Pregnancy, Parenting and the Workplace... What Employees and Employers Need to Know

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1 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know

2 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know Prgnancy, Parnting & th Workplac What Employs and Employrs Nd to Know This handbook brings togthr, in on plac, practical information for mploys and mployrs about prgnancy, parnting and th workplac. Th following organizations hav workd togthr to produc this guid. Saskatchwan Human Rights Commission Saskatchwan Labour (Work and Family Unit, Labour Standards Branch, Status Womn Offic) Srvic Canada Saskatchwan Halth Brastfding Committ for Saskatchwan

3 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know Publishd 2006 by th Saskatchwan Human Rights Commission, Saskatchwan Labour and Srvic Canada, which will jointly dtrmin any rvisions to this publication. 2006, Saskatchwan Human Rights Commission This matrial may b usd, rproducd, stord or transmittd for non-commrcial purposs. Howvr, any us this matrial shall b acknowldgd as follows: Saskatchwan Human Rights Commission, Saskatoon, Usd with prmission. This matrial is not to b usd, rproducd, stord or transmittd for commrcial purposs without writtn prmission from th Saskatchwan Human Rights Commission. W would lik to thank Albrta Human Rsourcs and Employmnt for thir kind prmission to us and adapt aspcts Bcoming a Parnt in Albrta: What you nd to know about human rights, matrnity and parntal lav, and bnfits, a publication which Albrta Human Rsourcs and Employmnt producd in collaboration with th Albrta Human Rights and Citiznship Commission, and Srvic Canada. In addition, w thank th Occupational Halth and Safty Division Saskatchwan Labour as wll as Human Rsourcs Skills Dvlopmnt Canada for th information and xprtis thy contributd to this publication. And, finally, w xtnd a spcial thanks to all th mploys and mployrs who agrd to b photographd for th handbook. Unfortunatly w could not us all th photographs in this dition. Pictur on th back covr parnts with baby rproducd with th prmission th Ministr Public Works and Govrnmnt Srvics Canada, Sourc: Halth Canada wbsit and Mdia Photo Gallry, Halth Canada, Not: Though this handbook discusss crtain aspcts th fdral Employmnt Insuranc Act as wll as Saskatchwan s Human Rights Cod, Labour Standards Act and Occupational Halth and Safty Act, it is not a lgal documnt. Th original Acts and Rgulations should b consultd for all purposs intrprting and applying th law. Sinc laws and rgulations ar constantly bing updatd, you may want to contact th appropriat agncy for th latst information. ISBN

4 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know Tabl Contnts Introduction... 1 Part 1 Thinking about bcoming a parnt... 5 Protctions at th hiring stag and byond... 6 Part 2 Working through prgnancy... 9 Prgnancy and human rights A. Protction from discrimination B. Protction from harassmnt C.Th duty to accommodat Prgnancy and labour standards Employr bnfit plans Matrnity and brastfding looking ahad Part art 3 Bcoming a parnt...19 Matrnity, adoption and parntal (MAP) lavs A. Tim f work undr labour standards B. Tim f work undr human rights Employmnt Insuranc Bnfits (Mony) A. Qualifying for bnfits B. Rciving bnfits Plas Not: W rcogniz that a grat dal important work is unpaid, including work don in th hom. For th sak brvity, w us th trm work in this handbook to rfr to paid mploymnt.

5 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know Part 4 Rturning to th workplac...39 Ending matrnity, adoption or parntal lav Ending Employmnt Insuranc paymnts Human rights protctions Brastfding and th workplac Part 5 Parnting and th workplac...45 Caring for sick or injurd childrn Human rights protctions Part 6 Information and hlp...51 Saskatchwan Canada Endnots...58 Chck it out Most businsss in Saskatchwan about 90 prcnt ar covrd by Saskatchwan s Human Rights Cod, Labour Standards Act and Occupational Halth and Safty Act. Som businsss and organizations, including banks, Canada Post and intr-provincial trucking, fall undr th fdral Canada Labour Cod and Canadian Human Rights Act. This handbook dos not discuss ths fdral laws. Plas s Part 6 for mor information.

