Pregnancy Leave Top-Up. Applicable after twelve (12) months’ continuous service provided the employee has completed the probationary period applicable to part-time employees.
Pregnancy Leave Top-Up. Applies after 12 months continuous employment provided no break in employment greater than 90 consecut ive calendar days.
Pregnancy Leave Top-Up. An employee who is eligible for pregnancy leave under clause 17.03(a) or an employee who requests and is granted pregnancy leave under clause 17.03(b), shall be entitled, provided she 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 pregnancy leave:
Pregnancy Leave Top-Up. Effective on confirmation by the Canada Employment Insurance Commission of the appropriateness of the Employer’s Supplementary Unemployment Benefit (SUB) Plan, an employee who is on Pregnancy Leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance pregnancy benefits pursuant to Section 22 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 her normal weekly earnings and the sum of her weekly unemployment 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 pregnancy 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 pregnancy 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.
Pregnancy Leave Top-Up. During the Pregnancy 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 Maternity Benefits to bring their pay to 100% of their normal basic earnings for the first six (6) weeks and 80% of their normal basic earnings for the remaining ten (10) weeks.
Pregnancy Leave Top-Up. Effective on confirmation by the Canada Employment Insurance Commission of the appropriateness of the Employer’s Supplementary Unemployment Benefit (SUB) Plan, an employee who is on Pregnancy Leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance pregnancy benefits pursuant to Section 22 of the Employment Insurance Act shall be paid a supplemental unemployment benefit for a period not exceeding fifteen
Pregnancy Leave Top-Up. The Board shall provide to an employee entitled to receive Employment Insurance benefits on account of her pregnancy, a maximum of seventeen (17) weeks of benefits under a top-up arrangement under S. 38 of the Employment Insurance Act, as follows:
a) The time period over which benefits are payable by the Board under this Article 12.08 is the same period as the employee’s entitlement to Employment Insurance pregnancy benefits, inclusive of the two (2) week waiting period imposed under the Employment Insurance Act. If the employee is not entitled to pregnancy Employment Insurance benefits for the full seventeen (17) week period, top-up benefit payments are only required of the Board for the two week waiting period imposed under the Employment Insurance Act and any period corresponding with the payment of the Employment Insurance pregnancy benefits.
b) The Employer shall provide a pregnancy/parental leave sub plan for Employees under the Canada Employment Insurance Act. The Employee’s regular weekly earnings shall be determined by dividing the annual rate of salary at the commencement of the leave by fifty-two (52).
c) For the six (6) week period immediately following the birth of her child, the Board shall pay top-up benefits as a supplement to the Employee’s Employment Insurance Pregnancy benefit entitlement, without the requirement to submit medical proof of illness. The amount of the supplement shall be equal to the difference between the amount of the Employee’s Employment Insurance pregnancy benefits, (which is acknowledged to be nil during the Employee’s two week waiting period if it occurs during this period) and one hundred percent (100%) of the Employee’s regular weekly earnings.
d) For the remaining eleven (11) weeks of the seventeen (17) week period, whether such weeks occur before or after the birth of the child, the Board shall pay top-up benefits as a supplement to the Employee’s Employment Insurance pregnancy benefits (which is acknowledged to be nil during the Employee’s two (2) week waiting period if it occurs during this period) and fifty (50%) of the Employee’s regular weekly earnings. An Employee who is not entitled to receive Employment Insurance benefits on account of her pregnancy is entitled to utilize any sick leave credits that she may have to her credit for the six (6) week period immediately following the birth of her child in accordance with the provisions of the sick leave plan.
Pregnancy Leave Top-Up. The service requirement for eligibility for SUB payments shall be thirteen (13) weeks. On confirmation by the Employment Insurance Commission of the appropriateness of the Employer's Supplemental Unemployment Benefit (SUB) Plan, an Employee who is on pregnancy leave as provided under this Agreement who is in receipt of Employment Insurance pregnancy benefits pursuant to Section 18 of the Employment Insurance Act, 1971, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of her regular weekly earnings and the sum of her weekly Employment Insurance Benefits and any other earnings. Such payment shall commence following completion of the one (1) week Employment Insurance waiting period, and receipt by the Employer of the Employee's Employment Insurance remittance statement as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the Employee is in receipt of such benefits for a maximum period of fifteen (15) weeks. The Employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. The normal weekly hours for a part-time Employee shall be calculated by using the same time period used for calculation of the Employment Insurance benefit.
Pregnancy Leave Top-Up. Such payment shall commence on a monthly basis following completion of the one (1) 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 Maternity Benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of ten (10) 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 pregnancy 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.
