Common use of Bridging Income / Advance Pending WI or LTD Applications Clause in Contracts

Bridging Income / Advance Pending WI or LTD Applications. In the event that an Employee has submitted a claim for Weekly Indemnity (WI) Insurance or Long Term Disability (LTD) and more than ten (10) working days have passed since the claim was submitted to the Employer’s insurance Carrier and either: a) the Claim has neither been approved or denied or b) the Claim has been denied, and the Employee has elected to appeal the Claim within thirty (30) days of being advised of the denial of his/her claim. The Employer will offer the option of using their current year’s vacation entitlement as bridging income. If the Employee declines to use their vacation, then the Employee can make a verbal request to the Manager of Compensation and Benefits or his/her designate, for an advance of up to five (5) weeks of wages. The advance will occur if the Employee and the Union agree in writing to allow the Employer to recover the advance from the Employee as follows: c) if the Claim is subsequently approved, by having the Employee “sign over” their benefit payment to CGS for application against the advance, with any residual amount being recovered from the Employee’s pay on their return to work per (d) and (e) below or; d) if the Claim is ultimately denied, the advance is to be recovered from the Employee’s pay on the Employee’s return to work, with the re-payment period commencing at the beginning of the second (2nd) full pay period after the Employee’s return to work, and with the re-payment period typically not to exceed ten (10) pay periods (twenty (20) weeks). e) The exact repayment arrangements will be in writing and agreed to between the Employee, the Union and the Employer. An additional five (5) week advance will be available on an exception basis for very complex cases. The Employer will maintain the Health and Dental Benefits for Employees throughout the WI application and Appeal periods and will continue to provide those coverages if the Employee is ultimately denied benefits, provided the Employee continues to provide CGS with medical evidence acceptable to CGS that they are continuing to work toward their own rehabilitation. That evidence needs to be satisfactory to the Manager of Compensation and Benefits, otherwise the Employee will then be placed on unpaid Leave of Absence and required to pre-pay the premiums at their own expense to maintain their Health and Dental Coverages. This requirement will also apply to classes of Employees who receive Health and Dental Benefits from CGS, but who are ineligible for WI/LTD Insurance.

Bridging Income / Advance Pending WI or LTD Applications. In the event that an Employee has submitted a claim for Weekly Indemnity (WI) Insurance or Long Term Disability (LTD) and more than ten (10) working days have passed since the claim was submitted to the Employer’s insurance Insurance Carrier and either: (a) the Claim has neither been approved or denied or (b) the Claim has been denied, and the Employee has elected to appeal the Claim within thirty (30) days of being advised of the denial of his/her claim. claim The Employer will offer the option of using their current year’s vacation entitlement as bridging income. If the Employee declines to use their vacation, then the Employee can make a verbal request to the Manager Co-ordinator of Compensation Compensation, Benefits and Benefits Rehabilitation or his/her designate, for an advance of up to five (5) weeks of wages. The advance will occur if the Employee and the Union agree in writing to allow the Employer to recover the advance from the Employee as follows: (c) if the Claim is subsequently approved, by having the Employee “"sign over” " their benefit payment to CGS for application against the advance, with any residual amount being recovered from the Employee’s Employees’ pay on their return to work per (d) and (e) below or; (d) if the Claim is ultimately denied, the advance is to be recovered from the Employee’s pay on the Employee’s return to work, with the re-payment period commencing at the beginning of the second (2nd) full pay period after the Employee’s return to work, and with the re-payment period typically not to exceed ten (10) pay periods (twenty (20) weeks). (e) The the exact repayment arrangements will be in writing and agreed to between the Employee, the Union and the Employer. An additional five (5) week advance will be available on an exception basis for very complex cases. The Employer will maintain the Health and Dental Benefits for Employees throughout the WI application and Appeal periods and will continue to provide those coverages if the Employee is ultimately denied benefits, provided the Employee continues to provide CGS with medical evidence evidence, acceptable to CGS that they are continuing to work toward their own rehabilitation. That evidence needs to be satisfactory to the Manager Co-ordinator of Compensation Compensation, Benefits, and BenefitsRehabilitation, otherwise the Employee will then be placed on an unpaid Leave of Absence and required to pre-pay the premiums at their own expense to maintain their Health and Dental Coverages. This requirement will also apply to classes of Employees who receive Health and Dental Benefits from CGS, but who whom are ineligible for WI/LTD Insurancebenefits.

