Maternity Leave Supplemental Unemployment Benefit Plan Sample Clauses

Maternity Leave Supplemental Unemployment Benefit Plan. The Employer and the Union agree to implement a Supplemental Unemployment Benefit (SUB) Plan as follows: (i) Birth mothers who are entitled to maternity leave as provided for in this Section of the Collective Agreement and who have applied for and are in receipt of Employment Insurance benefits are eligible to receive SUB Plan payments. (ii) Subject to the approval of the Employment Insurance Commission, birth fathers who, due to the death or total disability of the birth mother, have applied for and are in receipt of Employment Insurance maternity benefits are eligible to receive SUB Plan payments. (iii) The SUB Plan is intended to supplement the Employment Insurance benefits received by employees while they are temporarily unable to work as a result of giving birth, or as provided for in Paragraph 2 above. (iv) The SUB Plan payment is based on the difference between the Employment Insurance benefit plus any other earnings received by an employee and ninety-five percent (95%) of their gross weekly earnings and is paid as follows: (a) For the first six (6) weeks, which includes the two (2) week Employment Insurance waiting period; and (b) Up to an additional eleven (11) weeks will be payable if an employee continues to receive Employment Insurance benefits and is unable to work due to a valid health reason related to the birth and provides the Employer with satisfactory medical evidence. (v) The Plan meets the requirements of Section 38 of the EI Regulations, specifically that, when combined with a employee’s weekly EI benefit, the payment will not exceed the claimant’s normal weekly earnings from employment and an employee’s accumulated leave credits will not be reduced. (vi) Income tax rules or regulations may require a payback of Employment Insurance earnings depending upon the tax rules in effect at the time an employee is receiving benefits. Under the SUB Plan, the Employer does not guarantee any specific level of earnings but is liable only for the payment of the benefit as described above. The Employer, under no circumstance, will be responsible for any paybacks arising from changes to or the application of the tax regulations.
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Maternity Leave Supplemental Unemployment Benefit Plan. ‌ (a) The objective of the Supplemental Unemployment Benefit (SUB) Plan is to supplement the employment insurance benefits received by eligible employees who are on approved maternity leave pursuant to Clause 24.1(a). (b) The maximum number of weeks for which SUB Plan benefits is payable is 15 weeks. (c) The duration of the Plan will be from the date one month after the date compliance authorization for the Supplemental Unemployment Benefit Plan is received from Employment and Immigration Canada to the date of expiration of this Agreement. (d) Employees do not have a right to SUB Plan payments except for supplementation of EI Benefits for the unemployment period as specified in this Plan. (e) The Employer will inform Human Resources Development Canada of any changes in the Plan within 30 days of the effective date of the change. (f) Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the Plan.
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Maternity Leave Supplemental Unemployment Benefit Plan. An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than twenty-six (26) weeks after the termination date of pregnancy.
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Maternity Leave Supplemental Unemployment Benefit Plan. (i) Birth mothers who are entitled to Pregnancy Leave as provided for in Section 13.14 of this Agreement and who have applied for and are in receipt of Employment Insurance benefits, are eligible to receive Pregnancy Leave top-up payments. (ii) Subject to the approval of the Employment Insurance Commission, birth fathers, who due to the death of or total disability of the birth mother, have applied for and are in receipt of Employment Insurance maternity benefits, are eligible to receive Pregnancy/Parental Leave top-up payments. (iii) Insurance benefits received by Members while they are temporarily unable to work as a result of giving birth, or as provided for in sub-paragraph (ii) above. (iv) The top-up plan payment is based on the difference between the Employment Insurance benefit plus any other earnings received by a Member and the Member's gross weekly earnings and is paid as follows: 1) Ninety-five percent (95%) of gross weekly earnings for the first six weeks, which includes the two week Employment Insurance waiting period; and 2) Eighty-five percent (85%) of gross weekly earnings for an additional 11 weeks will be payable if a Member continues to receive Employment Insurance benefits. (v) The Plan meets the requirements of Section 38 of the Employment Insurance Regulations, specifically that, when combined with a Member's weekly employment insurance benefit, the payment will not exceed the claimant's normal weekly earnings from employment and a Member's accumulated leave credits will not be reduced. (vi) Income Tax rules or Regulations may require a payback of employment insurance earnings depending on the tax rules in effect at the time a Member is receiving benefits. Under the top-up plan, the Board does not guarantee any specific level of earnings but is rather liable only for the payment of the benefit as described above.
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Maternity Leave Supplemental Unemployment Benefit Plan. (i) Birth mothers who are entitled to Maternity Leave as provided for in Section 13.13 of this Agreement and who have applied for and are in receipt of Employment Insurance benefits, are eligible to receive Maternity Leave top-up payments.
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Maternity Leave Supplemental Unemployment Benefit Plan. An employee who becomes pregnant shall notify the Employer at least fifteen (15) weeks prior to the expected date of the termination of her pregnancy and, subject to section (b) of this clause, shall, eleven (11) weeks before the expected date of the termination of her pregnancy be granted leave without pay for a period ending not later than twenty-six (26) weeks after the date of the termination of her pregnancy. While in receipt of this allowance, the employee shall continue to accumulate annual leave and sick leave credits.
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Maternity Leave Supplemental Unemployment Benefit Plan. (i) Birth mothers who are entitled to Pregnancy Leave as provided for in Section 12.14 of this Agreement and who have applied for and are in receipt of Employment Insurance benefits, are eligible to receive Pregnancy Leave top-up payments. (ii) Subject to the approval of the Employment Insurance Commission, birth fathers, who due to the death of or total disability of the birth mother, have applied for and are in receipt of Employment Insurance maternity benefits, are eligible to receive Pregnancy/Parental Leave top-up payments. (iii) The top-up plan payment is based on the difference between the Employment Insurance benefit plus any other earnings received by a Member and the Member's gross weekly earnings and is paid as follows: 1) Ninety-five percent (95%) of gross weekly earnings for the first six (6) weeks, and 2) Eighty-five percent (85%) of gross weekly earnings for an additional eleven (11) weeks will be payable if a Member continues to receive Employment Insurance benefits. (iv) The Plan meets the requirements of Section 38 of the Employment Insurance Regulations, specifically that, when combined with a Member's weekly employment insurance benefit, the payment will not exceed the claimant's normal weekly earnings from employment and a Member's accumulated leave credits will not be reduced. (v) Income Tax rules or Regulations may require a payback of employment insurance earnings depending on the tax rules in effect at the time a Member is receiving benefits. Under the top-up plan, the Board does not guarantee any specific level of earnings but is rather liable only for the payment of the benefit as described above.
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Maternity Leave Supplemental Unemployment Benefit Plan. Effective the date of ratification of this Memorandum of Agreement, the Board and the Association agree to amend Section 12.14 (f) (iii) to read as follows:
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Related to Maternity Leave Supplemental Unemployment Benefit Plan

