Common use of Pregnancy/Parental Leave Clause in Contracts

Pregnancy/Parental Leave. i) An employee who is entitled to take a pregnancy or parental leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leave. ii) Seniority for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory pregnancy/parental leave an employee shall be reinstated to the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (2) weeks notice in writing of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. ia) Pregnancy and Parental leaves will be granted in accordance with the Employment Standards Act of Ontario unless otherwise amended. b) An employee who is entitled pregnant shall be entitled, upon application, to take a pregnancy or leave and parental leave immediately thereafter. Pregnancy leave shall not be terminated or laid offgranted for seventeen (17) weeks as provided in the Employment Standards Act, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leave. iiand may begin no earlier than seventeen (17) Seniority for all purposes continues to accrue during pregnancy and parental leavesweeks before the expected birth date. Following the statutory pregnancy/parental leave an The employee shall be reinstated to give the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give Employer two (2) weeks notice notice, in writing writing, of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on day upon which he/she intends to returncommence her leave of absence, unless impossible, and furnish the Employer with a certificate of a legally qualified medical practitioner stating that she is pregnant and giving the estimated day upon which delivery will occur. vic) An Pregnancy leave shall be granted as a right. d) The employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving shall give at least two (2) weeks written notice before of her intention to return to work. The employee may, with the earlier date. He/she may change to a later date by consent of the Employer, shorten the duration of the leave of absence requested under this Article upon giving the Employer two (2) weeks notice before of her intention to do so, and furnishing the Employer with a certificate of a legally qualified medical practitioner stating that she is able to resume her work. Additional leave of absence may be taken under Parental Leave. e) Notwithstanding Article 18.02 (c) above, an employee must complete 10 months of continuous 18 service prior to the expected date of birth to be paid a supplemental unemployment insurance benefit. That benefit will be the equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings and the sum of her weekly rate of unemployment insurance benefits. In any week, the total amount of SUB payments and the weekly rate of E.I. benefits will not exceed 75% of the employee’s normal weekly earnings. Such payment shall commence after the two week unemployment insurance waiting period and shall continue while the employee is in receipt of such benefits for a maximum period of fifteen (15) weeks. Vested Interest - Employees do not have a right to SUB payments except for supplemental of E.I. benefits during the unemployment period as specified in the plan. 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 was times her normal weekly hours. Other Income - 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 this plan. The regular hourly rate shall be calculated to begininclude all of the employee's insurable earnings as defined by the Unemployment Insurance Act. viif) If an An employee wishes to change the date who does not apply for leave of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.absence under Article 18.02

Pregnancy/Parental Leave. i) An employee who is ‌ 20.01 Members shall be entitled to take pregnancy leave and/or parental leave in accordance with the provisions of the Employment Standards Act. A member intending to go on pregnancy leave shall make written application to the Board and supply the Board with a certificate from a legally qualified medical practitioner stating that she is pregnant and giving the estimated due date. A member on pregnancy or and/or parental leave shall not be terminated or laid offreceive benefits provided under Article 23, disciplined or suspended because he or she is so entitledof this agreement. Notwithstanding the provisions of the Employment Standards Act, or has in fact applied members shall further receive the provisions of Article 23 for or taken such a period of up to seventeen (17) weeks pregnancy leave and thirty-five (35) weeks parental leave. ii) Seniority for all purposes continues to accrue during . During pregnancy and parental leaves. Following the statutory pregnancy/and/or parental leave an employee the Board shall be reinstated to provide a Supplementary Employment Insurance Benefit (SUB) Plan as follows: a) during the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give first two (2) weeks notice in writing of the date Employment Insurance (E.I.) waiting period, pay the leave is to begin, together with a medical certificate estimating member seventy- five (75%) per cent of their regular rate of pay; and b) in the date case of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will during the following fifteen (15) weeks or shorter period if the member returns to work, pay the member at a rate of pay equivalent to the difference between the Employment Insurance pregnancy benefits the member receives and seventy-five (75%) per cent of their regular pay; and; c) members must provide proof of application for and receipt of Employment Insurance Benefits in order to receive payment under the SUB plan, unless serving the two-week E.I. waiting period. Proof shall be assumed that she wishes to take copies of E.I. benefit stubs. d) SUB payments are paid only for the maximum supplementation of Employment Insurance benefits for the unemployment period as specified in the plan for pregnancy and/or parental leave. ve) If an employee on pregnancy/parental leave wishes Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits will not be reduced or increased by payments received under the plan. f) This benefit is to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice be fully paid out of the date on which he/she Board’s general revenues. A separate record of SUB payments shall be kept by the Board. g) The plan shall remain in effect with this and subsequent Agreements. 20.02 Parental leave shall be granted a member as a result of the birth of a child, or a child coming into the member’s custody, care and control for the first time. A parent also includes a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with the parent of the child and who intends to returntreat the child as the person’s own child. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. i) An employee who is entitled leave will be administered in accordance with the provisions of the Ontario Employment Standards Act, as amended from time to take a pregnancy or parental time. The service requirement for eligibility for leave shall not be terminated thirteen (13) weeks. If possible the employee shall give written notification at least four (4) weeks in advance of the date of commencement of such leave and the expected date of return. This notice shall be waived in the event or laid offpregnancy complications or premature birth. In cases of adoption, disciplined or suspended the employee shall advise the Employer as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. E, because he or she is so entitledof late receipt of confirmation of the pending adoption, or has the employee finds it impossible to request the leave of absence in fact applied for or taken such leave. iiwriting the request may be made verbally and subsequently verified in writing. The employee shall her intention to return to work on the date originally approved in subsection above by written notification received at least four (4) Seniority for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory pregnancy/parental leave an weeks in advance thereof, The employee shall be reinstated to her former position, unless the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee has been discontinued in which case she shall be paid given a comparablejob. Pregnancy leave shall be for seventeen (17) weeks. Pregnancy leave may be commenced at any time within the rate seventeen (17) weeks before the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) expected date of delivery. An employee who is entitled on pregnancy leave as provided under the Agreement, who has completed five (5) months of continuous service and has applied for and is in receipt of Employment Insurance benefits pursuant to pregnancy/parental Sections and of the Employment Act, as amended shall be paid a supplemental employmentbenefit. 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 following receipt by the Employer of the employee’s Employment cheque stub as proof that she is in receipt of Employment Insurance pregnancy /parenting benefits for a period of fifteen (15) weeks. The employee’s regular weekly earnings shall be determined by multiplying her regularly hourly rate on her last day worked prior to the commencement of the leave is required to give two times her normal weekly hours. 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 must begin no later than (252) weeks notice after the day the child is born or comes in writing the custody, care and control of the date parent for the leave is to beginfirst time, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the For employees on pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to change thirty-five (35)weeks in duration if the date employee also took pregnancy leave and thirty-seven (37)weeks in duration if she did not. For the purposes of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four provisions under (4a) weeks written notice before the date the leave was to end.and shall also

