Common use of Maternity Benefits Clause in Contracts

Maternity Benefits. Eligible Employees Effective May 1, 2013, employees previously entitled to maternity benefits under the 2008-12 collective agreement or the last collective agreement concluded between the parties will continue to be entitled to these benefits. In addition, the benefits are also available to: • Employees hired in a term position or filling a long-term assignment, with the length of the benefit limited by the term of the assignment and commencing with the birth of the child • Any other full-time employee (for this purpose defined as greater than 24 hours per week) Employees on daily and/or casual assignments are not entitled to maternity benefits unless they were previously entitled under the provisions of the 2008-12 collective agreement or the last collective agreement concluded between the parties. Benefit Entitlement Notwithstanding any provision in the collective agreement to the contrary, all “eligible employees” as set out herein on pregnancy leave shall receive 100% of their salary for not less than the eight (8) weeks of pregnancy leave less any amounts received under the Employment Insurance Act during such period. Such payments shall be made without deduction from sick leave or the Short Term Leave Disability Program (STLDP) under the collective agreement. For clarity, eligible employees shall receive the pregnancy leave benefit payments herein for the entire eight (8) week period throughout the course of the entire calendar year regardless of whether the employee would otherwise be required to work during the eight (8) week period (i.e. during summer, March and Christmas breaks etc.). Payment shall be made to the employee in accordance with the Board’s payroll procedure. It is further understood that, where superior entitlements exist in the 2008-2012 Collective Agreement or the most recent collective agreements entered into by the parties, those superior entitlements shall apply. Notwithstanding the above, where a bargaining unit so elects, the SEB or salary replacement plan noted above will be altered to include six (6) weeks at 100%, subject to the aforementioned rules and conditions, plus meshing with any superior entitlements to maternity benefits contained in the 2008-2012 collective agreement. For example, a 2008-2012 Collective Agreement that includes 17 weeks at 90% pay would result in 6 weeks at 100% pay and an additional 11 weeks at 90%. In order to be eligible to the maternity benefits herein, an employee must commence a pregnancy leave no earlier than May 1, 2013. Sick Leave/Short Term Sick Leave and Disability Plan Sick Leave Days

Maternity Benefits. Eligible Employees Effective May 1, 2013, employees the following enhanced maternity benefits replace the maternity benefits under the OECTA MOU. A teacher who was previously entitled to maternity benefits under the 2008-12 2012 collective agreement or the last collective agreement concluded between the parties will continue to be entitled to these benefits. In addition, ,the benefits are also available to: • Employees Teachers hired in a term position or filling a long-term assignment, ,with the length of the benefit limited by the term of the assignment and commencing with the birth of the child • Any other full-time employee (for this purpose defined as greater than 24 hours per week) Employees Teachers on daily and/or casual assignments are not entitled to maternity benefits unless they were previously entitled under the provisions of the 2008-12 collective agreement or the last collective agreement concluded between the partiesbenefits. Benefit Entitlement Notwithstanding any provision in the collective agreement to the contrary, all “eligible employees” as set out herein Eligible teachers on pregnancy leave shall receive a 100% salary through a Supplemental Employment Benefit (SEB) plan for a total of their salary for not less than the eight (8) weeks immediately following the birth of pregnancy leave less any amounts received under her child,subject to provisions in the Employment Insurance Act during such period. Such payments shall be made without 2008-2012 collective agreement,but with no deduction from sick leave or the Short Term Leave Disability Program (STLDP) under ). Teachers not eligible for a SEB plan will receive 100% of salary from the collective agreementemployer for a total of not less than eight (8) weeks with no deduction from sick leave or STLDP. For clarity, eligible employees shall receive the pregnancy leave benefit payments herein for the entire eight (8) week period throughout the course any part of the entire calendar year regardless of whether the employee would otherwise be required to work during the eight (8) week weeks that falls during a period of time that is not paid (i.e. during le: summer, March and Christmas breaks Break, etc.). Payment , the remainder of the eight (8) weeks of top up shall be made payable after that period of time. Teachers who require a longer than eight(8) week recuperation period shall have access to sick leave and the employee in accordance with XXXXX through the Board’s payroll procedurenormal adjudication process. It For clarity the aforementioned eight (8) weeks of 100% salary is further understood thatthe minimum for all eligible teachers, but where superior entitlements exist in the 2008-2012 Collective Agreement or the most recent collective agreements entered into by the partiesAgreement, those superior entitlements provisions shall apply. Notwithstanding the above, ,where a bargaining unit so elects, ,the SEB or salary replacement plan noted above will be altered to include six (6) weeks at 100%, subject to the aforementioned rules and conditions, plus meshing with any superior entitlements to maternity benefits contained in the 2008-2012 collective agreement. For example, ,a 2008-2012 Collective Agreement that includes 17 weeks at 90% pay would result in 6 weeks at 100% pay and an additional 11 weeks additionalllweeks at 90%. In order to be eligible to the maternity benefits herein, an employee must commence a pregnancy leave no earlier than May 1, 2013. Sick Leave/Short Term Sick Leave and Disability Plan Sick Leave Days.

