Help share this new study on the true cost of #10days

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Hello Everyone,

The Centre for the Future of Work released a seminal new study on the proposed 10-day paid sick leave policy in B.C. The findings resoundingly discredit claims by some business lobbyists that 10 days of paid sick leave would cause widespread bankruptcies and job loss increase. In fact, the study finds that the policy would increase overall business costs by just one-fifth of one percent.

Please help share and amplify the reach of the report: 10 Paid Sick Days Would Have Little Impact on Business Costs – Centre for Future Work
And thank you to Jim Stanford for this superb and timely report.

Reach out to your MLA:
We understand the decision on paid sick leave could reach Cabinet as early as Wednesday. Please reach out to your MLAs and any Cabinet Ministers and make sure your, and your organization’s voice, is heard loud and clear.

Zoom background:
The BCFED’s amazing in-house design lead Angela Boscariol has done up 10 amazing zoom backgrounds in support of #10days for use at this weekend’s BC NDP convention and beyond. They are posted in the shared calendar for download (scroll to the bottom!)

Preparing for an announcement:
In advance of our meeting this Friday, where we will further strategize on our response(s) to any announcement, David Fairey and the Employment Standards Coalition have prepared a handy summary document of what we must all be on the look out for. Please review these key elements pasted below before Friday’s meeting.
 
Potential Negative Features of the BC Government’s Paid Illness or Injury Leave ESA Regulation to be Established by December 31, 2021
 

1. There are already two negative features in BC’s paid sick leave legislation as contained in Section 49.1 of the Employment Standards Act entitled Illness or Injury Leave. One is that an employee does not become eligible for paid illness or injury leave until after 90 consecutive days of employment with an employer (S49.1(1)). The other is that if requested by the employer, the employee must, as soon as practicable, provide the employer with reasonably sufficient proof the employee is entitled to paid leave (S49.1(2)).

2. The number of paid illness or injury leave days is less than 10 per year.

3. Employees of employers with a small number of employees are entitled to a fewer number of paid illness or injury days than employees of employers with a medium to large number of employees.

4. All of the number of paid illness or injury leave days employees are entitled to each year will be based on hours worked during the year (i.e. paid leave entitlement must be accrued and not immediately automatic).

5. There is no automatic entitlement to a minimum number of paid illness or injury days each year.

6. The unused portion of an employee’s paid illness or injury leave entitlement in one year cannot carried over to be used in the subsequent year.

7. Only full-time and part-time employees are entitled to paid illness or injury leave.

8. Personal emergency and family emergency and responsibility leave is not included in the paid leave provision.

9. There is no provision for additional paid illness leave in the event of a pandemic or temporary public health emergency.

10. Employees laid-off or lose employment during the course of a year do not have their sick leave entitlement reinstated upon re-employment within the same year.

11. The maximum number of paid illness or injury leave days employees will be entitled to will be phased in over one or more years starting January 1, 2022.

12. How a “normal work day” will be defined for full-time, part-time and casually employed employees?

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