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Global rules on foreign direct investment (FDI)
Cross-border acquisitions and investments increasingly trigger foreign direct investment (FDI) screening requirements.
Canada | Publication | April 21, 2020 - 1 PM ET
As they contend with the global crisis caused by COVID-19, employers greatly appreciate such support mechanisms as the Supplemental Unemployment Benefit Plan (SUBP) and the Work-Sharing special measures. But despite the government’s clarifications of these mechanisms, it still isn’t easy making sense of it all. To help guide you, here are four frequently asked questions regarding these support mechanisms and our team’s answers.
1) Can employers pay unemployment benefits to their employees in addition to those paid under employment insurance? If so, how?
2) How are supplemental unemployment benefits (SUB) paid under a plan?
3) What is the maximum amount that can be paid to an employee under the SUBP without that employee’s employment insurance benefits being reduced?
Example 1: SUB payable when the employee is receiving regular, training or sickness benefits and has no other earnings.
A. Employee's normal weekly earnings: $1,000
B. Employee's other earnings: $0
C. 95% of normal weekly earnings: $950
D. Maximum EI payment: $573
E. Calculation of maximum SUB payment (C – D = E): $377
4) Can an employee be forced to reimburse employment insurance benefits received?
(1) What are the new Work-Sharing special measures?
2) Which employers and employees may benefit from the temporary Work-Sharing special measures and how?
To be eligible for a Work-Sharing agreement, employers experiencing a decline in business activity related to the impact of COVID-19 must:
Employees, for their part, are eligible for a Work-Sharing agreement if they are:
3) What benefits are employees entitled to under a Work-Sharing program?
4) How can you apply for the Work-Sharing program and within what timeframe?
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Cross-border acquisitions and investments increasingly trigger foreign direct investment (FDI) screening requirements.
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On February 2, 2024, the Belgian Presidency of the Council of the European Union confirmed that the Committee of Permanent Representatives had signed the Artificial Intelligence (AI) Regulation, referred to as the AI Act. Approval by the EU Parliament followed on 13 March 2024, and the AI Act is likely to appear in the EU’s Official Journal around May 2024. The AI Act aims to establish a stringent legal framework governing the development, marketing, and utilisation of artificial intelligence within the region, thereby marking a significant advancement in the regulation of this burgeoning domain.
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The EU’s Artificial Intelligence Regulation, commonly referred to as the AI Act, is expected to come into force during the summer of 2024 (the AI Act). The AI Act will be the first comprehensive legal framework for the use and development of artificial intelligence (AI), and is intended to ensure that AI systems developed and used in the EU are safe, transparent, traceable, non-discriminatory and environmentally friendly.
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