6 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 1 Introduction Can a prgnant mploy b fird, or forcd to start matrnity lav arly? Can a fathr stay hom from work whn his child is ill? How much mony will mploys rciv from th Employmnt Insuranc Program (EI) whn thy ar on matrnity, adoption or parntal lav? Can an mploy b passd ovr for promotion bcaus sh is soon to bgin matrnity lav? How can mployrs support mploys who plan to continu brastfding whn thy rturn to work? Ths qustions and many othrs will b answrd in th following pags. For th sak simplicity, this handbook is organizd around diffrnt phass th parnting journy. Each part rprsnts on stp on that journy, and discusss th main qustions and issus mploys and mployrs will hav at that particular stag. In rality, th work-family xprinc cannot b dividd into such nat compartmnts. For this rason, w ncourag radrs to brows through th ntir tabl contnts. An mploy who is prgnant, for xampl, may alrady b a parnt. Sh will find hlpful information in Part 2, Working through prgnancy, and also in th discussion in Part 5 laws and policis allowing hr to stay hom whn hr childrn ar ill. Employs will find this book hlpful if thy ar prgnant, planning to start a family, or alrady balancing work and family rsponsibilitis. Employrs will find th book usful if thir mploys includ currnt or futur parnts.

7 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 2 This handbook is gnral in natur. It dos not discuss individual cass or confirm whthr an individual is ntitld to bnfits or tim away from work. If you want advic about your particular situation, thr ar popl availabl to hlp you. S Part 6, Information and hlp, for organizations that may b abl to hlp you find answrs to your qustions. Prgnancy rgnancy,, parnting and th workplac Today, most popl who hav mbarkd on th parnting journy ar also mmbrs th paid workforc. In Saskatchwan and across Canada, a larg majority childrn agd fiv and undr hav parnts who ar mployd. 1 Parnthood, in all its divrsity, is a fundamntal part lif for many mploys. Thy want to parnt wll and b ffctiv mploys. Thir mployrs also wish to s working parnts intgrat thir arning and parnting rols succssfully. This goal is tn rfrrd to as balancing work and family nds. Employrs and mploys both bnfit from knowing thir rights and rsponsibilitis undr human rights and mploymnt law. Family-frindly workplacs gnrally hav lss turnovr and absntism than thos in which mploys must struggl to balanc work and family rsponsibilitis, and thir mploys xprinc lss strss. 2

8 3 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know All parts Canada hav dvlopd laws and govrnmnt policis that hlp support mploys with family rsponsibilitis whil maintaining productiv workplacs. For xampl, in Saskatchwan: human rights law protcts mploys from discrimination bcaus prgnancy, sx or family status labour standards law sts out basic rights to job protction and tim f work for prgnant and parnting workrs Employmnt Insuranc (EI) bnfits provid financial support to ligibl mploys who tak tim f work bcaus disability, matrnity or parntal lav. Somtims, mployrs and mploys xprinc problms bcaus thy ar unfamiliar with ths laws. Discrimination bcaus prgnancy, for xampl, is still far too common. By undrstanding thir rights and rsponsibilitis, mployrs and mploys can work cooprativly towards th common goal a productiv, supportiv and discrimination-fr working nvironmnt.

9 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 4

10 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 5 Part ONE Thinking about bcoming a parnt Part 1 is about th first stp on th parnting journy, th stag at which mploys ar thinking about having or adopting childrn. This part givs an ovrviw human rights protctions undr Th Saskatchwan Human Rights Cod, a provincial law that protcts mploys from discrimination basd on sx, prgnancy or family status. Discrimination can occur at th hiring stag or latr. And, it can occur vn bfor popl dcid to hav childrn.

11 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 6 Protctions at th hiring stag and byond Som Human Rights Dfinitions What is discrimination? Discrimination is th harmful tratmnt an individual or group, basd on crtain prsonal charactristics. Th Saskatchwan Human Rights Cod stablishs which charactristics (or prohibitd grounds discrimination ) ar covrd. Thy includ sx, prgnancy and family status. Discrimination dos not nd to b intntional to b illgal. For xampl, a rul or policy may b dvlopd for good businss rasons but hav an unintndd, ngativ ffct on prgnant mploys. Discrimination can b built right into systms or standard businss practics. For instanc, a company may rquir all mploys to work full-tim and mt th sam physical dmands. A prgnant mploy may nd lightr dutis, shortr hours or othr changs in ordr to kp on working. Oftn, indirct discrimination occurs whn an mployr dos not mt th duty to accommodat discussd in Part 2 this handbook. What is discrimination basd on sx? Undr Th Saskatchwan Human Rights Cod, discrimination bcaus sx includs discrimination bcaus prgnancy, prgnancy-rlatd illnss, childbirth, or any circumstancs rlatd to prgnancy or childbirth. What is discrimination bcaus family status? Undr Th Saskatchwan Human Rights Cod, family status mans th status bing in a parnt and child rlationship. Parnt and child ar intrprtd broadly to includ anyon acting in thos rols. S Human rights protctions in Part 5 for mor information about family status protctions.