Pregnancy/Parental Leave. iGeneral (a) Pregnancy and parental leaves will be granted in accordance with the Employment Standards Act of Ontario, and any amendments or interpretations of regulation pertaining thereto, unless otherwise amended. (b) An employee Employee who is entitled has had Pregnancy and Parental leave in accordance with the Employment Standards Act, and who makes a request in writing to take a pregnancy or parental the Employer, shall be granted an extension of up to six (6) months unpaid leave shall not be terminated or laid offof absence. (c) Credits for service for the purpose of salary increments, disciplined or suspended because he or she is so entitledvacations, or has in fact applied any other benefit included and prescribed under the Employment Standards Act shall continue and seniority shall accumulate during the leave. Seniority for or taken such part-time employees shall be based on the average hours paid during the four (4) pay periods immediately preceding the leave. ii(d) Seniority for all purposes continues Such absence is not an illness under the interpretation of this Agreement, and credits on the accumulated sick leave plan and the weekly indemnity plan cannot be used, except as outlined in Article 18.01 (j). (e) During the period of the leaves, the Employer shall continue to accrue during pregnancy pay its share of the contributions of the subsidized employee benefits, including pension, in which the employee is participating if the employee elects, in writing, to continue their share of the premiums and parental leaves. Following pays their portion. (f) Upon return from Pregnancy and/or Parental Leave, the statutory pregnancy/parental leave an employee shall be reinstated to their former position unless the same position if it still existshas been discontinued in which case they shall be given a comparable job. All employees who fill vacancies as a result of the above absences shall likewise be returned to their former permanent positions. (g) When the Employer has suspended or discontinued operations during the leave of absence and has not resumed operations upon the expiry thereof, the Employer shall upon resumption of operations, reinstate the employee to their employment or to alternate work in accordance with the established seniority system or practice of the Employer in existence at the time the leave of absence began and in the absence of such a comparable position if it does not. On reinstatement system or practice shall reinstate the employee shall be paid at in accordance with the rate the employee would be earning if he or she had worked through the leaveprovisions of 19.10 (f). iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (2) weeks notice in writing of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. i(a) An Pregnancy and Parental leaves will be granted in accordance with the provisions of the (b) If possible the employee who is entitled to take a pregnancy or parental shall give written notification at least one (1) month in advance of the date of commencement of such leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leaveand the expected date of return. ii(c) Seniority for all purposes continues The employee shall reconfirm her intention to accrue during pregnancy and parental leavesreturn to work on the date originally approved in subsection (b) above by written notification received by the Employer at least four (4) weeks in advance thereof. Following the statutory pregnancy/parental leave an The employee shall be reinstated to her former position, unless the same position if it still exists, or to has been discontinued in which case she shall be given a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leavejob. iii(d) The employer An employee shall continue to accumulate seniority and service and shall continue to be eligible to participate in the insurable benefits and pension plans in the same manner and under the same terms and conditions as if the Employee were actively at work, for the period of the pregnancy leave of seventeen (17) weeks and/or the period of the parental leave of thirty-five (35) weeks. The employee must give the Employer written notice that she does not intend to make employer contributions to pensionher contributions, life insuranceif any. (e) Parental leave must begin within fifty-two (52) weeks of the birth of the child or within fifty- two (52) weeks of the day the child first came into the custody, accidental deathcare and control of the parent. For employees on pregnancy leave, extended health and dental plans parental leave will begin immediately after pregnancy leave expires unless the relevant provision of the Employment Standards Act is amended or declared a violation of equality rights. Parental leave shall be granted for up to thirty-five (35) weeks in duration (thirty-seven (37) weeks if pregnancy leave is not taken). (f) An employee that has advised taken a Pregnancy Leave under this Article is eligible to be granted a parental leave of up to thirty-five (35) weeks duration, in accordance with the employerEmployment Standards Act. An employee, who is eligible for parental leave in accordance with the Employment Standards Act, because she/he is an adoptive parent or the natural father, will be granted a Parental leave of up to thirty-seven (37) weeks. The employee shall advise the Employer, in writing, that he or she does not wish to continue to make in advance, in accordance with subsections (b) and (c). If, because of late receipt of confirmation of the adoption, the employee contributions (if any) finds it impossible to such plansrequest the leave of absence in writing, the request may be made verbally and subsequently verified in writing. iv(g) An The employee who is entitled to pregnancy/parental leave is required to shall give the Employer two (2) weeks written notice in writing of the date the leave is to begin, together with a medical certificate estimating begin unless exempt under the date of deliveryEmployment Standards Act. If Parental leave ends thirty-five (35) weeks after it began or an earlier day if the employee does not specify gives the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer Employer at least four (4) weeks written notice of the date on which he/she intends to returnthat day. vi(h) An employee 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 has given notice is on pregnancy leave as provided under this Agreement who is in receipt of Employment Insurance pregnancy benefits pursuant to begin Section 18 of the Employment Insurance Act, 1971, shall be paid a pregnancy/parental leave may change supplemental unemployment benefit. That benefit will be equivalent to the notice to an earlier date by giving at least 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 two (2) weeks written notice before week Employment Insurance waiting period, and receipt by the earlier dateEmployer 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. HeThe 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. (i) 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 parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of her/she may change to a later date by giving his regular weekly earnings and the sum of her/his weekly Employment Insurance Benefits and any other earnings. Such payment shall commence following completion of the two (2) weeks notice before week Employment Insurance waiting period, and receipt by the Employer of the employee’s Employment Insurance remittance statement as proof that she/he is in receipt of Employment Insurance Benefits for a maximum period of ten (10) weeks. The employee’s regular weekly earnings shall be determined by multiplying her/his regular hourly rate on her/his last day worked prior to the commencement of the leave was to begintimes her/his 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. vii(j) If Due to family circumstances, an employee wishes may require additional leave of absence of up to change six (6) additional months. When this occurs, the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she employee must give the employer four (4) weeks written notice before the date the leave was to end.provide at least two

Pregnancy/Parental Leave. iPermanent Full Time Employees and Home Support Workers (a) An an employee who is entitled to take a pregnancy or parental leave shall not be terminated or laid off, disciplined or suspended because he or under the Employment Standards Act who provides the Employer with evidence satisfactory to the Employer that she is so entitled, or has in fact applied for or taken such leave. ii) Seniority for all purposes continues and is eligible to accrue during pregnancy and parental leaves. Following receive Employment Insurance benefits pursuant to Section 22 of the statutory pregnancy/parental leave an employee shall be reinstated to the same position if it still existsEmployment Insurance Act, or to a comparable position if it does not. On reinstatement the employee shall be paid at a pregnancy leave allowance as follows: i) for the rate period of the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give first two (2) weeks notice in writing of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end immediately following commencement of the pregnancy leave, it will be assumed that in an amount equal to seventy-five percent (75%) of the regular weekly non- overtime wages for her classification to which she wishes was entitled as of the last day worked by her prior to take her commencement of the maximum pregnancy leave.; and vii) If an employee on pregnancy/parental leave wishes to change for the date period of return to work to an earlier date, he/she must give the employer four next fifteen (415) weeks written notice of immediately following the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least first two (2) weeks written notice before after the earlier datecommencement of her pregnancy leave in an amount equal to seventy-five (75%) of the regular non-overtime weekly wages for her classification to which she was entitled as of the last day worked by her prior to the commencement of the pregnancy leave minus the sum of: 1. He/the gross weekly employment insurance benefits which she may change is entitled to a later date by giving two (receive; and 2) weeks notice before . the leave was gross amount of any other earnings which she is entitled to beginreceive from any employment or self- employment. vii(b) If As a condition of the payment under Section 22.05 (a)(ii) the employee shall provide to the Employer bi-weekly a written declaration of the gross sum of such employment insurance benefits and such other earnings from employment or self-employment. (c) Effective April 1, 1996, any reduction in the amount of an Employee's gross weekly employment insurance benefits which she is entitled to receive as referred to in subparagraph (a) above from the fifty-five percent (55%) level currently payable shall not result in any corresponding increase in payment by the Employer to the Employee under this Clause 21.05(a)(ii) and such payments by the Employer to the Employee shall be calculated on the basis that the Employee is deemed to be in receipt of employment insurance benefits at the fifty-five percent (55%) level currently payable. (d) an employee wishes shall be entitled to change continued coverage under the health and welfare plans provided in Sections 26.01, 26.02 and 26.03 of this Agreement during a period of pregnancy/parental leave provided that the premiums for the long-term disability shall continue to be paid by the Employee through payroll deduction. The Employee shall not be entitled to use accumulated sick leave credits or receive supplemental sick leave allowance as provided in Article 21 of this Agreement as a consequence of any illness, injury, disability or illness of immediate family member which occurs during any part of the Employee's pregnancy leave hereunder. (e) An employee must advise the Chief Executive Officer in writing of the employees expected date of return from pregnancy leave. (f) To be eligible for payment of the pregnancy leave allowance hereunder each Employee must return to work following her pregnancy leave and remain in the employ of the Employer for a later date, but subject consecutive period of at least six (6) months and should an Employee fail to comply with this condition she shall forfeit and shall immediately repay to the rules concerning Employer the maximum length gross amount of leave, he/she must give the employer four (4) weeks written notice before the date the any pregnancy leave was to endallowance received hereunder.

Pregnancy/Parental Leave. i(a) An employee who is entitled to take a pregnancy or parental leave shall not Pregnancy and Parental leaves will be terminated or laid offgranted in accordance with the provisions of the Employment Standards Act, disciplined or suspended because he or she is so entitled, or has except where amended in fact applied for or taken such leavethis provision. ii(b) Seniority for all purposes continues If possible the employee shall give written notification at least one (1) month in advance of the date of commencement of such leave and the expected date of return. (c) The employee shall reconfirm their intention to accrue during pregnancy and parental leavesreturn to work on the date originally approved in subsection (b) above by written notification received by the Employer at least four (4) weeks in advance thereof. Following the statutory pregnancy/parental leave an The employee shall be reinstated to their former position, unless the same position if it still exists, or to has been discontinued in which case they shall be given a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leavejob. iii(d) The employer An employee shall continue to accumulate seniority and service and shall continue to be eligible to participate in the insurable benefits and pension plans in the same manner and under the same terms and conditions as if the Employee were actively at work, for the period of the pregnancy leave of seventeen (17) weeks and/or the period of the parental leave of sixty-one (61) weeks. The employee must give the Employer written notice that they do not intend to make employer contributions to pensiontheir contributions, life insuranceif any. (e) Parental leave must begin within fifty-two (52) weeks of the birth of the child or within fifty-two (52) weeks of the day the child first came into the custody, accidental deathcare and control of the parent. For employees on pregnancy leave, extended health and dental plans parental leave will begin immediately after pregnancy leave expires unless the employee has advised relevant provision of the employer, Employment Standards Act is amended or declared a violation of equality rights. Parental leave shall be granted for up to sixty-one (61) weeks in writing, that he or she does duration sixty- three (63) weeks if pregnancy leave is not wish to continue to make the employee contributions (if any) to such planstaken). iv(f) An employee that has taken a Pregnancy Leave under this Article is eligible to be granted a parental leave of up to sixty-one (61) weeks duration, in accordance with the Employment Standards Act. An employee, who is entitled to pregnancy/eligible for parental leave is required to give two (2) weeks notice in writing of accordance with the date Employment Standards Act, because they are an adoptive parent or the leave is to beginnatural father, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes granted a Parental leave of up to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.sixty-three

