Common use of Benefits Under the Supplementary Unemployment Benefit (SUB) Plan Clause in Contracts

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 IESO with proof that she/he has applied for, and is eligible to receive Employment Insurance (EI) benefits pursuant to the Employment Insurance Act; and, ii) must be regular and employed by the IESO 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 and be the parent claiming the status of primary caregiver. In the case of adoptive parents, benefits begin after gaining custody of the child, through legal adoption, where the child is raised in the home. b) According to the Supplementary Unemployment Benefit Plan, payments for employees while they are on pregnancy leave 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; and ii) when receiving EI benefits, up to fifteen (15) additional weeks’ payments, equivalent to the difference between the EI benefits the employee is eligible to receive and ninety-three percent (93%) of the employee's base pay. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 47.4(b)(i) and 47.4(b)(ii) shall be adjusted accordingly. c) According to the Supplementary Unemployment Benefit Plan, payments for employees while they are on Parental Leave will consist of the following: i) if the employee is required under EI rules to forego benefits during the two-week EI waiting period at the commencement of the parental leave: 1. Payments equivalent to ninety-three (93%) of the employee's base pay during the two-week EI waiting period; and, 2. When receiving EI benefits, up to eight (8) additional weeks payments, equivalent to the difference between El benefits the employee is eligible to receive and ninety-three percent (93%) of ii) if the employee is not required, under EI rules, to forego benefits during the two-week EI waiting period at the commencement of parental leave, 1. When receiving EI benefits, up to ten (10) weeks payments, equivalent to the difference between El benefits the employee is eligible to receive and ninety-three percent (93%) of the employee's base pay. 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 CRA or any other government agency. iii) where an employee becomes eligible for an annual increment/ salary schedule adjustment during the period of parental leave, payments under 47.4(c)(i) and 47.4(c)(ii) shall be adjusted accordingly. d) An employee who qualifies under Section 47.4(a) shall sign an Agreement with the IESO providing: i) that she/he will return to work and remain in the IESO'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 the IESO’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 47.4(d)(i) and 47.4(d)(ii), the employee recognizes that she/he is indebted to the IESO for the amount received under the SUB plan.

Benefits Under the Supplementary Unemployment Benefit (SUB) Plan. Clarity Note: In order to be eligible for SUB Plan payments, an employee must be in receipt of Employment Insurance Benefits and must begin and end their parental leave within 52 weeks in which the child is born or comes into the custody, care and control of the parent for the first time pursuant to the Employment Insurance Act. Employees are advised to consult with the Employment Insurance office to clarify their entitlements. a) In order to be paid a leave benefit in accordance with the Supplementary Unemployment Benefit Plan, the employee: i) must Must provide the IESO Xxxxx Power with proof that she/he has applied for, and is eligible to receive Employment Insurance (EI) unemployment insurance benefits pursuant to the Employment Insurance Act; and, ii) must Must be regular and employed by the IESO Xxxxx Power for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (Must a) be on pregnancy leave, or (b) be on parental leave and be the parent claiming the status of primary caregiver. In the case of adoptive parents, benefits begin after gaining custody of the child, through legal adoption, where the child is raised in the homeleave. b) According to the Supplementary Unemployment Benefit Plan, payments for employees while they are on pregnancy leave will consist of the following: i) for For the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base paypay (includes parental leaves); and ii) when When receiving EI benefits, up the employee is eligible to fifteen (15) additional weeks’ payments, receive payments equivalent to the difference between the EI benefits the employee is eligible to receive and ninety-three percent (93%) of the employee's base pay. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional iiipay for up to fifteen (15) where an employee becomes eligible weeks while on pregnancy leave and for an annual increment/salary schedule adjustment during the period of pregnancy/up to five (5) weeks while on parental leave, payments under 47.4(b)(i) and 47.4(b)(ii) shall be adjusted accordingly. c) According to the Supplementary Unemployment Benefit Plan, payments for employees while they are on Parental Leave will consist of the following: i) if the employee is required under EI rules to forego benefits during the two-week EI waiting period at the commencement of the parental leave: 1. Payments equivalent to ninety-three (93%) of the employee's base pay during the two-week EI waiting period; and, 2. When receiving EI benefits, up to eight (8) additional weeks payments, equivalent to the difference between El benefits the employee is eligible to receive and ninety-three percent (93%) of ii) if the employee is not required, under EI rules, to forego benefits during the two-week EI waiting period at the commencement of parental leave, 1. When receiving EI benefits, up to ten (10) weeks payments, equivalent to the difference between El benefits the employee is eligible to receive and ninety-three percent (93%) of the employee's base pay. 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. clawback that may be required by CRA Canada Customs and Revenue Agency or any other government agency. iii) where Where an employee becomes eligible for an annual increment/ increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 47.4(c)(i41.3 b) i) and 47.4(c)(ii41.3 b) ii) shall be adjusted accordingly. dc) An employee who qualifies under Section 47.4(a41.3 a) shall sign an Agreement agreement with the IESO Xxxxx Power providing: i) that That she/he will return to work and remain in the IESOXxxxx Power's employ for a period of six (6) months from the date of return to work;. ii) that That she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with the IESOXxxxx Power’s consent or unless the employee is then entitled to a leave extension provided for in this Article;. iii) that That should the employee fail to return to work as per the provisions of Subsections 47.4(d)(i41.3 c) i) and 47.4(d)(ii41.3 c) ii), the employee recognizes that she/he is indebted to the IESO Xxxxx Power for the amount received under the SUB plan.

