses face a rigorous 50-point Inspection, which includes everything from checking reviews, ratings, reputation, history, complaints, satisfaction, trust, and cost to the general excellence.

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Best Business Lawyer in Burlington - We provide quality legal advice and customer service in all aspects of Business Law. Transactions are completed in a smooth and respectful manner.

Best Estate Planning Lawyer in Burlington - According to Three Best Rated, Carson Law treats people the way, themselves, would like to be treated ... with respect, dignity, and positive energy. Carson Law can develop a charitable mandate and identity that will connect our client to the communities in which they serve.

Best Real Estate Lawyer in Burlington - Carson Law has a primary focus on Residential & Commerical Real Estate. Cases are handled efficiently using our team based approach model. Our friendly, can-do attitude makes it a value added expereince.

Best Intellectual Property Lawyer in Burlington - The most experienced member of the Carson Law team, James Carson, leads our Intellectual Property division, which focuses on intellectual property matters. As determined by Three Best Rated, Carson Law works with our clients to determine a clear path to protecting your ideas and designs, while establishing and implementing an overall global intellectual property strategy.

    We hope you were able to experience first hand, the dedicated and customer service     oriented work that Carson Law produces. We take being a law firm to the next level.

                                           Hope to see you in the New Year!