Benefits Under the Supplementary Unemployment Benefit (SUB Sample Clauses

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the SUB Plan, the employee: i) must provide Inergi with proof that she/he has applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act (EI); and, ii) must be regular and employed by Inergi for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave. b) According to the SUB Plan, payments will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base pay (pregnancy leaves only, not parental leaves); and ii) when receiving EI benefits, payments equivalent to the difference between the EI benefits and ninety-three percent (93%) of the employee's base pay. See attached chart for duration of this “top up”. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional $300 as a lump sum as full compensation for any clawback that may be required by Revenue Canada or any other government agency. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 42.3(b)(i), 42.3(b)(ii) and 42.3 (b)(iii) shall be adjusted accordingly. c) An employee who qualifies under Section 42.3(a) shall sign an agreement with Inergi providing: i) that she/he will return to work and remain in Inergi’s employ for a period of six (6) months from the date of return to work; ii) that she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with Inergi’s consent or unless the employee is then entitled to a leave extension provided for in this Article; iii) that should the employee fail to return to work as per the provisions of Subsections 42.3(c)(i) and 42.3(c)(ii), the employee recognizes that she/he is indebted to Inergi for the amount received under the SUB plan. 15 wks EI+SUB=93% 2 wks 93% Plus Parental Leave as outlined below. 2 week waiting period (if required)* 3 weeks • Duration of Parental Leave is maximum 35 weeks if the employee has preceded their Parental Leave with Pregnancy Leave. Otherwise, maximum is 37 weeks. 43 SICK LEAVE PLAN It is recognized that the provisions of the Sick Leave Plan are not an automatic right of an employee and that administration of this Plan and all decisions regarding ...

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the Supplementary Unemployment Benefit Plan, the employee: i) must provide OPG with proof that they have applied for, and is eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act; and, ii) must be regular and employed by OPG for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (a) be on pregnancy leave, or (b) be on parental leave.

Benefits Under the Supplementary Unemployment Benefit (SUB. Plan a) In order to be paid a leave benefit in accordance with the Supplementary Unemployment Benefit Plan, the Employee: i. must provide the Employer with proof that they have applied for, and are eligible to receive unemployment insurance benefits pursuant to the Employment Insurance Act; and, ii. must be regular and employed by the Employer for at least thirteen (13) weeks immediately preceding the date of delivery/adoption; and, iii. must be on pregnancy leave, or be on parental leave. b) According to the Supplementary Unemployment Benefit Plan, payments will consist of the following: i. for the first week of pregnancy or parental leave, an Employee to whom the EI waiting period is applied is entitled to payment equivalent to seventy five percent (75%) of the Employee's base pay; and ii. when receiving EI benefits, the Employee is eligible to receive payments equivalent to the difference between the EI benefits and seventy five percent (75%) of the Employee's base pay for up to sixteen (16) weeks while on pregnancy leave and for up to five (5) weeks while on parental leave. Where the Employee's base salary exceeds