Contents:

Welcome!
Upcoming Events
What's New
GrandMaster Update

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Welcome!

June 2002 - Welcome to the latest edition of The Payroll News. As always, please feel free to forward this newsletter to your friends and associates who are interested in keeping up with the latest changes in the Payroll industry. Or better yet, subscribe them for free using the Tell Someone About Us link.

Upcoming Events

Listed here are recent changes in legislation on Federal and Provincial levels that may impact your payroll calculations. Please view the following list for changes that affect your region.

FEDERAL:

May 23, 2002 - Funding helps young Canadians acquire new skills and work experience in Science and Technology - HRDC Minister Jan Stewart today announced funding of $4.65 million for 12 Youth Science and Technology Internships during the Sector Council Seminar "Partnerships That Work!" in Ottawa. Both programs will focus attention on facilitating the integration of new entrants into the workforce. (Full Story - 525 Words)

May 8, 2002 - Government moves ahead with Classification Reform - Treasury Board President Lucienne Robillard announced today that the government is moving ahead with classification reform. This is one of a series of initiatives designed to improve people management in the public service. The Government of Canada has concluded that a ‘universal’ approach to classification – applying a single standard and a single pay structure to over 150,000 public service positions – is not workable in the current environment. (Full Story - 404 Words)

Alberta:

May 8, 2002 - Forum plans changes to Alberta workplace safety - More than 150 Albertans have taken up the challenge to reduce workplace injury rates by 40% by 2004. Representatives of industry, labour and safety associations at the Workplace Safety 2.0 Forum in Edmonton gave strong support for government's ongoing efforts to increase enforcement. The lost time claim rate has decreased from 4.1 in 1991 to 3.4 in 2000. The goal of reducing the lost time claim rate to 2.0 by 2004 is a key initiative of Alberta Human Resources and Employment. (Full Story - 306 Words)

May 22, 2002 - Low-Income Review presents a vision for the future - Social programs will become fairer and more equitable as the government moves to implement the recommendations of the MLA Committee to Review Low-Income Programs. Alberta Human Resources and Employment has already begun to implement some of the committee's recommendations. In December 2001, working families receiving Supports For Independence (SFI) had their earnings exemption increased and began receiving a $120/year Employment Maintenance Allowance. (Full Story - 649 Words)

May 21, 2002 - Companies receive PIRfect safety record - More than 3,000 employers shared in $24.7 million in Partners in Injury Reduction (PIR) rebates for the 2001 program. PIR is a voluntary premium incentive program designed to encourage injury prevention and workplace health and safety practices. The program is operated through the combined efforts of WCB-Alberta, Alberta Human Resources and Employment, and 17 industry/safety associations. Employers who are committed to health and safety and disability management achieve significantly better results than other employers and enjoy a distinct premium advantage. (Full Story - 482 Words)

British Columbia:

May 13, 2002 - New employment standards increase workplace flexibility - Workers and employers will benefit from increased workplace flexibility as a result of employment standards changes introduced today, said Labour Minister Graham Bruce. Bill 48, the employment standards amendment act, protects vulnerable employees while encouraging flexible workplace partnerships, simplifying workplace rules and helping to revitalize B.C.’s economy by recognizing the needs and realities of modern workplaces. (Full Story - 474 Words)

May 13, 2002 - Labour Code Improved to Help Revitalize Economy - Changes to the Labour Relations Code introduced today provide a framework for labour and management to build healthy workplace environments and enterprises that can compete in a modern world economy, said Labour Minister Graham Bruce. Changes include recognizing the rights and obligations of employers, employees and unions, and fostering employment in economically viable businesses. This will provide greater protection for employees’ by ensuring that job security and viability of the business are considered in LRB decisions. (Full Story - 326 Words)

May 13, 2002 - WCB changes ensure sustainable protection for injured workers - Workers’ compensation changes will maintain benefits for injured workers that are among the best in Canada while making the system financially sustainable for the future, Labour Minister Graham Bruce said today. Changes to the bill include a new way of calculating benefits, a revised inflation-indexing formula, and the establishment of a lump-sum retirement benefit to replace the payment of wage-loss benefits after the age of 65. (Full Story - 502 Words)

Manitoba:

May 1, 2002 - Proposal to Amend WCB Act - Labour and Immigration Minister Becky Barrett today introduced proposed amendments to the Workers Compensation Act recognizing the link between the exposure to hazards faced by full-time firefighters and certain diseases. "This action is based on the most up-to-date evidence and acknowledges the risks faced by these professionals in their service to Manitobans every day," said Barrett. "It will facilitate evaluation of potential compensation claims in this profession." (Full Story - 307 Words)

Newfoundland and Labrador:

May 24, 2002 - Bridging the Gap expands in Newfoundland and Labrador - The Random North Development Association (RNDA) today announced the implementation of Pilot Phase II of Bridging the Gap: From Education to Employment model, a concept that aims to link human resource development with social and economic development. Participants benefit by obtaining increased academic and workplace skill sets while the partnering company benefits from a more qualified workforce. (Full Story - 790 Words)

May 9, 2002 - Minister releases report on supported employment - Ralph Wiseman, Minister of Human Resources and Employment, today released an evaluation of his department’s Supported Employment Initiative. Through partnerships with Human Resources Development Canada and community agencies throughout the province, supported employment provides supports necessary for individuals with a developmental disability to actively participate in the local labour market. (Full Story - 663 Words)