  • Defined Benefit Pension Plans The Borrower will not adopt, create, assume or become a party to any defined benefit pension plan, unless disclosed to the Lender pursuant to Section 5.10.

  • Compensation/Benefit Programs During the Term of Employment, the Executive shall be entitled to participate in all medical, dental, hospitalization, accidental death and dismemberment, disability, travel and life insurance plans, and any and all other plans as are presently and hereinafter offered by the Company to its executive personnel, including savings, pension, profit-sharing and deferred compensation plans, subject to the general eligibility and participation provisions set forth in such plans.

  • Savings and Retirement Plans During the Employment Period, the Executive shall be entitled to participate in all other savings and retirement plans, practices, policies and programs, in each case on terms and conditions no less favorable than the terms and conditions generally applicable to the Company’s other executive employees.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • Incentive, Savings and Retirement Plans During the Employment Period, the Executive shall be entitled to participate in all incentive, savings and retirement plans, practices, policies and programs applicable generally to other peer executives of the Company and its affiliated companies, but in no event shall such plans, practices, policies and programs provide the Executive with incentive opportunities (measured with respect to both regular and special incentive opportunities, to the extent, if any, that such distinction is applicable), savings opportunities and retirement benefit opportunities, in each case, less favorable, in the aggregate, than the most favorable of those provided by the Company and its affiliated companies for the Executive under such plans, practices, policies and programs as in effect at any time during the 120-day period immediately preceding the Effective Date or if more favorable to the Executive, those provided generally at any time after the Effective Date to other peer executives of the Company and its affiliated companies.

  • Group Benefits To determine if a leave under the provisions of the Family and Medical Leave Act will be a paid or unpaid leave, contact the District’s Human Resources Department.

