Employment Insurance Top-up. An employee who is entitled to pregnancy and/or parental leave and who provides the Employer with proof that he or she is in receipt of employment insurance benefits pursuant to the Employment Insurance Act (Canada) shall be paid an allowance in accordance with the Supplementary Benefit Plan.
Employment Insurance Top-up. Salary payments made by the University to regular staff members for birth parent or parental leave will commence when staff members provide proof that they are receiving Employment Insurance Benefits or that they are disqualified from EI benefits because of an insufficient number of insurable weeks. Such proof will not be made available by EI until after the leave has commenced and hence University payments will be retroactive.
Employment Insurance Top-up. A full-time employee who has at least one (1) full year of service (12 months) with the Employer, entitled to pregnancy leave and who provides proof that she is in receipt of Employment Insurance benefits pursuant to the Employment Insurance Act shall be paid an allowance in accordance with the Supplementary Benefit Plan. In respect of the period of pregnancy leave, payments made according to the Supplementary Employment Benefit Plan will consist of the following: • for the first two (2) weeks at ninety-three percent (93%) of regular weekly base salary • for fifteen (15) weeks at the difference between their Employment Insurance benefits and ninety-three percent (93%) of regular weekly base salary For an hourly paid employee, an average of the regular weekly earnings for the prior twenty-eight (28) weeks is used to determine regular average weekly salary. Regular earnings include regular pay, paid leaves of absence such as bereavement, jury duty, vacation, sick and lieu time payments, WSIB payments and training time paid. Statutory holiday pay is also included if considered a regular day’s pay. Overtime pay is not included as regular earnings. The Top Up payment will not be adjusted as a result of any pay adjustments that occur during the leave period. Under EI Pregnancy benefits provisions, the mother can start collecting pregnancy benefits either up to eight (8) weeks before she is expected to give birth or the week she gives birth, whichever is later. All copies of Employment Insurance stubs must be provided (as proof) to calculate and process the EI Top Up payments.
Employment Insurance Top-up time employee who has at least one (1) full year of service (12 months) with the Employer, entitled to parental leave and who provides proof that he or she is in receipt of Employment Insurance benefits pursuant to the Employment Insurance Act (Canada) shall be paid an allowance in accordance with the Supplementary Benefit Plan. In respect of the period of parental leave, payments made according to the Supplementary Employment Benefit Plan will consist of the following: first two (2) weeks of the leave will be paid at 93% of regular weekly base salary (except where already taken or declined by EI) for 10 weeks at the difference between their Employment Insurance benefits and 93% of regular weekly base salary For an hourly paid employee, an average of the regular weekly earnings for the prior 28 weeks is used to determine regular average weekly salary. Regular earnings include regular pay, paid leaves of absence such as bereavement, jury duty, vacation, sick and lieu time payments, WSIB payments and training time paid. Statutory holiday pay is also included if considered a regular day’s pay. Overtime pay is not included as regular earnings. All copies of the Employment Insurance stubs must be provided (as proof) to calculate and process the EI Top Up payments. The Top Up payment will not be adjusted as a result of any pay adjustments that occur during the leave period.
Employment Insurance Top-up. Salary payments made by the University to regular staff members for maternity or parental leave will commence when staff members provide proof that they are receiving Employment Insurance Benefits or that they are disqualified from EI benefits because of an insufficient number of insurable weeks. Such proof will not be made available by EI until after the leave has commenced and hence University payments will be retroactive. To avoid delays in qualifying for benefits, staff members should obtain the Record of Employment (XXX) form from the Payroll Section in Accounting Services on their last working day before the leave and present it as soon as possible at the Employment Insurance Office.
Employment Insurance Top-up.
(a) The Employer agrees to top up EI maternity leave benefits by fifteen percent (15%) of the employee's salary payable six (6) months after her return to work from maternity leave. Under no circumstances will the top up benefit exceed one thousand five hundred dollars ($1500).
(b) The Employer agrees to top up EI parental benefits for adoptive parents by fifteen (15%) of the employee's salary six (6) months after the employee returns to work from adoption leave. The benefit will be limited to the maximum amount of weeks payable for EI maternity leave benefits. Under no circumstances will the top up benefit exceed one thousand five hundred dollars ($1500).
Employment Insurance Top-up. A full-time employee who has at least one (1) full year of service (12 months) with the Employer, entitled to parental leave and who provides proof that he or she is in receipt of Employment Insurance benefits pursuant to the Employment Insurance Act (Canada) shall be paid an allowance in accordance with the Supplementary Benefit Plan. In respect of the period of parental leave, payments made according to the Supplementary Employment Benefit Plan will consist of the following: • first two (2) weeks of the leave will be paid at ninety-three percent (93%) of regular weekly base salary (except where already taken or declined by EI) • for ten (10) weeks at the difference between their Employment Insurance benefits and ninety-three percent (93%) of regular weekly base salary For an hourly paid employee, an average of the regular weekly earnings for the prior twenty-eight (28) weeks is used to determine regular average weekly salary. Regular earnings include regular pay, paid leaves of absence such as bereavement, jury duty, vacation, sick and lieu time payments, WSIB payments and training time paid. Statutory holiday pay is also included if considered a regular day’s pay. Overtime pay is not included as regular earnings. All copies of the Employment Insurance stubs must be provided (as proof) to calculate and process the EI Top Up payments. The Top Up payment will not be adjusted as a result of any pay adjustments that occur during the leave period. To be eligible for the Employment Insurance Top Up Program, the leave must commence prior to January 22, 2019; Effective January 23, 2019, the Employment Insurance Top Up Program will cease to exist.
