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• Appendix A - Maternity and Child Care Leave Application
• Appendix B - Benefits
• Appendix C - Adoption - Extension of Supplementary Benefits
• Appendix D - Death of a Child
• Appendix E - Circumstance Warranting Temporary Suspension of Leave and Benefits
• Appendix F - When an Employee attains 12 months of Continuous Employment During Maternity Leave
• Appendix G - Consecutive Hours To Vote During Voting Hours on Polling Day

APPENDIX A
MATERNITY, PATERNITY, ADOPTION AND CHILD CARE LEAVE APPLICATION FORM

Date:

File:

From:



The following dates indicate my plans for my upcoming maternity / paternity / adoption and/or child care leave as per Policy 2.2.6.


Anticipated date of birth:

or

Date of birth:

Maternity Leave from:
to:

Adoption Leave from:
to:

Paternity Leave from:
to:

Child Care Leave from:
to:

Absence Without Pay from:
to:

Annual Leave from:
to:


Thank you.



_______________________________________________
Employee (Print name) (Signature)

_______________________________________________
Supervisor (Print name) (Signature)

APPENDIX B
BENEFITS

Specific Plans

A. Supplementary Health Care Plan

Dental Care Plan
Basic Group Life Insurance Plan

Corporation-paid plans, where applicable, will be maintained during Maternity, Parental Three-day Leave, Adoption, Paternity and Child Care Leave. During the Absence Without Pay period, the employee may elect to maintain coverage by pre-paying the required premiums.

Where the employee is generally responsible for paying his or her premiums, the employee may arrange to pay the rates applicable to maintain coverage during any absences under this policy.

B. Basic Provincial Hospital/Medical Coverage

In those provinces where premiums apply, the CBC will continue to pay the premiums during Maternity, Parental Three-day Leave, Adoption, Paternity and Child Care Leave. During a period of Absence Without Pay, the employee must arrange to pre-pay the rates applicable to maintain coverage.

C. Sick Leave/STD/Special STD

When an employee is absent, due to a medical condition related to pregnancy, she may apply for income protection coverage in the normal manner.

D. Long-term Disability Plan

During an authorized leave of absence, including Maternity, Parental Three-day Leave, Adoption, Paternity or Child Care Leave, an employee may maintain coverage for a maximum of 12 months by pre-paying the premiums.

Although disability benefits are generally not payable during the leave of absence, if the employee has kept up his or her coverage and is totally disabled according to the insurance carrier on the expected date of return to work, the employee will begin to receive disability benefits on that date or 85 days after becoming disabled.

E. Optional Life Insurance Plan

Reducing Term Life Insurance Plan

Dependent Life Insurance Plan

Optional Accidental Death and Dismemberment (AD&D) Insurance Plan

The employee must pre-pay premiums to maintain coverage during absences (up to 52 weeks) encompassed by this policy. Should contributions not be made, coverage will lapse.

F. Pension Plan

For employees who qualify for EI or QPIP benefits and have one year of continuous employment:

• the period of Maternity Leave, Paternity or Adoption Leave count as pensionable service under provisions of the CBC Pension Plan;
• An employee will not be required to make contributions to the Pension Plan. (The Corporation will continue to pay its share of the Plan.)

For employees taking Maternity Leave with one year of continuous employment who do not qualify for EI or QPIP benefits:

• normal pension contributions from the employee will be required for the first two weeks with pay but will not be required for the following 15 weeks.

The period of Maternity, Paternity, or Adoption Leave counts as pensionable service only if the employee returns to work immediately following Maternity, Paternity or Adoption Leave and other absences permitted under this policy and resumes pensionable service (i.e., receives salary for 15 calendar days in a calendar month and therefore resumes contributing under the pension plan).

Employees with more than six but less than 12 months of continuous employment may choose to continue pensionable service if they maintain their share of contributions during Maternity, Paternity, Adoption and Child Care Leave.

Employees going on Child Care Leave may choose to continue pensionable service if they maintain their share of contributions during this period.

Employees who continue on Absence Without Pay beyond Maternity, Adoption, Paternity and Child Care Leave will be eligible for pensionable service for this extended period up to the maximum aggregate period of 52 weeks provided:

• the employee pays both employer and employee shares;
• a commitment to pay is made prior to beginning Child Care Leave, and;
• arrangements for payment are made immediately upon returning to work.

APPENDIX C
ADOPTION - EXTENSION OF SUPPLEMENTARY BENEFITS

For qualifying employees, CBC’s SUB plan benefits may be extended from 10 weeks to 15 weeks for adoptive parents when the parent is receiving EI or QPIP benefits, when

• The child is six months or older at the time of arrival at the claimant’s home;
  
  AND/OR
• The child suffers from a physical, psychological or emotional condition that requires longer parental care.

During the additional five week period the employee is eligible for payments from the SUB Plan of an amount equalling the difference between normal EI or QPIP Parental Benefits and 75% of the employee’s weekly salary. Proof of extended EI or QPIP benefits will be required by the CBC, as well as documentation confirming the above criterion is met.

APPENDIX D
DEATH OF A CHILD

In the event of a miscarriage during or after the twentieth week of pregnancy, still birth, or the death of a child within the 52 weeks following the child's arrival at home (i.e., the period covered by this policy), an employee may remain on leave until her doctor certifies that she is ready to return to work.

Implications for Special Monetary Benefits

Maternity Benefits will be paid in full to eligible employees who would normally have received them, except in the case of a miscarriage before the twentieth week of pregnancy. In the latter circumstance, if CBC Sick Leave or STD/ Special STD eligibility ends, an employee may apply to EI for Sickness Benefits.

N.B. Depending on the employee's status and years of service at the CBC, it may be more advantageous to discontinue leave and entitlements under this policy and to commence Sick Leave/STD/Special STD benefits.

APPENDIX E
CIRCUMSTANCES WARRANTING TEMPORARY SUSPENSION OF LEAVE AND BENEFITS

An employee's leave and special monetary benefits under this policy may be temporarily suspended:

• for reasons certified by a medical practitioner;
• during the hospitalization of a child when a parent may wish to return to work until the child arrives at home;
• other unusual circumstances.

The employee should contact the local HR office and EI or QPIP to discuss the most advantageous course of action. Each case will be dealt with individually following discussions between the parent, the child's doctor, EI or QPIP, and the CBC.

APPENDIX F
WHEN AN EMPLOYEE ATTAINS 12 MONTHS OF CONTINUOUS EMPLOYMENT DURING MATERNITY LEAVE

If a female employee's anniversary date to attain 12 consecutive months of continuous employment falls within the 17 week Maternity Leave period during which the SUB Plan applies, payment of these benefits will commence on that date for the balance of the 17 week period.

(For example, the employee reaches 12 consecutive months of continuous employment in week six. She will receive the difference between 75 per cent of her weekly salary and normal EI or QPIP Maternity benefits for the remaining 11 weeks. She will not receive the maximum benefits that she would have received had she already completed 12 consecutive months of continuous employment at the commencement of her Maternity Leave.)

APPENDIX G
CONSECUTIVE HOURS TO VOTE DURING VOTING HOURS ON POLLING DAY

The term “consecutive hours” means consecutive hours during the period polls are open, not consecutive working hours (e.g. if polls open at 7 a.m. and close at 7 p.m., an employee who works 9-5 may be given one hour at the beginning or end of a working day in a jurisdiction that requires 3 consecutive hours).