Top Up Benefits. If Teachers/Occasional Teachers were entitled to receive WSIB top-up on August 31, 2012 deducted from sick leave, the parties must incorporate those same provisions without deduction from sick leave. The top-up amount to a maximum of four (4) years and six (6) months shall be included in the 2014-17 collective agreement. Employees who were receiving WSIB top-up on September 1, 2012 shall have the cap of four (4) years and six (6) months reduced by the length of time for which the employee received WSIB top-up prior to September 1, 2012.
Top Up Benefits. Where a class of employees was entitled to receive WSIB top-up on August 31, 2012 deducted from sick leave, the parties must incorporate those same provisions without deduction from sick leave in the 2019-2022 collective agreement. The top-up amount to a maximum of four (4) years and six (6) months shall be included in the 2019-22 collective agreement. Employees who were receiving WSIB top-up on September 1, 2012 shall have the cap of four (4) years and six (6) months reduced by the length of time for which the Employee received WSIB top-up prior to September 1, 2012. For Boards who did not have WSIB top-up prior to the MOU, status quo to be determined. Provisions related to this article remain status quo in accordance with terms and conditions with collective agreements from August 31st, 2014.
Top Up Benefits. In place of Sick Leave provisions under Article 30, the Board will provide Top Up Benefits to eligible Employees on Maternity Leave. Top Up Benefits will also be provided to Employees on Adoption Leave where it is established that the Employee is the primary care giver.
Top Up Benefits. 18.9.7.1 Eligible academic staff members shall receive Top Up Benefits for a period of up to 20 weeks for the purpose of income replacement for a parent staying home to care for a child in the first year of life or first year of adoption. To be eligible for Top Up Benefits, the academic staff member must be a biological or legally recognized parent (adoptive or otherwise) on an approved Maternity or Parental Leave.
18.9.7.2 Top-Up Benefits are equal to 100% of the member’s salary, less the amount provided under the standard Employment Insurance benefit. For clarity, if the academic staff member does not apply or does not qualify for Employment Insurance benefits, or if the academic staff member qualifies for extended Employment Insurance benefits, the Governors will only provide the difference between the standard Employment Insurance benefit and the 100% rate.
18.9.7.3 Where both parents of the same child are academic staff members, they are each entitled to receive Top-Up Benefits in accordance with 18.9.7.1 and 18.9.7.2; however, they cannot be received concurrently.
18.9.7.4 The Governors will make the regular contributions towards premiums for those benefit plans which the academic staff member elects to continue while in receipt of Top Up Salary.
Top Up Benefits. If Teachers/Occasional Teachers were entitled to receive WSIB top-up on August 31, 2012 deducted from sick leave, the parties must incorporate those same provisions TENTATIVE SETTLEMENT BETWEEN ETFO, OPSBA AND THE CROWN - NOVEMBER 2, 2015 17h25 SUBJECT TO ERRORS AND OMISSIONS
Top Up Benefits. The University will provide top up benefits to eligible Employees on maternity leave in accordance with the Employment Insurance Regulations and subject to the following conditions:
(1) an Employee may apply for top up benefits during the illness-related portion of her maternity leave provided:
(i) she is receiving Employment Insurance maternity benefits,
(ii) she has sufficient illness entitlement in accordance with clause 13.07, and
(iii) the Employee provides medical evidence from her physician specifying the portion of her maternity leave attributable to any health-related absence.
(2) Evidence of payment of Employment Insurance maternity benefits (cheque stub) must be presented to Human Resource Services in order to receive the maternity top up benefit.
(3) The maternity top up benefit shall provide the Employee with ninety-five percent (95%) of gross earnings less deductions.
Top Up Benefits. Effective July 1, 2017 a teacher taking Maternity Leave and/or Parental/Adoptive Leave pursuant to this Article shall be entitled to receive pay equivalent to ninety percent (90%) of the salary the teacher was receiving at the time the leave commenced for up to one hundred and thirty-five (135) teaching days, which pay will include any employment insurance benefits received in accordance with this Article.
Top Up Benefits. Where an occasional teacher in an long-term assignment is absent from work due to an approved work related illness or injury, the teacher will be paid the full amount of the teacher’s regular rate of pay, with no deduction from sick leave. These top-up amounts are to be made for a period not to exceed four years and six months. This language is included in the local agreement at the direction of the central parties and it shall not be subject of local bargaining or mid-term amendments by the local parties. Disputes arising in respect this article shall be subject to Section 43 of the School Boards Collective Bargaining Act, 2014.
Top Up Benefits. The Employer will provide top up benefits to eligible employees on maternity leave in accordance with the Employment Insurance Regulations and subject to the following conditions:
(a) An employee may apply for top up benefits during the illness related portion of her maternity leave provided:
(i) she is receiving employment insurance maternity benefits,
(ii) she has sufficient illness entitlement in accordance with clause 25.07, and
(iii) she provides medical evidence from her physician specifying the portion of her maternity leave attributable for any health related absence.
(b) Evidence of payment of Employment Insurance maternity benefits (cheque stub) must be presented to Human Resources in order to receive the maternity top up benefit.
(c) The maternity top up benefit will provide the emp loyee with 95% of gross earnings less deductions.
(d) An employee who wishes to receive top up benefits will apply for Employment Insurance maternity benefits as soon as eligible.
Top Up Benefits. Where a class of employees was entitled to receive WSIB top-up on August 31, 2012 deducted from sick leave, the parties must incorporate those same provisions without deduction from sick leave in the 2019-2022 collective agreement. The top-up amount to a maximum of four (4) years and six (6) months shall be included in the 2019-22 collective agreement. Employees who were receiving WSIB top-up on September 1, 2012 shall have the cap of four (4) years and six