Pregnancy/Parental Leave. i) An employee who is ‌ 18.01 Members shall be entitled to take pregnancy leave and/or parental leave in accordance with the provisions of the Employment Standards Act. A member intending to go on pregnancy leave shall make written application to the Board and supply the Board with a certificate from a legally qualified medical practitioner stating that she is pregnant and giving the estimated due date. A member on pregnancy or and/or parental leave shall not be terminated or laid offreceive benefits provided under Health and Insurance Benefits article. Notwithstanding the provisions of the Employment Standards Act, disciplined or suspended because he or she is so entitled, or has in fact applied members shall further receive the provisions of Health and Insurance Benefits article for or taken such a period of up to seventeen (17) weeks pregnancy leave and thirty-five (35) weeks parental leave. ii) Seniority for all purposes continues to accrue during . During pregnancy and parental leaves. Following the statutory pregnancy/and/or parental leave an employee the Board shall be reinstated to provide a Supplementary Employment Insurance Benefit (SUB) Plan as follows: a) During the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give first two (2) weeks notice in writing E.I. waiting period, pay the member seventy-five (75%) per cent of their regular rate of pay; and b) In the date the leave is to begin, together with a medical certificate estimating the date case of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will during the following fifteen (15) weeks or shorter period if the member returns to work, pay the member at a rate of pay equivalent to the difference between the Employment Insurance pregnancy benefits the member receives and seventy-five (75%) per cent of their regular pay; and c) Members must provide proof of application for and receipt of Employment Insurance benefits in order to receive payment under the SUB plan, unless serving the two-week E.I. waiting period. Proof shall be assumed that she wishes to take copies of E.I. benefit stubs. d) SUB payments are paid only for the maximum supplementation of Employment Insurance benefits for the unemployment period as specified in the plan for pregnancy and/or parental leave. ve) If an employee Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits will not be reduced or increased by payments received under the plan. f) This benefit is to be fully paid out of the Board’s general revenues. A separate record of SUB payments shall be kept by the Board. g) The plan shall remain in effect with this and subsequent Agreements. Parental leave shall be granted a member as a result of the birth of a child, or a child coming into the member’s custody, care and control for the first time. A parent also includes a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with the parent of the child and who intends to treat the child as the person’s own child 18.02 While on pregnancy/pregnancy and/or parental leave wishes a member shall continue to change accumulate seniority and credit for service for the date purposes of return salary and all other increments. The Board shall continue to work to an earlier date, he/she must give provide the employer four member with the health and insurance benefits provided for in Article 21 and pension in accordance with Article 20. 18.03 The total leave shall not exceed fifty-two (452) weeks written notice consisting of the date on which he/she intends to returna maximum seventeen (17) weeks pregnancy leave and a maximum thirty-five (35) weeks parental leave. vi) An employee 18.04 A member who has given notice provides a certificate from a legally qualified medical practitioner, stating that she is pregnant and recommending that she be placed on other than her normal duties, shall be accommodated by the Board and shall be provided suitable duties, with no change in salary or benefits status, until the member elects to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begingo on pregnancy leave. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. i(a) An employee who is entitled to take a pregnancy or parental Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) The service requirement for eligibility for maternity leave shall not be terminated or laid offthirteen (13) weeks of continuous service before the expected date of birth. (c) The employee shall give written notification two (2) weeks prior to the commencement of the leave of her request for leave together with her expected date of return. At such time she shall also furnish the Employer her Doctor's certificate as to pregnancy and expected date of delivery. (d) During the period of leave, disciplined or suspended because he or she the Employer shall continue to pay the Employer's portion of hospital, medical, dental, group life, pension and other benefits included and prescribed by the Employment Standards Act if the employee elects, in writing, to continue her share of the premiums. If deductions for the employee's share of the premiums are required, the Employer shall deduct these amounts from the SUB payments. Credits for service shall accumulate for the initial seventeen (17) weeks from the commencement of the leave while an employee is so entitled, or has in fact applied on maternity leave. Credits for or taken such seniority shall accumulate during the period of the leave. ii(e) Seniority for all purposes continues The employee shall reconfirm her intention to accrue during pregnancy and parental leavesreturn to work on the date originally provided to the Employer in 23.08 (c) above by written notification received by the Employer at least two weeks in advance thereof. Following the statutory pregnancy/parental leave an The employee shall be reinstated to the same position the employee most recently held with the Employer, if it still exists, or to a comparable position position, if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. ivf) An employee who commences a leave as set out above who is entitled in receipt of employment insurance pregnancy benefits pursuant to pregnancy/parental leave is required the Employment Insurance Act, shall be paid a supplemental employment benefit. That benefit will be equivalent to give 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 following the completion of the two (2) weeks notice in writing week employment insurance waiting period, during which time she shall receive seventy-five percent (75%) of her regular weekly earnings, and receipt by the Employer of the date employee's employment insurance cheque stub as proof that she is in receipt of employment insurance pregnancy 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 the last day worked prior to the commencement of the leave is to begin, together with a medical certificate estimating the date of deliverytimes her normal weekly hours. If the The employee does not specify have any vested right except to receive payments for the covered unemployment period. The plan provides that 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. The plan is financed by the Employer and separate accounting record of benefits paid from the plan will be kept by the Employer. The Employer will inform in writing, Human Resources Development Canada, of any changes to the plan within thirty (30) days after the effective date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leavechange. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. i(a) An employee Pregnancy/Parenting leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. A nurse, who is entitled to take eligible for a pregnancy or parental leave, may extend the leave shall not be terminated or laid offfor a period of up to twelve (12) months' duration, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such inclusive of any pregnancy leave. ii(b) Seniority The service requirement for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory eligibility for pregnancy/parental parenting leave an employee shall be thirteen (13) weeks of continuous service. (c) The nurse shall give written notification at least one (1) month in advance of the date of commencement of such leave and the expected date of return. (d) The nurse shall re-confirm her intention to return to work on the date originally approved in subsection (c) above by written notification received by the Employer at least four (4) weeks in advance thereof. The nurse shall be reinstated to her former position unless the same position if it still exists, or to has been discontinued in which case she shall be given a comparable position if it does not. job. (e) On reinstatement confirmation by the employee Canada Employment and Immigration Commission of the appropriateness of the Employer's Supplemental Unemployment Benefit (SUB) Plan, a nurse who is on parenting leave as provided under this Agreement who is in receipt of Employment Insurance pregnancy benefits pursuant to Section 30 of the Employment Insurance Act, 1996 shall be paid at 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 two (2) week Employment Insurance waiting period, and receipt by the Employer of the nurse's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the nurse is in receipt of such benefits for a maximum period of fifteen (15) weeks. The nurse's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the employee would be earning if he or she had worked through commencement of the leaveleave times her normal weekly hours. iii(f) The employer A nurse who becomes a parent of a child is eligible to take a parental leave in accordance with the provisions of the Employment Standards Act, except where amended by this provision. (g) A nurse who has taken a pregnancy leave under Article 11.03 is eligible to be granted a parental leave of up to eighteen (18) weeks duration, in accordance with the Employment Standards Act. A nurse who is eligible for a parental leave who is the natural father or is an adoptive parent may extend the parental leave for up to twelve (12) months duration, consideration being given to any requirements of adoption authorities. In cases of adoption, the nurse shall continue advise the Employer as far in advance as possible with the respect to make employer contributions to pension, life insurance, accidental death, extended health a prospective adoption and dental plans unless shall request the employee has advised the employerleave of absence, in writing, that he upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the nurse finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (h) The nurse shall be reinstated to her former position, unless her former position has been discontinued, in which case she shall be given a comparable job. (i) Nurses newly hired to replace nurses who are on approved parental leave may be released and such release shall not be the subject of a grievance or she does not wish arbitration. If retained by the Employer, in a permanent position, the nurse shall be credited with seniority from date of hire subject to continue successfully completing her probationary period. The nurse shall be credited with tours worked (hours worked for nurses whose regular hours of work are other than the standard work day) towards the probationary period provided in Article 10.01 to make a maximum of thirty (30) tours (225 hours for nurses whose regular hours of work are other than the employee contributions (if any) standard work day). The Employer will outline to nurses hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such plansemployment. iv(j) An employee Effective April 1, 1991, on confirmation by the Canada Employment and Immigration Commission of the appropriateness of the Employer's Supplemental Unemployment Benefit (SUB) Plan, a nurse who is entitled to pregnancy/on parental leave as provided under this Agreement who has applied for and is required in receipt of Employment Insurance parental benefits pursuant to give Section 20 of the Employment Insurance Act 1996 shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between eighty-four (84%) of her regular weekly earnings and the sum of her weekly Employment Insurance Benefits and other earnings. Such payment shall commence following completion of the two (2) weeks notice in writing Employment Insurance waiting period, and receipt by the Employer of the date nurse's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance Benefits for a maximum period of ten (10) weeks. The nurse'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 is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leavetimes her normal weekly hours. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. iEmployees other than casual or temporary employees shall be entitled to Pregnancy and Parental leave benefits in accordance with the provisions of the Unemployment Insurance Act and the Employment Standards Act of Ontario. a) An employee with thirteen weeks of service with the Employer prior to the date of delivery and who presents a doctor's certificate stating that she is entitled to take pregnant and probable date of delivery shall be granted leave as above. The date of commencement of Pregnancy leave and its length shall be at the discretion of the employee, provided, however, that if the employee cannot consistently carry out her employment responsibilities the Employer may, for good and reasonable cause, which shall be grievable, require the pregnancy leave be taken as of a pregnancy certain time. Length of service, vacation credits or parental any other leave shall entitlement will not be terminated or laid offaffected by pregnancy leave, b) At the end of Pregnancy leave, disciplined or suspended because he or she is so entitledadditional leave without salary may be granted, or has in fact applied for or taken such leaveaccordance with ARTICLE 23.03. iic) Seniority for all purposes continues to Sick time and vacation time will accrue during pregnancy and parental leavesPregnancy leave. Following Supplementary Unemployment Benefit (SUB)-PREGNANCY LEAVE Employees eligible to receive Unemployment Insurance benefits pursuant to Section 18 of the statutory pregnancy/parental leave an employee shall be reinstated to the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee Unemployment Insurance Act shall be paid at a Pregnancy Leave allowance in accordance with the rate Supplementary Unemployment Benefit Plan. Under the Unemployment Insurance Act an employee would be earning if he or she had worked through is eligible to receive benefits for a period of up to fifteen (15) weeks. The Employer shall pay the leave. iiidifference between Unemployment Insurance benefits and sixty-five percent (65%) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless of regular weekly earnings for the period of time the employee has advised qualified for benefits. The period of coverage by the employer, in writing, that he or she does not wish to continue to make Employer shall include the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two two- (2) weeks notice in writing week waiting period, between the last day of work and commencement of UIC benefits. Supplementary Unemployment Benefit (SUB) — Parental Employees eligible to receive Unemployment Insurance benefits pursuant to Section 18 of the date Unemployment Insurance Act shall be paid a parental Leave allowance in accordance with the leave Supplementary Unemployment Benefit Plan, Under the Unemployment Insurance Act an employee is eligible to begin, together with receive parental benefits for a medical certificate estimating period of up to fifteen (15) weeks. The Employer shall pay the date difference between Unemployment Insurance benefits and sixty-five percent ( 6 5 % ) of delivery. If regular weekly earnings for the period of time the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leavehas qualified for benefits. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. i) An employee who is entitled leave will be administered in with the provisions of the Ontario Employment Standards Act, as amended time to take a pregnancy or parental time. The service requirement for eligibility for leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leave. iithirteen (13) Seniority for all purposes continues to accrue during pregnancy and parental leavesweeks. Following the statutory pregnancy/parental leave an employee shall be reinstated to the same position if it still exists, or to a comparable position if it does not. On reinstatement If possible the employee shall be paid give written notification at the rate the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (2) weeks notice in writing of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer least four (4) weeks written notice in advance of the date of commencement of such leave and the expected date of return. This notice shall be waived in the event or pregnancy complications or premature birth. In cases of adoption, the employee shall advise the Employer as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. because of late receipt of confirmation of the pending adoption, the employee finds it impossible to request the leave of absence in writing the request may be made verbally and subsequently verified in writing. The employee shall reconfirm her intention to to work on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date originally in subsection above by giving written notification received at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice in advance thereof The shall be reinstated to her former position, unless the position has been discontinued in which case she shall be given a comparablejob. Pregnancy leave shall be for seventeen 7) weeks. Pregnancy leave may be commenced at any time within the seventeen (17) weeks before the expected date of delivery. An employee who is on pregnancy leave as provided under the Agreement, who has completed five (5) months of continuous service and has applied for and is in receipt of Employment Insurance benefits pursuant to Sections and of the Employment Act, as amended shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her regular weekly and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following receipt by the Employer of the employee’s Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy /parenting benefits for a maximum period of fifteen (15) weeks. The employee’s regular weekly earnings shall be determined by multiplying her regularly hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. Payments in respect of guaranteed annual remuneration or in respect of remuneration or severance pay benefits are not reduced or increased by payments received under the plan. An employee who becomes a parent, and who has been employed for at least thirteen (13) weeks immediately preceding the date the leave was begins, shall be entitled to end.parental leave Parental leave must begin no later than fifty-two (52) weeks after the day the child is born or comes in the custody, care and control of the parent for the time. For employees on pregnancy leave, parental leave will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to thirty-five (35) weeks in duration if the employee also took pregnancy leave and thirty-seven (37)weeks in duration if she did not. For the purposes of parental leave, the provisions under (a) and shall also

