Eligibility and Duration. A. Eligibility for Income Security Benefits will arise:
(1) When an employee, with one (1) year or more of seniority, is subject to reduction from their seniority classification, but is reassigned by the Company to a vacant lower-rated work assignment.
(2) When a laid-off employee, with one (1) year or more of seniority at the time of their layoff, is recalled by the Company to a lower-rated work assignment(s) in the bargaining unit before the exhaustion of their period of eligibility for Income Security Benefits.
(3) An employee with one (1) or more years' seniority on layoff from one bargaining unit covered by this Agreement who is offered and accepts employment in another bargaining unit covered by this Agreement outside of the same labor market area, or in the same labor market area, and in the manner and order as herein provided, will, if the work assignment is lower rated than the work assignment from which they were laid off or reduced, be eligible for Income Security Benefits for the remaining portion, if any, of their period of duration of eligibility for Income Security Benefits based on the date of their layoff or reduction from their original seniority classification in their original bargaining unit.
Eligibility and Duration. When death occurs in immediate family, i.e., grandmother, grandfather, granddaughter, grandson, father, mother, mother-in-law, father-in-law, brother, sister, spouse, son, daughter, son-in-law, daughter-in-law, stepchild, stepfather, stepmother, stepbrother, stepsister and also the employee’s spouse’s brother, sister and grandparents, or other relatives residing with the employee, an employee may request to be excused for any three (3)normal scheduled days of work (or for fewer days as the employee may be absent) during the three (3) calendar days (excluding Saturdays, Sundays and holidays) immediately following the date of death provided heishe attends the funeral. After making written application the employee will receive pay for any scheduled days of work for which is excused (excluding Saturdays, Sundays and holidays, or in the case of operations, the sixth and seventh days of the employee’s scheduled workweek) provided heishe attends the funeral. Payment will be made at the employee’s straight-time hourly rate on the last day worked (or in the case of incentive employees, the employee’s average straight time hourly earnings) exclusive of and overtime premium. Time paid will not be counted as hours worked for purposes of overtime.
Eligibility and Duration. When death occurs in his or her immediate family, i.e., grandmother, grandfather, granddaughter, grandson, father, mother, mother-in-law, father-in-law, brother, sister, spouse, son, daughter, son-in-law, daughter-in-law, stepchild, stepfather, stepmother, stepbrother, stepsister and also the employee’s spouse’s brother, sister and grandparents, or other relatives residing with the employee, an employee may request to be excused for any three (3) normal scheduled days of work (or for fewer days as the employee may be absent) during the three (3) calendar days (excluding Saturdays, Sundays and holidays) immediately following the date of death provided he or she attends the funeral.
Eligibility and Duration. Parental leave may begin no earlier than the date of birth of the child; or, in the case of an adoption, the date on which the Cabin Attendant is awarded custody of the child as part of an adoption procedure: or, the date on which the Cabin Attendant leaves work to travel outside the country in order to obtain custody of the child. This leave shall begin no later than some time during the year following the child’s birth or adoption. A Cabin Attendant who has been continuously working for the Company for at least 3 months will be entitled to leave of absence for a maximum of 37 weeks without pay, when a child has or will come into his or her actual care and custody, during the 52 weeks following the date that the child is born or the day the child is placed in his or her care. The parental leave starts:
a) either upon the expiry of time off taken in accordance with the terms and conditions of maternity leave without pay for the person having given birth;
b) at the end of the leave taken by the child’s mother under the terms and conditions of maternity leave, if applicable;
c) on the date of the child's birth;
d) on the day when the Cabin Attendant actually takes the child into her custody and care. Maximum duration of parental leave If 2 Cabin Attendants in the Company are involved, the maximum duration of leave of absence that they can take on the birth or adoption of a child, will not exceed the maximum duration of any applicable legislation.