12 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 7 Can an mployr ask job applicants about thir plans to hav childrn? Most mployrs know thy can t rfus to hir somon for a discriminatory rason. But th Cod also prohibits qustions that might lad to mployrs liminating job applicants simply bcaus thir potntial to bcom parnts. Employrs cannot ask job applicants about sx, family status or marital status on application forms or in intrviws. For xampl, mployrs should b carful not to: advrtis for childlss mploys or indicat thy prfr thm ask applicants if thy ar prgnant, or using birth control ask applicants about thir plans to marry, or to hav or adopt childrn Asking qustions in a job intrviw: Tips for mployrs At an intrviw it is gnrally inappropriat for mployrs to ask qustions about prsonal or family lif. It is a good ida to ask vryon th sam, standard qustions to show applicants will b assssd only on thir ability to do th work. For information on what qustions can and cannot b askd, s th Human Rights Commission s pamphlt A Guid to Application Forms and Intrviws for Employrs and Job Applicants. (S Part 6 for th Commission s Wb sit addrss.)

13 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 8 Can an mployr dny an mploy a promotion or training opportunitis bcaus sh might bcom prgnant? No. Employs who ar prgnant or could bcom prgnant hav th right to th sam job opportunitis as othr mploys. Protcting th halth futur parnts Undr Th Occupational Halth and Safty Act, mployrs hav a duty to provid saf and halthy work nvironmnts for thir mploys. Workrs must also protct thir own halth and safty. Halth includs rproductiv halth. Employrs should protct mal and fmal mploys from harmful chmicals or othr conditions that could harm thir ability to hav halthy childrn in th futur. If mploys ar concrnd about hazards in thir workplac, thy should talk to thir suprvisor or mployr first, thn thir workplac Occupational Halth Committ (OHC) or Occupational Halth and Safty Rprsntativ. If thr is nithr an OHC nor a rprsntativ in thir workplac, thy should contact th Occupational Halth and Safty Division at Saskatchwan Labour.

14 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 9 Part TWO Working through prgnancy Thr hav bn pround changs in womn s labour forc participation Combining paid work with mothrhood and accommodating th childbaring nds working womn ar vr-incrasing imprativs. That thos who bar childrn and bnfit socity as a whol thrby should not b conomically or socially disadvantagd sms to bspak th obvious. It is only womn who bar childrn; no man can bcom prgnant It is unfair to impos all th costs prgnancy upon onhalf th population. Dickson, CJC (Chif Justic Canada) Brooks v. Canada Safway Ltd., Suprm Court Canada, 1989

15 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 10 Prgnancy and human rights A. Protction from discrimination Employs hav th right to frdom from discrimination bcaus prgnancy, as wll as th right to frdom from discrimination bcaus all othr prohibitd grounds discrimination. Human rights protctions apply to all prgnant mploys, rgardlss how long thy hav workd for an mployr or whthr thy ar still on probation. How dos human rights law protct prgnant womn from discrimination? Discrimination bcaus prgnancy is on form discrimination basd on sx. This kind discrimination can occur at any tim from concption to childbirth. It can also occur whn a woman xprincs miscarriag, stillbirth, or othr complications prgnancy. Employrs should mak sur prgnant workrs njoy th sam rights, bnfits and opportunitis as mploys who ar not prgnant. In most cass, prgnant mploys can only b tratd diffrntly if thy ask for changs to thir dutis or work nvironmnt, particularly for halth rasons. What ar som xampls discrimination basd on prgnancy? Thr ar many ways discrimination can occur. For xampl, an mployr should not: fir, lay f or othrwis pnaliz a woman bcaus sh is prgnant dmot hr, rduc hr salary, or chang hr working conditions in a ngativ way cut hr hours work, or rduc hr numbr shifts