Benefits Under the Supplementary Unemployment Benefit (SUB) Plan. ‌ a) In order to be paid a leave benefit in accordance with the Supplementary Unemployment Benefit SUB Plan, the employee: i) must provide the IESO Hydro One with proof that she/he has applied for, and is eligible to receive Employment Insurance (EI) unemployment insurance benefits pursuant to the Employment Insurance ActAct (EI); and, ii) must be regular and employed by the IESO Hydro One 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 and be the parent claiming the status of primary caregiver. In the case of adoptive parents, benefits begin after gaining custody of the child, through legal adoption, where the child is raised in the homeleave. b) According to the Supplementary Unemployment Benefit SUB Plan, payments for employees while they are on pregnancy leave will consist of the following: i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the employee's base paypay (pregnancy leaves only, not parental leaves); and ii) when receiving EI benefits, up to fifteen (15) additional weeks’ payments, payments equivalent to the difference between the EI benefits the employee is eligible to receive and ninety-three percent (93%) of the employee's base pay. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additionalSee attached chart for duration of this “top up”. iii) where an employee becomes eligible for an annual increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 47.4(b)(i43.3(b)(i), 43.3(b)(ii) and 47.4(b)(ii43.3 (b)(iii) shall be adjusted accordingly. c) According to the Supplementary Unemployment Benefit Plan, payments for employees while they are on Parental Leave will consist of the following: i) if the employee is required under EI rules to forego benefits during the two-week EI waiting period at the commencement of the parental leave: 1. Payments equivalent to ninety-three (93%) of the employee's base pay during the two-week EI waiting period; and, 2. When receiving EI benefits, up to eight (8) additional weeks payments, equivalent to the difference between El benefits the employee is eligible to receive and ninety-three percent (93%) of ii) if the employee is not required, under EI rules, to forego benefits during the two-week EI waiting period at the commencement of parental leave, 1. When receiving EI benefits, up to ten (10) weeks payments, equivalent to the difference between El benefits the employee is eligible to receive and ninety-three percent (93%) of the employee's base pay. 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 CRA or any other government agency. iii) where an employee becomes eligible for an annual increment/ salary schedule adjustment during the period of parental leave, payments under 47.4(c)(i) and 47.4(c)(ii) shall be adjusted accordingly. d) An employee who qualifies under Section 47.4(a43.3(a) shall sign an Agreement agreement with the IESO Hydro One providing: i) that she/he will return to work and remain in the IESO's Hydro One’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 the IESOHydro One’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 47.4(d)(i43.3(c)(i) and 47.4(d)(ii43.3(c)(ii), the employee recognizes that she/he is indebted to the IESO Hydro One for the amount received under the SUB plan. PREGNANCY/PARENTAL LEAVES - TIME LINES ‌ 2 wks 15 wks 93% EI SUB=93% Plus Parental Leave as outlined below. 2 week waiting period (if required)* 3 weeks Maximum 32 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. 44 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 the appropriateness or degree of its application shall be vested solely in the Company. 44.1 The Sick Leave Plan provides for maintenance of an employee's income when he/she is absent from work due to illness or non-occupational injury. 44.2 Employees are granted 23 days of sick leave a year - eight (8) days at full pay and 15 days at three-quarter pay. These grants accumulate continuously each year if not used, up to a maximum of 200 days at three-quarter pay and no limit to the number of days at full pay. If an employee’s ECD is between January 1st and June 30th, the date that he/she accumulates sick leave credits (“accumulation date”) will be the first pay period of January. If an employee’s ECD is between July 1st and December 31st, his/her accumulation date is the first pay period of July. 44.3 (This Section applies only to employees hired before January 1, 2002. It does not apply to employees hired on or after this date). In the year in which an employee completes six years of service, all sick leave used in the first year of service will be restored. In the 7th year of service, all sick leave used in the 2nd year of service will be restored. This will continue until the employee has completed 15 years of service. In the 16th year of service, all sick leave used in the 11th through to the 15th years of service will be restored. In every year after 16 years of service, sick leave credits will be restored at the end of the year following the year in which they were used. There will be no payout of unused sick leave credits when an employee leaves the service of Hydro One. The date that an employee’s sick leave credits are restored (“restoration date”) will be the same as his/her accumulation date.

