Skip to content

COVID-19 public health emergency in Newfoundland and Labrador – what you need to know

John Samms and Amanda Whitehead

This article sets out to summarize the Newfoundland and Labrador Government’s announcements in respect of its latest response to the COVID-19 pandemic as of approximately 3:00 p.m. on March 19, 2020. In our review, we identified that businesses and workplaces constitute a grey area in the current regime insofar as the restriction on “gatherings of more than 50 people” is concerned. The NL Government authorities have since confirmed that businesses not explicitly ordered to close that employ greater than 50 people at any given time are not “gatherings” for the purposes of the Special Measures Order. As stated by Dr. Fitzgerald, the Newfoundland and Labrador Chief Medical Officer of Health, in her latest news conference:

Businesses that employ more than 50 people, that do not fall into one of [the listed] groups, are not required to close. These employers are advised to put measures in place that respect the principles of social distancing and to allow work from home as much as possible

Declaration of Public Emergency

On March 18, 2020, the Newfoundland and Labrador Minister of Health, John Haggie, signed a Declaration of a Public Emergency (“Declaration”) under section 27 of the Public Health Protection and Promotion Act (“the Act”), on the advice of the Newfoundland and Labrador Chief Medical Officer of Health.

The Declaration expires no more than 14 days after it is made, unless the Minister, on the advice of the Chief Medical Officer of Health, extends the Declaration for an additional period of 14 days. There is no limit on the number of extensions that may be declared, provided that at the time of each extension the ‘public health emergency continues to exist’ and ‘the extension is required to protect the health of the population’.

The Chief Medical Officer of Health, Dr. Janice Fitzgerald, then issued a Special Measures Order under section 28 of the Act – her signature is dated March 19, 2020.

The powers granted to the Chief Medical Officer of Health once a declaration has been made are numerous. Of particular relevance are the following powers available to the Chief Medical Officer of Health:

  • (h) make orders restricting travel to or from the province or an area within the province;
  • (i) order the closure of any educational setting or place of assembly; [Note that place of assembly is not defined in the Act]
  • (k) take any other measure the Chief Medical Officer of Health reasonably believes is necessary for the protection of the health of the population during the public health emergency.

The fines applicable to businesses who contravene the orders are $5,000 – $50,000 for a first offence, and $5,000 – $100,000 for a subsequent offence. Individuals may be fined $500 – $2,500 for a first offence, and $500 – $5,000 for a subsequent offence. Individuals may also be subject to imprisonment for not more than six months. Each day of contravention is a separate offence. Additionally, directors and officers of a corporation may be personally liable for offences committed by a corporation.

Special Measures Order

The Special Measures Order requires the following businesses to be closed immediately:

  • gyms and fitness facilities, including yoga studios, tennis and squash facilities;
  • dance studios;
  • cinemas;
  • performance spaces;
  • arenas; and
  • businesses that hold a license under the Liquor Control Act whose primary purpose is the consumption of beer, wine, or spirits and that do not otherwise qualify as an exception under this order.

The Special Measures Order also mandates that:

  • Bingo halls close;
  • Restaurants close for in-person dining unless that restaurant can operate at fifty percent of its regular capacity and can maintain appropriate social distancing in accordance with guidelines from the Chief Medical Officer of Health. Further, buffets are prohibited.
  • Gatherings of more than 50 people are prohibited.
  • All individuals returning from outside Canada must self-isolate for 14 days, including those individuals returning from the United States of America.

Prohibitions on gatherings of more than 50 people – does this include workplaces?

The measures described above did not explicitly prohibit the operation of businesses/workplaces, though gatherings of 50 people within the workplace are likely prohibited. Taking the orders and public statements from the provincial authorities as a whole, groups greater than 50 likely ought not to be working directly together and social distancing guidelines ought to be adhered to.

On the afternoon of March 19, 2020, Dr. Janice Fitzgerald confirmed that businesses not explicitly ordered to close that employ greater than 50 people at any given time are not “gatherings” for the purposes of the Special Measures Order.

If you are uncertain on where your business stands in relation to this order, or if you have any questions, please contact the authors of this piece as we would be happy to assist.


This article is provided for general information only. 

Click here to subscribe to Stewart McKelvey Thought Leadership.

SHARE

Archive

Search Archive


 
 

Good Faith Fisheries: New case on Crown consultation & regulation of Aboriginal fisheries

March 22, 2016

By Jennifer Taylor Why is this case a big deal? It started with two salmon. Now, after several years of litigation, the Nova Scotia Provincial Court in R v Martin, 2016 NSPC 14 has stayed proceedings against…

Read More

Atlantic Employers’ Counsel – Winter 2016

March 10, 2016

THE EDITORS’ CORNER Michelle Black and Sean Kelly One day, the line between mental and physical disabilities may not be so pronounced, but, for now, distinctions are still drawn between Employee A with, for example, diabetes and…

Read More

Hiring the “Right” Employee

February 24, 2016

By Lisa Gallivan Employees can be your biggest asset, if you hire the right people. This can often be one of the biggest decisions that you make as a business owner or employer. The “right” employee…

Read More

Bye, Bye Canadian P.I.?: What Apple’s fight against the FBI means for the protection of Personal Information in Canada

February 23, 2016

By Burtley Francis and Kathleen Leighton Order Up: Apple, P.I. Recently, the public safety versus personal privacy debate has been brought to main headlines. Apple is facing a court order (available here) requiring the company to assist the FBI in the investigation of…

Read More

Client Update: Outlook for the 2016 Proxy Season

February 12, 2016

In preparing for the 2016 proxy season, you should be aware of some regulatory changes and institutional investor guidance that may impact disclosure to and interactions with your shareholders. This update highlights what is new…

Read More

Left Sharks and Copy Cats: The Super Bowl’s Impact on Protecting a Brand

February 5, 2016

By Burtley Francis and Michael MacIsaac You remember Left Shark… The Super Bowl is a lot of things to a lot of people and is arguably the most anticipated event of the year that is not a holiday…

Read More

The Labour Relations of First Nations’ Fisheries: Who gets to decide?

February 2, 2016

By Jennifer Taylor Summary The Canada Industrial Relations Board recently held that it had no jurisdiction as a federal board to certify a bargaining unit comprised of fisheries employees of the Waycobah First Nation. The decision…

Read More

Can an employer prohibit tattoos and piercings?

January 21, 2016

By Peter McLellan, QC In the 1970s the issue for employers was long hair and sideburns. In the 1980’s it was earrings for men. Today the employer’s concerns are with tattoos and facial piercings. What are…

Read More

Settling for it: Two new NS decisions on settlement agreements and releases

January 15, 2016

By Jennifer Taylor Introduction It sounds simple: Two disputing parties, hoping to resolve their disagreement without drawn-out court proceedings, will mutually agree to a settlement on clear terms; release each other from all claims; and move…

Read More

Labour and Employment Legislative Update 2015

December 23, 2015

2015 ends with changes in workplace laws that our region’s employers will want to be aware of moving into 2016. Some legislation has been proclaimed and is in force, some has passed and will be…

Read More

Search Archive


Scroll To Top