16 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 11 dny hr bnfits (such as disability bnfits) that would normally b availabl to hr It is also discrimination for an mployr to fail to accommodat th nds prgnant mploys. (S Th duty to accommodat sction in Part 2.) Can an mployr rquir an mploy to start matrnity lav arly? An mploy can kp working right up until hr child is born, as long as hr halth allows it. It would b discriminatory to rquir hr to stop work bfor sh nds or wants to, unlss sh is unabl to prform hr work to th point whr hr limitations ar causing th mployr undu hardship. Did you know? Th Labour Standards Act also rquirs mployrs to accommodat th nds prgnant mploys. Accommodation might includ, among othr things: moving a prgnant mploy working as a spray paintr outsid th paint room to work as a packr; shortning 12- hour shifts; or assigning an mploy to work only day shifts rathr than a numbr diffrnt shifts. For mor information or advic about your own situation, contact th Labour Standards Branch at Saskatchwan Labour. B. Protction from harassmnt Harassmnt bcaus sx, prgnancy, or family status is considrd a form discrimination and a violation Th Saskatchwan Human Rights Cod. How ar prgnant mploys protctd from harassmnt in th workplac? Bhaviour that maks an mploy fl uncomfortabl or unwlcom bcaus prgnancy could b considrd harassmnt. Harassmnt can b physical, such as touching th stomach a prgnant woman, or it can involv ngativ commnts or crud or dmaning joks about prgnancy, childbirth or brastfding.

17 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 12 C. Th duty to accommodat Human rights law rquirs mployrs to accommodat nds rlatd to sx, prgnancy or family status unlss doing so would crat undu hardship for th mployr. What is accommodation? Accommodation simply mans changs or adjustmnts to working conditions or hours work that mak it possibl for an mploy to continu working. For xampl, a prgnant woman may tmporarily nd lightr dutis or shortr hours. Th duty to accommodat applis to family status as wll as gndr, and to all stags th parnting journy. What is undu hardship? Undu hardship usually mans high financial costs, srious halth or safty hazards, or a srious impact on th rights and wll-bing othrs. Th mploy s inability to do th job, vn with accommodation, would also b undu hardship for th mployr. To prov undu hardship, mployrs must provid objctiv vidnc that accommodation is impossibl. Thy should documnt thir fforts to xplor all possibl forms accommodation. Did you know? Th Occupational Halth and Safty Act also protcts mploys from harassmnt. This Act rquirs all Saskatchwan mployrs to nsur thir workrs ar not xposd to harassmnt, and to implmnt a writtn policy to prvnt harassmnt in th workplac. Employrs and mploys should talk with thir workplac Occupational Halth Committ (OHC) or Occupational Halth and Safty Rprsntativ. If thr is nithr an OHC nor a rprsntativ in thir workplac, thy should contact th Occupational Halth and Safty (OHS) Division at Saskatchwan Labour. A sampl policy is availabl from th Division.

18 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 13 What if a woman nds tim f work during prgnancy? Prgnant mploys may nd short priods tim f work to s a doctor, or lngthir lavs bcaus prgnancy-rlatd conditions lik thratnd miscarriag. In som cass, th tim f work may b tmporary, and a woman may thn rturn to work until hr matrnity lav bgins. In othr cass, a woman may go dirctly from mdical lav to matrnity lav. If an mploy nds tim f work bcaus prgnancy, hr mployr has a duty to accommodat hr. How dos accommodation work? Employrs and mploys should work togthr to figur out th bst way accommodating a prgnant mploy. Accommodation works bst as a joint procss. Working with Vido Display Trminals (VDTs) Prgnant workrs who hav any concrns about VDT work should talk first to thir suprvisor or managr or mployr, thn thir Occupational Halth Committ (OHC) or thir Occupational Halth and Safty Rprsntativ. If thr is nithr an OHC nor a rprsntativ in thir workplac, thy should contact th Occupational Halth and Safty Division at Saskatchwan Labour. What ar som ways an mployr can accommodat prgnancy? Thr ar many ways to accommodat prgnant mploys. Som xampls includ: tim f work for doctors visits chairs, for mploys who usually stand whil working flxibility with rgard to washroom braks, schduling, and othr working conditions

19 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 14 (whr rqustd) rducd hours work, lightr dutis, or tmporary rassignmnt to othr dutis or anothr work location spcial masurs or quipmnt to prvnt halth risks modifid uniforms or drss rquirmnts mdical lav to rcovr from miscarriag or stillbirth Th duty to accommodat will vary from on situation to anothr. For mor information, contact th Saskatchwan Human Rights Commission or th Labour Standards Branch at Saskatchwan Labour. How ar prgnant womn who work with harmful substancs in th workplac protctd? Provincial law rquirs mployrs, upon th workr s rqust, to tak stps to protct prgnant womn who work with or around harmful chmical or biological substancs or radiation. Such stps might involv minimizing th workr s xposur to a harmful substanc or rassigning th workr to lss hazardous work if it is availabl. If workrs ar concrnd about how th hazards in thir workplac could affct a prgnant woman or hr child, thy should talk first to thir suprvisor, managr or mployr, thn thir Occupational Halth Committ (OHC) or Occupational Halth and Safty Rprsntativ. Concrnd mployrs should consult with thir OHC or rprsntativ. If thr is nithr an OHC nor a rprsntativ in thir workplac, thy should contact th Occupational Halth and Safty Division at Saskatchwan Labour.