Pregnancy/Parental Leave. iPregnancy leave and/or Parental Leave shall be granted in accordance with the provisions of the Employment Standards Act, as amended from time to time. a) An employee who is Employee entitled to take a pregnancy or parental leave shall not be terminated or laid offunder the above, disciplined or suspended because he or and who provides the Employer with proof that she is so entitled, or has in fact applied for or taken such leave. ii) Seniority for all purposes continues and is eligible to accrue during pregnancy and parental leaves. Following the statutory pregnancy/parental leave an employee shall be reinstated receive employment insurance benefits pursuant to the same position if it still existsEmployment Insurance Act (Canada), or as amended from time to a comparable position if it does not. On reinstatement the employee time, shall be paid at an allowance in accordance with the rate Supplementary Unemployment Benefit Plan as follows: 1) for the employee would be earning if he or she had worked through the leave. iiifirst (1) The employer shall continue week, payments equivalent to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions ninety-three percent (if any93%) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (2) weeks notice in writing of the date actual weekly rate of pay for her classification, which she was receiving on the leave is last day worked, prior to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end commencement of the pregnancy leave; and 2) up to a maximum of fifteen (15) additional weeks, it will be assumed that payments equivalent to the difference between the sum of the weekly EI benefit the Employee is eligible to receive and any other earnings received by the Employee and ninety-three percent (93%) of the actual weekly rate of pay for her regular classification which she wishes was receiving on the last day worked, prior to take the maximum commencement of the pregnancy leave. v3) If Upon completion of the fifteen (15) weeks of EI benefits, Employees shall receive one (1) additional week of payments equivalent to ninety-three percent (93%) of the actual weekly rate of pay for her classification, which she was receiving on the last day worked, prior to the commencement of the pregnancy leave. b) Employees shall have no vested right to payments under the Plan except payments during a period of unemployment specified by the Plan. c) Payments with respect of guaranteed annual remuneration, as defined in The Employment Insurance Act (Canada) as amended from time to time, or in respect of differed remuneration or severance pay benefit shall not be reduced or increased by payments received under the Plan. d) To be eligible for the Supplementary Unemployment Benefit Plan allowance in Article 21:04 (a), the Employee shall sign an employee on pregnancy/parental leave wishes to change the date of agreement providing: 1) that she will return to work to an earlier date, he/she must give and remain in the employer four (4) weeks written notice employ for a period of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.six

Pregnancy/Parental Leave. i12.01 Pregnancy/Parental leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. 12.02 A pregnant member whose date falls at least thirteen (13) An employee who weeks after she commenced employment is entitled to take a pregnancy or parental leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leaveof seventeen (17) weeks. ii12.03 If possible, the member shall give written notification at least one (1) Seniority for all purposes continues month in advance of the date of commencement of such leave and the expected date of return. 12.04 The member shall reconfirm her intention to accrue during pregnancy and parental leavesreturn to work on the date originally indicated in 12.03 above by written notification received by the employer at least four (4) weeks in advance thereof. Following the statutory pregnancy/parental leave an employee The member shall be reinstated to her former position, unless the same position if it still exists, or to has been discontinued in which case she shall be given a comparable position if it does not. On reinstatement job. 12.05 A member who becomes a parent and who has been employed for at least thirteen (13) weeks immediately preceding the employee date the leave begins shall be paid at the rate the employee would be earning if he or she had worked through the entitled to parental leave. iii12.06 Parental leave must begin within fifty-two (52) The employer shall continue to make employer contributions to pensionweeks of the birth of the child or within fifty-two (52) weeks of the day the child first came into custody, life insurancecare and control of the parent or for members who take pregnancy leave, accidental deathparental leave will begin immediately after the pregnancy leave expires, extended health and dental plans unless the employee child has advised not yet come into her custody, care and control for the employer, first time. Parental leave shall be granted for up to thirty-five (35) weeks in writing, that he or she does not wish duration for members who also took pregnancy leave and for up to continue to make the employee contributions thirty-seven (if any37) to such plansweeks in duration for other members. iv) An employee who is entitled to pregnancy/parental leave is required to 12.07 The member shall give the employer two (2) weeks written notice in writing of the date the leave is to begin, together with a medical certificate estimating unless exempt under the date of deliveryEmployment Standards Act. If the employee does not specify the date of the end of the Parental leave ends thirty-seven (37) weeks after it began or thirty-five (35) weeks after it began for members who also took pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee leave or on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give day if the employer member gives the Employer at least four (4) weeks written notice of the date on which he/she intends to returnthat day. vi) An employee 12.08 For the purposes of parental leave, the provisions under 12.01 and 12.04 shall also apply. 12.09 A member who is on pregnancy leave, as provided under this Agreement, who has given notice applied for and is in receipt of Employment Insurance pregnancy benefits pursuant to begin Section 18 of the Employment Insurance Act shall be paid a pregnancy/parental leave may change supplemental employment benefit. That benefit will be equivalent to the notice to an earlier date by giving at least 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 two (2) weeks written notice before week Employment Insurance waiting period and receipt by the earlier dateemployer of the member’s Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits and shall continue for a maximum period of fifteen (15) weeks. He/she may change The member’s regular weekly earnings shall be calculated by using the same time period used for calculation of Employment Insurance benefit. (Currently twenty-six (26) weeks). The member does not have any vested right except to receive payments for the covered employment period. The Plan provides that 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. 12.10 A member 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 20 of the Employment Insurance Act shall be paid a later date by giving supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of the member’s regular weekly earnings and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two (2) weeks notice before week Employment Insurance waiting period and receipt by the leave was Employer of the member’s Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance parental benefits and shall continue while the member is in receipt of such benefits for a maximum period of ten (10) weeks. The member’s regular weekly earnings shall be calculated by using the same time period used for calculation of Employment Insurance benefit. (Currently twenty- six (26) weeks). The member does not have any vested right except to beginreceive payments for the covered employment period. The Plan provides that 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. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. ia) An Subject to the provisions of the Ontario Employment Standards Act, the University shall grant pregnancy leave without loss of seniority to any eligible employee who is entitled to take upon request for a pregnancy or parental leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leaveperiod of seventeen (17) weeks. iib) Seniority for all purposes continues to accrue during pregnancy Pregnancy leave is taken without pay and parental leavesmay be granted at any time within eleven (11) weeks of the expected date of birth. Following The University may initiate the statutory pregnancy/parental leave of absence at an employee shall be reinstated to earlier date if, in the same position if it still existsjudgment of the University, or to a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leavecannot perform their normal duties adequately. iiic) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to must give their supervisor a minimum of two (2) weeks weeks' notice in writing of the date they intend to begin their leave. d) If the leave is employee wishes to beginreturn to work less than six (6) weeks after the birth, together with they must provide a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leavestating that they are fit to resume work, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written along with one week's notice of the date on which he/she intends their intention to return. vie) An employee who has given notice completed three (3) years of full-time service and agrees to begin a pregnancy/parental leave may change return to the notice to an earlier date by giving University for at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before one year following the leave was shall, for a seventeen (17) week period, have their pregnancy leave benefits under the Employment Insurance Act topped up to beginninety-five percent (95%) of the member's regular salary. viif) Maternity leave with supplemental salary is granted on the understanding that the member shall return to the University. If a member is unwilling or unable to make the commitment to return to the University following their leave, pregnancy leave shall be taken without pay. g) If an employee wishes does not fulfill their obligation to change the date of return to a later datethe University, but subject they shall be obliged to repay to the rules concerning University any supplemental monies received during their maternity leave. h) An employee must qualify for and be entitled to Employment Insurance benefits to receive the maximum length top-up benefit and must apply for Employment Insurance benefits before the top-up benefit becomes payable. The employee shall provide the employer with proof that they are receiving such benefits. i) The non-birth parent is entitled to one (1) day of paid leave at the time of the birth of their child. j) An employee taking parental leave shall give the supervisor as much advance notice as possible of the taking of the leave. The employee shall confirm in writing the duration and reasons for such leave upon their return to the University. k) An employee who is on any other form of approved leave, hewhether paid or unpaid, is not eligible for paternity leave. l) The Director of Physical Plant or Director, Residence Services shall authorize unpaid extensions to maternity/she must give paternity leaves. m) An employee having completed a minimum of three (3) years of full-time continuous service and who agrees to return to the employer four University for one year following their parental leave will be entitled to parental leave benefits topped up to 95% of the employee’s regular salary for a twelve (412) weeks written notice before week period. In the date event an employee does not fulfill the leave was above obligation regarding return, they shall be obliged to endrepay the University for any supplemental monies received during the parental leave. n) At no point shall payments under 18.08 (e) and (j) exceed the amount of top up available under the twelve (12) month Employment Insurance rate.