Bridging Income / Advance Pending WI or LTD Applications. In the event that an Employee has submitted a claim for Weekly Indemnity (WI) Insurance or Long Term Disability (LTD) and more than ten (10) working days have passed since the claim was submitted to the Employer’s insurance Carrier and either: a) the Claim has neither been approved or denied or b) the Claim has been denied, and the Employee has elected to appeal the Claim within thirty (30) days of being advised of the denial of his/her claim. The Employer will offer the option of using their current year’s vacation entitlement as bridging income. If the Employee declines to use their vacation, then the Employee can make a verbal request to the Manager Co-Ordinator of Compensation Compensation, Benefits and Benefits Rehabilitation or his/her designate, for an advance of up to five (5) weeks of wages. The advance will occur if the Employee and the Union agree in writing to allow the Employer to recover the advance from the Employee as follows: c) if the Claim is subsequently approved, by having the Employee “sign over” their benefit payment to CGS for application against the advance, with any residual amount being recovered from the Employee’s pay on their return to work per (d) and (e) below or; d) if the Claim is ultimately denied, the advance is to be recovered from the Employee’s pay on the Employee’s return to work, with the re-payment period commencing at the beginning of the second (2nd) full pay period after the Employee’s return to work, and with the re-payment period typically not to exceed ten (10) pay periods (twenty (20) weeks). e) The exact repayment arrangements will be in writing and agreed to between the Employee, the Union and the Employer. An additional five (5) week advance will be available on an exception basis for very complex cases. The Employer will maintain the Health and Dental Benefits for Employees throughout the WI application and Appeal periods and will continue to provide those coverages if the Employee is ultimately denied benefits, provided the Employee continues to provide CGS with medical evidence acceptable to CGS that they are continuing to work toward their own rehabilitation. That evidence needs to be satisfactory to the Manager Co-Ordinator of Compensation Compensation, Benefits and BenefitsRehabilitation, otherwise the Employee will then be placed on unpaid Leave of Absence and required to pre-pay the premiums at their own expense to maintain their Health and Dental Coverages. This requirement will also apply to classes of Employees who receive Health and Dental Benefits from CGS, but who are ineligible for WI/LTD Insurance.

Bridging Income / Advance Pending WI or LTD Applications. In the event that an Employee has submitted a claim for Weekly Indemnity (WI) Insurance or Long Term Disability (LTD) and more than ten (10) working days have passed since the claim was submitted to the Employer’s insurance Carrier and either: a) the Claim has neither been approved or denied or b) the Claim has been denied, and the Employee has elected to appeal the Claim within thirty (30) days of being advised of the denial of his/her claim. The Employer will offer the option of using their current year’s vacation entitlement as bridging income. If the Employee declines to use their vacation, then the Employee can make a verbal request to the Manager Co-ordinator of Compensation Payroll, Benefits and Benefits Rehabilitation or his/her designate, for an advance of up to five (5) weeks of wages. The advance will occur if the Employee and the Union agree in writing to allow the Employer to recover the advance from the Employee as follows: c) if the Claim is subsequently approved, by having the Employee “sign over” their benefit payment to CGS for application against the advance, with any residual amount being recovered from the Employee’s pay on their return to work per (d) and (e) below or; d) if the Claim is ultimately denied, the advance is to be recovered from the Employee’s pay on the Employee’s return to work, with the re-payment period commencing at the beginning of the second (2nd) full pay period after the Employee’s return to work, and with the re-payment period typically not to exceed ten (10) pay periods (twenty (20) weeks). e) The exact repayment arrangements will be in writing and agreed to between the Employee, the Union and the Employer. An additional five (5) week advance will be available on an exception basis for very complex cases. The Employer will maintain the Health and Dental Benefits for Employees throughout the WI application and Appeal periods and will continue to provide those coverages if the Employee is ultimately denied benefits, provided the Employee continues to provide CGS with medical evidence acceptable to CGS that they are continuing to work toward their own rehabilitation. That evidence needs to be satisfactory to the Manager Co-Ordinator of Compensation Payroll, Benefits and BenefitsRehabilitation, otherwise the Employee will then be placed on unpaid Leave of Absence and required to pre-pay the premiums at their own expense to maintain their Health and Dental Coverages. This requirement will also apply to classes of Employees who receive Health and Dental Benefits from CGS, but who are ineligible for WI/LTD Insurance.