20 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 15 Prgnancy and Labour Standards Th Labour Standards Act protcts mploys who ar prgnant or tmporarily disabld bcaus thir prgnancy. Can an mploy b fird bcaus prgnancy or a prgnancy-rlatd illnss? No. An mployr cannot dismiss, lay f, suspnd or othrwis discriminat against an mploy bcaus sh: is prgnant is tmporarily disabld bcaus prgnancy, or has applid for matrnity lav. If an mploy who is prgnant or on lav bcaus a prgnancy-rlatd illnss is disciplind (dismissd, laid f or suspndd) th mployr must show that th action was takn for good rason and not bcaus th mploy was prgnant or on lav. What happns if an mploy gts sick bcaus hr prgnancy and has to lav work bfor hr matrnity lav is schduld to bgin? If a prgnant mploy can provid a mdical crtificat saying sh must stop work immdiatly for mdical rasons, sh may lav work without giving th mployr prior notic. Sh is not rquird to start hr matrnity lav at this tim and can dlay th start hr 18-wk matrnity lav up to th stimatd dat birth. Do mploys gt thir job back aftr a lav for a prgnancy-rlatd illnss? Ys. Whn th mploy rturns to work, sh should b placd in th sam job or a comparabl on with similar rsponsibility with no loss sniority or bnfits or rduction in wags. For purposs sniority and th rights rcall, bing on th prscribd lav dos not brak srvic. Sniority and th right rcall continu to accru whil th mploy is on lav.

21 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 16 How ar annual holidays affctd whn an mploy taks a lav for a prgnancy-rlatd illnss? Aftr rturning from lav du to a prgnancy-rlatd illnss, an mploy has th right to th sam annual holidays sh would hav rcivd if th lav had not bn takn. Employr bnfit plans Human rights and labour standards laws apply to most Saskatchwan mploys. In som workplacs, mployrs may provid additional bnfits which ar containd in a company bnfit plan or union contract. What is an mployr bnfit plan? An mployr bnfit plan may provid additional bnfits such as sick pay or disability paymnts, or a top-up to Employmnt Insuranc (EI) bnfits paid to mploys on lav. Plans may hlp to pay for things such as prscription drugs, dntal car, physiothrapy or xtra mdical xpnss. Undr human rights law, mployrs who provid additional bnfits must do so in a way that dos not discriminat against mploys on th basis sx, prgnancy or family status. lav = tim f bnfits = mony Can a prgnant mploy us arnd, paid sick lav bfor or aftr childbirth? If th mployr provids sick pay or disability bnfits, a prgnant mploy should b abl to us ths bnfits in th sam way as othr mploys. If sh uss thm aftr hr child is born (during th priod sh is unabl to work for mdical rasons), this may rduc th numbr wks sh is ntitld to rciv EI bnfits. Howvr, sick pay is gnrally highr than EI.

22 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 17 What if th mployr dos not hav a sick lav or bnfit plan? Employs may b ligibl for sicknss bnfits undr th fdral Employmnt Insuranc Program. S Part 3, Bcoming a parnt, for mor information. Contact Srvic Canada at for mor information or visit thir Wb sit at In 1989, th Suprm Court Canada lookd at a company accidnt and sicknss plan that barrd prgnant womn from bnfits during a 17-wk priod bfor and aftr childbirth. Prgnant womn wr dnid disability pay vn if thir absnc was not rlatd to prgnancy. In Brooks v. Canada Safway Ltd., Chif Justic Dickson found th plan discriminatd against womn bcaus thir sx, saying prgnancy was a valid halth-rlatd rason for absnc from th workplac. In 1992, th Albrta Court Qun s Bnch said in Albrta Hospital Association v. Parcls that womn ar ntitld to th sam bnfits as workrs on sick lav for that portion thir matrnity lav that is halth-rlatd. Th court notd that at last part any matrnity lav is halth-rlatd. Sinc no two prgnancis ar th sam, th lngth this priod should b dtrmind by a woman s doctor. During th halthrlatd absnc, a woman should b abl to claim any bnfits that would b availabl to hr if sh wr unabl to work for othr halth rasons. Th court also said it did not mattr whthr th halth-rlatd portion matrnity lav occurrd bfor, during or aftr th unpaid voluntary part matrnity lav. In th halth-rlatd portion, a woman can us any halth bnfits to which sh is ntitld, including sick pay. Halth-rlatd rasons can includ, among othr things, high blood prssur, gstational diabts, post-partum dprssion, casarian dlivry, or simply th nd to rcovr from childbirth.