Pregnancy/Parental Leave. i(1) An A Pregnancy and/or Parental Leave shall be considered as a right. Accordingly, no employee who is shall be laid off or otherwise adversely affected in her employment because of pregnancy. The employer shall not deny the pregnant employee the right to continue employment during the period of pregnancy. Where working conditions may be hazardous to an unborn child or to the pregnant employee, the employee shall be entitled to take a pregnancy or parental leave shall not be terminated or laid offtransfer to another position, disciplined or suspended because he or provided she is so entitled, or has in fact applied for or taken such leavecapable of performing the work and is otherwise entitled thereto by virtue of seniority. ii(2) Seniority for all purposes continues to accrue during pregnancy The duration of the Pregnancy and/or Parental Leave shall be in accordance with Part XI of the Employment Standards Act, RSO 1990 and parental leavesamendments thereto. Following At the statutory request of the employee, the employer shall extend the period of unpaid pregnancy/parental leave to a maximum of six (6) months. (3) During the statutory period of the Pregnancy and/or Parental Leave, an employee shall be reinstated retain full employment and rights and shall accumulate all benefits under this Collective Agreement. (4) During the statutory period of the Pregnancy and/or Parental Leave, the employer shall continue to pay the same position if it still existshospital, or medical, dental, group life and other benefits of this agreement. If the employee elects to a comparable position if it does notcontinue making pension contributions during the statutory period of the leave, the Board will continue to make its required contributions. (5) When an employee decides to return to work after Pregnancy and/or Parental Leave, he/she shall provide the employer with at least two weeks' notice. On reinstatement return from Pregnancy and/or Parental Leave, the employee shall be paid placed at least in his/her former position. If the former position no longer exists, he/she shall be placed in a position in his/her department of equal rank and value at the same rate the employee would be earning if he or she had worked through the leaveof pay. iii(6) The employer A one (1) day Paternity Leave or Adoption Leave shall continue to make employer contributions to pensionbe granted on the date of birth of the child or in the case of an adoption, life insurance, accidental death, extended health and dental plans unless on the employee has advised day of arrival of the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such planschild. iv(7) An employee who is entitled to pregnancy/parental leave is required to give During the two (2) weeks notice in writing of the date the leave is to beginweek E.I.C. waiting period, together with a medical certificate estimating the date of delivery. If the employee does not specify the date shall be entitled to 95% of the end of the pregnancy leave, it will her salary. This payment constitutes a Supplemental Employment Benefit Plan (SEB) which shall be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning approval of Human Resources and Social Development Canada. (8) Where an employee seeks leave due to adoption, the maximum length foregoing provisions shall apply. (9) Calculations for the SEB Plan entitlements for part time employees under article 25.09 (7) will be based on the average salary and average hours worked of the preceding twenty (20) working days to the leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. ia) Pregnancy and Parental leaves will be granted in accordance with the Employment Standards Act of Ontario unless otherwise amended. b) An employee who is entitled pregnant shall be entitled, upon application, to take a pregnancy or leave and parental leave immediately thereafter. Pregnancy leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has granted for seventeen (17) weeks as provided in fact applied for or taken such leave. iithe Employment Standards Act and may begin no earlier than seventeen (17) Seniority for all purposes continues to accrue during pregnancy and parental leavesweeks before the expected birth date. Following the statutory pregnancy/parental leave an The employee shall be reinstated to give the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give Employer two (2) written weeks notice in writing of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on day upon which he/she intends to returncommence her leave of absence, unless impossible, and furnish the Employer with a certificate of a legally qualified medical practitioner stating that she is pregnant and giving the estimated day upon which delivery will occur. vic) An Pregnancy leave shall be granted as a right. d) The employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving shall give at least two (2) weeks written notice before of her intention to return to work. The employee may, with the earlier date. He/she may change to a later date by consent of the Employer, shorten the duration of the leave of absence requested under this Article upon giving the Employer two (2) weeks notice before of her intention to do so and furnishing the Employer with a certificate of a legally qualified medical practitioner stating that she is able to resume her work. Additional leave of absence may be taken under Parental Leave. e) Notwithstanding Article 18.02 (c) above, an employee must complete ten (10) months of continuous service prior to the expected date of birth to be paid a supplemental unemployment insurance benefit. That benefit will be the equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings and the sum of her weekly rate of unemployment insurance benefits. In any week the total amount of SUB payments and the weekly rate of E.I. benefits will not exceed seventy-five (75%) of the employees normal weekly earnings. Such payment shall commence after the Employment Insurance waiting period and shall continue while the employee is in receipt of such benefits for a maximum period of fifteen (15) weeks. To be eligible for the payment, employees must provide to the Employer a copy of the Employment Insurance cheque stub within two (2) weeks of commencement of the employee’s EI benefit. Vested Interest - Employees do not have a right to SUB payments except for supplemental of E.I. benefits during the unemployment period as specified in the plan. 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 was times her normal weekly hours. Other Income - Payments in respect of guaranteed annual remuneration, deferred remuneration, or severance pay benefits are not reduced or increased by payments received under this plan. The regular hourly rate shall be calculated to begininclude all of the employee's insurable earnings as defined by the Unemployment Insurance Act. viif) If an An employee wishes who does not apply for leave of absence under Article 18.02 (b) and who is otherwise entitled to change the date of return to a later date, but subject to the rules concerning the maximum length of pregnancy leave, he/she must give the employer four (4) weeks written notice before the date the shall be entitled to and shall be granted leave was to end.of absence in accordance with Article 18.02

