Common use of Benefits Under the Supplementary Unemployment Benefit Plan for Regular Employees Clause in Contracts

Benefits Under the Supplementary Unemployment Benefit Plan for Regular Employees. Provided they qualify for EI payments regular employees who are eligible for pregnancy leave or parental leave shall be paid a benefit in accordance with the Supplementary Unemployment Benefit Plan. In order to receive this benefit, the employee must provide the Company with proof that he/she has applied for and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act. The grant payment may only be paid upon receipt of proof that the employee is eligible for EI benefits. The simplest "proof of eligibility" is the counterfoil from the employee's first EI cheque. According to the Supplementary Unemployment Benefit Plan payment will consist of: 1. For those on pregnancy leave, two weeks at 93 percent (93%) of the employee's base pay. 2. For those on pregnancy leave, up to fifteen additional weekly payments dependent on the length of his/her EI entitlement, equivalent to the difference between the unemployment insurance benefits the employee is eligible to receive and 93 percent (93%) of the employee's base pay. 3. For those on parental leave, the equivalent of 93% of the employee’s base pay for three weeks. 4. Other earnings received by the employee will be considered so that the total combination of SUB, EI benefit and other earnings will not exceed 93 percent of the employee's base pay. These payments will only be made if the employee signs an agreement with the Company, providing: (a) that he/she will return to work and remain in the Company’s employ for a period of six months from the date of return to work; (b) that he/she will return to work on the date of the expiry of her pregnancy leave or his/her adoption, or parental leave, unless the employee is entitled to another leave provided for in this agreement; (c) that the employee recognizes that he/she is indebted to the Company for the payments received if he/she fails to return to work as per the provisions of subsections (a) and (b).

Benefits Under the Supplementary Unemployment Benefit Plan for Regular Employees. Provided they qualify for EI payments regular female employees who are eligible for pregnancy leave or parental leave the regular employee who is the parent designated as the primary caregiver in a legal adoption proceeding shall be paid a benefit in accordance with the Supplementary Unemployment Benefit Plan. In order to receive this benefit, the employee must provide the Company with proof that he/she has applied for and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act. The grant payment may only be paid upon receipt of proof that the employee is eligible for EI benefits. The simplest "proof of eligibility" is the counterfoil from the employee's first EI cheque. According to the Supplementary Unemployment Benefit Plan payment will consist of: 1. For those on pregnancy leave, two Two weeks at 93 percent (93%) of the employee's base pay. 2. For those on pregnancy leave, up Up to fifteen additional weekly payments dependent on the length of his/her EI entitlement, equivalent to the difference between the unemployment insurance benefits the employee is eligible to receive and 93 percent (93%) of the employee's base pay. 3. For those on parental leaveIn the case of a legal adoption, in addition to the Supplementary Unemployment Benefit Plan payments, the primary caregiver shall receive the equivalent of 93% of two weeks base salary in the employee’s base pay for three weeksthirteenth and fourteenth weeks of the leave. 4. Other earnings received by the employee will be considered so that the total combination of SUB, EI benefit and other earnings will not exceed 93 percent of the employee's base pay. These payments will only be made if the employee signs an agreement with the Company, providing: (a) that he/she will return to work and remain in the Company’s employ for a period of six months from the date of return to work; (b) that he/she will return to work on the date of the expiry of her pregnancy leave or his/her adoption, or parental adoption leave, unless the employee is entitled to another leave provided for in this agreement; (c) that the employee recognizes that he/she is indebted to the Company for the payments received if he/she fails to return to work as per the provisions of subsections (a) and (b).