May 16, 2002 - Positive trends evident in Commission’s 2001 annual report - The Workplace Health, Safety and Compensation Commission released its 2001 annual report today. Highlights in the 2001 report include a decrease in new short-term disability claims by 409 or 6.3% (lowest number of these claims in three years). (Full Story - 400 Words)

Nova Scotia:

May 10, 2002 - Accessible IT Transition Centre receives Government assistance - Persons with disabilities in Cumberland County are now benefiting from an Information Technology (IT) Transition Centre, which is providing access to computer-based technology to help enhance their employment skills. Funding for the project is being provided by HRDC in the amount of $426,980 through Employment Assistance Services. (Full Story - 324 Words)

Prince Edward Island:

May 24, 2002 - New tool for IT job seekers and employers - A new job recruitment tool available in Prince Edward Island allows those looking for work in IT, Television and New Media to post their resumes and receive updates on possible job opportunities in the private sector. The Information Technology (IT) jobs registry was developed by the Government of Prince Edward Island web development team, and is administered by Technology PEI Inc. The registry is accessible to Prince Edward Island companies, and companies planning to do business in the province. IT employers can also post job opportunities on a Job Board feature. (Full Story - 407 Words)

Ontario:

May 25, 2002 - Feedback sought on proposed CPP policy changes - In response to concerns expressed by the worker/survivor community, the Ontario Government has conducted a comprehensive policy review to determine what constitutes fair compensation when workers receive benefits for the same work-related injury/disease from both the WSIB and the Canada Pension Plan (CPP) or Quebec Pension Plan (QPP). Interested parties are invited to review the policy changes and submit comments in writing by October 15, 2002. (Full Story - 292 Words)

The next release of GrandMaster Suite (3.50.16) will incorporate a number of changes to make it even easier to use the program and perform your payroll tasks. Recent program changes since our last Payroll News issue include:

• The Hours Entry dialog box had been improved with the addition of option labels and command buttons. These labels now make it easier to navigate in the dialog box.
• Numerous updates to dialog boxes and corresponding online help topics. This includes expanding the descriptions in the online help topics and making the fields and options in these dialog boxes more consistent.
• Adjusted the program to display hours correctly in the Interim Register and Journal Entry reports. Previously, when you entered time for hourly employees into the Enter Hours dialog box and calculated the payroll, the hours would not appear on these reports (even though the program did calculate them correctly).
• Adjusted program calculations to properly evaluate the Quebec Taxable benefits in the event that there is a combination of taxable benefits that are flagged as Federal taxable and Quebec taxable, and Quebec taxable only.

Stay tuned to CanPay's Product News page to receive the latest changes and release information for all GrandMaster products!

During the course of business, employers may find it necessary to end their relationship with an employee. For example when he/she quits voluntarily, is fired for misconduct or refuses to work. Employers can also find themselves in disagreement with employees who are involved in a labour dispute. In such cases, Human Resources Development Canada (HRDC) may be called upon to pay benefits to your current or former employee.

In all cases, HRDC endeavors to apply fair and impartial judgement when making decisions about benefits. If benefits become payable, you will be notified of the HRDC decision. If you disagree and feel the employee does not have the right to these benefits, you have the right to appeal the decision.

HOW TO APPEAL AN EI DECISION

If you decide to appeal, make sure that you write to your local HRDC office within 30 days of receiving the notice. Along with your letter, you must include the following items:

• Your reasons for appealing.
• The claimant's name and Social Insurance Number as noted in the letter you received from the Commission.
• Whether you will be attending the hearing.
• Whether you want your appeal heard in English or French.
• Whether or not you will have someone representing you at the appeal and, if so, include their name and address.
• Sign and date your letter.

APPEAL - BOARD OF REFEREES

First level of appeal - When appealing, your first level is to the Board of Referees.

• An Employment Insurance agent will prepare a submission to the Board of Referees. All interested parties will be given copies so that they may verify that all facts are correct. The Board is made up of people who do not work for Human Resources Development Canada and who examine the facts from an impartial point of view.
• You and your representative will be told when and where the Board will hear your case, usually within 30 days after you have written that you want an appeal. While attendance at the hearing is voluntary, it is to your advantage to attend because you may bring forward new evidence to assist the Board in arriving at a proper decision.
• If you have difficulty in English and/or French, you should bring someone who can interpret for you.
• In preparing for your appeal hearing, you may consult the Employment Insurance Act and Regulation and previous decisions of the Umpires (Federal Court Judges). These are also available for review in your local HRDC office.
• Your former or current employee may attend the hearing and receive a copy of your appeal submission.

After the hearing, the decision of the Board will be mailed to you.

APPEAL - UMPIRE

Second level of appeal - If you are not satisfied with the results of the first level of appeal, you may wish to pursue an appeal to the Umpire.

• The list below are considered reasonable grounds to file such an appeal:
  • The Board of Referees did not give you an impartial hearing or a reasonable opportunity to present your case or did not operate within the limits of its jurisdiction.
  • The Board erred in law in making its decision.
  • The Board based its decision on a misinterpretation of the facts.
• Your appeal must be made in writing within 60 days of the reception of the Board of Referees' decision. Send your appeal letter to your local HRDC office.
• Simply disagreeing with the decision of the Board does not constitute sufficient grounds for an appeal.

Third and fourth levels of appeal - Usually, the decisions of the Umpires are final but there are situations in which you can appeal to the Federal Court of Canada and, finally, to the Supreme Court of Canada. Please contact your local HRDC office to find out how to proceed with this level of appeal or for more information.

Telephone hearings are available to claimants living in remote areas. Contact your local HRDC office for more information.