If you would like a paper copy of your collective agreement, please speak to your steward. If you don`t know who your steward is or how to reach your contact, contact your local CUPE office. If you have questions about your rights at work, the best person to talk to is your steward or local leader. You will know the specific details of your agreement. When considering moving to working from home, employers should consider the details of an applicable employment contract or collective agreement in determining whether such a change is possible. In most cases, this change requires the employer to contact the union. If an employer determines that a work-from-home agreement is best for all or part of its workforce in the future, it is recommended that employers ask their employees to sign a work-from-home agreement. Employers should consider the following issues and determine how these issues are addressed in their agreement: We are of the view that for workers` compensation purposes, loans or advances do not require the signing of an agreement, repayment plan or interest rate. All CUPE members work under the protection of a contract called a collective agreement.
Your local negotiates the terms of the agreement. Elected local union leaders also work with the employer to resolve issues in the workplace. The CRA considers a blended amount to be an amount you pay your employee after a claim has been decided that is in addition to the benefits paid by a workers` compensation board. The top-up amount requires CPP contributions and income tax, and you must report it on a piece of T4 paper. Exclude an additional amount of insurable income if you pay it after the board has accepted the claim. The CRA is of the view that workers` compensation advances and loans are not income or wages as long as they meet the following conditions: It is also important for employers to review their policies and assess whether these policies need to be updated to meet the realities of a remote workforce. Potential concerns include secure data storage, productivity control, managing working hours, and paying for expenses incurred by staff. The Workers` Compensation Board of Nova Scotia has a manual of guidelines that discusses what is considered in determining whether an accident occurred « in the course of employment. » As a general rule, there is an accident outside of employment when there is a causal link between the employment and the injury suffered by the worker and the injury results from a risk related to his employment. . . .