Communiqué – September 2022

CWQA Webinar: Removing PFAS from Water

Date: Tuesday, September 27, 2022
Time: 1:00 pm – 2:00 pm EST
Presenter: Mike Weatherill, Purolite Corporation

Registration Fee:

Members
$50.00 until Sept 20th
$75.00 as of Sept 20th

Non-Members
$100.00 until Sept 20th
$125.00 as of Sept 20th

Member Spotlight

Welcome New CWQA Members 2022

Dealers

• Clean Water Specialists – NS
• 3D Prototech – ON
• Holman Plumbing and Water Treatment – BC
• Kootenay Water – BC
• Rae Plumbing and Water Purification – ON
• H20 Know – AB
• Dyna-Pro Environmental – MB
• Infinity Group Construction – ON
• Athabasca Water – AB

Water Education

Volume 6 Issue 1 – Wahl H2O © 2022 | Jeff Wahl | jeff@wahlwater.com

The Rural Water Paradigm

It is considered reasonable to say that all water sources in Canada have some level of water contamination, no matter how remote. Adding credence to this, it is a requirement in publicly accessed water sources to have monitoring, testing and reporting for specific contaminants to ensure water safety. Publicly accessed areas in all parts of Canada are subject to water policies and procedures; however, this does not apply to rural private residences and other water sources across the country.

Changes to Infectious Disease Emergency Leave (IDEL)

Infectious Disease Emergency Leave (IDEL) is a regulation that falls under Employment Standards Act (2000), authorized by the Ontario government, Canada. HR professionals and employers should be aware of the forthcoming changes to IDEL. This typically ensures that employers are well informed of employees’ entitlement rights.

In addition to unpaid IDEL, employers are now obligated to provide eligible employers with the new paid IDEL act. Workers/employees must be covered under the ESA. Similar to unpaid IDEL, employers are not permitted to ask employees to justify the leave i.e ask for evidence, to prove they are eligible for paid IDEL. Employees seeking reimbursement for Paid IDEL are eligible for up to $200.00 for up to three days. Applications to the Workplace Safety and Insurance Board must be made within 120 days from the date the employer pays the employee.

Paid IDEL is regulated by ESA in which an employee has the right not to work for reasons related to Covid-19.

Examples include:

• Time off to take care of family member contracted with Covid-19
• Employee is under investigation for medical, and surgery purposes
• Employee has to provide care for his children
• Employee is under isolation and has to stay home for other members of their family
• Experiencing side effects of Covid-19 either from vaccination dosage or contraction
• Isolating or going to get tested for Covid-19
• Advised to self-isolate due to contact with an employer or medical practitioner who got Covid-19
• Staying home to await for Covid-19 test results

The original IDEL was set to expire on July, 31, 2022. However, on July 21, 2022 the government signed O. Reg. 464/22, amending the previous O. Reg. 228/20. This expanded the availability of paid IDEL to March 31, 2023.

Employers and HR professionals should:

• Take into consideration how the expiration of deemed IDEL may affect current
  staff
• Maintain a timely application process for reimbursement of Paid IDEL
• Evaluate each request for unpaid IDEL case-by-case

Written by Riya Shah

For more information about our fractional outsourced HR services, please contact us for a complimentary consultation at 1-800-674-3471 or via email at inquiries@peakperformancehr.com

Lisa Kay
Peak Performance Human Resources Corp.

There is now a simple solution to destroying ‘forever chemicals’: study

In a new study, scientists have developed a simple and cost-effective method for destroying a class of synthetic chemicals found in many consumer items and lasting in our water, soil and air for thousands of years when left alone.

CTVNews.ca – Rhythm Sachdeva, published August 19, 2022