In the CSJ 2019 app, employers are asked to describe how they “provide a safe, inclusive and healthy work environment without harassment or discrimination (for example). B recruitment practices, guidelines, guidelines). If your application is approved, the signed agreement that will be returned to you will be a legally binding agreement with the Canadian government and all payments issued will be made under the name of your own name. Please note that payments are only made with the first 44 signs of the legal name. Any young person hired with Canada Summer Jobs funds must be assigned to one of the positions approved by Service Canada. The details of the individual transaction (professional title. B, hourly wages, tasks and responsibilities) must be identical to the details of the project indicated in your application. If you want to change a project detail, you should contact Service Canada for approval of the changes before introducing these changes. 16.1 Recruitment, management, monitoring and control of the project are the employer`s exclusive and absolute responsibility. The employer has no right to make a commitment, agreement or contract on behalf of Canada. This agreement is only a financing contract, a service contract or a service contract or an employment contract. Canada`s liability is limited to the employer`s financial assistance for eligible expenses. The parties state that nothing in this agreement should be construed as the creation of a partnership, a worker-employer or an agency relationship between them.
The employer must not present itself as a representative, worker or partner of Canada. Christian charities in Canada are now in the process of making another decision on the Canada Summer Jobs program – if they want to apply for funding in 2019. There are good reasons to be too hesitant. The proverb “once bitten, twice as shy” comes to me. In 2018, the federal government has ignored the concerns of Christians, who have not been able to engage in the government`s duty of expertise in good conscience – and this experience is still welcomed by many. The changes for 2019 appear to be an improvement over last year`s implementation, but we must be vigilant to ensure that the rights of all Canadians are protected. In 2019, employers have had to demonstrate that recruitment practices and work environments are free from harassment and discrimination, by implementing measures such as awareness and prevention. Example 2: Church Vacation Bible Schools.