Continuation of Pay. In order to continue receiving her regular wages, the employee shall assign her Compensation cheque to the Employer. In return, the Employer shall indicate the amount received from the Compensation as a deduction from the gross income on the employee's Income Tax (T-4) form. Any interest received by the Employer as a result of an employee’s WCB claim shall go to the employee.
Continuation of Pay. An employee may request a non-payroll advance from the Employer to aid in the transition to WSIB benefits. The Executive Director will be responsible for approving such request and implementing a mutually agreeable repayment schedule.
Continuation of Pay. The Employer and the Union agree that it may be in the interest of an employee to have income while in a program. Employees participating in a program will be entitled to use their accumulated vacation time and sick days. It is further agreed that after exhausting these benefits, the Employer's leave without pay policy will be utilized upon approval of the Agency Director, where such approval rests solely at the discretion of the Agency Director. The Union will designate an individual whom an employee desiring assistance can notify of such intent. The designated Union representative will report this to the Human Resources Director. Alternatively, an employee can directly notify the Human Resources Department of their desire to receive assistance.
Continuation of Pay. Employees being rehabilitated will have access to their accumulated, unused vacation, sick and personal leaves while in the program. Employees participating will use their accumulated vacation time and sick days. Discipline resulting from a violation of the alcohol and controlled policies shall be progressive depending upon the severity of the circumstances.
Continuation of Pay. Employees being rehabilitated for drug or alcohol problems may use their accumulated vacation or sick leave days. If their sick days have been exhausted, the employee may apply under the provisions of the sick leave bank section. When all paid leaves have been utilized, the employee may request an unpaid leave of absence from the Board. Eligible medical insurance premiums will be paid by the Board only when the employee is on a paid status. Discipline resulting from a violation of the alcohol and controlled substances policies shall be progressive and in accordance with Board policy.
Continuation of Pay. An employee who suffers a compensable workers' compensation injury, including being assaulted by a student, and who is temporarily and totally disabled as a result of the injury may be eligible to receive compensation from the Bureau of Workers' Compensation (BWC). This continuation of pay policy is designed to cover injured employees who would otherwise receive BWC temporary total payments where it is fiscally responsible for the District by causing the BWC to set a lower claim reserve and hence a lower premium regarding each case. This policy also includes assault injuries which would be covered by the BWC and consolidates prior policies and provisions on the subject. However, the provisions contained herein are not intended and will not supersede or replace the assault leave provisions set forth at 8.0103. The policy does not affect or replace the employee's need to file claims with the BWC for medical treatment. The goal of this policy is to return the employee to employment with the District safely and at the earliest possible time following a work injury while positively impacting the BWC premium for workers' compensation coverage.
Continuation of Pay. An employee who suffers a compensable workers’ compensation injury, including being assaulted by a student, and who is temporarily and totally disabled as a result of the injury, may be eligible to receive compensation from the Bureau of Workers’ Compensation (BWC). This continuation of pay policy is designed to cover injured employees who would otherwise receive BWC temporary total payments where it is fiscally responsible for the District by causing the BWC to set a lower claim reserve; and, hence, a lower premium regarding each case. This policy also includes assault injuries which would be covered by the BWC and consolidates prior policies and provisions on the subject. The policy does not affect or replace the employee’s need to file claims with the BWC for medical treatment. The goal of this policy is to return the employee to employment with the District safely and at the earliest possible time following a work injury while positively impacting the BWC premium for Worker’s Compensation coverage.
1. Continuation of Pay (COP)
Continuation of Pay. In order to continue receiving his/her regular salary, the Employee shall assign his/her Compensation cheque to the Employer. In return, the Employer shall indicate the amount received from the Compensation as a deduction from gross income on the Employee's income tax (T-4) form. The employee shall have a pro-rated amount of sick leave deducted from his/her sick leave bank for the time s/he is in receipt of WCC top-up from the Employer. For greater clarity, the existing practice is maintained in that the Town tops-up the WCC contribution to the employee’s wage rate until accumulated sick days are exhausted.
Continuation of Pay i. Employees, employed as of the date of this Agreement:
a. In order for any Employee employed as of the date of this agreement to continue receiving his/her regular salary, the Employee shall assign his/her Compensation cheque to the Employer. In return, the Employer shall indicate the amount received from the Compensation as a deduction from gross income on the Employee's income tax (T-4) form.
ii. Employees hired after the date of this Agreement:
a. Any Employee, hired after the date of this Agreement, who is prevented from performing his regular work with the Employer on account of an occupational accident that is covered by the Workers' Compensation Act shall not receive his/her regular salary from the Employer but rather shall only receive from the Employer the difference between the amount payable by the classification.
b. If a Workers’ Compensation claim in respect of an Employee hired after the date of this Agreement is approved, in respect of a a period of time in which the Employee received his or her full salary from the Employer, pursuant to Article 20.09 a (ii) hereof, the Employee shall be deemed to have received an overpayment from the Employer and shall have the overpayment deducted from his/her sick leave bank or, in the event the Employee has insufficient time in his/her sick leave bank, the Employee shall have the option of making the repayment in a lump sum or through a deduction from future salary payments (repayments not to exceed 10% of an employee’s wages in any pay period).
Continuation of Pay. The City and the Union agree that employees being rehabilitated will have an income while in the program. Employees participating will be entitled to use their accumulated vacation time and sick days. It is further agreed that after exhausting these benefits the employee may be advanced sick leave benefits from other employees to an extent mutually agreed upon by the City Manager and the Union. Sick days borrowed will be repaid through future service, or, in the event of termination, from wages and benefits due at the time of termination.