Maternity Benefits. Eligible Employees Effective May 1, 2013, employees an employee who was previously entitled to maternity benefits under the 2008-12 2012 collective agreement or the last collective agreement concluded between the parties will continue to be entitled to these benefits. In addition, the benefits are also available to: • Employees hired in a term position or filling a long-term assignment, with the length of the benefit limited by the term of the assignment and commencing with the birth of the child • Any other full-time employee (for this purpose defined as greater than 24 hours per week) Employees on daily and/or casual assignments are not entitled to maternity benefits unless they were previously entitled under the provisions of the 2008-12 collective agreement or the last collective agreement concluded between the partiesbenefits. Benefit Entitlement Notwithstanding any provision in the collective agreement to the contrary, all “eligible employees” as set out herein Eligible employees on pregnancy leave shall receive a 100% salary through a Supplemental Employment Benefit (SEB) plan for a total of their salary for not less than the eight (8) weeks immediately following the birth of pregnancy leave less any amounts received under her child, subject to provisions in the Employment Insurance Act during such period. Such payments shall be made without deduction 2008-2012 collective agreement, but with no deductions from sick leave or of the Short Term Leave Disability Program (STLDP) under ). Employees not eligible for a SEB plan will receive 100% of salary from the collective agreementemployer for a total of not less than eight (8) weeks with no deduction from sick leave or STLDP. For clarity, eligible employees for any part of the eight (8) weeks that falls during a period of time that is not paid (Ie: summer, March Break, etc), the remainder of the eight (8) weeks of top up shall receive the pregnancy leave benefit payments herein for the entire be payable after that period of time. Employees who require a longer than eight (8) week recuperation period throughout shall have access to sick leave and the course of STDLP through the entire calendar year regardless of whether normal adjudication process. For clarity the employee would otherwise be required to work during the aforementioned eight (8) week period (i.e. during summerweeks of 100% salary is the minimum for all eligible employees, March and Christmas breaks etc.). Payment shall be made to the employee in accordance with the Board’s payroll procedure. It is further understood that, but where superior entitlements exist exists in the 2008-2012 Collective Agreement or the most recent collective agreements entered into by the partiesAgreement, those superior entitlements provisions shall apply. Notwithstanding the above, where a bargaining unit so elects, the SEB or salary replacement plan noted above will be altered to include six (6) weeks at 100%, subject to the aforementioned rules and conditions, plus meshing with any superior entitlements to maternity benefits contained in the 2008-2012 collective agreement. For example, a 2008-2012 Collective Agreement that includes 17 weeks at 90% pay would result in 6 weeks at 100% pay and an additional 11 weeks at 90%. In order to be eligible to the maternity benefits herein, an employee must commence a pregnancy leave no earlier than May 1, 2013. Sick Leave/Short Term Sick Leave and Disability Plan Sick Leave Days.

