{"id":28753,"date":"2020-01-31T16:33:40","date_gmt":"2020-01-31T21:33:40","guid":{"rendered":"https:\/\/www.cccc.org\/news_blogs\/?p=28753"},"modified":"2020-01-31T17:36:58","modified_gmt":"2020-01-31T22:36:58","slug":"canada-summer-jobs-2020-applications-open","status":"publish","type":"post","link":"https:\/\/www.cccc.org\/news_blogs\/legal\/2020\/01\/31\/canada-summer-jobs-2020-applications-open\/","title":{"rendered":"Canada Summer Jobs 2020 &#8211; Applications Open!"},"content":{"rendered":"<div class=\"pps-series-post-details pps-series-post-details-variant-classic pps-series-post-details-38706\" data-series-id=\"364\"><div class=\"pps-series-meta-content\"><div class=\"pps-series-meta-text\">This entry is part 26 of 30 in the series <a href=\"https:\/\/www.cccc.org\/news_blogs\/series\/canada-summer-jobs\/\">Canada Summer Jobs<\/a><\/div><\/div><\/div>\n<p class=\"wp-block-paragraph\">The <a href=\"https:\/\/www.canada.ca\/en\/employment-social-development\/services\/funding\/canada-summer-jobs.html\">2020\nCanada Summer Jobs application is open<\/a>! You have until February 24, 2020 to\nsubmit your application. <\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"940\" height=\"788\" src=\"https:\/\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2020\/01\/CSJ-2020.png\" alt=\"\" class=\"wp-image-28757\" srcset=\"https:\/\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2020\/01\/CSJ-2020.png 940w, https:\/\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2020\/01\/CSJ-2020-300x251.png 300w, https:\/\/www.cccc.org\/news_blogs\/wp-content\/uploads\/2020\/01\/CSJ-2020-768x644.png 768w\" sizes=\"auto, (max-width: 940px) 100vw, 940px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">No doubt\nyou\u2019re asking, \u201cwhat is the attestation this year?\u201d and \u201ccan we in good\nconscience apply?\u201d As with past CSJ applications, we fully recognize that\ncharity leaders must make up their own minds as to whether they are comfortable\nwith the terms and conditions (the strings) attached to funding. To help you decide,\nwe\u2019ll look at the requirements for 2020 as set out in the <a href=\"https:\/\/www.canada.ca\/content\/dam\/canada\/employment-social-development\/services\/funding\/CSJ2020_applicant_guide.pdf\">Applicant\nGuide<\/a> and the <a href=\"https:\/\/www.canada.ca\/en\/employment-social-development\/services\/funding\/canada-summer-jobs\/agreement.html\">Articles\nof Agreement<\/a>.<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong>What&#8217;s the Same?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The <strong>Attestation<\/strong> is word for word <strong>the same<\/strong> as last year. It remains \u201cany funding under the Canada Summer Jobs program will not be used to undermine or restrict the exercise of rights legally protected in Canada.\u201d <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The <strong>15-point eligibility criteria<\/strong> also remain the same. The 15 requirements include the obvious items:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1. Meet the deadline<br>2. Check the attestation<br>3. Complete the application<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2026some seemingly redundant items:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">    4. Employer is eligible<br>    5. Project is eligible<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2026job timing:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">    6. Duration of 6-16 consecutive weeks<br>    7. Full time hours (30-40\/week)<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2026money\nconsiderations:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">     8. Identify other sources of funding<br>     9. Salary respects minimum wage requirements <br>     10. Organization declares any money owed to the government<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2026plans and policies:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">     11. Health and safety \u2013 demonstrate measures have been implemented that relate to the type of work environment, job type, and job activities<br>     12. Hiring practices and work environment &#8211; hiring policies and work environment policies to ensure no harassment or discrimination<br>    13.  Supervision &#8211; describe the plan<br>    14. Mentoring &#8211; describe the plan <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2026and lastly:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">     15. How your organization has done in the past. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Here the\ngovernment will review \u201call files associated with your organization\u201d for\n\u201cdocumented evidence\u201d that would make the 2020 application ineligible. What\nwould that documentation be? It includes \u2013 but is not limited to \u2013 financial\nirregularities, health and safety concerns or past project results. This was\nnew in 2019 and has been carried over into 2020.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The <strong>objectives <\/strong>to provide quality work experiences for youth, respond to local and national priorities to improve access to the labour market for youth who face unique barriers, and provide skills-development opportunities to youth, all remain the same. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There is a\nlot of emphasis on safe, healthy work environments free of harassment and\ndiscrimination. It should be self-evident that faith-based organizations ought\nto be promoting and ensuring safety and health, and striving for workplaces\nfree of harassment and discrimination. But as we know, the term discrimination\nis often used in an indiscriminate way. So let\u2019s take a look at what\u2019s new for\n2020.<\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong>What\u2019s Different?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There are a\nfew changes that we need to note.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>First<\/strong>, the aim.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2019 the\naim was to \u201censure that youth job opportunities funded by the program take\nplace in an environment that respects the rights of all Canadians.\u201d In 2020 the\naim is to \u201censure that youth job opportunities funded by the program take place\nin safe, inclusive and healthy work environments free from harassment and\ndiscrimination.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Second<\/strong>, the description of what makes a quality job placement. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2019 the\nstarting point for quality job placements was a safe, inclusive and healthy\nwork environment, along with other specific characteristics:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Paying above minimum wage<\/li><li>Retaining the youth as an employee beyond the CSJ\nperiod<\/li><li>Providing short and long-term support for\nsuccess \u2013 supervision &amp; mentoring plans<\/li><li>Provide skills-development opportunities<\/li><li>A safe, inclusive work environment <em>as\ndemonstrated by detailed health and safety practices<\/em><\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">In 2020, all\nof these factors still apply with two small changes. First, the starting point\nis broader; it is a safe, inclusive and healthy work environment <em>free from\nharassment and discrimination<\/em>. Second, health and safety practices are\nseparate and distinct from work environment policies and practices. Employers need\nto have implemented measures to provide a work environment free from harassment\nand discrimination, including non-discriminatory hiring practices. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Third<\/strong>, there is a heightened emphasis on hiring policies in the eligibility requirements. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2019,\nemployers had to demonstrate that hiring practices and work environments were\nfree of harassment and discrimination by implementing measures such as <em>raising\nawareness and prevention activities.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2020,\nemployers must demonstrate that they have implemented measures to ensure their\nhiring practices and work environment are free of harassment and\ndiscrimination. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is a\nsubtle shift in language, and perhaps it is nothing more than a refinement of\nthe Guide. More on this below.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Fourth<\/strong>, the employer information required.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2019, organizations had to describe measures to ensure hiring practices and a work environment were free of harassment and discrimination. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2020,\norganizations must identify and describe the work environment policies and\npractices that have been implemented. It is mandatory to provide such an\nenvironment, and organizations must identify and describe the following:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Hiring policies &amp; practices<\/li><li>Harassment policies &amp; practices<\/li><li>Conflict resolution policies<\/li><li>Employee and\/or management training<\/li><li>Other: any additional practices that demonstrate\nconcrete efforts to create an inclusive work environment.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Here,\napplicants are reminded that the project cannot consist of projects or\nactivities that<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>restrict access to programs or, services, or\nemployment, or otherwise discriminate, <em>contrary to applicable laws<\/em>, on\nthe basis of prohibited grounds, including sex, genetic characteristics,\nreligion, race, national or ethnic origin, colour, mental or physical\ndisability, sexual orientation, or gender identity or expression<\/li><li>advocate intolerance, discrimination and\/or\nprejudice, or<\/li><li>actively work to undermine or restrict a woman\u2019s\naccess to sexual and reproductive health services.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">These\nrestrictions as well as the definition of \u201cproject\u201d,<a href=\"#_edn1\">[1]<\/a>\n\u201cadvocate\u201d,<a href=\"#_edn2\">[2]<\/a>\nand \u201cundermine or restrict\u201d<a href=\"#_edn3\">[3]<\/a>\nremain the same as last year. They have been moved from the description of\nproject eligibility in 2019 to the employer information section in 2020. <\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong>Do the\nchanges mean anything?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Well, it\ndepends. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It depends\non how the hiring policies are examined. It depends on whether the right of\norganizations to hire based on shared religious beliefs is respected (the\nattestation prohibits only projects that discriminate \u201ccontrary to applicable\nlaws\u201d). It depends on whether the government adheres to its duty of state\nneutrality in how it evaluates applications. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As in 2019\nwe find ourselves in the position of uncertainty as to how the government will\ninterpret its 2020 requirements. We can be certain that hiring policies will be\nscrutinized to a much greater degree. But how that translates into approvals or\nrejections is unclear. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We can see\nthat hiring policies are more important in the application process this year.\nAnd we know that last year, organizations that were asked to provide additional\ndocumentation about these policies were often not approved. It is possible that\nwe may not see much change from last year, but it would also not come as a\nsurprise to see more organizations rejected on the basis of hiring policies\nthat, though perfectly legal and falling within human rights code protections\nfor faith-based organizations, are unpalatable to our governing elites. <\/p>\n\n\n\n<p class=\"has-medium-font-size wp-block-paragraph\"><strong>Where\ndoes CCCC land?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In 2019,\nCCCC encouraged all Christian charities to apply for funding since applicants\nwere no longer required to attest to their agreement with government ideology\non abortion and sexual issues. As noted at the outset, we respect the view that\nmerely applying for CSJ funding is to acquiesce to the government\u2019s position on\n\u201csexual and reproductive health services\u201d including abortion. And each charity\nmust reach its own conclusion. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, we\nat CCCC arrive at the same conclusion as last year. Namely, that the phrase\n\u201cundermining, or restricting\u201d does not deny the right of religious\norganisations to speak or teach or live their religious views in opposition to\nthe government\u2019s worldview, as this is not \u201ccontrary to applicable laws.\u201d Nor\nis it contrary to applicable laws for faith-based organizations to <a href=\"https:\/\/www.ontario.ca\/laws\/statute\/90h19#BK27\">hire in accordance to their\nfaith<\/a>. Therefore, we would again encourage Christian charities to apply for\nfunding in 2020.<br><\/p>\n\n\n\n<hr class=\"wp-block-separator\"\/>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"#_ednref1\">[1]<\/a>\nProject means the \u201chiring, administration of, job activities, and\norganization\u2019s activities as described in the Application Agreement.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"#_ednref2\">[2]<\/a>\nAdvocate means \u201cto promote, foster, or actively support intolerance,\ndiscrimination, and\/or prejudice.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"#_ednref3\">[3]<\/a>\nUndermine or restrict means \u201cto weaken or limit a woman\u2019s ability to access\nsexual and reproductive health services. The Government of Canada defines\nsexual and reproductive health services as including comprehensive sexuality\neducation, family planning, prevention and response to sexual and gender-based\nviolence, safe and legal abortion, and post-abortion care.\u201d <\/p>\n","protected":false},"excerpt":{"rendered":"<div class=\"pps-series-post-details pps-series-post-details-variant-classic pps-series-post-details-38706 pps-series-meta-excerpt\" data-series-id=\"364\"><div class=\"pps-series-meta-content\"><div class=\"pps-series-meta-text\">This entry is part 26 of 30 in the series <a href=\"https:\/\/www.cccc.org\/news_blogs\/series\/canada-summer-jobs\/\">Canada Summer Jobs<\/a><\/div><\/div><\/div><p>The 2020 Canada Summer Jobs application is open! You have until February 24, 2020 to submit your application. No doubt you\u2019re asking, \u201cwhat is the attestation this year?\u201d and \u201ccan we in good conscience apply?\u201d As with past CSJ applications, we fully recognize that charity leaders must make up their&#8230; <a href=\"https:\/\/www.cccc.org\/news_blogs\/legal\/2020\/01\/31\/canada-summer-jobs-2020-applications-open\/\" class=\"linkbutton\">More<\/a><\/p>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"ts_fic_featured_image_caption":"","footnotes":""},"categories":[159,279,144,137],"tags":[365,141],"series":[364],"class_list":["post-28753","post","type-post","status-publish","format-standard","hentry","category-charity-law-and-policy","category-human-resources","category-law-and-religion-2","category-uncategorized","tag-canada-summer-jobs","tag-religious-freedom","series-canada-summer-jobs"],"_links":{"self":[{"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/posts\/28753","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/comments?post=28753"}],"version-history":[{"count":0,"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/posts\/28753\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/media?parent=28753"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/categories?post=28753"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/tags?post=28753"},{"taxonomy":"series","embeddable":true,"href":"https:\/\/www.cccc.org\/news_blogs\/wp-json\/wp\/v2\/series?post=28753"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}