Parental Leave Sub Plan. An employee who is on parental leave as provided under this agreement who has passed the probationary period and has had such earnings from the Corporation within a twelve (12) month period and who provides proof they are in receipt of Employment Insurance Parental Benefits shall be paid a supplemental Employment benefit for a maximum of ten (10) weeks, excluding the Employment Insurance waiting period. The benefit will be equivalent to the difference between eighty-five percent (85%) of their regular weekly earnings other than shift premiums or bonuses at the time of the leave, and the sum of their regular weekly Employment Insurance benefits and any other earnings to a maximum of $660 (six hundred and sixty dollars) per week and subject to the combined benefits and earnings not exceeding ninety- five percent (95%) of the employees weekly earnings.
Parental Leave Sub Plan. After a staff member has been employed at Trent University for one (1) year, she/he can apply for a parental leave sub plan. Under this plan all staff eligible under Article 15.14 above may also extend the sub plan for an additional ten (10) weeks as parental leave providing the parental leave is taken immediately following maternity leave. An additional twenty-five (25) weeks of parental leave may also be taken, but shall be considered an unpaid leave and may be eligible for Employment Insurance benefits, but not salary/wages from the University. 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, parental leave and unpaid leave) for a period equal to twenty-seven (27) weeks. A staff member appointed to a limited term appointment as an external candidate is not entitled to these benefits beyond the completion date of the appointment. Parental leave benefits for staff not eligible under 15.14 shall be subject to the following conditions:
(i) first two (2) weeks - 95% of staff member's normal salary/wages will be paid by the University upon receipt of Employment Insurance acceptance;
(ii) next ten (10) weeks - the University will supplement Employment Insurance benefits to 95% of normal salary/wages;
(iii) next twenty-five (25) weeks - are considered unpaid leave and may be eligible for Employment Insurance benefits, but not salary/wages from the University. After the first two (2) weeks, the staff member 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 thirty-seven (37) weeks from the commencement of combined parental leave and unpaid leave for a period equal to twelve (12) weeks. An agreement must be signed by the candidate promising to repay 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 wer...
Parental Leave Sub Plan. An employee who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act, will be paid a supplementary unemployment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of his/her regular weekly earnings and the sum of his/her weekly Employment Insurance benefits and any other earnings. Such payment will commence following completion of the one (1) week Employment Insurance waiting period, and receipt by the Home of the employee’s Employment Insurance cheque stub as proof that he/she is in receipt of Employment Insurance parental benefits, and will continue while the employee is in receipt of such benefits for a maximum period of twelve (12) weeks. The employee’s regular weekly earnings will be determined by multiplying his/her regular hourly rate on his/her last day worked prior to the commencement of the leave times his/her normal weekly hours. Normal weekly hours will be determined by the average number of hours an employee worked during the E.I. benefit determination period. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that 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.
Parental Leave Sub Plan. After a staff member has been employed at Trent University for one (1) year, they can apply for a parental leave sub plan. Under this plan all staff eligible under Article
Parental Leave Sub Plan. An employee who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act, shall be paid a supplementary unemployment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of his/her regular weekly earnings and the sum of his/her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Home of the employee’s Employment Insurance cheque stub as proof that he/she is in receipt of Employment Insurance parental benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of twelve (12) weeks. The employee’s regular weekly earnings shall be determined by multiplying his/her regular hourly rate on his/her last day worked prior to the commencement of the leave times his/her normal weekly hours. Normal weekly hours shall be determined by the average number of hours an employee worked during the E.I. benefit determination period. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that 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.
11.07 Subject to operational requirements, leave of absence, without pay, for the purposes of further education directly related to the employee's employment with the Home may be granted on written application by the employee to the Director, Resident Care or her or his designate. Requests for such leave will not be unreasonably denied.
Parental Leave Sub Plan. For the purposes of this Parental leave, parent shall be defined to include a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with a parent of a child and who intends to treat the child as his or her own. An employee who is an adoptive parent shall advise the Employer as far in advance as possible of having qualified to adopt a child, and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of of the pending adoption, the employee it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. An employee who is an adoptive parent may extend the parental leave for such greater time as may be required by the adoption agency concerned to a maximum total of six (6) months. An employee who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section of the Employment Insurance Act, shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of hisher normal weekly earnings and the sum of hisher weekly Employment Insurance benefits and any other earnings. Such payment shall commence, following completion of the two-week Employment Insurance waiting period and receipt by the Employer of the employee’s Employment Insurance cheque stub as proof that is in receipt of Employment Insurance parental benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of ten (10) weeks. The employee’s regular weekly shall be determined by multiplying regular hourly rate on last day worked prior to the commencement of the leave times hisher normal weekly hours (above) plus any wage increase or salary increment that would be entitled to receive if were not on parental leave. Effective April an employee who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section of the Insurance Act, shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between ninety-three percent (93%) of hisher normal weekly earnings and the sum of weekly Employment Insurance benefits and any other earnings. Such payment shall commence, following completion of the two-week...
Parental Leave Sub Plan. Subject to confirmation by the Unemployment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit Plan, an employee who I s on parental leave as provided under this agreement who is in receipt of unemployment insurance parental benefits pursuant to Section or of the Unemployment Insurance Act as amended, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference percent (76%) of her regular weekly earnings the sum of her weekly Unemployment Insurance benefits and any other earnings. The employee shall provide the Hospital with her Unemployment Insurance cheque stub as proof that she is in receipt of parental benefits and shall continue while the employee is in receipt of such benefits for a maximum period of fifteen (15) weeks. The regular weekly earnings be determined by multiplying her regular hourly rate on the last day worked prior to the commencement of the leave times her normal hours. The Hospital recognizes that situations may arise where an employee has need for leave of absence without pay. The employee may for such leave and the Hospital will grant such leave when practical.
