Common use of Maternity Leave Sub Plan Clause in Contracts

Maternity Leave Sub Plan. After a staff member has been employed at Trent University for one (1) year, she can file for maternity leave under this sub plan. Under this plan, the University will pay 95% of the staff member's normal salary or wages for the first two (2) weeks and for the next fifteen (15) weeks, the University will supplement the benefit paid by the Employment Insurance Commission so that when combined with earnings from other sources, the total from both sources will equal 95% of the Trent base salary or wages. After the first two (2) weeks, the recipient will be required to produce a record of payment from the Employment Insurance Commission before the University can pay the supplement. Payments in respect to guaranteed annual remuneration, deferred remuneration or severance pay benefits are not reduced or increased by payments received under this plan. To be eligible for this benefit, a staff member must have worked at Trent University for twelve (12) months. The staff member must also be planning to return to work no later than fifty-two (52) weeks from the commencement of combined leaves (maternity and parental) for a period equal to seventeen (17) weeks. An agreement must be signed by the candidate promising to repay the University the University's portion if the staff member decides not to return to work. During this period of leave, the cost of continuing in the benefit plans will be shared as if the staff member were fully employed. During maternity leave, vacation credits and seniority accrue in accordance with Articles 10.7 and 15.1.

Maternity Leave Sub Plan. After a staff member has been employed at Trent University for one (1) year, she can file for maternity leave under this sub plan. Under this plan, the University will pay 95% of the staff member's normal salary or wages for the first two (2) weeks and for the next fifteen (15) weeks, the University will supplement the benefit paid by the Employment Insurance Commission so that when combined with earnings from other sources, the total from both sources will equal 95% of the Trent base salary or wages. After the first two (2) weeks, the recipient will be required to produce a record of payment from the Employment Insurance Commission before the University can pay the supplement. Payments in respect to guaranteed annual remuneration, deferred remuneration or severance pay benefits are not reduced or increased by payments received under this plan. To be eligible for this benefit, a staff member must have worked at Trent University for twelve (12) months. The staff member must also be planning to return to work no later than fifty-two fifty­two (52) weeks from the commencement of combined leaves (maternity and parental) for a period equal to seventeen (17) weeks. An agreement must be signed by the candidate promising to repay the University the University's portion if the staff member decides not to return to work. During this period of leave, the cost of continuing in the benefit plans will be shared as if the staff member were fully employed. During maternity leave, vacation credits and seniority accrue in accordance with Articles 10.7 and 15.1.

Maternity Leave Sub Plan. After a staff member has been employed at Trent University for one (1) year, she can file for maternity leave under this sub plan. Under this plan, the University will pay 95% of the staff member's normal salary or wages for the first two (2) weeks and for the next fifteen (15) weeks, the University will supplement the benefit paid by the Employment Insurance Commission so that when combined with earnings from other sources, the total from both sources will equal 95% of the Trent base salary or wages. After the first two (2) weeks, the recipient will be required to produce a record of payment from the Employment Insurance Commission before the University can pay the supplement. Payments in respect to guaranteed annual remuneration, deferred remuneration or severance pay benefits are not reduced or increased by payments received under this plan. To be eligible for this benefit, a staff member must have worked at Trent University for twelve (12) months. The staff member must also months and be planning to return to work no later than fiftythirty-two five (5235) weeks from the commencement of combined leaves (maternity and parental) parental leave for a period equal to seventeen (17) weeks. An agreement must be signed by the candidate promising to repay the University the University's portion if the staff member decides not to return to work. During this period of leave, the cost of continuing in the benefit plans will be shared as if the staff member were fully employed. During maternity leave, vacation credits and seniority accrue in accordance with Articles 10.7 and 15.1.