Parental Leave Top-Up. Applicable after twelve (12) months’ continuous service provided the employee has completed the probationary period applicable to part-time employees.
Parental Leave Top-Up. Applies after 12 months continuous employment provided no break in employment greater than 90 consecut ive calendar days so long as the employee has w orked at least 624 hours.
Parental Leave Top-Up. An employee who is eligible for parental leave under clause 17.03(a) or who requests and is granted parental leave under clause 17.03(b) shall be entitled, provided the employee is in receipt of Employment Insurance benefits pursuant to the Employment Insurance Act, S.C. 1996, as amended, to the following Supplemental Employment Benefits (SUB) payments while on parental leave:
Parental Leave Top-Up. Effective on confirmation by the Canada Employment Insurance Commission of the appropriateness of the Employer’s Supplemenary Unemployment Benefit (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 22 of the Employment Insurance Act shall be paid a supplemental unemployment benefit for a period not exceeding ten (10) weeks. The supplement shall be equivalent to the difference between sixty-five percent (65%) of the employee’s normal weekly earnings and the sum of his/her weekly Employment insurance benefits and any other earnings. Receipt by the Employer of the employee’s unemployment insurance cheque stubs shall constitute proof that she is in receipt of Employment Insurance parental benefits. The employee’s normal weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of leave times her normal weekly hours plus any wage increase or salary increment that she would be entitled to receive if she were not on parental leave. Employees are not entitled to Supplemental Employment Benefits (SUB) except for the purpose of the supplementation of their unemployment insurance benefits for the period of unemployment. 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 Top-Up. An employee on parental leave who did not qualify for Employment Insurance Maternity Benefits but is in receipt of Employment Insurance Parental Benefits shall qualify for the supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence on a monthly basis following completion of the two (2) week Employment Insurance waiting period, and receipt by the Employer of the employee’s Employment Insurance cheque stub as proof that 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 fifteen (15) weeks. The Employer will accept the first EI stub as full and sufficient proof of her eligibility for top-up payments for the duration of the maternity leave period. The employee’s regular weekly earnings shall be determined by multiplying her hourly rate on her last day worked prior to the commencement of the leave, times her average hours worked per week during her four (4) regular pay periods prior to the commencement of the pregnancy leave. Where an employee elects to receive parental leave benefits pursuant to section 12(3)(b)(ii) of the Employment Insurance Act, the amount of any Supplemental Unemployment benefit payable by the Employer will be no greater than what would have been payable had the employee elected to receive the parental leave pursuant to Section 12 (3)(b)(ii) of the Employment Insurance Act.
Parental Leave Top-Up. Effective on confirmation by the Canada Employment Insurance Commission of the appropriateness of the Management’s Supplementary Unemployment Benefit (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 23 of the Employment Insurance Act shall be paid a supplemental unemployment benefit for a period not exceeding fifteen (15) weeks. The supplement shall be equivalent to the difference between sixty-five percent (65%) of the employee’s normal weekly earnings and the sum of their weekly Employment Insurance benefits and any other earnings based upon a fifty-two (52) week leave. Receipt by the Management of the employee’s Employment Insurance statements shall constitute proof that they are in receipt of Employment Insurance parental benefits. Should the employee take the option of an extended Parental Leave of up to sixty-one (61) weeks (sixty-three (63) if no Pregnancy Leave), for the period of the sixty-one (61) weeks (sixty-three (63) if no Pregnancy Leave), the employee shall receive from the Management payments in an amount equal to the total dollar value available for the fifteen (15) weeks, the value of which is based upon a fifty-two (52) week leave. The employee’s normal weekly earnings shall be determined by multiplying their regular hourly rate on their last day worked prior to the commencement of leave times their normal weekly hours plus any wage increase or salary increment that they would be entitled to receive if they were not on Parental Leave. Employees are not entitled to Supplemental Unemployment Benefits (SUB) except for the purpose of the supplementation of their Employment Insurance benefits for the period of unemployment. 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 Top-Up. During Parental Leave provided by the Employment Standards Act, permanent employees shall be entitled to a top up over and above the amount provided by Employment Insurance Parental Benefits to bring their pay to 100% of their normal basic earnings during the first two (2) weeks in which the employee is in receipt of Employment Insurance benefits. The top up will be calculated on the basis that the employee selected the Standard Employment Insurance parental leave benefits irrespective of which election is made by the employee (Standard or Extended).
Parental Leave Top-Up i) An employee who qualifies for maternity/adoption/paternity leave and has been employed for a period of six (6) months shall be paid a parental leave top-up allowance of 80% of wages for the first two (2) weeks of the leave.
ii) In order to receive this top-up, the employee must provide to the Employer, proof that she has applied for and is eligible to receive Employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving Employment insurance benefits is not eligible for a maternity leave top-up.
Parental Leave Top-Up. For those permanent full-time employees who are eligible for Employment Insurance (EI) and have been employed by Ornge for no less than fifty-two (52) continuous weeks, Ornge will, where an employee is eligible to serve the one