23 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 18 Matrnity and brastfding looking ahad For individual womn, prgnancy and matrnity ar part th sam biological procss. Prgnancy lads not only to childbirth but also to a clos, ongoing bond that will includ for many mothrs and childrn th practic brastfding. Whn should a prgnant mploy talk to hr mployr about hr plans to brastfd whn sh rturns to work? Th procss accommodation bgins long bfor an mploy rturns to th workplac. Many womn dcid arly in thir prgnancy to brastfd thir childrn aftr thir rturn to work. It is advisabl for thm to discuss this with thir mployrs bfor thy go on matrnity lav. This will giv th mployr tim to idntify and put in plac workabl and appropriat accommodations. S Part 4, Rturning to th workplac, for accommodation idas.

24 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 19 Part THREE Bcoming a parnt This part provids an ovrviw th matrnity, adoption and parntal lavs (tim away from work) availabl undr labour standards and human rights laws. It also discusss th bnfits (mony) availabl through th fdral govrnmnt s Employmnt Insuranc (EI) Program to mploys whil thy ar on lav. lav = tim f bnfits = mony

25 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 20 Matrnity, adoption and parntal (MAP) lavs A. Tim f work undr labour standards Saskatchwan s Labour Standards Act givs mploys th right to unpaid matrnity, adoption and parntal lav, and th right to rturn to thir jobs onc thir lav is ovr. Employs hav an automatic right to this tim f work, providd thy hav workd th numbr wks ndd to qualify for lav. But vn if mploys hav not mt labour standards lav rquirmnts, thy may hav a right to lav undr Saskatchwan s Human Rights Cod. Rfr to Tim f work undr th human rights sction this part for mor information. Did you know? Matrnity, adoption and parntal lavs ar providd by Saskatchwan s Labour Standards Act. Th bnfits or mony mploys on ths lavs rciv coms from th fdral EI Program Srvic Canada.* * applis to all Canadian jurisdictions xcpt Qubc. S Qubc information at

26 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 21 MAP lavs at a glanc (Matrnity, adoption and parntal lavs undr Th Labour Standards Act) Typ l lav av M atrnity lav A doption Lav Parntal Lav Who is ligibl ligibl? Full-tim or part-tim mploy who is currntly working and has workd for th sam mployr for 20 wks in th 52-wk priod bfor th lav bgins. Full-tim or part-tim mploy who is currntly working and has workd for th sam mployr for 20 wks in th 52- wk priod bfor th lav bgins. Full-tim or part-tim mploy who is currntly working and has workd for th sam mployr for 20 wks in th 52- wk priod bfor th lav bgins. Whic hich h mploy mploy can tak th l lav av? Fmal birth parnt. Parnt who is dsignatd as primary cargivr. Eithr or both parnts. How long is t th lav? 18 wks unpaid lav. 18 wks unpaid lav. 34 wks unpaid lav for th mploy who has takn matrnity or adoption lav; 37 wks for th mploy who has not takn matrnity or adoption lav.

27 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 22 yp T f o yp T f o yp T f o yp T f o Typ av l av l av l av l lav lav atrnity M lav atrnity M lav atrnity M lav atrnity M lav atrnity M Lav doption A Lav doption A Lav doption A Lav doption A Lav doption A Lav arntal P Lav arntal P Lav arntal P Lav arntal P Lav Parntal dos hn W s do hn W s do hn W s do hn W s do Whn lav h t lav h t lav h t lav h t lav th tart? s? tart s? tart s? tart s? start can lav Matrnity during tim any start to prior wks 12 th dat stimatd th start must but birth, at birth dat on latst. th starts lav Adoption is child th day th on adoption. for availabl is lav parntal If with combind adoption or matrnity lavs th lav, takn b must If conscutivly. adoption or matrnity takn, not is lav must lav parntal th in takn b 12 starts that priod th bfor wks dat stimatd stimatd th or birth and adoption dat aftr wks 52 nds dat actual th adoption. or birth