Benefits Under the Supplementary Unemployment Benefit Plan for Regular Employees. Provided they qualify for EI payments regular female employees who are eligible for pregnancy leave or parental leave the regular employee who is the parent designated as the primary caregiver in a legal adoption proceeding shall be paid a benefit in accordance with the Supplementary Unemployment Benefit Plan. In order to receive this benefit, the employee must provide the Company IESO with proof that he/she has applied for and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act. The grant payment may only be paid upon receipt of proof that the employee is eligible for EI benefits. The simplest "proof of eligibility" is the counterfoil from the employee's first EI cheque. According to the Supplementary Unemployment Benefit Plan payment will consist of: 1. For those on pregnancy leave, two Two weeks at 93 percent (93%) of the employee's base pay. 2. For those on pregnancy leave, up Up to fifteen additional weekly payments dependent on the length of his/her EI entitlement, equivalent to the difference between the unemployment insurance benefits the employee is eligible to receive and 93 percent (93%) of the employee's base pay. 3. For those on parental leaveIn the case of a legal adoption, in addition to the Supplementary Unemployment Benefit Plan payments, the primary caregiver shall receive the equivalent of 93% of two weeks base salary in the employee’s base pay for three weeksthirteenth and fourteenth weeks of the leave. 4. Other earnings received by the employee will be considered so that the total combination of SUB, EI benefit and other earnings will not exceed 93 percent of the employee's base pay. These payments will only be made if the employee signs an agreement with the CompanyIESO, providing: (a) that he/she will return to work and remain in the Company’s IESO employ for a period of six months from the date of return to work; (b) that he/she will return to work on the date of the expiry of her pregnancy leave or his/her adoption, or parental adoption leave, unless the employee is entitled to another leave provided for in this agreement; (c) that the employee recognizes that he/she is indebted to the Company IESO for the payments received if he/she fails to return to work as per the provisions of subsections (a) and (b).

Benefits Under the Supplementary Unemployment Benefit Plan for Regular Employees. Provided they qualify for EI payments regular employees who are eligible for pregnancy leave or parental leave shall be paid a benefit in accordance with the Supplementary Unemployment Benefit Plan. In order to receive this benefit, the employee must provide the Company with proof that he/she has applied for and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act. The grant payment may only be paid upon receipt of proof that the employee is eligible for EI benefits. The simplest "proof of eligibility" is the counterfoil from the employee's first EI cheque. According to the Supplementary Unemployment Benefit Plan payment will consist of: 1. For those on pregnancy leave, two weeks at 93 percent (93%) of the employee's base pay. 2. For those on pregnancy leave, up to fifteen additional weekly payments dependent on the length of his/her EI entitlement, equivalent to the difference between the unemployment insurance benefits the employee is eligible to receive and 93 percent (93%) of the employee's base pay. 3. For those on parental leave, the equivalent of 93% of the employee’s base pay for three weeks. 4. Other earnings received by the employee will be considered so that the total combination of SUB, EI benefit and other earnings will not exceed 93 percent of the employee's base pay. These payments will only be made if the employee signs an agreement with the Company, providing: (a) that he/she will return to work and remain in the Company’s employ for a period of six months from the date of return to work; (b) that he/she will return to work on the date of the expiry of her pregnancy leave or his/her adoption, or parental adoption leave, unless the employee is entitled to another leave provided for in this agreement; (c) that the employee recognizes that he/she is indebted to the Company for the payments received if he/she fails to return to work as per the provisions of subsections (a) and (b).

Benefits Under the Supplementary Unemployment Benefit Plan for Regular Employees. Provided they qualify for EI payments regular female employees who are eligible for pregnancy leave or parental leave the regular employee who is the parent designated as the primary caregiver in a legal adoption proceeding shall be paid a benefit in accordance with the Supplementary Unemployment Benefit Plan. In order to receive this benefit, the employee must provide the Company with proof that he/she has applied for and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act. The grant payment may only be paid upon receipt of proof that the employee is eligible for EI benefits. The simplest "proof of eligibility" is the counterfoil from the employee's first EI cheque. According to the Supplementary Unemployment Benefit Plan payment will consist of: 1. For those on pregnancy leave, two Two (2) weeks at 93 ninety-three percent (93%) of the employee's base pay. 2. For those on pregnancy leave, up Up to fifteen (15) additional weekly payments dependent on the length of his/her EI entitlement, equivalent to the difference between the unemployment insurance benefits the employee is eligible to receive and 93 ninety-three percent (93%) of the employee's base pay. 3. For those on parental leaveIn the case of a legal adoption, in addition to the Supplementary Unemployment Benefit Plan payments, the primary caregiver shall receive the equivalent of ninety-three percent (93% %) of two (2) weeks base salary in the thirteenth and fourteenth weeks of the employee’s base pay for three weeksleave. 4. Other earnings received by the employee will be considered so that the total combination of SUB, EI benefit and other earnings will not exceed 93 ninety-three percent (93%) of the employee's base pay. These payments will only be made if the employee signs an agreement with the Company, providing: (a) that he/she will return to work and remain in the Company’s employ for a period of six (6) months from the date of return to work; (b) that he/she will return to work on the date of the expiry of her pregnancy leave or his/her adoption, or parental adoption leave, unless the employee is entitled to another leave provided for in this agreement;Agreement; and (c) that the employee recognizes that he/she is indebted to the Company for the payments received if he/she fails to return to work as per the provisions of subsections Subsections (a) and (b).

