Common use of Pregnancy Leave Supplemental Unemployment Benefit Clause in Contracts

Pregnancy Leave Supplemental Unemployment Benefit. (SUB) Plan The objective of the SUB Plan is to supplement the Employment Insurance benefits received by Regular employees with a minimum of one (1) year of service, who are on approved pregnancy leave pursuant to Article 19.06 of the Collective Agreement and who have given birth. 1. The SUB Plan will come into effect thirty (30) days after the date of compliance authorization for the SUB Plan is received from Human Resources Development Canada (HRDC). It will remain in effect until the expiration date of this Collective Agreement. 2. Eligible employees will be paid a maximum of six weeks of top-up benefits under the SUB Plan. 3. The top-up shall be 100% of regular earnings. Employees must prove that they applied for and are in receipt of EI benefits in order to receive payment under the SUB Plan. 4. The first stage of top-up (currently the two-week EI waiting period) is subject to proof that the employee has filed an EI Maternity Claim and is serving the EI waiting period. 5. The second stage of the top-up (following the two-week EI waiting period) is subject to the employee submitting proof of receipt of EI benefits during the applicable period. 6. Regular earnings for purposes of this Article are defined as the employee’s base rate earnings for her regular job (not necessarily the job she is in when commencing pregnancy leave) and do not include any premium payments. 7. The Employer’s contributions pursuant to the foregoing shall not reduce the employee’s paid sick leave allowances or any other of the employee’s time off entitlements. 8. Employees can expect a delay of several weeks in obtaining the documentation from EI, and therefore should expect to receive some or all of the Employer top-up retroactively. 9. The Pregnancy Leave SUB Plan will not reimburse employees for any EI “clawbacks”. 10. Employees do not have a right to SUB Plan benefits except for supplementation of Pregnancy leave benefits under the Employment Insurance Act. 11. The Employer will inform Human Resources Development Canada (HRDC) of any changes in the SUB Plan within thirty (30) days of the effective date of the change.

Pregnancy Leave Supplemental Unemployment Benefit. (SUB) Plan The objective of the SUB Plan is to supplement the Employment Insurance benefits received by Regular employees with a minimum of one (1) year of service, who are on approved pregnancy leave pursuant to Article 19.06 20.04 of the Collective Agreement and who have given birth. 1. The SUB Plan will come into effect thirty (30) days after the date of compliance authorization for the SUB Plan is received from Human Resources Development Canada (HRDC). It will remain in effect until the expiration date of this Collective Agreement. 2. Eligible employees will be paid a maximum of six weeks of top-up benefits under the SUB Plan. 3. The top-up shall be to 100% of regular earnings. Employees must prove that they have applied for and are in receipt of EI benefits in order to receive payment under the SUB Plan. 4. The first stage of top-up (currently the two-week EI waiting period) is subject to proof that the employee has filed an EI Maternity Claim and is serving the EI waiting period. 5. The second stage of the top-up (following the two-week EI waiting period) is subject to the employee submitting proof of receipt of EI benefits during the applicable period. 6. Regular earnings for purposes of this Article are defined as the employee’s 's base rate earnings for her regular job (not necessarily the job she is in when commencing pregnancy leave) and do not include any premium payments. 7. The Employer’s Company's contributions pursuant to the foregoing shall not reduce the employee’s 's paid sick leave allowances or any other of the employee’s 's time off entitlements. 8. Employees can expect a delay of several weeks in obtaining the documentation from EI, and therefore should expect to receive some or all of the Employer Company top-up retroactively. 9. The Pregnancy Leave SUB Plan will not reimburse employees for any EI “clawbacks”. 10. Employees do not have a right to SUB Plan benefits except for supplementation of Pregnancy leave benefits under the Employment Insurance Act. 11. The Employer Company will inform Human Resources Development Canada (HRDC) of any changes in the SUB Plan within thirty (30) days of the effective date of the change.

Pregnancy Leave Supplemental Unemployment Benefit. (SUB) Plan The objective of the SUB Plan is to supplement the Employment Insurance benefits received by Regular employees with a minimum of one (1) year of service, who are on approved pregnancy leave pursuant to Article 19.06 of the Collective Agreement and who have given birth.Plan 1. The SUB Plan will come into effect thirty (30) days after the date of compliance authorization for the SUB Plan is received from Human Resources Development Canada (HRDC). It will remain in effect until the expiration date of this Collective Agreement. 2. Eligible employees will be paid a maximum of six weeks of top-up benefits under the SUB Plan. 3. The top-up shall be to 100% of regular earnings. Employees must prove that they have applied for and are in receipt of EI benefits in order to receive payment under the SUB Plan. 4. The first stage of top-up (currently the two-week EI waiting period) is subject to proof that the employee has filed an EI Maternity Claim and is serving the EI waiting period. 5. The second stage of the top-up (following the two-week EI waiting period) is subject to the employee submitting proof of receipt of EI benefits during the applicable period. 6. Regular earnings for purposes of this Article XXX are defined as the employee’s 's base rate earnings for her regular job (not necessarily the job she is in when commencing pregnancy leave) and do not include any premium payments. 7. The Employer’s Company's contributions pursuant to the foregoing shall not reduce the employee’s 's paid sick leave allowances or any other of the employee’s 's time off entitlements. 8. Employees can expect a delay of several weeks in obtaining the documentation from EI, and therefore should expect to receive some or all of the Employer Company top-up retroactively. 9. The Pregnancy Leave SUB Plan will not reimburse employees for any EI “clawbacks”. 10. Employees do not have a right to SUB Plan benefits except for supplementation of Pregnancy leave benefits under the Employment Insurance Act. 11. The Employer Company will inform Human Resources Development Canada (HRDC) of any changes in the SUB Plan within thirty (30) days of the effective date of the change.

