Work sharing is not always appropriate. For example, this does not work very well for high-income groups because of a potential 30% repayment obligation for workers earning a net income above a certain threshold. For fiscal year 2019, the threshold was $66,375.00. Nevertheless, employers considering redundancies should consider whether the work-sharing program can be a viable alternative. Interested employers can check the applicant`s guide for more information (although it does not reflect the temporary specials described above) or contact members of the Siskinds Task force and employment group. Extensions are not automatic; All renewal applications must be reviewed and approved by Service Canada. Employers must submit the application form (EMP 5100) at least 10 working days before the end of their work-sharing agreement. The request for an extension must provide reasons why the recovery was not carried out and justify a continuous reduction in activity that would lead to the dismissal of one or more staff members. The employer must submit an updated recovery plan listing progress to date, with a list of activities that will take place during the extension period and will result in normal work schedules until the end of the agreement. Read here: www.canada.ca/en/employment-social-development/services/work-sharing.html In South Africa, the division of labour has translated into the labour force.
Kayee Vittee, CEO of Kelly, South Africa`s leading staff employment agency, believes that “the more pressure there is in the workplace, the greater the impact on quality and productivity. This also has a negative impact on the well-being of workers in general.  Solidarity, a South African trade union that also protects and negotiates workers` rights, recently developed a social plan that promotes employment participation as an optimal alternative to full-time employment.  South Africa`s current economy has been unpredictable since April 2016 and the unemployment rate is high, so South African citizens unfortunately do not see the share of employment as a solution, although it is an advantageous solution for the current economy.  The Labour Division Application defines a “division of labour unit” of staff who have agreed to participate in the program. Typically, the unit includes all employees in a job description or similar work. The division of labour agreement must last at least six weeks and, due to COVID-19, the maximum time has been increased from 38 weeks to 76 weeks. The application for a division of labour must also be filed at least 10 days before it comes into force, but we understand that the Commission prioritizes these applications and tries to process them quickly. The employer and workers (and, if applicable, the union) must commit to participate in a work-sharing agreement and apply jointly. The COVID-19 measures put in place by Service Canada have been optimized to reduce the processing time before the start date of the agreement to 10 business days (before 30 business days).
As a result, employers currently have to submit their applications at least 10 business days before the start date of the agreement (for more details, see the COVID-19 work-sharing program). At the Academy of Pharmaceuticals, job sharing was seen as a tool to help promote and increase women`s employment.  Pharmacists, compared to men, want to work earlier in part-time work.  There is a shortage of women in the pharmacy sector, as some employers do not provide enough schedules to meet the wishes of female workers.  There is a similar problem in science. In 2007, only 20% of ordinary teachers were women, while 66% of students enrolled in pharmacy schools were women.  In order to maintain and increase women`s employment in education, the University of Tennessee College of Pharmacy made a significant improvement in 2007.  Job-sharing or work-sharing is an employment agreement that, as a general rule, maintains