Maternity Benefits. Eligible Employees Effective May 1, 2013, employees ‌ An employee who was previously entitled to maternity benefits under the 2008-12 2008- 2012 collective agreement or the last collective agreement concluded between the parties will continue to be entitled to these benefits. In addition, the benefits are also available to: • Employees hired in a term position or filling a long-term assignment, with the length of the benefit limited by the term of the assignment and commencing with the birth of the child • Any other full-time employee (for this purpose defined as greater than 24 hours per week) Employees on daily and/or casual assignments are not entitled to maternity benefits unless they were previously entitled under the provisions of the 2008-12 collective agreement or the last collective agreement concluded between the partiesbenefits. Benefit Entitlement Notwithstanding any provision in the collective agreement to the contrary, all “eligible employees” as set out herein Eligible employees on pregnancy leave shall receive a 100% salary through a Supplemental Employment Benefit (SEB) plan for a total of their salary for not less than the eight (8) weeks immediately following the birth of pregnancy leave less any amounts received under her child, subject to provisions in the Employment Insurance Act during such period. Such payments shall be made without 2008-2012 collective agreement, but with no deduction from sick leave or the Short Term Leave Disability Program (STLDP) under ). Employees not eligible for a SEB plan will receive 100% of salary from the collective agreementemployer for a total of not less than eight (8) weeks with no deduction from sick leave or STLDP. For clarity, eligible employees for any part of the eight (8) weeks that falls during a period of time that is not paid (le: summer, March Break, etc.), the remainder of the eight (8) weeks of top up shall receive the pregnancy leave benefit payments herein for the entire be payable after that period of time. Employees who require a longer than eight (8) week recuperation period throughout shall have access to sick leave and the course of STDLP through the entire calendar year regardless of whether normal adjudication process. For clarity the employee would otherwise be required to work during the aforementioned eight (8) week period (i.e. during summerweeks of 100% salary is the minimum for all eligible employees, March and Christmas breaks etc.). Payment shall be made to the employee in accordance with the Board’s payroll procedure. It is further understood that, but where superior entitlements exist in the 2008-2012 2008 -2012 Collective Agreement or the most recent collective agreements entered into by the partiesAgreement, those superior entitlements provisions shall apply. Notwithstanding the above, where a bargaining unit so elects, the SEB or salary replacement plan noted above will be altered to include six (6) weeks at 100%, subject to the aforementioned rules and conditions, plus meshing with any superior entitlements to maternity benefits contained in the 2008-2012 2008 -2012 collective agreement. For example, a 2008-2012 Collective Agreement that includes 17 weeks at 90% pay would result in 6 weeks at 100% pay and an additional 11 weeks at 90%. In order to be eligible to the maternity benefits herein, an employee must commence a pregnancy leave no earlier than May 1, 2013. Sick Leave/Short Term Sick Leave and Disability Plan Sick Leave Days.

Maternity Benefits. Eligible Employees Effective As of May 1, 2013, employees the following enhanced maternity benefits replace the maternity benefits under the AEFO MOU. A teacher who was previously entitled to maternity benefits under the 2008-12 collective agreement or the last collective agreement concluded between the parties 2012 Collective Agreement will continue to be entitled to these benefits. In addition, the benefits are following individuals shall also available tobe eligible for these benefits: • Employees  Teachers hired in a term position or filling a long-term assignment, with the length of the benefit limited by the term of the assignment and commencing with the birth of the child • Any other full-time employee (for this purpose defined as greater than 24 hours per week) Employees assignment. Teachers on daily and/or casual assignments are not entitled to maternity benefits unless they were previously entitled under the provisions of the 2008-12 collective agreement or the last collective agreement concluded between the partiesbenefits. Benefit Entitlement Notwithstanding any provision in the collective agreement to the contrary, all “eligible employees” as set out herein Eligible teachers on pregnancy leave shall receive a 100% salary through a Supplemental Employment Benefit (SEB) plan for a total of their salary for not less than the eight (8) weeks immediately following the birth of pregnancy leave less any amounts received under the Employment Insurance Act during such period. Such payments shall be made without child, subject to provisions in the 2008- 2012 Collective Agreement, but with no deduction from sick leave or the Short Term Leave Disability Program (STLDP) under ). Teachers not eligible for a SEB plan will receive 100% of salary from the collective agreementemployer for a total of not less than eight (8) weeks with no deduction from sick leave or STLDP. For clarity, eligible employees if any part of or all the eight (8) weeks falls during a period of time that is not paid (i.e. summer, March Break, etc.), the remainder of the eight (8) weeks of top up shall receive the pregnancy leave benefit payments herein for the entire be payable after that period of time. Teachers who require a longer than eight (8) week recuperation period throughout shall have access to sick leave and the course of STDLP through the entire calendar year regardless of whether normal adjudication process. For clarity, the employee would otherwise be required to work during the aforementioned eight (8) week period (i.e. during summerweeks of 100% salary is the minimum for all eligible teachers, March and Christmas breaks etc.). Payment shall be made to the employee in accordance with the Board’s payroll procedure. It is further understood that, but where superior entitlements exist in the 2008-2012 Collective Agreement or the most recent collective agreements entered into by the partiesAgreement, those superior entitlements provisions shall apply. Notwithstanding the above, where a bargaining unit so elects, the SEB or salary replacement plan noted above will be altered to include six (6) weeks at 100%, subject to the aforementioned rules and conditions, plus meshing with any superior entitlements to maternity benefits contained in the 2008-2012 collective agreementCollective Agreement. For example, a 2008-2012 Collective Agreement that includes 17 weeks at 90% pay would result in 6 weeks at 100% pay and an additional 11 weeks at 90%. In order to Voluntary Unpaid Leave of Absence Program for Teacher Bargaining Units This provision shall be eligible added to the maternity benefits herein, an employee must commence a pregnancy leave no earlier than May 1, 2013. Sick Leave/Short Term Sick Leave AEFO MOU and Disability Plan Sick Leave Daysbe the subject of local implementation discussions between the Bargaining Unit and the School Board.