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. 32.03 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.
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 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. Pregnancy Leave with Top-up Benefits is a financial allowance from the University as follows: (i) Week 1: A payment equivalent to 100% of the employee’s normal basic earnings for the first week of the Pregnancy Leave. (ii) Weeks 2 to 10: A payment equivalent to the difference between 100% of the employee’s normal basic earnings and the amount of EI Maternity Benefit the employee receives. (iii) Weeks 11 to 17: An employee who has received Pregnancy Leave with Top-up Parental Leave with Top-up Benefits is a financial allowance from the University as follows: Eligibility for top-up payment for Week 1 will depend on whether the employee is required to serve a waiting period for purposes of entitlement to EI benefits. If the employee is required to serve a waiting period of 1 week (i) a) below will apply. If not, then (i) b) below will apply. (i) Week 1: a) A payment equivalent to 100% of the employee’s normal basic earnings for the first week of the Parental Leave; or b) A payment equivalent to the difference between 100% of the Benefits shall also be granted up to 7 weeks of Pregnancy Leave Without Top-up Benefits and may apply for Standard Parental Leave or Extended Parental with or without top-up. employee’s normal basic earnings and the amount of EI Parental Benefit calculated for a Standard Parental Leave, regardless of whether the employee elected a Standard Parental Leave or an Extended Parental Leave. (ii) Weeks 2 to 15: A payment equivalent to the difference between 100% of the employee’s normal basic earnings and the amount of EI Parental Benefit calculated for a Standard Parental Leave, regardless of whether the employee elected a Standard Parental Leave or an extended Parental Leave.
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. 6. 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. 32.08 The Board will provide Top Up Benefits to eligible Employees 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 an Employee must:
Top Up Benefits for Part-time Employees shall be provided on the same basis as for Full-time Employees but proportionate to the Employee’s normal hours of work.