Benefits Under the Supplementary Unemployment Benefit (SUB) Plan. Clarity Note: In order to be eligible for SUB Plan payments, an employee must be in a) In order to be paid a leave benefit in accordance with the Supplementary Unemployment Benefit Plan, the employee: i) must Must provide the IESO Xxxxx Power with proof that she/he has applied for, and is eligible to receive Employment Insurance (EI) employment insurance benefits pursuant to the Employment Insurance Act; and, ii) must Must be regular and employed by the IESO Xxxxx Power for at least 13 weeks immediately preceding the date of delivery/adoption; and, iii) must (Must a) be on pregnancy leave, or (b) be on parental leave and be the parent claiming the status of primary caregiver. In the case of adoptive parents, benefits begin after gaining custody of the child, through legal adoption, where the child is raised in the homeleave. b) According to the Supplementary Unemployment Benefit Plan, payments for employees while they are on pregnancy leave will consist of the following: i) for For the first two (2) weeksweek of pregnancy or parental leave, payments an employee to whom the EI waiting period is applied is entitled to payment equivalent to ninety-ninety three percent (93%) of the employee's base pay; and ii) when When receiving EI benefits, up the employee is eligible to fifteen (15) additional weeks’ payments, receive payments equivalent to the difference between the EI benefits the employee is eligible to receive and ninety-ninety three percent (93%) of the employee's base pay. Where the employee's base salary exceeds 1.5 times the Years Maximum Insurable Earnings, the employee will receive an additional iiipay for up to fifteen (15) where an employee becomes eligible weeks while on pregnancy leave and for an annual increment/salary schedule adjustment during the period of pregnancy/up to five (5) weeks while on parental leave, payments under 47.4(b)(i) and 47.4(b)(ii) shall be adjusted accordingly. c) According to the Supplementary Unemployment Benefit Plan, payments for employees while they are on Parental Leave will consist of the following: i) if the employee is required under EI rules to forego benefits during the two-week EI waiting period at the commencement of the parental leave: 1. Payments equivalent to ninety-three (93%) of the employee's base pay during the two-week EI waiting period; and, 2. When receiving EI benefits, up to eight (8) additional weeks payments, equivalent to the difference between El benefits the employee is eligible to receive and ninety-three percent (93%) of ii) if the employee is not required, under EI rules, to forego benefits during the two-week EI waiting period at the commencement of parental leave, 1. When receiving EI benefits, up to ten (10) weeks payments, equivalent to the difference between El benefits the employee is eligible to receive and ninety-three percent (93%) of the employee's base pay. 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. clawback that may be required by CRA Canada Customs and Revenue Agency or any other government agency. iii) where Where an employee becomes eligible for an annual increment/ increment/salary schedule adjustment during the period of pregnancy/parental leave, payments under 47.4(c)(i41.3 b) i) and 47.4(c)(ii41.3 b) ii) shall be adjusted accordingly. div) An employee entitled to the payments in i) above, is also entitled to payment up to the equivalent of 93% of the employee’s base pay for the final week of a pregnancy or parental leave. c) An employee who qualifies under Section 47.4(a41.3 a) shall sign an Agreement agreement with the IESO Xxxxx Power providing: i) that That she/he will return to work and remain in the IESO's Xxxxx Power’s employ for a period of six (6) months from the date of return to work;. ii) that That she/he will return to work on the date of the expiry of pregnancy/parental leave, unless this date is modified with the IESOXxxxx Power’s consent or unless the employee is then entitled to a leave extension provided for in this Article;. iii) that That should the employee fail to return to work as per the provisions of Subsections 47.4(d)(i41.3 c) i) and 47.4(d)(ii41.3 c) ii), the employee recognizes that she/he is indebted to the IESO Xxxxx Power for the amount received under the SUB plan.