  • Retirement Plans (a) In connection with the individual retirement accounts, simplified employee pension plans, rollover individual retirement plans, educational IRAs and XXXX individual retirement accounts (“XXX Plans”), 403(b) Plans and money purchase and profit sharing plans (“Qualified Plans”) (collectively, the “Retirement Plans”) within the meaning of Section 408 of the Internal Revenue Code of 1986, as amended (the “Code”) sponsored by a Fund for which contributions of the Fund’s shareholders (the “Participants”) are invested solely in Shares of the Fund, Transfer Agent shall provide the following administrative services: (i) Establish a record of types and reasons for distributions (i.e., attainment of eligible withdrawal age, disability, death, return of excess contributions, etc.); (ii) Record method of distribution requested and/or made; (iii) Receive and process designation of beneficiary forms requests; (iv) Examine and process requests for direct transfers between custodians/trustees, transfer and pay over to the successor assets in the account and records pertaining thereto as requested; (v) Prepare any annual reports or returns required to be prepared and/or filed by a custodian of a Retirement Plan, including, but not limited to, an annual fair market value report, Forms 1099R and 5498; and file same with the IRS and provide same to Participant/Beneficiary, as applicable; and (vi) Perform applicable federal withholding and send Participants/Beneficiaries an annual TEFRA notice regarding required federal tax withholding. (b) Transfer Agent shall arrange for PFPC Trust Company to serve as custodian for the Retirement Plans sponsored by a Fund. (c) With respect to the Retirement Plans, Transfer Agent shall provide each Fund with the associated Retirement Plan documents for use by the Fund and Transfer Agent shall be responsible for the maintenance of such documents in compliance with all applicable provisions of the Code and the regulations promulgated thereunder.

  • Retiree Medical Benefits If Executive is or would become fifty-five (55) or older and Executive's age and service equal sixty-five (65) and Executive has at least five (5) years of service with the Company within two (2) years of Change in Control, Executive is eligible for retiree medical benefits (as such are determined immediately prior to Change in Control). Executive is eligible to commence receiving such retiree medical benefits based on the terms and conditions of the applicable plans in effect immediately prior to the Change in Control.

  • Compensation; Employment Agreements; Etc Enter into or amend or renew any employment, consulting, severance or similar agreements or arrangements with any director, officer or employee of Metropolitan or its Subsidiaries, or grant any salary or wage increase or increase any employee benefit (including incentive or bonus payments), except (i) for normal individual increases in compensation to employees in the ordinary course of business consistent with past practice, (ii) for other changes that are required by applicable law, and (iii) to satisfy Previously Disclosed contractual obligations existing as of the date hereof.

  • Maternity/Paternity/Adoption Leave An Employee who is expecting the birth or adoption of a child shall be entitled to maternity/paternity/adoption leave without pay, provided she presents a medical certificate confirming the probable date of confinement, or in the case of adoption, gives the Employer notice of eligibility. Except in extenuating circumstances, the notice shall be submitted in writing at least twenty-eight (28) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave. The following conditions shall apply: (a) Leave of Absence for maternity/paternity/adoption shall be for up to eighteen (18) months as requested by the Employee, except in extenuating circumstances when, in the opinion of a medical practitioner, the leave should be further extended. (b) Upon return from such leave, the Employee will resume employment at the same worksite, in the same or in a comparable position prior to the granting of such leave. In the event the Employee on Maternity/Paternity/Adoption Leave is affected by lay off, she shall be afforded access to the provisions of Article 26, Layoff And Work Resumption. (c) Notice of intention to return to work or request for a change of the length of the leave of absence, must be forwarded to the Employer twenty-eight (28) days prior to the expiration of the leave. The Employee shall be entitled to one (1) extension of said leave. However, the entire length of such leave of absence shall not exceed eighteen (18) months. (d) An Employee shall have access to sick leave credits as per Article 12.07. (e) Accrual of seniority when on such leave is calculated as follows: (i) For full-time Employees, seniority shall accrue as if they were working. (ii) For other than full-time Employees who have worked for one (1) year or more: 52 Week of Leave (iii) For other than full-time Employees who have worked for less than one (1) year: (f) Supplemental Employment Insurance Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB) The Employer will implement a Supplemental Employment Benefits Plan. Employees will receive the Supplementary Employment Benefits if they meet eligibility requirements. Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB) shall apply to all Employees.

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