Benefits Under the Supplementary Unemployment Benefit Plan for Regular Employees. Provided they qualify for EI payments regular female employees who are eligible for pregnancy leave or parental leave shall be paid a benefit in accordance with the Supplementary Unemployment Benefit Plan. In order to receive this benefit, the employee must provide the Company with proof that he/she has applied for and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act. The grant payment may only be paid upon receipt of proof that the employee is eligible for EI benefits. The simplest "proof of eligibility" is the counterfoil from the employee's first EI cheque. According to the Supplementary Unemployment Benefit Plan payment will consist of: 1. For those on pregnancy leave, two weeks at 93 percent (93%) of the employee's base pay. 2. For those on pregnancy leave, up to fifteen additional weekly payments dependent on the length of his/her the employee’s EI entitlement, equivalent to the difference between the unemployment insurance benefits the employee is eligible to receive and 93 percent (93%) of the employee's base pay. 3. For those on parental leave, the equivalent of 93 percent (93% %) of the employee’s base pay for up to three weeks. 4. Other earnings received by the employee will be considered so that the total combination of SUB, EI benefit and other earnings will not exceed 93 percent of the employee's base pay. These payments will only be made if the employee signs an agreement with the Company, providing: (a) that he/she will return to work and remain in the Company’s employ for a period of six months from the date of return to work; (b) that he/she will return to work on the date of the expiry of her pregnancy leave or his/her adoption, adoption or parental leave, unless the employee is entitled to another leave provided for in this agreement; (c) that the employee recognizes that he/she is indebted to the Company for the payments received if he/she fails to return to work as per the provisions of subsections (a) and (b).

Benefits Under the Supplementary Unemployment Benefit Plan for Regular Employees. Provided they qualify for EI payments regular employees who are eligible for pregnancy leave or parental leave shall be paid a benefit in accordance with the Supplementary Unemployment Benefit Plan. In order to receive this benefit, the employee must provide the Company with proof that he/she has applied for and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act. The grant payment may only be paid upon receipt of proof that the employee is eligible for EI benefits. The simplest "proof of eligibility" is the counterfoil from the employee's first EI cheque. According to the Supplementary Unemployment Benefit Plan payment will consist of: 1. For for those on pregnancy leave, two weeks at 93 percent (93%) of the employee's base pay. 2. For those on pregnancy leave, up to fifteen additional weekly payments dependent on the length of his/her EI entitlement, equivalent to the difference between the unemployment insurance benefits the employee is eligible to receive and 93 percent (93%) of the employee's base pay. 3. For for those on parental leave, the equivalent of 93% of the employee’s base pay for three four weeks. 4. Other earnings received by the employee will be considered so that the total combination of SUB, EI benefit and other earnings will not exceed 93 percent of the employee's base pay. These payments will only be made if the employee signs an agreement with the Company, providing: (a) that he/she will return to work and remain in the Company’s employ for a period of six months from the date of return to work; (b) that That he/she will return to work on the date of the expiry of her pregnancy leave or his/her adoption, or parental adoption leave, unless the employee is entitled to another leave provided for in this agreement; (c) that That the employee recognizes that he/she is indebted to the Company for the payments received if he/she fails to return to work as per the provisions of subsections (a) and (b).