Common use of Pregnancy and Parental Leave Supplemental Benefit Clause in Contracts

Pregnancy and Parental Leave Supplemental Benefit. Effective April 1, 2018 an employee who has twenty-six (26) weeks of continuous full- time employment with the Corporation, who is on pregnancy leave or parental leave and who is in receipt of Employment Insurance pregnancy and/or parental benefits pursuant to the Employment Standards Act, may be paid a supplemental benefit. To be eligible for the supplemental benefit, the employee must sign an agreement with the Corporation that the employee will return to work and remain with the Corporation for a period of at least one year after their return to work. An employee who returns to work following pregnancy/parental leave for six months or less, or who does not return at all, will be required to pay back the full amount of the Corporation’s supplemental benefit received. An employee who returns for between six months and one year will repay the pro-rated amount of the benefit received. The Union hereby agrees that the Corporation is authorized to deduct the amount of all repayments owing by the employee from any monies owing to the employees. That supplemental benefit will be equivalent to the difference between seventy-five percent (75%) of the employee’s regular weekly earnings and the sum of:  the employee’s weekly Employment Insurance benefits based on what the employee would receive in Employment Insurance benefits if they were to take a twelve (12) month leave, regardless of whether they take twelve (12) months or longer leave., if permitted under the Ontario Employment Standards Act. The employee is responsible for providing the Corporation with an Employment Insurance document satisfactory to the Corporation indicating what their Employment Insurance benefit would be for a twelve month period of leave, regardless of their length of leave for the calculation of the supplemental benefit, and  any other earnings. The employer agrees to pay the supplemental benefit following any applicable “waiting period” under the Employment Insurance Act. All payments shall commence following receipt by the employer of the employee’s Employment Insurance cheque stub or proof of twelve (12) month benefit. In case of pregnancy benefits, supplemental benefit payment following the waiting period shall continue while the employee is in receipt of Employment Insurance benefit for a maximum of sixteen (16) weeks. In case of parental benefits, supplemental benefit payments shall continue while the employee is in receipt of parental benefits for a maximum of ten (10) weeks. The employee’s regular weekly earnings shall be determined by multiplying the employee’s regular hourly rate on the last day worked prior to the commencement of the leave, times the employee’s normal weekly hours. The supplemental benefit becomes effective April 1, 2018 and applied to all children born or coming into the care of an employee through adoption on or after April 1, 2018. Application for and administration of the supplemental benefit is as determined by the employers. (2016)

Pregnancy and Parental Leave Supplemental Benefit. Effective April 1, 2018 an An employee who has twenty-six (26) weeks of continuous full- full-time employment with the Corporation, who is on pregnancy leave or parental leave and who is in receipt of Employment Insurance pregnancy and/or parental benefits pursuant to the Employment Standards Act, may be paid a supplemental benefit. (2020) To be eligible for the supplemental benefit, the employee must sign an agreement with the Corporation that the employee will return to work and remain with the Corporation for a period of at least one year after their return to work. An employee who returns to work following pregnancy/parental leave for six months or less, or who does not return at all, will be required to pay back the full amount of the Corporation’s supplemental benefit received. An employee who returns for between six months and one year will repay the pro-rated amount of the benefit received. The Union hereby agrees that the Corporation is authorized to deduct the amount of all repayments owing by the employee from any monies owing to the employees. That supplemental benefit will be equivalent to the difference between seventy-five percent (75%) of the employee’s regular gross weekly earnings and the sum of:  • the employee’s weekly Employment Insurance benefits based on what the employee would receive in Employment Insurance benefits if they were to take a twelve (12) month leave, regardless of whether they take twelve (12) months or longer leave., if permitted under the Ontario Employment Standards Act. The employee is responsible for providing the Corporation with an Employment Insurance document satisfactory to the Corporation indicating what their Employment Insurance benefit would be for a twelve month period of leave, regardless of their length of leave for the calculation of the supplemental benefit, and  • any other earnings. earnings.(2020) The employer agrees to pay the supplemental benefit following any applicable “waiting period” under the Employment Insurance Act. All payments shall commence following receipt by the employer of the employee’s Employment Insurance cheque stub or proof of twelve (12) month or eighteen (18) months of benefit. In case of pregnancy benefits, supplemental benefit payment following the waiting period shall continue while the employee is in receipt of Employment Insurance benefit for a maximum of sixteen (16) weeks. In case of parental benefits, supplemental benefit payments shall continue while the employee is in receipt of parental benefits for a maximum of ten (10) weeks. (2020) The employee’s regular weekly earnings shall be determined by multiplying the employee’s regular hourly rate on the last day worked prior to the commencement of the leave, times the employee’s normal weekly hours. The supplemental benefit becomes effective April 1, 2018 and applied to all children born or coming into the care of an employee through adoption on or after April 1, 2018. Application for and administration of the supplemental benefit is as determined by the employers. (20162016)(2020)