Pregnancy/Parental Leave. i(a) An Pregnancy and Parental leaves will be granted in accordance with the provisions of the (b) If possible the employee who is entitled to take a pregnancy or parental shall give written notification at least one (1) month in advance of the date of commencement of such leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leaveand the expected date of return. ii(c) Seniority for all purposes continues The employee shall reconfirm her intention to accrue during pregnancy and parental leavesreturn to work on the date originally approved in subsection (b) above by written notification received by the Employer at least four (4) weeks in advance thereof. Following the statutory pregnancy/parental leave an The employee shall be reinstated to her former position, unless the same position if it still exists, or to has been discontinued in which case she shall be given a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leavejob. iii(d) The employer An employee shall continue to accumulate seniority and service and shall continue to be eligible to participate in the insurable benefits and pension plans in the same manner and under the same terms and conditions as if the Employee were actively at work, for the period of the pregnancy leave of seventeen (17) weeks and/or the period of the parental leave of thirty-five (35) weeks. The employee must give the Employer written notice that she does not intend to make employer contributions to pensionher contributions, life insuranceif any. (e) Parental leave must begin within fifty-two (52) weeks of the birth of the child or within fifty­ two (52) weeks of the day the child first came into the custody, accidental deathcare and control of the parent. For employees on pregnancy leave, extended health and dental plans parental leave will begin immediately after pregnancy leave expires unless the relevant provision of the Employment Standards Act is amended or declared a violation of equality rights. Parental leave shall be granted for up to thirty-five (35) weeks in duration (thirty-seven (37) weeks if pregnancy leave is not taken). (f) An employee that has advised taken a Pregnancy Leave under this Article is eligible to be granted a parental leave of up to thirty-five (35) weeks duration, in accordance with the employerEmployment Standards Act. An employee, who is eligible for parental leave in accordance with the Employment Standards Act, because she/he is an adoptive parent or the natural father, will be granted a Parental leave of up to thirty-seven (37) weeks. The employee shall advise the Employer, in writing, that he or she does not wish to continue to make in advance, in accordance with subsections (b) and (c). If, because of late receipt of confirmation of the adoption, the employee contributions (if any) finds it impossible to such plansrequest the leave of absence in writing, the request may be made verbally and subsequently verified in writing. iv(g) An The employee who is entitled to pregnancy/parental leave is required to shall give the Employer two (2) weeks written notice in writing of the date the leave is to begin, together with a medical certificate estimating begin unless exempt under the date of deliveryEmployment Standards Act. If Parental leave ends thirty-five (35) weeks after it began or an earlier day if the employee does not specify gives the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer Employer at least four (4) weeks written notice of the date on which he/she intends to returnthat day. vi(h) An employee 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 has given notice is on pregnancy leave as provided under this Agreement who is in receipt of Employment Insurance pregnancy benefits pursuant to begin Section 18 of the Employment Insurance Act, 1971, shall be paid a pregnancy/parental leave may change supplemental unemployment benefit. That benefit will be equivalent to the notice to an earlier date by giving at least 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 two (2) weeks written notice before week Employment Insurance waiting period, and receipt by the earlier dateEmployer of the employee's Employment (i) The service requirement for eligibility for SUB payments shall be thirteen (13) weeks. HeOn confirmation by the Employment Insurance Commission of the appropriateness of the Employer's Supplemental 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 20 of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of her/she may change to a later date by giving his regular weekly earnings and the sum of her/his weekly Employment Insurance Benefits and any other earnings. Such payment shall commence following completion of the two (2) weeks notice before week Employment Insurance waiting period, and receipt by the Employer of the employee's Employment Insurance remittance statement as proof that she/he is in receipt of Employment Insurance Benefits for a maximum period of ten (10) weeks. The employee's regular weekly earnings shall be determined by multiplying her/his regular hourly rate on her/his last day worked prior to the commencement of the leave was to begintimes her/his 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. vii(j) If Due to family circumstances, an employee wishes may require additional leave of absence of up to change six (6) additional months. When this occurs, the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she employee must give the employer four (4) weeks written notice before the date the leave was to end.provide at least two

Pregnancy/Parental Leave. iPregnancy Leave (a) An Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, 2000 or any successor legislation (collectively hereafter the "ESA"), except where amended in this agreement. (b) Effective on confirmation by the Employment Insurance Commission of the appropriateness of the Company's Supplemental Unemployment Benefit (SUB) plan, a full-time employee who is entitled on pregnancy leave as provided under this Agreement and who is in receipt of Employment Insurance pregnancy benefits pursuant to take a pregnancy or parental leave shall not be terminated or laid offSection 22 of the Employment Insurance Act, disciplined or suspended because he or she is so entitled1996, or has in fact applied for or taken such leave. ii) Seniority for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory pregnancy/parental leave an employee shall be reinstated to the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at a supplemental unemployment benefit. That benefit will be equivalent to the difference between sixty- six percent (66%) of her regular weekly earnings and the sum of her weekly Employment Insurance pregnancy benefits and any other earnings during her leave. Such payment shall commence following completion of the two-week Employment Insurance waiting period, and receipt by the Company of the employee's Employment Insurance cheque stub shall be accepted as proof that she is in receipt of Employment Insurance pregnancy 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 employee would be earning if he or she had worked through commencement of the leaveleave times her normal weekly hours. iii(c) The employer shall continue This provision only applies to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions full-time employees with at least thirteen (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (213) weeks notice in writing of continuous service with the date Company prior to the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end commencement of the pregnancy leave, it will be assumed that she wishes to take the maximum which shall include vacation time and time on any authorized leave. v(d) If an employee on pregnancy/parental Effective January 1, 2007, the pregnancy leave wishes benefit payable hereunder shall increase to change the date of return to work to an earlier date, he/she must give the employer four difference between seventy-five percent (475%) weeks written notice of the date on which he/she intends to returnfull-time employee's regular weekly earnings and the sum of her weekly Employment Insurance pregnancy benefits and any other earnings during her leave. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. Pregnancy/Parental Leave shall be provided by the Corporation as follows: (i) Leave of absence without pay will be granted to a employee upon his/her request for a period of seventeen (17) weeks pregnancy leave in the case of a birth mother plus thirty-five (35) weeks parental leave in the case of the birth mother or an adopting parent, which period shall include the time both prior to and following the birth or adoption of a child. (ii) Before granting Pregnancy/Parental Leave, the Corporation may require an employee to produce a Physician’s Certificate verifying her pregnancy. (iii) When Pregnancy/Parental leave is taken, the services of an employee who is absent from work in accordance with this Article shall be considered continuous for the purpose of any Pension, Medical or other Plan beneficial to the employee, and the Employer shall continue to make payments to the Plan in the same manner as if the employee were not absent where: (a) the Employer pays the total cost of the Plan, or (b) the employee elects to continue to pay their share of the costs of a Plan that is paid jointly by the Employer and the employee. Benefits shall continue uninterrupted for a maximum period of one (1) year Pregnancy/Parental leave (or for an additional period as per Sections 50(3) and 51(12) of the Employment Standards Act if the employee is certified to be unable to return to work for medical reasons related to the pregnancy) provided that the employee makes arrangements prior to commencing the leave to pay her share of the benefit premiums for that period if applicable. An employee who is absent on Pregnancy Leave for a period longer than one (1) year (or the additional period referenced above) and who wishes to continue benefit coverage shall prepay to the Employer the total cost of premiums for benefits to which she is entitled for the additional period of leave, where applicable. (iv) In normal circumstances, an employee shall terminate her employment or proceed on Pregnancy Leave one (1) month before the expected date of birth providing, however, at any time during the pregnancy the Corporation may require the employee to produce a Physician’s Certificate as to her capability of working. (v) An employee who is entitled to take a pregnancy or parental leave has been granted Pregnancy/Parental Leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leave. ii) Seniority for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory pregnancy/parental leave an employee shall be reinstated to the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid notify their Supervisor at the rate the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (2) weeks notice in writing of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer least four (4) weeks written notice of the date on which he/before she intends to returnreturn to work. vi(a) An employee who has given notice to begin a pregnancy/parental leave may change resumes employment on the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before expiration of the leave was of absence granted in accordance with this Article shall be reinstated in all respects by the Corporation in the position previously occupied by the employee, or in a comparable position, and with all increments to beginwages and benefits to which the employee would have been entitled had the leave not been taken. (b) Where the Corporation has suspended or discontinued operations during the leave of absence granted under this Article and has not resumed operations on the expiry of the leave of absence, the Employer shall, on resumption of operations and subject to seniority provisions in the Collective Agreement, comply with Subsection (a). (vii) If an employee wishes to change All other Pregnancy/Parental Leave provisions covered by the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to endEmployment Standards Act shall remain in full force and effect.

Pregnancy/Parental Leave. iPregnancy leave and/or Parental Leave shall be granted in accordance with the provisions of the Employment Standards Act, as amended from time to time. a) An employee who is Employee entitled to take pregnancy leave under the above, and who provides the Employer with proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act (Canada), as amended from time to time, shall be paid an allowance in accordance with the Supplementary Unemployment Benefit Plan as follows: 1) for the first (1) week, payments equivalent to ninety-three percent (93%) of the actual weekly rate of pay for her classification, which she was receiving on the last day worked, prior to the commencement of the pregnancy leave; and 2) up to a maximum of fifteen (15) additional weeks, payments equivalent to the difference between the sum of the weekly EI benefit the Employee is eligible to receive and any other earnings received by the Employee and ninety-three percent (93%) of the actual weekly rate of pay for her regular classification which she was receiving on the last day worked, prior to the commencement of the pregnancy leave. 3) Upon completion of the fifteen (15) weeks of EI benefits, Employees shall receive one (1) additional week of payments equivalent to ninety-three percent (93%) of the actual weekly rate of pay for her classification, which she was receiving on the last day worked, prior to the commencement of the pregnancy leave. 4) Where the Employee elects to receive parental leave benefits greater than thirty-five (35) weeks in accordance with the Employment Insurance Act, the amount of any Supplemental Unemployment Benefit (“top-up”) payable by the Employer for pregnancy or parental leave will be no greater than what would have been payable had the Employee elected to receive thirty-five (35) weeks of the parental leave benefit pursuant to the Employment Insurance Act. b) Employees shall have no vested right to payments under the Plan except payments during a period of unemployment specified by the Plan. c) Payments with respect of guaranteed annual remuneration, as defined in The Employment Insurance Act (Canada) as amended from time to time, or in respect of differed remuneration or severance pay benefit shall not be terminated reduced or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leaveincreased by payments received under the Plan. iid) Seniority To be eligible for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory pregnancy/parental leave Supplementary Unemployment Benefit Plan allowance in Article 22:04 (a), the Employee shall sign an employee shall be reinstated to the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leave.agreement providing: iii1) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (2) weeks notice in writing of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of will return to work to an earlier date, he/she must give and remain in the employer four (4) weeks written notice employ for a period of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.six