Employment Insurance Top-up. A full-time employee who has at least one (1) full year of service (12 months) with the Employer, entitled to parental leave and who provides proof that he or she is in receipt of Employment Insurance benefits pursuant to the Employment Insurance Act shall be paid an allowance in accordance with the Supplementary Benefit Plan. In respect of the period of parental leave, payments made according to the Supplementary Employment Benefit Plan will consist of the following: • first two (2) weeks of the leave will be paid at ninety-three percent (93%) of regular weekly base salary (except where already taken or declined by EI) • for 10 weeks at the difference between their Employment Insurance benefits and ninety-three percent (93%) of regular weekly base salary For an hourly paid employee, an average of the regular weekly earnings for the prior twenty-eight (28) weeks is used to determine regular average weekly salary. Regular earnings include regular pay, paid leaves of absence such as bereavement, jury duty, vacation, sick and lieu time payments, WSIB payments and training time paid. Statutory holiday pay is also included if considered a regular day’s pay. Overtime pay is not included as regular earnings. All copies of the Employment Insurance stubs must be provided (as proof) to calculate and process the EI Top Up payments. The Top Up payment will not be adjusted as a result of any pay adjustments that occur during the leave period.
Employment Insurance Top-up. An employee who is entitled to pregnancy and/or parental leave and who provides the Employer with proof of receipt of employment insurance benefits pursuant to the Employment Insurance Act (Canada) shall be paid an allowance in accordance with the Supplementary Benefit Plan.
24.12.1 The following applies for any pregnancy leave which begins before March 17, 2023. In respect of the period of pregnancy leave, payments made according to the Supplementary Employment Benefit Plan will consist of the following:
(a) for the first two (2) weeks (the waiting period), payments equivalent to ninety-three percent (93%) of the actual weekly rate of pay for the employee’s classification and shall also include any increases in salary that the employee would have attained had they been at work during the leave of absence as they are, or would have been implemented; and
(b) for each week, up to a maximum of fifteen (15) additional weeks, payments equivalent to the difference between the sum of the weekly Employment Insurance benefits the employee receives for the week and any other salary earned by the employee during the week, and ninety-three percent (93%) of the actual weekly rate of pay for the employee’s classification and shall also include any increases in salary that the employee would have attained had they been at work during the leave of absence as they are, or would have been implemented; and
(c) for each week up to a maximum of fifteen (15) additional weeks, where the employee elects to take Parental Leave in accordance with Article 24.7 payments equivalent to the difference between the sum of the weekly Employment Insurance benefits the employee receives for the week and any other salary earned by the employee during the week and ninety-three percent (93%) of the actual weekly rate of pay for the employee’s classification, and shall also include any increases in salary that the employee would have attained had they been at work during the leave of absence as they are, or would have been, implemented.
24.12.2 The following applies for any pregnancy leave which begins on or after March 17, 2023. In respect of the period of pregnancy leave, payments made according to the Supplementary Employment Benefit Plan will consist of the following:
(a) for the first one week (the waiting period), payments equivalent to ninety- three percent (93%) of the actual weekly rate of pay for the employee’s classification and shall also include any increases in salary that the empl...
Employment Insurance Top-up. 24.4.1 An employee who is entitled to pregnancy and/or parental leave and who provides the Employer with proof that he or she is in receipt of employment insurance benefits pursuant to the Employment Insurance Act (Canada) shall be paid an allowance in accordance with the Supplementary Employment Benefit Plan.
24.4.2 In respect of the period of pregnancy leave, payments made according to the Supplementary Employment Benefit Plan will consist of the following:
(a) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of her actual weekly rate of pay; and
(b) for each week, up to a maximum of fifteen (15) additional weeks, payments equivalent to the difference between the sum of the weekly Employment Insurance benefits the employee receives for the week and any other salary earned by the employee during the week, and ninety- three percent (93%) of her actual weekly rate of pay; and
(c) for each week up to a maximum of ten (10) additional weeks, where the employee elects to take Parental Leave in accordance with Article 24.7 payments equivalent to the difference between the sum of the weekly Employment Insurance benefits the employee receives for the week and any other salary earned by the employee during the week and ninety-three percent (93%) of her actual weekly rate of pay.
24.4.3 In respect of the period of parental leave, payments made according to the Supplementary Employment Benefit Plan will consist of the following:
(a) Where the employee serves the employment insurance waiting period, for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of his or her actual weekly rate of pay; and
(b) for each week, up to a maximum of ten (10) additional weeks, payments equivalent to the difference between the sum of the weekly Employment Insurance benefits the employee receives for the week and any other salary earned by the employee during the week, and ninety-three percent (93%) of his or her actual weekly rate of pay.
