Common use of WORKPLACE SAFETY AND INSURANCE Clause in Contracts

WORKPLACE SAFETY AND INSURANCE. 38.01 Where a full-time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve percent (12%) of the gross salary from the employee’s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-time employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) days, then the time will be unpaid unless the employee is able to qualify for long term disability. Once a claim is approved the Employer will pay the full-time employee’s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or her portion or his or her participation will cease. This applies only in the first year following injury.

WORKPLACE SAFETY AND INSURANCE. 38.01 Where a full-time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve percent (12%) of the gross salary from the employee’s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-time employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) days, then the time will be unpaid unless the employee is able to qualify for long term disability. Once a claim is approved approved, the Employer will pay the full-time employee’s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-sixty five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or her portion or his or her participation will cease. This applies only in the first year following injury.

WORKPLACE SAFETY AND INSURANCE. 38.01 21.01 (a) Where a full-time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve percent (12%) of the gross salary from the employee’s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-time employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) days, then the time will be unpaid unless the employee is able to qualify for long term disabilityunpaid. Once a claim is approved the Employer will pay the full-time employee’s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or her portion or his or her participation will cease. This applies only in the first year following injury.

WORKPLACE SAFETY AND INSURANCE. 38.01 Where a full-full time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve percent (12%) of the gross salary from the employee’s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-full time employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) days, then the time will be unpaid unless the employee is able to qualify for long term disability. Once a claim is approved the Employer will pay the full-full time employee’s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-sixty five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-full time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or her portion or his or her participation will cease. This applies only in the first year following injury.

WORKPLACE SAFETY AND INSURANCE. 38.01 29.01 Where a full-time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s Employee‟s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve percent (12%) of the gross salary from the employee’s employee‟s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-time employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) days, then the time will be unpaid unless the employee is able to qualify for long term disability. Once a claim is approved the Employer will pay the full-time employee’s employee‟s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-sixty five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or her portion or his or her participation will cease. This applies only in the first year following injury.

WORKPLACE SAFETY AND INSURANCE. 38.01 16.01 Where a full-time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve percent (12%) of the gross salary from the employee’s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-time employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) working days, then the time will be unpaid unless the employee is able to qualify for long term disability. Once a claim is approved the Employer will pay the full-time employee’s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or her portion or his or her participation will cease. This applies only in the first year following injury.

WORKPLACE SAFETY AND INSURANCE. 38.01 Where a full-full time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve percent (12%) 10% of the gross salary from the employee’s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-full time employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) days, then the time will be unpaid unless the employee is able to qualify for long term disability. Once a claim is approved the Employer will pay the full-time employee’s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or her portion or his or her participation will cease. This applies only in the first year following injury.

WORKPLACE SAFETY AND INSURANCE. 38.01 22.01 (a) Where a full-time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve percent (12%) % of the gross salary from the employee’s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-full time employee Employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) days, then the time will be unpaid unless the employee is able to qualify for long term disabilityunpaid. Once a claim is approved the Employer will pay the full-time employee’s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-sixty five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or her portion or his or her participation will cease. This applies only in the first year following injury.

WORKPLACE SAFETY AND INSURANCE. 38.01 Where a full-time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve percent (12%) of the gross salary from the employee’s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-time employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) days, then the time will be unpaid unless the employee is able to qualify for long term disability. Once a claim is approved the Employer will pay the full-time employee’s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or her portion or his or her participation will cease. This applies only in the first year following injury.

WORKPLACE SAFETY AND INSURANCE. 38.01 35.01 Where a full-full time employee is absent from regularly scheduled work and has made a claim under the provisions of the Workplace Safety and Insurance Act, he or she will be paid full salary for the first thirty (30) working days pending a decision from the WSIB on entitlement and eligibility. At the expiry of the thirty (30) working days, if the claim is still pending, then all previous and continuing absences related to the injury will be reverted to the Short Term Sickness Plan provided the employee is able to satisfy the eligibility requirements and provisions of the STSP and the employee will owe the Employer employer the difference between any entitlement under that Plan and the monies paid. If the WSIB claim is denied on the basis of medical entitlement then all the monies paid out by the Employer will be an amount owed by the employee to the Employer. If the claim is denied on any other basis then the difference between the full salary paid and the Employee’s entitlement under the Short Term Sickness Plan will be an amount owed to the Employer. Monies owed may be recovered under a suitable repayment plan negotiated by the employee and the Employer and, failing agreement, the Employer may deduct up to twelve ten (10) percent (12%) of the gross salary from the employee’s wages on each pay cheque until the full amount owing is repaid. Monies may also be recoverable by order of an Arbitrator enforced in the Courts. If the full-full time employee has no Short Term Sickness Plan entitlement and the WSIB award is still pending after thirty (30) days, then the time will be unpaid unless the employee is able to qualify for long term disability. Once a claim is approved the Employer will pay the full-full time employee’s salary for the shorter of a total of three (3) months in the case of a continuous absence or sixty-five (65) working days for intermittent absences which amount includes the thirty (30) working days already paid. In accordance with section 25(a) and (b) of the Workplace Safety and Insurance Act, where a full-time employee is in receipt of loss of earnings benefits, the Employer agrees to maintain its premium payments for insured benefits. Where the employee has a required contribution to the benefits the employee must make arrangements to contribute his or his/her portion or his or her participation will cease. This applies only in the first year following injury.