28 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 23 yp T f o yp T f o yp T f o yp T f o Typ av l av l av l av l lav lav atrnity M lav atrnity M lav atrnity M lav atrnity M lav atrnity M Lav doption A Lav doption A Lav doption A Lav doption A Lav doption A Lav arntal P Lav arntal P Lav arntal P Lav arntal P Lav Parntal much ow H h muc ow H h muc ow H h muc ow H h muc How dos otic n s do otic n s do otic n s do otic n s do notic mploy h t mploy h t mploy h t mploy h t mploy th giv to d n giv to d n giv to d n giv to d n giv to nd h t h t h t h t th mployr?? mployr? mployr? mployr? mployr writtn wks Four th bfor notic bgin. to is lav idntify must Notic is lav th dat th includ and bgin to crtificat mdical a dat stimatd with Notic birth. an includ should dat stimatd work. to rturn writtn wks Four possibl. if notic must notic Othrwis, to givn is whatvr b by parnts adoptiv th Dpartmnt th Rsourcs Community agncy adoption th or parnts. birth th or includ should Notic dat stimatd an work. to rturn aftr takn If adoption or matrnity wks four lav, bfor notic writtn th nd th adoption or matrnity takn If lav. notic sparatly four givn b should th bfor wks bgin. to is lav

29 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 24 yp T f o yp T f o yp T f o yp T f o Typ av l av l av l av l lav lav atrnity M lav atrnity M lav atrnity M lav atrnity M lav atrnity M Lav doption A Lav doption A Lav doption A Lav doption A Lav doption A Lav arntal P Lav arntal P Lav arntal P Lav arntal P Lav Parntal job hat W b jo hat W b jo hat W b jo hat W b jo What rotction p n rotctio p n rotctio p n rotctio p n protctio th os d th os d th os d th os d th dos on mploy n o mploy n o mploy n o mploy n o mploy hav? av l? hav av l? hav av l? hav av l? hav lav not shall Employr f, lay dismiss, othrwis or suspnd an against discriminat sh bcaus mploy is prgnant, is disabld tmporarily prgnancy, bcaus for applid has or This lav. matrnity xists protction job th during vn priod. probationary not may Employrs disciplin or discharg taking mploy an lav. adoption not may Employrs disciplin or discharg taking mploy an lav. parntal th os D th os D th os D th os D th Dos gt mploy t g mploy t g mploy t g mploy t g mploy job his or r h b jo his or r h b jo his or r h b jo his or r h b jo his or hr whn ack b n wh ack b n wh ack b n wh ack b n wh back turning r g turnin r g turnin r g turnin r g rturnin rom lav? f? rom lav f? rom lav f? rom lav f? from lav right th has Employ sam th to rturn to comparabl a or job similar with on no with rsponsibility or sniority loss in rduction or bnfits purposs For wags. rights th and sniority th on bing rcall, dos lav prscribd srvic. brak not vacation Sniority, right th and lav to continu rcall th whil accru lav. on is mploy right th has Employ sam th to rturn to comparabl a or job similar with on no with rsponsibility or sniority loss in rduction or bnfits purposs For wags. rights th and sniority th on bing rcall, dos lav prscribd srvic. brak not vacation Sniority, right th and lav to continu rcall th whil accru lav. on is mploy right th has Employ sam th to rturn to comparabl a or job similar with on no with rsponsibility or sniority loss in rduction or bnfits purposs For wags. rights th and sniority th on bing rcall, dos lav prscribd srvic. brak not vacation Sniority, right th and lav to continu rcall th whil accru lav. on is mploy

