Common use of Maternity Benefits/SEB Plan Clause in Contracts

Maternity Benefits/SEB Plan. a. The Employer shall provide for permanent and long-term occasional employees a SEB plan to top up their EI Benefits. The employee who is eligible for such leave shall receive 100% of salary for not less than eight (8) weeks of pregnancy leave less any amount received under the Employment Standards Act, 2011, as amended, during such period. There shall be no deduction from sick leave or the Short-Term Leave Disability Program (STLDP). b. Employees not eligible for EI Benefits or the SEB plan will receive 100% of salary from the Employer for a total of not less than eight (8) weeks with no deduction from sick leave or STLDP. c. Employees filling a long-term assignment shall be entitled to the benefits outlined in a) above, with the length of the SEB limited by the term of the assignment. d. Employees on daily casual assignments are not entitled to pregnancy leave benefits unless they were previously entitled under the provisions of the 2008-12 collective agreement or the last collective agreement concluded between the Parties. e. The employee must provide the Board with proof that she has applied for and is in receipt of EI Benefits in accordance with the Employment Insurance Act, as amended, before SEB is payable. f. Eligible employees shall receive the pregnancy leave benefits herein for the entire eight (8) week period throughout the course of the entire calendar year regardless of whether the employee would otherwise be required to work during the eight (8) week period (i.e. during summer, March and Christmas breaks etc.). Payment shall be made to the employee in accordance with the Board’s payroll procedure. g. Employees who require a longer than eight (8) week recuperation period shall have access to sick leave and the STDLP. h. If an employee begins pregnancy leave while on an approved leave from the Employer, the above pregnancy leave benefits provisions apply.

Maternity Benefits/SEB Plan. ‌ a. The Employer shall provide for permanent and long-term occasional employees a SEB plan to top up their EI Benefits. The employee who is eligible for such leave shall receive 100% of salary for not less than eight (8) weeks of pregnancy leave less any amount received under the Employment Standards Act, 2011, as amended, during such period. There shall be no deduction from sick leave or the Short-Term Leave Disability Program (STLDP). b. Employees not eligible for EI Benefits or the SEB plan will receive 100% of salary from the Employer for a total of not less than eight (8) weeks with no deduction from sick leave or STLDP. c. Employees filling a long-term assignment shall be entitled to the benefits outlined in a) above, with the length of the SEB limited by the term of the assignment. d. Employees on daily casual assignments are not entitled to pregnancy leave benefits unless they were previously entitled under the provisions of the 2008-12 collective agreement or the last collective agreement concluded between the Parties. e. The employee must provide the Board with proof that she has applied for and is in receipt of EI Benefits in accordance with the Employment Insurance Act, as amended, before SEB is payable. f. Eligible employees shall receive the pregnancy leave benefits herein for the entire eight (8) week period throughout the course of the entire calendar year regardless of whether the employee would otherwise be required to work during the eight (8) week period (i.e. during summer, March and Christmas breaks etc.). Payment shall be made to the employee in accordance with the Board’s payroll procedure. g. Employees who require a longer than eight (8) week recuperation period shall have access to sick leave and the STDLP. h. If an employee begins pregnancy leave while on an approved leave from the Employer, the above pregnancy leave benefits provisions apply.