Good afternoon, Mr. Chairman and members. Thank you very much for inviting the Canadian Working Group on HIV and Rehabilitation to present today. We are pleased to provide input on how Canada's disability income support programs could be improved and better coordinated to create incentives and reduce barriers for increased labour force participation for people living with episodic disabilities.
Everybody knows someone living with an episodic disability. They include conditions such as mental health, arthritis, HIV/AIDS, MS, and some forms of cancer.
There are an increasing number of Canadians living with episodic disabilities. Features that distinguish episodic disabilities from traditional disabilities are their unpredictability and alternating episodes of illness and wellness, both of which can have a negative impact on employment participation and income security. The experience of many people living with disabilities is that while some disability income support programs are essential, many trap them in poverty by creating barriers to staying on the job or returning to work. For people living with episodic disabilities who have periods when their health permits them to work, this is especially true.
For Canadians with episodic disabilities, more flexible disability income support programs would facilitate labour force participation consistent with their capabilities. Both the financial and social implications of partial disability benefits, combined with partial earned income from the workplace, would be a win-win for Canadians with episodic disabilities as well as for disability income support programs as a whole.
Let me give you an example. Jane is a 42-year-old woman who has been working for over 15 years. She has recently been diagnosed with arthritis, which is causing her excruciating pain. Jane begins to get episodes and flare-ups of arthritis; these are unpredictable and last a few days. Sometimes Jane can work for a few months or more without an episode; however, Jane only gets five sick days from her employer. One arthritis episode can use up all her sick days. In light of this, she is forced to disengage from the workforce and go on disability income support, as she needs more sick days than her employer can afford to provide.
Now Jane is out of the workforce on disability income support and not paying employment-related taxes. She does not have as much money to contribute to the Canadian economy and may lose access to her employer's extended health benefits. However, if Jane were able to use employment insurance sickness benefits in a more flexible way and over a longer period of time, instead of the current 15 consecutive weeks or 75 full days, she would be able to stay attached to the workforce, have access to her employer's extended health benefits, and continue to pay income tax and EI premiums.
This is not about more; it's about different. These modest changes to employment insurance sickness benefits would help many people to be employed, as well as result in a more efficient and effective program and better use of resources.
Our first recommendation is to make employment insurance sickness benefits more flexible. Change the EI sickness program to allow people to work part time or intermittently and receive partial sickness benefits for up to 150 half-days as needed, instead of the current 15 consecutive weeks or 75 full days. This would enable people who are or could be employed to remain attached to the workforce by working part time when their health permits, while receiving part-time benefits.
I'm now going to turn it over to John Stapleton.