Statement from We Are Golf About COVID-19

We Are Golf (The National Allied Golf Associations/NAGA) are committed to ensuring the health and safety of our members, golfers, staff, volunteers and industry stakeholders as well as every Canadian in the communities where we live, work and play.

The COVID-19 crisis is an unprecedented and difficult time for Canadians. We Are Golf fully supports the recommendations and guidelines of Health Canada, the World Health Organization and regional public health experts to stop the community spread of the virus. As leaders in an industry that employs more than 300,000 Canadians and includes nearly six million golfers from coast to coast, our priority above all else is the health and safety of our people and our communities.

Where governments have not mandated the temporary closure of golf courses, operators of those facilities should take every health and safety precaution. We Are Golf also advocates for the essential need for golf course property maintenance during any of the temporary closures to be ready for operation while taking every health and safety precaution.

We look forward to better and healthier days and when the time is right for Canadians to return to recreational normalcy, clubs and courses will be ready to welcome golfers back to the tee.

COVID-19 Resources for the British Columbia Golf Industry


Last Updated: June 23, 2020

The Allied Golf Association of British Columbia (AGA-BC) is pleased to provide the following resources for British Columbia golf industry owners, managers, employees and industry partners amidst the COVID-19 crisis.


British Columbia Golf Updates

Canadian Society of Club Managers

Golf Canada Updates and Resource Page

National Golf Course Owners Association Canada (NGCOA) 

PGA of Canada COVID-19 Member Resource Hub

Tourism Industry Association of BC

Destination BC


Federal Government of Canada:
Coronavirus Disease (COVID-19) – Benefits and Services
COVID-19 Economic Response Plan

Government of British Columbia: 
We are in Phase 2 of 4 – British Columbia’s Response to COVID-19
Ministerial Order of the Provincial Health Officer for Food Service Establishments and Liquor Service – June 10, 2020
Ministerial Order of the Provincial Health Officer for Food Service Establishments – May 15, 2020
Ministerial Order of the Provincial Health Officer for Workplace COVID-19 Safety Plans – May 14, 2020
BC’s Restart Plan
COVID-19 Supports for Businesses
COVID-19 Action Plan
COVID-19 Provincial Support and Information
Managing COVID 19 Stress, Anxiety and Depression
COVID-19 BC Support App and Self-Assessment Tool – Download on the App, Get it on Google Play or visit the Self-Assessment Website
Share Ideas on BC’s Recovery Plan

COVID-19 Information and Resources
COVID-19 and Returning to Safe Operations – Phase 2
COVID-19 Returning to Safe Operations Frequently Asked Questions
COVID-19 Safety Plan* REQUIRED of every golf course in operation
Exposure Control Plan* REQUIRED of every golf course in operation
Restaurants, Cafes and Pubs: Protocols for Returning to Operations
Retail: Protocols for Returning to Operations
Office: Protocols for Returning to Operations


If you are currently operating:

WorkSafeBC’s Guide to What Employer’s Should Do

WorkSafeBC’s Guide to Preventing Exposure to COVID-19 in the Workplace


Support for Businesses from the Canadian Government

Prime Minister announces extension of the Canada Emergency Wage Subsidy (CEWS) for qualifying businesses through to the end of August. – May 15

Prime Minister announces partnerships with provinces and territories to deliver the Canada Emergency Commercial Rent Assistance for small businesses. – April 24

Prime Minister Announces Additional Support for Small Businesses Facing Impacts of COVID-19 – April 16

Prime Minister Announces Support for Small Businesses Facing Impacts of COVID-19 – March 27

How to cope with the effects of COVID-19 on your business

COVID-19 Supports for Small Businesses in BC

75% Wage Subsidy:

  • On May 15 Prime Minister Justin Trudeau announced an extension of the Canada Emergency Wage Subsidy (CEWS) through to the end of August, 2020. (Via Global News)
  • Canada Emergency Wage Subsidy (CEWS) provides a 75% wage subsidy to eligible employers for up to 24 weeks, retroactive to March 15th, to August 29, 2020. (Application Guide
  • This wage subsidy aims to prevent further job losses, encourage employers to re-hire workers previously laid off as a result of COVID-19, and help better position Canadian companies and other employers to more easily resume normal operations during the crisis.
  • Eligible Employers
    • individuals, taxable corporations, partnerships of eligible employers, non-profit organizations and registered charities
    • those that have received a drop of at least 15% of their revenue in March 2020 and 30% in the following months.
  • Eligible Employees
    • An eligible employee is an individual who is employed in Canada.
  • Amount of Subsidy:
    • For those companies experiencing a decrease in revenues of at least 15% in March, the government will cover up to 75% of a salary on the first $58,700, which could mean payments of up to $847 a week.
  • The prime minister also encouraged businesses to top up their employees’ wages with the remaining 25% of their pre-crisis salaries. “We are trusting you to do the right thing” says Trudeau “If you have the means to pay the remaining 25% that is not covered by the subsidy, do it”
  • How to Apply
    • Eligble employers would be able to apply for CEWS through the Canada Revenue Agency’s My Business Account portal as wel as a web-based applicatoin.  Employers would have to keep records demonstrating their reduction in arm’s length revneues and renumeration paid to employees. 
  • Ensuring Compliance
    • Prime Minister Trudeau announced serious consequences for those who abuse the system with his funding announcement.
    • In order to maintain the integrity of the program and to ensure that it helps Canadians keep their jobs, employers would be required to repay amounts paid under the CEWS if they do not meet the eligibility requirements.  Penalties may apply in cases of fraudulent claims and may include fines and imprisonment.

