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  5. Establishing a Supplemental Unemployment Benefit (SUB) Program & other Income Top Ups – Sample Language
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  5. Establishing a Supplemental Unemployment Benefit (SUB) Program & other Income Top Ups – Sample Language

Establishing a Supplemental Unemployment Benefit (SUB) Program & Other Income Top Ups – Sample Language

Letter of Understanding
Establishing a Supplemental Unemployment Benefit (SUB) Program & other Income Top Ups 

Within (7) days of ratification, the Employer shall register a Supplemental Unemployment Benefit (SUB) Program, with the appropriate government agency.
The Employer shall also establish an income supplement for those employees in receipt of maternity, parental (including adoption) or caregiving benefits.

Note to Local Union Committees: If there is agreement between the union and employer on establishing a Supplemental Unemployment Benefit Program, additional support and resources are available, through the Unifor Pensions & Benefits Department (pensionsandbenefits@unifor.org)
SAMPLE LANGUAGE

Article XX.X
Income supplement during layoff, training, illness and injury

X.1 The Supplemental Unemployment Benefit (SUB) Program shall apply to all eligible employees, with one year of service, covered under this Collective Agreement.

X.2 The SUB Program shall provide sufficient weekly income benefits to eligible employees that, along with the gross amount of EI benefit received, will equal 95% of normal weekly earnings, for up to [XX] weeks.

X.3 The SUB Program will provide income benefits equal to 95% of normal weekly earning, during any waiting period required for EI benefits. The Plan will also provide full coverage for an employee not in receipt of EI benefits, due in whole or in part to a previous layoff by the Employer.

X.4 Eligible employees include those in receipt of Employment Insurance or other government-provided income support benefits, due to a temporary stoppage of work, while participating in approved training or absent from work due to illness, sickness or quarantine.

X.5 SUB Program payments will not reduce any guaranteed annual remuneration, deferred remuneration, or severance pay.

X.6 Supplemental Unemployment Benefits do not apply to employees receiving short or long term disability plan benefits.

Note to Local Union Committees: the 95% maximum replacement rate of SUB plan payments and EI benefits is a precondition of any SUB plan, based on Service Canada rules. For additional info, click here.
SAMPLE LANGUAGE

Article XX.X
Income support for maternity, parental and caregiving leave

X.1 The Employer shall provide a supplementary weekly benefit to eligible employees, who are in receipt of maternity, parental (including adoption) or caregiving benefits under Employment Insurance, for a period of up to [XX] weeks.

X.2 Employees required to serve a waiting period for EI benefits shall receive a supplementary benefit in an amount equal to 100% of their regular weekly straight-time pay for the duration of such waiting period. Thereafter, the supplementary benefit shall be an amount which, when added to Employment Insurance benefits, is equal to 100% of the employee’s regular weekly straight-time pay.

X.3 An Employee, who is on pregnancy, parental or caregiving leave, and not in receipt of EI benefits for all or a portion of their leave, due in whole or in part to a previous lay off by the Employer, shall receive a supplementary benefit equal to 100% of their regular weekly straight-time pay.

X.4 For clarity, the Parties recognize that the supplementary benefit shall apply irrespective of a registered Supplemental Unemployment Benefit (SUB) Program.

X.5 The Employer shall also keep records of benefits paid to employees through this supplementary benefit, per Government of Canada requirements.

Right to Disconnect – Sample Language

Article XX.X

Right to Disconnect 

X.1 While digital tools allow employees the flexibility to work anywhere and at any time, an always-connected work culture carries important psychosocial risks, including, but not limited to, anxiety, depression, and burnout.

X.2 The employer therefore recognizes that employees have a right to disconnect from work and are under no obligation to answer phone calls, emails, or messages outside normal working hours as defined by the terms of this agreement. They shall not be reprimanded, subjected to discipline, or denied the rights and privileges provided them under this collective agreement, for failing to do so. Conversely, the employer shall not afford employees’ beneficial treatment for choosing to stay connected.

X.3 An Employer-Union working group shall be struck and will conduct an initial analysis of the current use of digital tools for bargaining unit employees. Further, the working group shall develop indicators to track the implementation of this policy and to reduce harmful behaviors.

X.4 The Employer-Union working group shall be comprised of an equal number of employer and union representatives. The working group shall meet regularly, but not less than once per year.

X.5 All employees shall be informed and engaged prior to and during the further development of a right to disconnect policy, as well as during the implementation and review stages. All employees shall also receive training on the proper use of digital tools. Such training, when required, shall take place during regular work hours.

X.6 The Employer-Union working group shall review implementation of the policy as well as jointly discuss and implement solutions to identified challenges.  The employer will also remind employees, regularly, of the proper use of digital tools and to encourage behavior consistent with the policy.

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