Supplementary Employment Benefits. 30.17 (a) If an Employee on pregnancy or adoption leave provides the Employer proof of receipt of benefits under the terms of the Employment Insurance Act, the Employer shall pay to the Employee a Supplemental Employment Benefit for a maximum of seventeen (17) weeks.
Supplementary Employment Benefits. Provided they are in receipt of HRDC Employment Insurance Benefits, women on maternity leave, or an employee who has declared to the Human Resources Department that the employee is the primary caregiver of the child, will receive the difference between Employment Insurance Benefits received from Human Resources Development Canada and ninety-five percent of the member's salary, chargeable to the employee’s accumulated sick leave benefits, while on leave for a maximum of fifteen (15) weeks, subject to the condition that the member's earnings (from employment insurance, earnings and any other source) cannot exceed one hundred percent (100%) of pre-leave earnings. The employee's accumulated sick leave and vacation leave at the time the leave commences shall be retained to the employee's credit. Benefits will be in accordance with Article 23.
Supplementary Employment Benefits. The federal government has made amendments to the rules governing parental leave. Parents can choose to receive parental benefits over a period of 12 months at the current benefit rate or up to 18 months at a lower benefit rate. The parties agree that, provided the CUPE member is in receipt of employment insurance benefits, Supplementary Employment Benefits (SEB) as outlined in Article 17.4 will be provided based on the standard parental benefit rate, regardless of the duration of the leave. The level of SEB will not increase should a CUPE member choose extended parental benefits. There are two options available for receiving federal EI parental benefits:
Supplementary Employment Benefits. Provided an employee has more than thirteen consecutive weeks of service with the University and they are in receipt of federal Employment Insurance Benefits, women on maternity leave, or an employee who has declared to Human Resources that the employee is the primary caregiver of the child, will receive the difference between the standard Employment Insurance Benefits received from the federal employment insurance program and ninety percent of the member’s salary while on leave for a maximum of twenty-six (26) weeks, subject to the condition that the member’s earnings (from Employment Insurance, earnings, and any other source) cannot exceed one hundred percent of pre-leave earnings. The employee’s accumulated sick leave and vacation leave at the time the leave commences shall be retained to the employee’s credit. Benefits will be in accordance with Article 19.
Supplementary Employment Benefits. During a statutory leave under Article 16.09 an employee may be paid SEB providing the employee:
Supplementary Employment Benefits. The Board will supplement Employment Insurance Benefits received by an employee during the leave to a maximum of seventy-five percent (75%) of regular salary as follows:
Supplementary Employment Benefits. If a Full-Time Employee is on Maternity and/or Parental leave pursuant to this Article and is in receipt of benefits under the terms of the Employment Insurance Act, the Employer shall pay to the Employee a Supplemental Employment Benefit for a maximum period of twenty-six (26) weeks.
Supplementary Employment Benefits. The amount of SEB will be based on the employee’s gross base salary and will be paid to the maximum of 20% of the employee’s respective salary. LEAVE OF ABSENCE WITH PAY 20.29 a) Bereavement b) Jury duty
Supplementary Employment Benefits. Provided they are in receipt of HRSDC Employment Insurance Benefits, employees will receive the difference between employment insurance benefits received from Human Resources and Skills Development Canada and eighty per cent (80%) of the member’s salary while on leave for a maximum of twenty-five (25) weeks, subject to the condition that the member’s earnings (from employment insurance earnings, and any other source) cannot exceed ninety-five per cent (95%) of pre-leave earnings. The parties agree that, in the event that changes occur to the employment insurance benefits payable to individuals on maternity/adoption/parental leave that increase the employer’s cost, the Supplemental Benefits Plan will be terminated on the first of the year following any changes in employment insurance maternity/ adoption/ parental leave benefits. Those employees receiving benefits at the time of termination will continue to receive benefits on the same cost basis to the employer as prior to the employment insurance change, effective the first of the month following the employment insurance change. The employer will restructure the plan to keep their costs at the previous level. The parties agree to meet immediately to negotiate a new plan which would not cost the employer more than the previous plan.
Supplementary Employment Benefits. Increase in benefits period from 25 to 26 weeks.
