SEB Plan for Parental Leave. The purpose of the Parental Leave SEB Plan is to supplement the income of an employee by making top- up payments available while the employee is unable to work because they are caring for a newborn child or an adopted child. An M&P staff member is eligible for SEB Plan top-up payments if the employee is on parental leave (see Article 12.6.2) and has applied for and is receiving Employment Insurance (EI) benefits and plans to return to work for at least six (6) months following the leave. For the six (6) month period Employees who do not return to the University after the leave period or leave the University voluntarily or who are terminated for cause during the first six (6) months after the leave will be required to repay the Supplemental Employment Benefit. However, those employees terminated without cause under the provisions of Article 9 during the first six (6) months after the leave will not be required to repay the Supplemental Employment Benefit. In the event an employee’s FTE is reduced upon their return to the University after the leave period, the six
SEB Plan for Parental Leave. The purpose of the Parental Leave SEB Plan is to supplement the income of an employee by making top-up payments available while the employee is unable to work because they are caring for a newborn child or an adopted child. An M&P staff member is eligible for SEB Plan top-up payments if the employee is on parental leave (see Article 12.6.2) and has applied for and is receiving Employment Insurance (EI) benefits and plans to return to work for at least six (6) months following the leave. For the six (6) month period Employees who do not return to the University after the leave period or leave the University voluntarily or who are terminated for cause during the first six (6) months after the leave will be required to repay the Supplemental Employment Benefit. However, those employees terminated without cause under the provisions of Article 9 during the first six (6) months after the leave will not be required to repay the Supplemental Employment Benefit. In the event an employee’s FTE is reduced upon their return to the University after the leave period, the six (6) months will be prorated to reflect their FTE prior to commencing their leave. For example, if an employee was a 1.0 FTE prior to commencing the leave and returned at 0.6 FTE, they would be required to work the equivalent of six (6) months at 1.0 FTE, which in this case would be 0.6 FTE for 10 months (10 months x 0.6 FTE = 6 months at 1.0 FTE). The University will top up the salary through the Parental Leave SEB plan for a maximum of 10 weeks to 95% of the employees’ pre-parental leave salary. In the event that an employee takes parental leave longer than 35 weeks, their Parental Leave SEB plan eligibility will be calculated based on a maximum parental leave of 35 weeks.
