Good afternoon. I'm Zia Proulx.
I'd be happy to walk you through the key changes. Basically, there are five key things, including in BIA Number 1.
I'll give you just a general overview. They're basically in response to some amendments that were made during the legislative process of Bill C-3, which happened in the fall of 2021, and also stakeholder feedback that we received in March. We did consultations on the implementation of the paid sick leave provisions and on the regulations.
The first key point is that it would simplify how employees earn paid sick leave days. Stakeholders told us that the rules setting out the rate at which employees earn their days of paid sick leave are complex. The rule was that you would earn three days of leave after 30 days of employment, and then you would need to wait another 60 days before being able to earn additional days, but always for up to 10 days per year. The proposed amendment would remove the 60-day period, so it would make it simpler. The earnings model would be simpler for employees, employers and for enforcement.
The second part is that it would align the requirements for the provision of medical certificates for paid sick leave and unpaid sick leave. Bill C-3, which received royal assent in December, created a misalignment between the requirements for medical certificates under the Canada Labour Code for paid sick leave and unpaid sick leave. It was five days for paid sick leave, and it had to be three days for unpaid leave. If the proposed amendment is adopted, employers would be entitled to request a medical certificate if the leaves of absence are five days or longer, regardless if it's paid or unpaid.
The third key point is, as currently drafted, employees whose employers change as a result of a transfer of business or contract retendering process could lose their earned days of paid sick leave, despite working the same job. That is inconsistent with other parts of the Canada Labour Code, like annual vacation, so the legislation—