Eligibility and Duration. Parental leave may begin no earlier than the date of birth of the child; or, in the case of an adoption, the date on which the Cabin Attendant is awarded custody of the child as part of an adoption procedure: or, the date on which the Cabin Attendant leaves work to travel outside the country in order to obtain custody of the child. This leave shall begin no later than some time during the year following the child’s birth or adoption. A Cabin Attendant who has been continuously working for the Company for at least 3 months will be entitled to leave of absence for a maximum of 37 weeks without pay, when a child has or will come into his or her actual care and custody, during the 52 weeks following the date that the child is born or the day the child is placed in his or her care. The parental leave starts:
Eligibility and Duration. An employee with at least three (3) months of continuous service and who has or shall have the actual care and custody of a child is entitled to a leave of absence without pay not exceeding (24) weeks within the period of (52) weeks following the day of the child's birth or the day on which the child comes into the employee's care. In the event of an adoption, an employee who, under the terms of a provincial law, starts adoption procedures or is issued an adoption order, is entitled to a leave of absence not exceeding (24) weeks within the period of two (52) weeks following the day on which the child comes into the employee's care. Maximum duration of the leave: On the birth or adoption of their child, two employees may take a leave of absence not exceeding (24) weeks, in accordance with paragraphs or above. Notice to the employer: An employee who intends to take a leave of absence for child care must:
a) provide his employer with a prior written notice of at least four (4) weeks, except for a valid reason. his employer in writing of the duration of the leave he intends to take. Notice modifying the duration of the leave of absence: Also, and unless there is a valid reason, any modification to the duration of the leave shall be brought to the attention of the employer by way of a written notice that shall be submitted at least four (4) weeks in advance. Notwithstanding the above, the provisions of the present article cannot, without exception, contravene the provisions of the Unemployment Insurance Act and the regulations governing maternity and parental leaves. It is understood that the parental leave of ten (10) weeks is included in the child care leave of (24) weeks. An employee completing a maternity or parental leave is entitled to return to the position she or he occupied before taking this leave. If, for a valid reason, the Company cannot reinstate an employee into his former position, it shall provide him with a comparable position in the same location, with the same salary and the same benefits. If, during an employee's leave, the salary and benefits of the group this employee belongs to are modified within the context of reorganization of the Company where this group works, he is entitled to the salary and benefits of the position he shall reoccupy upon returning to work, as if he had been working when the reorganization took place. The provisions of Articles and apply if the employee has at least six (6) months of continuous service.
Eligibility and Duration x 1 year seniority but less than 3 years seniority ± 26 weeks.
Eligibility and Duration. If you are placed on layoff and have at least one but less than three years of seniority, you may be eligible for up to 26 weeks of SUBenefits. If you are placed on layoff and have three or more years of seniority, you may be eligible for up to 52 weeks of SUBenefits. If you have three or more years of seniority and continue on layoff after exhausting 52 weeks of SUBenefits, you may be eligible for up to an additional 104 weeks of SUBenefits. The SUBenefit calculation below is based on 95% of your after tax base weekly wage less work-related expenses of $15 and State Unemployment Compensation. 40 hours’ gross pay $ 560.00 ($14.00 X 40) Less: applicable federal, state, local & FICA taxes 88.27 Weekly after-tax pay 471.73 95% of after-tax pay 448.14 Less: Work-Related Expenses 15.00 Regular Benefit Level 433.14 Less: State UC Benefit (Michigan) 362.00 Gross Regular Benefit Payable $ 71.14 * State, Local & FICA taxes estimated based on using the TSO (Michigan Tax Base) If you are not scheduled to work during the Independence Week Period, you will have the option of using Vacation Entitlement hours, if available, or be granted an unpaid leave of absence for such Independence Week Period. You will not be placed on a SUB qualifying layoff during the Independence Week period.
Eligibility and Duration. When death occurs in his or her immediate family, i.e., grandmother, grandfather, granddaughter, grandson, father, mother, mother-in-law, father-in-law, brother, sister, spouse, son, daughter, son-in-law, daughter-in-law, stepchild, stepfather, stepmother, stepbrother, stepsister and also the employee’s spouse’s brother, sister and grandparents, or other relatives residing with the employee, an employee may request to be excused for any three normal scheduled days of work (or for fewer days as the employee may be absent) during the three calendar days (excluding Saturdays, Sundays and holidays) immediately following the date of death provided he or she attends the funeral. After making written application the employee will receive pay for any scheduled days of work for which he or she is excused (excluding Saturdays, Sundays and holidays, or in the case of seven-day operations, the sixth and seventh days of the employee’s scheduled workweek) provided he or she attends the funeral. Payment will be made at the employee’s straight-time hourly rate on the last day worked (or in the case of incentive employees, the employee’s average straight time hourly earnings) exclusive of shift and overtime premium. Time paid will not be counted as hours worked for purposes of overtime.
Eligibility and Duration. 10.06.01.1 An employee with at least six (6) months of continuous service and who has or shall have the actual care and custody of a child is entitled to a leave of absence in accordance with Part III of the Canada Labour Code.
