Financial Benefits – Pregnancy Leave. For each week of leave up to the 17th week, inclusive, the University will pay 95% of the base salary the employee otherwise would have received, less the maximum amount of weekly pay any individual is eligible to receive in accordance with the Employment Insurance Act (the “EI Max”), regardless of whether or not such amount is actually received by the employee. If the employee provides proof that their Employment Insurance Act entitlement is less than the EI Max, or if the employee is not eligible for EI, their weekly payment from the University will be 95% of regular salary less the amount of their Employment Insurance Act entitlement.
Financial Benefits – Pregnancy Leave. For each week of leave up to the 11th week, inclusive, the University will pay 95% of the base salary they otherwise would have received, less the maximum amount of weekly pay any individual is eligible to receive in accordance with the EIA (the “EI Max”), regardless of whether or not such amount is actually received by the employee. If the employee provides proof that their EIA entitlement is less than the EI Max, their weekly payment from the University will be 95% of base salary they otherwise would have received less the amount of their EIA entitlement.
Financial Benefits – Pregnancy Leave. An employee who takes a pregnancy or parental leave pursuant to this Article is entitled to the financial benefits set out in 18.03(a)(i) (Option A) or 18.03(a)(ii) (Option B) below, at their election. It is understood that an employee electing to take a pregnancy leave and a parental leave for the same child (or children) may elect to receive financial benefits for either leave (under either Option) but not both leaves, except to the extent that the financial benefits of the elected Option are not exhausted at the end of the pregnancy leave, in which case they may continue during the parental leave until they are exhausted. For each week of leave up to the 17th week, inclusive, the University will pay 95% of the wages the employee otherwise would have received, less the maximum amount of weekly pay any individual is eligible to receive in accordance with the Employment Insurance Act (the “EI Max”), regardless of whether or not such amount is actually received by the employee. If the employee provides proof that their Employment Insurance Act entitlement is less than the EI Max, or if the employee is not eligible for EI, their weekly payment from the University will be 95% of the wages the employee otherwise would have received less the amount of their Employment Insurance Act entitlement.
Financial Benefits – Pregnancy Leave. It is understood that an employee electing to take a pregnancy leave and a parental leave for the same child (or children) may elect to receive financial benefits for either leave (under either Option) but not both leaves, except to the extent that the financial benefits of the elected Option are not exhausted at the end of the pregnancy leave, in which case they may continue during the parental leave until they are exhausted. For each week of leave up to the 19 17th week, inclusive, the University will pay 95% of regular salary the base salary the employee otherwise would have received, less the maximum amount of weekly pay any individual is eligible to receive in accordance with the Employment Insurance Act (the “EI Max”), regardless of whether or not such amount is actually received by the employee. If the employee provides proof that his/her their Employment Insurance Act entitlement is less than the EI Max, or if the employee is not eligible for EI, his/her their weekly payment from the University will be 95% of regular salary less the amount of his/her their Employment Insurance Act entitlement.