Pregnancy and Parental Leave Supplemental Benefit. Effective April 1, 2018 an An employee who has twenty-six (26) weeks of continuous full- full-time employment with the Corporation, who is on pregnancy leave or parental leave and who is in receipt of Employment Insurance pregnancy and/or parental benefits pursuant to the Employment Standards Act, may be paid a supplemental benefit. (2020) To be eligible for the supplemental benefit, the employee must sign an agreement with the Corporation that the employee will return to work and remain with the Corporation for a period of at least one year after their return to work. An employee who returns to work following pregnancy/parental leave for six months or less, or who does not return at all, will be required to pay back the full amount of the Corporation’s supplemental benefit received. An employee who returns for between six months and one year will repay the pro-rated amount of the benefit received. The Union hereby agrees that the Corporation is authorized to deduct the amount of all repayments owing by the employee from any monies owing to the employees. That supplemental benefit will be equivalent to the difference between seventy-five percent (75%) of the employee’s regular gross weekly earnings and the sum of:  • the employee’s weekly Employment Insurance benefits based on what the employee would receive in Employment Insurance benefits if they were to take a twelve (12) month leave, regardless of whether they take twelve (12) months or longer leave., if permitted under the Ontario Employment Standards Act. The employee is responsible for providing the Corporation with an Employment Insurance document satisfactory to the Corporation indicating what their Employment Insurance benefit would be for a twelve month period of leave, regardless of their length of leave for the calculation of the supplemental benefit, and  • any other earnings. (2020) The employer agrees to pay the supplemental benefit following any applicable “waiting period” under the Employment Insurance Act. All payments shall commence following receipt by the employer of the employee’s Employment Insurance cheque stub or proof of twelve (12) month or eighteen (18) months of benefit. In case of pregnancy benefits, supplemental benefit payment following the waiting period shall continue while the employee is in receipt of Employment Insurance benefit for a maximum of sixteen (16) weeks. In case of parental benefits, supplemental benefit payments shall continue while the employee is in receipt of parental benefits for a maximum of ten (10) weeks. (2020) The employee’s regular weekly earnings shall be determined by multiplying the employee’s regular hourly rate on the last day worked prior to the commencement of the leave, times the employee’s normal weekly hours. The supplemental benefit becomes effective April 1, 2018 and applied to all children born or coming into the care of an employee through adoption on or after April 1, 2018. Application for and administration of the supplemental benefit is as determined by the employers. (20162016)(2020)

Pregnancy and Parental Leave Supplemental Benefit. Effective April 1, 2018 an employee who has twenty-six (26) weeks of continuous full- time employment with the Corporation, who is on pregnancy leave or parental leave and who is in receipt of Employment Insurance pregnancy and/or parental benefits pursuant to the Employment Standards Act, may be paid a supplemental benefit. To be eligible for the supplemental benefit, the employee must sign an agreement with the Corporation that the employee will return to work and remain with the Corporation for a period of at least one year after their return to work. An employee who returns to work following pregnancy/parental leave for six months or less, or who does not return at all, will be required to pay back the full amount of the Corporation’s supplemental benefit received. An employee who returns for between six months and one year will repay the pro-rated amount of the benefit received. The Union hereby agrees that the Corporation is authorized to deduct the amount of all repayments owing by the employee from any monies owing to the employeesemployee. That supplemental benefit will be equivalent to the difference between seventy-five percent (75%) of the employee’s regular weekly earnings and the sum of:  the employee’s weekly Employment Insurance benefits based on what the employee would receive in Employment Insurance benefits if they were to take a twelve (12) month leave, regardless of whether they take twelve (12) months or longer leave., if permitted under the Ontario Employment Standards Act. The employee is responsible for providing the Corporation with an Employment Insurance document satisfactory to the Corporation indicating what their Employment Insurance benefit would be for a twelve month period of leave, regardless of their length of leave for the calculation of the supplemental benefit, and  any other earnings. The employer agrees to pay the supplemental benefit following any applicable “waiting period” under the Employment Insurance Act. All payments shall commence following receipt by the employer of the employee’s Employment Insurance cheque stub or proof of twelve (12) month benefit. In case of pregnancy benefits, supplemental benefit payment following the waiting period shall continue while the employee is in receipt of Employment Insurance benefit for a maximum of sixteen (16) weeks. In case of parental benefits, supplemental benefit payments shall continue while the employee is in receipt of parental benefits for a maximum of ten (10) weeks. The employee’s regular weekly earnings shall be determined by multiplying the employee’s regular hourly rate on the last day worked prior to the commencement of the leave, times the employee’s normal weekly hours. The supplemental benefit becomes effective April 1, 2018 and applied to all children born or coming into the care of an employee through adoption on or after April 1, 2018. Application for and administration of the supplemental benefit is as determined by the employers. (2016)