Supplementary Employment Benefits. If an Employee on pregnancy or adoption leave provides the Employer proof of receipt of benefits under the terms of the Employment Insurance Act, the Employer shall pay to the Employee a Supplemental Employment Benefit for a maximum of seventeen (17) weeks.
Supplementary Employment Benefits. The federal government has made amendments to the rules governing parental leave. Parents can choose to receive parental benefits over a period of 12 months at the current benefit rate or up to 18 months at a lower benefit rate. The parties agree that, provided the CUPE member is in receipt of employment insurance benefits, Supplementary Employment Benefits (SEB) as outlined in Article 17.4 will be provided based on the standard parental benefit rate, regardless of the duration of the leave. The level of SEB will not increase should a CUPE member choose extended parental benefits. There are two options available for receiving federal EI parental benefits:
1. Standard parental benefits can be paid for a maximum of 35 weeks at a weekly benefit rate of 55 percent of the claimant’s average weekly insurable earnings, up to a maximum amount. For 2018, claimants can receive a maximum amount of $547 per week for up to 35 weeks.
2. Extended parental benefits can be paid for a maximum of 61 weeks at a weekly benefit rate of 33 percent of the claimant’s average weekly insurable earnings, up to a maximum amount. For 2018, claimants can receive a maximum amount of
Supplementary Employment Benefits. Provided they are in receipt of HRDC Employment Insurance Benefits, women on maternity leave, or an employee who has declared to the Human Resources Department that the employee is the primary caregiver of the child, will receive the difference between Employment Insurance Benefits received from Human Resources Development Canada and ninety-five percent of the member's salary, chargeable to the employee’s accumulated sick leave benefits, while on leave for a maximum of fifteen (15) weeks, subject to the condition that the member's earnings (from employment insurance, earnings and any other source) cannot exceed one hundred percent (100%) of pre-leave earnings. The employee's accumulated sick leave and vacation leave at the time the leave commences shall be retained to the employee's credit. Benefits will be in accordance with Article 23.
Supplementary Employment Benefits. Provided an employee has more than thirteen consecutive weeks of service with the University and they are in receipt of federal Employment Insurance Benefits, women on maternity leave, or an employee who has declared to Human Resources that the employee is the primary caregiver of the child, will receive the difference between the standard Employment Insurance Benefits received from the federal employment insurance program and ninety percent of the member’s salary while on leave for a maximum of twenty-six (26) weeks, subject to the condition that the member’s earnings (from Employment Insurance, earnings, and any other source) cannot exceed one hundred percent of pre-leave earnings. The employee’s accumulated sick leave and vacation leave at the time the leave commences shall be retained to the employee’s credit. Benefits will be in accordance with Article 19.
Supplementary Employment Benefits. If an Employee on pregnancy leave or adoptive parental leave pursuant to this Article is in receipt of benefits under the terms of the Employment Insurance Act, the Employer shall pay to the Employee a Supplemental Employment Benefit for a maximum period of seventeen (17) weeks. The Board agrees to top Employment Insurance payments according to the following schedule:
(a) The first two (2) weeks shall be paid at the rate of seventy-five (75) percent from the Board;
(b) The remaining fifteen (15) weeks shall be shared by Employment Insurance and the Board up to ninety-three (93) percent.
Supplementary Employment Benefits. (a) If an Employee on pregnancy, parental or adoption leave is in receipt of benefits under the terms of the Employment Insurance Act, the Employer shall pay to the Employee a Supplemental Employment Benefit for the first seventeen weeks of the applicable leave. An Employee who is entitled to pregnancy leave will only receive top-up for the pregnancy leave. Employees cannot defer the top-up period.