Pregnancy/Parental Leave. ia) Pregnancy and Parental leaves will be granted in accordance with the Employment Standards Act of Ontario unless otherwise amended. b) An employee who is entitled pregnant shall be entitled, upon application, to take a pregnancy or leave and parental leave immediately thereafter. Pregnancy leave shall not be terminated or laid offgranted for seventeen (17) weeks as provided in the Employment Standards Act, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leave. iiand may begin no earlier than seventeen (17) Seniority for all purposes continues to accrue during pregnancy and parental leavesweeks before the expected birth date. Following the statutory pregnancy/parental leave an The employee shall be reinstated to give the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at the rate the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give Employer two (2) weeks notice notice, in writing writing, of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on day upon which he/she intends to returncommence her leave of absence, unless impossible, and furnish the Employer with a certificate of a legally qualified medical practitioner stating that she is pregnant and giving the estimated day upon which delivery will occur. vic) An Pregnancy leave shall be granted as a right. d) The employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving shall give at least two (2) weeks written notice before of her intention to return to work. The employee may, with the earlier date. He/she may change to a later date by consent of the Employer, shorten the duration of the leave of absence requested under this Article upon giving the Employer two (2) weeks notice before of her intention to do so, and furnishing the Employer with a certificate of a legally qualified medical practitioner stating that she is able to resume her work. Additional leave of absence may be taken under Parental Leave. e) Notwithstanding Article 18.02 (c) above, an employee must complete 10 months of continuous 18 service prior to the expected date of birth to be paid a supplemental unemployment insurance benefit. That benefit will be the equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings and the sum of her weekly rate of unemployment insurance benefits. In any week, the total amount of SUB payments and the weekly rate of E.I. benefits will not exceed 75% of the employee’s normal weekly earnings. Such payment shall commence after the Employment Insurance waiting period and shall continue while the employee is in receipt of such benefits for a maximum period of fifteen (15) weeks. To be eligible for the payment, employees must provide to the Employer a copy of the Employment Insurance cheque stub within two (2) weeks of commencement of the employee’s EI benefit. Vested Interest - Employees do not have a right to SUB payments except for supplemental of E.I. benefits during the unemployment period as specified in the plan. 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 was times her normal weekly hours. Other Income - 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 this plan. The regular hourly rate shall be calculated to begininclude all of the employee's insurable earnings as defined by the Unemployment Insurance Act. viif) If an An employee wishes who does not apply for leave of absence under Article 18.02 (b) and who is otherwise entitled to change the date of return to a later date, but subject to the rules concerning the maximum length of pregnancy leave, he/she must give the employer four (4) weeks written notice before the date the shall be entitled to and shall be granted leave was to end.of absence in accordance with Article 18.02

Pregnancy/Parental Leave. iA) An employee who is entitled to take a pregnancy or Pregnancy and/or parental leave shall not be terminated granted without pay in accordance with the applicable provisions of the Employment Standards Act of Ontario as amended from time to time or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leaveits successor legislation as the case may be (hereinafter referred to as the “ESA”). iiB) Seniority for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory pregnancy/Pregnancy and/or parental leave an shall apply to all employees in the bargaining unit who meet the eligibility requirements as set out in the applicable provisions of the ESA. C) All employee and Employer notice requirements with respect to pregnancy and/or parental leave shall be reinstated to in accordance with the same position if it still exists, or to a comparable position if it does not. On reinstatement applicable provisions of the employee shall be paid at the rate the employee would be earning if he or she had worked through the leaveESA. iiiD) The employer During the period of leave, the Employer shall continue to make employer contributions to pension, pay the Employer’s portion of life insurance, accidental death, extended health Extended health, Dental Plans and dental plans Long Term Disability unless the eligible employee has advised the employerEmployer, in writing, that he or she does not wish to continue to make the employee contributions (if any) contribution to such plans. ivE) An employee who is entitled intends to pregnancy/parental leave is required to give two (2) weeks notice in writing resume her employment upon the expiration of the leave of absence shall so advise the Employer of their excepted return date when she requests the leave is to begin, together with a medical certificate estimating the date of deliveryabsence. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of Upon her return to work following such leave, an employee shall be reinstated to an earlier dateher former job, he/former shift (if designated), classification, and at the rate of pay the employee would be earning if she must give had worked through the employer four (4) weeks written notice leave. All employees who fill vacancies as a result of the date on which he/she intends above absences shall likewise be returned to returntheir former positions. viF) An employee who When the Employer has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before suspended or discontinued operations during the leave was of absence and has not resumed operations upon the expiry thereof, the Employer shall, upon resumption of operations, reinstate the employee to beginher employment or to alternate work in accordance with the established seniority system or practice of the Employer in existence at the time the leave of absence began, with no loss of seniority or benefits accrued, and shall reinstate the employee in accordance with the provisions of Article 11. viiG) If an employee wishes to change Credits for service for the date purpose of return to a later datesalary increments, but subject to vacation and seniority under the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to endCollective Agreement shall continue.