Bridging Income / Advance Pending WI or LTD Applications. In the event that an Employee has submitted a claim for Weekly Indemnity (WI) Insurance or Long Term Disability (LTD) and more than ten (10) working days have passed since the claim was submitted to the Employer’s insurance Insurance Carrier and either: (a) the Claim has neither been approved or denied or (b) the Claim has been denied, and the Employee has elected to appeal the Claim within thirty (30) days of being advised of the denial of his/her claim. claim The Employer will offer the option of using their current year’s vacation entitlement as bridging income. If the Employee declines to use their vacation, then the Employee can make a verbal request to the Manager Co-ordinator of Compensation Payroll, Benefits and Benefits Rehabilitation or his/her designate, for an advance of up to five (5) weeks of wages. The advance will occur if the Employee and the Union agree in writing to allow the Employer to recover the advance from the Employee as follows: (c) if the Claim is subsequently approved, by having the Employee “"sign over” " their benefit payment to CGS for application against the advance, with any residual amount being recovered from the Employee’s Employees’ pay on their return to work per (d) and (e) below or; (d) if the Claim is ultimately denied, the advance is to be recovered from the Employee’s pay on the Employee’s return to work, with the re-payment period commencing at the beginning of the second (2nd) full pay period after the Employee’s return to work, and with the re-payment period typically not to exceed ten (10) pay periods (twenty (20) weeks). (e) The the exact repayment arrangements will be in writing and agreed to between the Employee, the Union and the Employer. An additional five (5) week advance will be available on an exception basis for very complex cases. The Employer will maintain the Health and Dental Benefits for Employees throughout the WI application and Appeal periods and will continue to provide those coverages if the Employee is ultimately denied benefits, provided the Employee continues to provide CGS with medical evidence evidence, acceptable to CGS that they are continuing to work toward their own rehabilitation. That evidence needs to be satisfactory to the Manager Co-ordinator of Compensation Payroll, Benefits, and BenefitsRehabilitation, otherwise the Employee will then be placed on an unpaid Leave of Absence and required to pre-pay the premiums at their own expense to maintain their Health and Dental Coverages. This requirement will also apply to classes of Employees who receive Health and Dental Benefits from CGS, but who whom are ineligible for WI/LTD Insurancebenefits.

Bridging Income / Advance Pending WI or LTD Applications. In the event that an Employee has submitted a claim for Weekly Indemnity (WI) Insurance or Long Long–Term Disability (LTD) and more than ten (10) working days have passed since the claim was submitted to the Employer’s insurance Carrier and either: (a) the Claim has neither been approved or denied or (b) the Claim has been denied, and the Employee has elected to appeal the Claim within thirty (30) days of being advised of the denial of his/her claim. The Employer will offer the option of using their current year’s vacation entitlement as bridging income. If the Employee declines to use their vacation, then the Employee can make a verbal request to the Manager of Compensation and Benefits or his/her designate, for an advance of up to five (5) weeks of wages. The advance will occur if the Employee and the Union agree in writing to allow the Employer to recover the advance from the Employee as follows: (c) if the Claim is subsequently approved, by having the Employee “sign over” their benefit payment to CGS for application against the advance, with any residual amount being recovered from the Employee’s pay on their return to work per (d) and (e) below or; (d) if the Claim is ultimately denied, the advance is to be recovered from the Employee’s pay on the Employee’s return to work, with the re-–payment period commencing at the beginning of the second (2nd) full pay period after the Employee’s return to work, and with the re-–payment period typically not to exceed ten (10) pay periods (twenty (20) weeks). (e) The exact repayment arrangements will be in writing and agreed to between the Employee, the Union and the Employer. An additional five (5) week advance will be available on an exception basis for very complex cases. The Employer will maintain the Health and Dental Benefits for Employees throughout the WI application and Appeal periods and will continue to provide those coverages if the Employee is ultimately denied benefits, provided the Employee continues to provide CGS with medical evidence acceptable to CGS that they are continuing to work toward their own rehabilitation. That evidence needs to be satisfactory to the Manager of Compensation and Benefits, otherwise the Employee will then be placed on unpaid Leave of Absence and required to pre-–pay the premiums at their own expense to maintain their Health and Dental Coverages. This requirement will also apply to classes of Employees who receive Health and Dental Benefits from CGS, but who are ineligible for WI/LTD Insurance.