Common use of Parental Leave Sub Plan Clause in Contracts

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 were fully employed. During parental leave, vacation credits and seniority accrue in accordance with the Employment Standards Act and Articles 10.7 and 15.1. 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 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 15.12 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 eight (25) 8) weeks of parental leave may also be taken, but shall be considered an unpaid leave and may shall not be eligible for Employment Insurance benefits, but not benefits or 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 months and be planning to return to work no later than fiftythirty-two five (5235) weeks from the commencement of combined leaves (maternitymaternity leave, parental leave and unpaid leave) 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 15.12 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 eight (25) 8) weeks - are considered unpaid leave and may be eligible for with no Employment Insurance benefits, but not benefits or 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 months and be planning to return to work no later than thirty-seven twenty (3720) 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 were fully employed. During parental leave, vacation credits and seniority accrue in accordance with the Employment Standards Act and Articles 10.7 and 15.1. 1. 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 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 appropriate 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 fifty three (2553) 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 eighty (5280) 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 If your spouse has not received Employment Insurance maternity leave benefits, the Employment Insurance waiting period - 95% of staff member's normal salary/wages will be paid by the University upon receipt of Employment Insurance acceptance; (ii) next ten eleven (1011) weeks - the University will supplement Employment Insurance benefits to 95% of normal salary/wageswages if the 12 month maternity leave option was selected on their application for Employment Insurance, or Option B- the University will supplement Employment Insurance benefits to 78% of normal salary/wages if the 18 month maternity leave option was selected on their application for Employment Insurance; (iii) next twenty-five (25) (or fifty-three (53)) 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 The staff member will be required to produce a Record confirmation of Payment receipt of EI benefits 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 sixty three (3763) 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 were fully employed. During parental leave, vacation credits and seniority accrue in accordance with the Employment Standards Act and Articles 10.7 and 15.1. 1. 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 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. 69 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 were fully employed. During parental leave, vacation credits and seniority accrue in accordance with the Employment Standards Act and Articles 10.7 and 15.1. 1. 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 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 appropriate 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 fifty three (2553) 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 eighty (5280) 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 If your spouse has not received Employment Insurance maternity leave benefits, the Employment Insurance waiting period - 95% of staff member's normal salary/wages will be paid by the University upon receipt of Employment Insurance acceptance; (ii) next ten eleven (1011) weeks - the University will supplement Employment Insurance benefits to 95% of normal salary/wageswages if the 12 month maternity leave option was selected on their application for Employment Insurance, or Option B- the University will supplement Employment Insurance benefits to 78% of normal salary/wages if the 18 month maternity leave option was selected on their application for Employment Insurance; (iii) next twenty-five (25) (or fifty-three (53)) 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 The staff member will be required to produce a Record confirmation of Payment receipt of EI benefits 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 sixty three (3763) 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 were fully employed. During parental leave, vacation credits and seniority accrue in accordance with the Employment Standards Act and Articles 10.7 and 15.1. 1. 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 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 twenty­five (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 fifty­two (52) weeks from the commencement of combined leaves (maternity, parental leave and unpaid leave) for a period equal to twenty-seven twenty­seven (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;acceptance; (ii) next ten (10) weeks - ­ the University will supplement Employment Insurance benefits to 95% of normal salary/wages;wages; (iii) next twenty-five twenty­five (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 thirty­seven (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 were fully employed. During parental leave, vacation credits and seniority accrue in accordance with the Employment Standards Act and Articles 10.7 and 15.1. 1. 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.