Plan B. The Trustees are directed to modify Plan B in a similar manner and with similar effect as in Plan A. In addition, the existing provisions governing the operation of Plan B shall continue as follows:
(a) The benefits of Plan B shall be based on the joint recommendation of the consultants based on a contribution rate of seventy-five percent (75%) of the cost of Plan A. Neither the contribution rate nor the benefits of Plan B shall be affected by the actual experience of Plan B.
(b) Any new Employer with more than three hundred (300) employees shall be reviewed by the consultants to ensure that their admission would not have a significant adverse actuarial impact. Employers with three hundred (300) or less employees, who otherwise meet the definition of eligible Employer, shall be admitted without any review.
(c) If an Employer moves from Plan B to Plan A, the employees of that Employer who are still employed on the date the Employer moves to Plan A shall be treated under all Plans (the pension plan, vacation plan, supplementary plan, ancillary plan, health and welfare plan, but not the individual account plan) as if the Employer had always been under Plan A. The Trustees shall adopt reasonable rules based upon recommendations of the consultants to govern the situation of an employee who moves from Plan B to Plan A as the result of moving from one Employer to another.
Plan B. 1. In order to qualify for Plan B, a pregnant employee must:
(a) Have completed six (6) continuous months of employment with the Employer;
(b) Submit to the Employer an application in writing, for leave under Plan B at least four (4) weeks before the day specified by her in the application as the day on which she intends to commence such leave;
(c) Provide the Employer with a certificate of a duly qualified medical practitioner certifying that she is pregnant and specifying the estimated date of her delivery;
(d) Provide the Employer with proof that she has applied for Employment Insurance benefits and that the Employment and Social Development Canada (ESDC) has agreed that the employee has qualified for and is entitled to such Employment Insurance benefits pursuant to the Employment Insurance Act.
2. An applicant for Maternity Leave under Plan B must sign an agreement with the Employer providing that:
(a) She will return to work and remain in the employ of the Employer for at least six (6) months following her return to work, except that where an employee is the successful applicant for a part-time position which commences on the date of her return from Maternity Leave or at any time during the six (6) months following her return from Maternity Leave, she must remain in the employ of the Employer, and work the working hours remaining in the balance of the six (6) months of the full-time employment; and
(b) She will return to work on the date of the expiry of her maternity leave and where applicable, her parental leave, unless this date is modified by the Employer; and
(c) Should she fail to return to work as provided under (a) and/or (b) above, she is indebted to the Employer for the full amount of pay received from the Employer as a maternity allowance during her entire period of maternity leave.
(d) In the event the employee does not complete the full period of service as required under Article 21:03, she shall repay a portion of the “top up” as follows: Monetary value of top up provided (value is based on hours paid at regular rate of pay in 6 months prior to leave) Hours of service required to be worked (based on monetary value) x # of hours not worked Note: See Appendix E
3. An employee who qualifies is entitled to a maternity leave consisting of:
(a) A period not exceeding seventeen (17) weeks if delivery occurs on or before the date of delivery specified in the certificate, as in Article 21:03 (1) (c).
(b) A period of seventeen (17) weeks plus an a...
Plan B. Effective April 1, 2010 the following (Plan B) provision, upon application, is applicable to employees commencing a maternity leave on or after April 1, 2010.
1. In order to qualify for Plan B, a pregnant employee must:
(a) Have completed six (6) continuous months of employment with the Employer;
(b) Submit to the Employer an application in writing, for leave under Plan B at least four (4) weeks before the day specified by her in the application as the day on which she intends to commence such leave;
(c) Provide the Employer with a certificate of a duly qualified medical practitioner certifying that she is pregnant and specifying the estimated date of her delivery;
(d) Provide the Employer with proof that she has applied for Employment Insurance benefits and that the Employment and Social Development Canada (ESDC) has agreed that the employee has qualified for and is entitled to such Employment Insurance benefits pursuant to the Employment Insurance Act.
2. An applicant for Maternity Leave under Plan B must sign an agreement with the Employer providing that:
(a) She will return to work and remain in the employ of the Employer for at least six (6) months following her return to work, except that where an employee is the successful applicant for a part-time position which commences on the date of her return from Maternity Leave or at any time during the six (6) months following her return from Maternity Leave, she must remain in the employ of the Employer, and work the working hours remaining in the balance of the six (6) months of the full-time employment; and
(b) She will return to work on the date of the expiry of her maternity leave and where applicable, her parental leave, unless this date is modified by the Employer; and
(c) Should she fail to return to work as provided under (a) and/or
Plan B. Supplemental Adoption Allowance Pay shall be granted in accordance with the terms and conditions listed in clause 25.07 together with the following additional terms and conditions:
25.09.1 Where an employee elects the Supplemental Adoption Allowance Plan, payments will consist of the following:
(a) For the first two (2) weeks of Adoption Leave, payment will be 93% of regular wages.
(b) For up to a maximum of ten (10) additional weeks, payments to be made will be the difference between Employment Insurance benefits and 93% of regular wages. The combined weekly level of E.I. benefit, Supplemental Adoption Allowance and other earnings shall not exceed 95% of the employees normal weekly earnings as per E.I. regulations.
(c) In the event that legislation is enacted that provides additional Employment Insurance (other than an increase in the maximum standard benefits) or any other payment to salary during the ten (10) week period to an employee on account of their adoption of a child, the amount they are entitled to receive as provided in (b) above shall be decreased by the amount they would be entitled to receive as a result of such additional Employment Insurance or other payment.
(d) Employees will be required to apply for and become entitled to Employment Insurance before Supplemental payments become payable.