(b) The Board agrees to top up Employment Insurance payments according to the following schedule. The waiting period for Employment Insurance Benefits shall be paid at the rate of seventy-five (75) percent from the Board and the remaining period shall be shared by Employment Insurance and the Board up to ninety-three (93) percent to a maximum of seventeen
Supplementary Employment Benefits. During a statutory leave under Article 16.09 an employee may be paid SEB providing the employee:
a) Has at least six (6) months of continuous service with the Employer, and
b) Confirms application or eligibility for EI benefits.
c) Agrees to repay the benefit with failure to return to work for a minimum of 6 months. Supplementary Employment Benefits may be paid:
a) During the first one week of a leave with proof of application for EI,
b) Up to seven additional weeks of a leave with proof of EI eligibility. The amount of SEB will be based on the employee’s gross base salary and will be paid to the maximum of 75% of salary. Gross base salary is calculated on the employee’s gross weekly wages before deductions, received on the last day worked prior to the start of the leave less other premiums including, but not limited to irregular hours, overtime, shift premium or differential pay for temporary assignments. An employee shall be entitled to receive a maximum of eight weeks of SEB for statutory leaves under Article 16.09 in any calendar year, regardless of the number of such leaves taken in the year. An employee shall also be entitled to receive a maximum of eight weeks of SEB for statutory leaves under Article 16.09 for any single period of leave if the leave extends over more than one calendar year.
Supplementary Employment Benefits. (a) If an Employee on pregnancy leave or adoptive parental leave pursuant to this Article is in receipt of benefits under the terms of the Employment Insurance Act, the Employer shall pay to the Employee a Supplemental Employment Benefit for a maximum period of seventeen (17) weeks. The Centre agrees to top Employment Insurance payments according to the following schedule:
(i) The waiting period shall be paid at the rate of seventy-five percent (75%) from the Centre;
(ii) The remaining weeks shall be shared by Employment Insurance and the Centre up to ninety-three percent (93%) to a maximum of seventeen (17) weeks combined.
(b) An employee who is granted parental leave only shall be entitled to the following benefits:
(i) seventy-five percent (75%) of the employee’s weekly salary during the EI waiting period;
(ii) Up to a maximum of ten (10) additional weeks;
a. where the employee is in receipt of Standard EI Parental Benefits, the payments will be equivalent to the difference between the weekly Standard EI Parental Benefits the employee is eligible to receive and ninety-three percent (93%) of the employee’s weekly rate of pay;
b. where the employee is in receipt of Extended EI Parental Benefits, the payments will be equivalent to the difference between the weekly Standard EI Parental Benefits the employee would have been eligible to receive and ninety-three percent (93%) of the employee’s weekly rate of pay;
(iii) weeks in (i) and (ii) above are to be consecutive and commence at the start of the leave.
Supplementary Employment Benefits. (Pregnancy Leave) (Applicable to full-time employees and part-time employees) An employee who is on pregnancy leave as provided under this Agreement and who is in receipt of Employment Insurance pregnancy benefits pursuant to Section 18 of the Employment Insurance Act, 1971, shall be entitled to a supplemental employment benefit. That benefit will be up to twenty-five percent (25%) of earnings provided that the combined payments do not exceed eighty percent (80%) of regular weekly earnings. (The sum of weekly Employment Insurance benefits, Sub-benefits and any other earnings.) Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the RCCCAC of the employee’s Employment Insurance cheque stub 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 15 weeks for a pregnancy leave. The employee’s regular weekly earnings shall be determined by calculating the average hours worked over the twenty week period immediately preceding the leave. To get top up employee must sign agreement that will return to work for period equal to paid leave or will pay back top up.
Supplementary Employment Benefits. (SEB) After successful completion of the probationary period and provided they are in receipt of federal Employment Insurance (EI) benefits, women on maternity leave, or an employee who has declared to Human Resources that the employee is the primary caregiver of the child, will receive the difference between EI benefits received from Human Resources Development Canada and ninety-five percent (95%) of the employee's salary while on leave for a maximum of fifteen (15) weeks, or the equivalent amount prorated to accommodate an extended leave as per the provisions in The Saskatchewan Employment Act, subject to the condition that the employee's earnings (from EI, earnings, and any other source) cannot exceed one-hundred percent (100%) of pre-leave earnings. The employee's accumulated sick leave and vacation leave at the time the leave commences shall be retained to the employee's credit. Benefits will be in accordance with Article 19.