Pregnancy Leave Supplemental Unemployment Benefit. (SUBSub) Plan The objective of the SUB Plan is to supplement the Employment Insurance benefits received by Regular employees with a minimum of one (1) year of service, who are on approved pregnancy leave pursuant to Article 19.06 19.07 of the Collective Agreement and who have given birth. 1. The SUB Plan will come into effect thirty (30) days after the date of compliance authorization for the SUB Plan is received from Human Resources Employment and Social Development Canada (HRDCESDC). It will remain be in effect until the expiration date of this Collective Agreement. 2. Eligible employees will be paid a maximum of six weeks of top-up benefits under the SUB Plan. 3. The top-up shall be to 100% of regular earnings. Employees must prove that they have applied for and are in receipt of EI benefits in order to receive payment under the SUB Plan. 4. The first stage of top-up (currently the two-week EI waiting period) is subject to proof that the employee has filed an EI Maternity Claim maternity claim and is serving the EI waiting period. 5. The second stage of the top-up (following the two-week EI waiting period) is subject to the employee submitting proof of receipt of EI benefits during the applicable period. 6. Regular earnings for purposes of this Article are defined as the employee’s base rate earnings for her regular job (not necessarily the job she is in when commencing pregnancy leave) and do not include any premium payments. 7. The Employer’s contributions pursuant to the foregoing shall not reduce the employee’s paid sick leave allowances or any other of the employee’s time off entitlements. 8. Employees can expect a delay of several weeks in obtaining the documentation from EI, and therefore should expect to receive some or all of the Employer top-up retroactively. 9. The Pregnancy Leave pregnancy leave SUB Plan will not reimburse employees for any EI “clawbacks”. 10. Employees do not have a right to SUB Plan benefits except for supplementation of Pregnancy leave benefits under the Employment Insurance Act. 11. The Employer will inform Human Resources Employment and Social Development Canada (HRDCESDC) of any changes in the SUB Plan within thirty (30) days of the effective date of the change.

Pregnancy Leave Supplemental Unemployment Benefit. (SUB) Plan The objective of the SUB Plan is to supplement the Employment Insurance benefits received by Regular employees with a minimum of one (1) year of service, who are on approved pregnancy leave pursuant to Article 19.06 of the Collective Agreement and who have given birth.Plan 1. The SUB Plan will come into effect thirty (30) days after the date of compliance authorization for the SUB Plan is received from Human Resources Development Canada (HRDC). It will remain in effect until the expiration date of this Collective Agreement. 2. Eligible employees will be paid a maximum of six weeks of top-up benefits under the SUB Plan. 3. The top-up shall be to 100% of regular earnings. Employees must prove that they have applied for and are in receipt of EI benefits in order to receive payment under the SUB Plan. 4. The first stage of top-up (currently the two-week EI waiting period) is subject to proof that the employee has filed an EI Maternity Claim and is serving the EI waiting period. 5. The second stage of the top-up (following the two-week EI waiting period) is subject to the employee submitting proof of receipt of EI benefits during the applicable period. 6. Regular earnings for purposes of this Article are defined as the employee’s 's base rate earnings for her regular job (not necessarily the job she is in when commencing pregnancy leave) and do not include any premium payments. 7. The Employer’s Company's contributions pursuant to the foregoing shall not reduce the employee’s 's paid sick leave allowances or any other of the employee’s 's time off entitlements. 8. Employees can expect a delay of several weeks in obtaining the documentation from EI, and therefore should expect to receive some or all of the Employer Company top-up retroactively. 9. The Pregnancy Leave SUB Plan will not reimburse employees for any EI “clawbacks”. 10. Employees do not have a right to SUB Plan benefits except for supplementation of Pregnancy leave benefits under the Employment Insurance Act. 11. The Employer Company will inform Human Resources Development Canada (HRDC) of any changes in the SUB Plan within thirty (30) days of the effective date of the change.