Canada Emergency Business Account

The new Canada Emergency Business Account will provide interest-free loans of up to $40,000 to small businesses and not-for-profits, to help cover their operating costs during a period where their revenues have been temporarily reduced.

To qualify, these organizations will need to demonstrate they paid between $50,000 to $1 million in total payroll in 2019.

Employment Termination / Lay-Offs:

  • Employers must give notice and/or pay to end employment or temporarily lay off employees.
  • The amount of written notice and/or pay is based on how long an employee has been employed.
    • Employed for three months = one week of notice and/or pay
    • Employed for one year = two weeks of notice and/or pay
    • Employed for three or more years = three weeks of notice and/or pay, plus one week of notice/pay for each additional year of employment (to a maximum of eight weeks)
  • Temporary Lay-offs 
    • An employee is laid off when they’re given less work or no work – with the plan that the employee will return to a regular work schedule. If an employee’s hours are reduced, they are considered laid off as soon as they earn less than 50 percent of their weekly wages at the regular rate (averaged over the previous eight weeks
    • Temporary layoffs can only be up to 13 weeks in a period of 20 weeks.
    • They are only considered temporary if the layoff is part of an employment contract or the employee agrees to the layoff.  You must have them sign a voluntary temporary lay-off agreement.
    • You do not have to pay out vacation nor statutory severance.
    • If the temporary layoff is longer than 13 weeks, it becomes a termination of employment. The start of the layoff is the termination date and the employer must give pay for length of service based on this date

Record of Employment:

  • How to Complete the Record of Employment Form
  • If your employees are directly affected by the coronavirus (COVID-19) and they are no longer working, you must issue a Record of Employment (ROE).
  • When the employee is sick or quarantined, use code D (Illness or injury) as the reason for separation (block 16). Do not add comments.
  • When the employee is no longer working due to a shortage of work because the business has closed or decreased operations due to coronavirus (COVID-19), use code A (Shortage of work). Do not add comments.
  • When the employee refuses to come to work but is not sick or quarantined, use code E (Quit) or code N (Leave of absence), as appropriate. Avoid adding comments unless absolutely necessary.

Supplemental Unemployment Benefit Plan – EI Top-Up:

Unpaid Job-Protected Leave:

Tax Changes:

Other Initiatives: 


Working within the COVID-19 Pandemic:

Financial Assistance:

  • Employment Insurance Benefits in Canada
    • EI Regular Benefits Overiew
    • How much you could receive – We cannot tell you exactly how much you will receive before we process your application. For most people, the basic rate for calculating EI benefits is 55% of your average insurable weekly earnings, up to a maximum amount. As of January 1, 2020, the maximum yearly insurable earnings amount is $54,200. This means that you can receive a maximum amount of $573 per week.
    • Apply for EI here
  • Working While on EI
    • If you work while receiving regular benefits and have served your waiting period, you will be able to keep 50 cents of your EI benefits for every dollar you earn, up to 90 percent of the weekly insurable earnings used to calculate your EI benefit amount. This 90 percent amount is called the earnings threshold. If you earn any money above this threshold, we will deduct it dollar for dollar from your benefits.
    • For more information, visit the Working While on Claim page.
    • When you work and receive benefits at the same time, you must report your work earnings and hours for each week you work, in the week in which the work occurred.
    • If you receive other payments while receiving EI, some types of earnings will be deducted from your EI benefits, while other types of income have no impact on your EI benefits. You can refer to the earnings chart  to find out if a payment constitutes earnings for benefit purposes and, if so, how those earnings are allocated.
    •  Here’s an example provided by Service Canada:
      • John was laid off when the grocery store where he worked shut down. His weekly earnings at the grocery store were $500, so his weekly EI benefit rate is $275 (55 percent of $500). He has found a part-time job at a restaurant, where he works three days a week and earns $300 per week.
      • As a result, his $275 in EI benefits are reduced by $150 or 50 cents for every dollar he earns at the restaurant ($300 ÷ 2 = $150). This brings his total EI benefit to $125 ($275 – $150 = $125).
      • In the end, John takes home $125 per week in EI benefits plus his part-time wages of $300, for a total of $425.

Federal Assistance Highlights:

 Provincial Help Highlights:

Additional Assistance:

  • Canada’s big six banks will allow mortgage payment deferrals for up to six months during the coronavirus pandemic.
  • BC Hydro will allow customers to defer bill payments or arrange a payment plan with no penalty.
  • FortisBC is waiving late payment fees and pledging not to disconnect customers for any reason, as well as working with customers to come up with flexible payment plans.
  • ICBC says has an existing policy that allows customers to defer a payment once in their term in times of financial hardship.
  • TD Canada Trust, CIBC, National Bank and Scotiabank are offering relief on credit products on a case-by-case basis, Royal Bank is allowing customers to skip a monthly payment and BMO is allowing a deferral of payment on loans or credit card bills of up to three months.