Pregnancy/Parental Leave. i‌ Pregnancy and parental leaves will be granted in accordance with the a) An employee who is entitled to take on a pregnancy or and/or parental leave shall not be terminated or laid offas stipulated by the Employment Standards Act, disciplined or suspended because he or she is so entitled2000 (Ontario), or as amended from time to time, and has in fact applied for or taken such leave. iiand is in receipt of Employment Insurance (EI) Seniority for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory pregnancy/parental leave an employee benefits shall be reinstated eligible for a weekly supplemental benefit (the “SUB benefit”). The weekly SUB benefit is calculated as twenty percent (20%) of the employee’s regular weekly earnings. The employee’s regular weekly earnings shall be determined by multiplying her/his regular hourly rate on her/his last day worked prior to the same position if it still existscommencement of the leave multiplied by her normal weekly hours. The SUB benefit will be paid in accordance with the Employer’s payroll practices, or and is subject to a comparable position if it does notall deductions required by law. On reinstatement The SUB benefit payment shall commence following completion of the Employment Insurance waiting period and receipt by the Employer of the employee’s Employment Insurance cheque stub as proof that she/he is in receipt of Employment Insurance pregnancy/parental benefits, and shall continue while the employee shall is in receipt of EI pregnancy benefits for a maximum period of twenty (20) weeks or the employee’s leave ends, whichever is sooner. The employee does not have any vested right except to receive payment for the covered unemployment period. Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by SUB benefit payments. SUB benefit payments will not be paid at used to reduce accumulated employment benefits such as vacation leave or severance pay. Employees do not have a right to SUB benefit payments except during the rate the employee would be earning if he or she had worked period of leave as specified in this clause. SUB benefit payments are financed through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health general revenues of the Employer and dental plans unless the employee has advised no claim on any assets of the employerEmployer or otherwise with respect to the payment of SUB benefits. b) The employee shall give the Employer four (4) weeks’ notice, in writing, that of the day upon which she/he or she does not wish intends to continue to make the employee contributions (if any) to such planscommence her leave of absence, unless impossible. ivc) An employee who is entitled intends to pregnancy/parental leave is required to give two (2) weeks notice in writing resume her employment on the expiration of the date leave of absence granted to her/him under this article shall so advise the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer Employer at least four (4) weeks written notice in advance of her intention to do so. Where requested by the date on which heEmployer, the employee shall provide a medical certificate confirming that she/she intends he is capable of returning to returnwork. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. i(a) An employee who is entitled to take a pregnancy or Pregnancy and parental leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has in fact applied for or taken such leave. ii) Seniority for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory pregnancy/parental leave an employee of absence shall be reinstated administered in accordance with the provisions of the Ontario Employment Standards Act, as amended from time to the same position if it still existstime. In cases of adoption, or to a comparable position if it does not. On reinstatement the employee shall be paid at advise the rate Centre as far in advance as possible with respect to a prospective adoption and shall request the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employerleave of absence, in writing, that he or she does not wish to continue to make upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the employee contributions (if any) finds it impossible to such plans. iv) request the leave of absence in writing the request may be made verbally and subsequently verified in writing. An employee who shall be granted an extension to the said leave provided that it is entitled to pregnancy/requested at the time application is made for parental leave is required to give two (2) weeks notice as provided for in writing of the date the leave is to begin, together with a medical certificate estimating the date of deliveryOntario Employment Standards Act. If the employee does not specify the date of the end The duration of the pregnancy leave, it will parental leave and extension combined shall not exceed eighteen (18) calendar months. Seniority shall be assumed that she wishes retained and accumulated and benefits shall be maintained during the above leave. The Centre shall continue to take the maximum leavepay premiums for health and dental benefits while staff is on an approved Maternity/Parental/Adoption leave of absence. v(b) If On confirmation by the Employment Insurance Commission of the appropriateness of the Supplemental Employment Benefit Plan, an employee on pregnancy/pregnancy or parental leave wishes as provided under this agreement, who is in receipt of pregnancy or parental benefits under the Employment Insurance Act, shall be paid a supplemental employment benefit. This benefit will be equivalent to change the date difference between eighty- five (85) per cent of their regular weekly earnings and the sum of their weekly Employment Insurance benefits and any other earnings. Should an employee elect to take parental leave between 35 and 46 weeks, the Employer shall not pay more supplemental employment benefit than it does for a thirty-five (35) week parental leave. Such payment shall commence following completion of the two-week Employment Insurance waiting period and receipt by the Employer of the employee's Employment Insurance cheque stub as proof that they are in receipt of Employment Insurance pregnancy or parental benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of twenty (20) weeks of either pregnancy or parental leave, but not both. The employee's regular weekly earnings shall be determined by multiplying their regular hourly rate on the last day worked prior to the commencement of the leave times their normal weekly hours. The employee does not have any vested right except to receive payments for the covered Employment period. The SUB Plan provides that 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. (c) At the end of pregnancy and/or parental leave the employee shall return to their former position, unless their former position has been discontinued, in which case they shall be given a comparable job. If the employee fails to return to work to an earlier date, he/she must give at the employer four (4) weeks written notice end of such leave the date on which he/she intends to returnEmployer may fill the employee's position. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. ia) An employee who is pregnant and who has been employed by the Employer for a period of at least thirteen (13) weeks immediately preceding the estimated day of her delivery, shall be granted, upon her written application therefor, a leave of absence without pay of seventeen (17) weeks commencing no earlier than seventeen (17) weeks immediately preceding the estimated day of her delivery. Such leave shall be in accordance with the provisions of the Employment Standards Act of Ontario, except as amended in this Article. b) The leave application, where possible, shall be submitted five (5) weeks in advance but not later than two (2) weeks in advance of the day upon which the employee intends to commence her leave of absence, and shall be supported with a certificate from a medical practitioner attesting to her pregnancy and indicating the estimated day upon which, in his/her opinion, the delivery will occur. c) An employee who is applying for pregnancy leave and who is also entitled to take a pregnancy or parental leave without pay of eighteen (18) weeks, must commence her parental leave immediately following the end of her pregnancy leave. The employee shall not be terminated or laid off, disciplined or suspended because he or notify the Employer in writing of her intention to take parental leave at the same time she is so entitled, or has in fact applied for or taken such requesting pregnancy leave. iid) Seniority for all purposes continues The employee shall re-confirm her intention to return to work or may request changes to the dates originally approved in subsection b) above by written notification received by the Employer at least four (4) weeks in advance thereof. Upon return to employment the employee shall be reinstated to her former position unless the position has been discontinued in which case she shall be placed in a comparable position. i) For full-time employees seniority shall continue to accrue during pregnancy and parental leavesleave, however, the employee will not be paid for named holidays occurring during such leaves of absence. Following The employee shall continue to earn paid vacation and sick leave credits for the statutory entire duration of the absence. ii) In the case of part-time employees seniority and service shall continue to accrue during pregnancy leave. Weekly service and seniority entitlement shall be calculated by adding up the hours worked in the twenty (20) week period immediately prior to the leave and dividing this total by twenty (20). Upon return to employment, absence on pregnancy leave shall be considered as service for the purpose of entitlement to increased vacation pay and annual increment. However, the employee will not be entitled to pay-in-lieu of benefits and vacation pay nor will she be paid for named holidays occurring during such leaves of absence. f) During the employee’s pregnancy leave, the employee shall continue to participate in the Pension Plan and insured benefit plans she is enrolled in immediately prior to commencing her leave unless she gives the Employer four (4) weeks advance written notice before her leave is to commence that she does not intend to do so. g) When an employee continues to participate in the insured benefit plans and/or Pension Plan the Employer shall continue to pay its share of premiums for insured benefit plans and/or pension contributions on behalf of the employee provided that the employee continues to pay her share o premiums applicable to insured benefit plans and/or pension contributions. The employee shall either prepay her share of premiums and/or pension contributions or provide the Employer with post dated cheques prior to the commencement of the leave. h) An employee returning from pregnancy/parental leave an employee shall be reinstated to the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at the rate same step in the salary scale that she had attained prior to going on such leave of absence. Should an anniversary increment fall during the leave, the employee would be earning if he or she had worked through the leaveshall receive her anniversary increment upon return to employment. iiii) The employer Employees newly hired to replace employees who are on approved pregnancy leave may be released and such release shall continue to make employer contributions to pensionnot be the subject of a grievance or arbitration. If retained by the Employer, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (2) weeks notice in writing of the date the leave is to begin, together shall be credited with a medical certificate estimating the seniority from date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/parental leave wishes to change the date of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but hire subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to endsuccessfully completing her probationary period.

Pregnancy/Parental Leave. i) An employee who is entitled to take a Employees will be granted pregnancy or leave and/or parental leave shall not be terminated or laid off, disciplined or suspended because he or she is so entitled, or has pursuant to and in fact applied accordance with the ESA. Full time employees with at least thirteen (13) weeks of continuous active service with the Employer at the date the leave (being either pregnancy and/or parental leave) commences and who are eligible to receive Employment Insurance Benefits (“El”) are eligible for or taken such leave. iia weekly top-up payment during the leave as described below. The first week of leave (which coincides with the El waiting period) Seniority for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory pregnancy/parental leave an employee shall be reinstated to the same position if it still exists, or to a comparable position if it does not. On reinstatement the employee shall be paid at 93% of the rate employee's weekly salary. For a period of 25 weeks thereafter, the employee would be earning if he or she had worked through shall receive a top up benefit equal to the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health difference between the employee's weekly El benefit and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (2) weeks notice in writing 93% of the date the leave is to begin, together with a medical certificate estimating the date of deliveryemployee's weekly salary. If the employee elects the extended eighteen (18) month parental leave pursuant to the ESA, the top up benefit will be adjusted so that the total amount of top-up received by the employee over the duration of the leave does not specify exceed the date top up amount that the employee would have received had the employee elected the standard twelve (12) month leave. For clarity, the total amount of top-up funds available is equal to the difference between an employee’s weekly EI benefit using the 12-month leave option (regardless of which option is actually chosen) and 93% of their weekly salary, for a 25-week total period. The employee must provide the Employer with proof of their entitlement to El benefits and the amount of the end weekly El benefit payable to the employee at the regular rate. Upon return from the pregnancy, or if later, parental leave, the employee will be assigned to the position most recently held if it is available or if the employee's pre-leave position is no longer available, to a comparable position. The Employer will continue to pay its share of the benefit premium cost while the employee is on pregnancy leave, it will be assumed that she wishes to take the maximum leave. v) If an employee on pregnancy/and/or parental leave wishes unless the employee elects in writing not to change continue their participation in benefits. For any benefits where the date of return employee pays the premiums, they shall advise the Employer in writing prior to work to an earlier date, he/she must give the employer four (4) weeks written notice commencement of the date on which he/she intends leave if they wish to returncontinue with such benefits. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.

Pregnancy/Parental Leave. i(a) An employee Pregnancy/Parental leave will be granted in accordance with the prov1S1ons of the (b) In the event the Employer is unable to replace internally, when persons are hired to replace employees who is entitled to take a are on approved pregnancy/parental leave, itis understood that the terms of employment will match the length of the pregnancy/parental leave only and that the period of employment of such persons will not exceed the pregnancy leave. The release or parental discharge of such person at the conclusion of the leave shall not be terminated the subject of a grievance or laid offarbitration and does not constitute a difference between the parties. (c) For employees, disciplined or suspended because he or she is so entitledaccumulation of service and seniority credits, or if any, shall be governed by the provisions of the Employment Standards Act. (d) An employee entitled to pregnancy leave, who has in fact completed ten (1 0) months of continuous service, and who has applied for or taken such leave. ii) Seniority for all purposes continues to accrue during pregnancy and parental leaves. Following the statutory is in receipt of employment insurance pregnancy/parental leave an employee shall be reinstated benefits pursuant to the same position if it still existsEmployment Insurance Act, or to a comparable position if it does not. On reinstatement the employee shall be paid at a supplemental unemployment benefit. That benefit will be equivalent to the difference between 75 (seventy-five) percent of her regular weekly earnings (which for part time employees shall include any in lieu payment), and the sum of her weeldy rate of employment insurance benefits and any other earnings. Such payment shall commence following completion of the employee would be earning if he or she had worked through the leave. iii) The employer shall continue to make employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the employer, in writing, that he or she does not wish to continue to make the employee contributions (if any) to such plans. iv) An employee who is entitled to pregnancy/parental leave is required to give two (2) weeks notice in writing week employment insurance waiting period and receipt by the Employer of the date the leave is to begin, together with a medical certificate estimating the date of delivery. If the employee does not specify the date of the end of the pregnancy leave, it will be assumed employee's employment insurance cheque stub as proof that she wishes to take the maximum leave. v) If an employee on is in receipt of employment insurance pregnancy/parental leave wishes to change benefits, and shall continue while the date employee is in receipt ofsuch benefits for a maximum period of return to work to an earlier date, he/she must give the employer four (4) weeks written notice of the date on which he/she intends to return. vi) An employee who has given notice to begin a pregnancy/parental leave may change the notice to an earlier date by giving at least two (2) weeks written notice before the earlier date. He/she may change to a later date by giving two (2) weeks notice before the leave was to begin. vii) If an employee wishes to change the date of return to a later date, but subject to the rules concerning the maximum length of leave, he/she must give the employer four (4) weeks written notice before the date the leave was to end.fifteen