(e) To verify they are receiving Employment Insurance benefits, employees must mail, bring, or send their first two (2) benefit statements to the Corporate Payroll Department. Should the Employment Insurance payment change, the employee must mail, bring or send their revised Employment Insurance statement to the Corporate Payroll Department to ensure the supplement pay is adjusted accordingly.
25.09.2 To be eligible, the employee shall sign an Agreement with the Company providing that:
(a) They must return to work and remain in the Company’s employ for at least the hours equivalent to six (6) consecutive months of employment in their old capacity prior to commencing Adoption Leave,
(b) They will return to work on the date of expiry of their Adoption Leave, and
(c) Should they fail to return to work as provided under (a) and (b) above they are indebted to the Company for the full amount received as Supplemental Adoption Allowance and will repay same upon request by the Company.
25.09.3 The Supplemental Adoption Allowance does not apply to Term or Part-time employees.
Plan B. Where a teacher officially adopts a child, leave of absence may be granted under the same terms and conditions as outlined for Pregnancy/Parenting leave except for proof of pregnancy. The teacher shall notify the Board when initial approval of the adoption application is received from the adoption agency.
Plan B. Supplemental Maternity Allowance Pay (SMAP) shall be granted in accordance with the terms and conditions listed in clause 11.01 together with the following additional terms and conditions:
.1 Where an employee elects the Supplemental Maternity Allowance Plan, payments will consist of the following:
(a) For the first two (2) weeks of Maternity Leave, payment will be 93% of regular wages.
(b) For up to a maximum of fifteen (15) additional weeks, payments to be made will be the difference between Employment Insurance (E.I.) Benefits and 93% of regular wages. The combined weekly level of E.I. Benefit, Supplemental Maternity Allowance and other earnings shall not exceed 95% of the employee’s normal weekly earnings as per E.I. regulations.
(c) For all other time as may be provided under paragraph 11.01 (c) nil payment.
(d) In the event that legislation is enacted that provides additional Employment Insurance (other than an increase in the maximum standard benefits) or any other increase to the payments made to the employee on account of her pregnancy during the fifteen (15) week period, the amount she is entitled to receive as provided in (b) above shall be decreased by the amount she would be entitled to receive as a result of such additional
(e) Employees will be required to apply for and become entitled to E.I. benefits before supplemental payments become payable.
(f) To verify they are receiving E.I. benefits, employees must mail or deliver their benefit statement to Payroll every two (2) weeks during the Maternity Leave.
.2 To be eligible, the employee shall sign an agreement with the Company providing that:
(a) She will return to work and remain in the Company’s employ for at least the hours equivalent to six (6) consecutive months of employment in her old capacity prior to commencing Maternity Leave; and
(b) She will return to work on the date of expiry of her Maternity Leave or the additional period provided in 11.01 (c); and
(c) Should she fail to return to work as provided under (a) and (b) above she is indebted to the Company for the full amount received as Supplemental Maternity Allowance.
Plan B. A bargaining unit member who retires with the SERS with at least twenty (20) years of retirement service credit shall receive an incentive of thirty percent (30%) of the bargaining unit member’s annual base salary, excluding overtime pay.
Plan B. Effective the latter of:
(a) The semi-monthly pay period following the date of signing; or
(b) The date of Supplementary Unemployment Benefit Plan (SUB) is approved for implementation by the Canada Employment and Immigration Commission (C.E.I.C.) and limited to Maternity Leaves commencing on or after that date, the provisions of Plan B will come into effect.
Plan B. 121 The Board shall provide the employee and his/her eligible dependents as defined in the agreed upon specifications, assigned for more than seven (7) hours per day not electing insurance benefits, as described in Section 18.1, Plan A, for a full twelve-(12) month period of each school year life insurance plus an additional cash payment of seventy-five ($75) dollars per month added to gross pay. .122 Term life insurance in the amount of fifty thousand ($50,000) dollars for the employee only. Such insurance protection shall be paid to the employee’s designated beneficiary. In the event of accidental death, the insurance (AD&D) will pay double the specified amount; in the event of accidental dismemberment, the insurance will pay according to the schedule. .123 Dependent Term Life Insurance in the amount of ten thousand ($10,000) dollars for each employee’s spouse and five thousand ($5,000) dollars for each dependent child as defined in the agreed upon specifications.
18.2 Plan C Employees assigned for seven (7) hours or less per day .21 The Board shall provide employees assigned for seven (7) hours or less per day, without cost to the employee, the following coverage: .211 Term Life Insurance in the amount of ten thousand ($10,000) dollars for the employee only. Such insurance protection shall be paid to the employee’s designated beneficiary. In the event of accidental death, the insurance will pay double the specified amount; in the event of accidental dismemberment, the insurance will pay according to the schedule. .212 Vision insurance as specified in 18.1.11.
Plan B. In order to qualify for Plan B, a pregnant employee must: a) have completed six (6) continuous months of employment with the Employer if they are a full-time employee and seven (7) continuous months of employment with the Employer if they are a part-time employee; b) submit to the Employer an application in writing, for leave under Plan B at least four (4) weeks before the day specified in the application as the day on which such leave will commence; c) provide the Employer with a certificate of a duly qualified medical practitioner certifying pregnancy and specifying the estimated date of delivery; d) within twelve (12) weeks of receiving the Employment and Social Development Canada (ESDC) approval for Employment Insurance Benefits pursuant to The Employment Insurance Act, provide proof to the Employer. Reasonable consideration will be given to extending the above period of time for the employee in exceptional circumstances.