30 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 25 Can matrnity lav xcd 18 wks? Matrnity lav can b xtndd six wks (for a total 24 wks) if thr is a mdical rason for not rturning to work. A mdical not is ndd for this xtnsion. Employrs and mploys can also agr to a longr lav. To prvnt misundrstanding, such agrmnts should b in writing. Employrs may also hav company bnfit plans or thr may b union contracts that provid for longr lavs. What happns if th child is born aftr th stimatd dat birth? Can th mploy dlay th start th matrnity lav? Th latst an mploy can bgin matrnity lav is th day hr child is born. Womn hav th right to six wks lav aftr childbirth, vn if this causs th total matrnity lav takn to b mor than 18 wks. What ar th diffrnt ways taking matrnity,, adoption and parntal lav? Employs who tak matrnity, adoption or parntal lav ar ntitld to up to 52 wks lav from th workplac. Th lav must b takn within th priod that starts 12 wks bfor th stimatd dat birth or dat adoption and nds 52 wks aftr th actual dat birth or adoption. Th lavs must b continuous. For xampl, an mploy cannot tak four wks matrnity, adoption or parntal lav, rturn to work for thr wks, and thn tak th rmaining wks lav. Employs can tak matrnity, adoption or parntal lav only or combin thm. For xampl, matrnity or adoption lav can b combind with parntal lav. Whn lavs ar combind, thy must b takn conscutivly. Only th mothr can tak matrnity lav and only th primary cargivr can tak adoption lav. It is up to th parnts to idntify th primary cargivr.

31 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 26 Both parnts may b ligibl to tak parntal lavs. Th parnts could tak parntal lav simultanously or at diffrnt tims. Lavs can b takn in a varity ways. Som xampls how th lavs might b combind ar givn blow. Kathryn taks 52 wks lav: 18 wks matrnity lav and 34 wks parntal lav. Although hr partnr would also b ligibl to tak parntal lav, sh or h dcids not to. Elizabth taks 18 wks matrnity lav and, whil sh would b ligibl to tak parntal lav also, dcids instad to rturn to work. Hr partnr taks 37 wks parntal lav. Robrt taks 18 wks adoption lav and, although h is ligibl for parntal lav, dcids to rturn to work. His partnr taks 37 wks parntal lav. Julia taks 52 wks lav: 18 wks matrnity lav and 34 wks parntal lav. Hr partnr also taks 37 wks parntal lav at th sam tims as Julia is on lav. Can mploys on matrnity,, adoption and parntal lav continu participating in company bnfit plans? Ys. Employs on matrnity, adoption and parntal lav can continu participating in crtain company bnfit plans. An mployr may rquir th mploy to pay th contributions rquird to maintain th bnfits. Bnfit plans in which an mploy can continu to participat whil on lav includ mdical, dntal, disability or accidntal dath or dismmbrmnt plans, rgistrd rtirmnt savings plans, and othr pnsion plans.

32 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 27 What if an mploy has som unusd vacation tim? Can sh us it bfor sh gos on matrnity lav? Undr Th Labour Standards Act, an mploy is ntitld to us hr annual vacation lav within on yar arning it. Th mploy and mployr should try to agr on th timing th vacation lav. If thy cannot agr, th mployr can giv th mploy four wks writtn notic whn th lav is to b takn. If thr is no opportunity for th annual holiday lav to b takn, th mploy still rcivs hr annual holiday pay, which is calculatd on top salary. For mor information, call th Labour Standards Branch at Saskatchwan Labour. Did you know? Th Saskatchwan Collg Physicians and Surgons passd a motion in Dcmbr 1992 rcommnding that, for a normal prgnancy, a rasonabl halth-rlatd absnc might b up to 15 wks, including two wks bfor th xpctd dat dlivry. B. Tim f work undr human rights What if an mploy has not workd long nough to qualify for lav undr labour standards law? Employs ar only ligibl for matrnity, adoption or parntal lav undr Th Labour Standards Act if thy hav workd th rquird numbr wks for th sam mployr. What if a prgnant mploy changd mployrs rcntly, or workd only 18 wks during th past yar? Sh may still hav a right to tim f work undr human rights law, bcaus th mployr s duty to accommodat a prgnant mploy up to th point undu hardship. Hr s how it might work.

33 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 28 Lisa starts work for Company A on Fbruary 1st, whn sh is 4 wks prgnant. Sh xpcts hr baby to b born on Sptmbr 26th. Aftr working for Company A for 10 wks, Lisa changs jobs and starts working for Company B. Sh works anothr 12 wks, but thn starts to xprinc spotting and hr doctor adviss complt bd rst for th rst hr prgnancy. Unfortunatly, Company B dos not hav a sick plan that givs Lisa th right to tak tim f work. Lisa is not ntitld to 18 wks matrnity lav undr labour standards law, which rquirs 20 wks work for th sam mployr in th prvious 52 wks. Howvr, if Lisa s mployr can accommodat hr absnc without undu hardship for xampl, by rorganizing th work, postponing projcts or finding a tmporary rplacmnt th mployr is rquird to accommodat Lisa by giving hr th tim f work sh nds. Human rights law may also fill som th gaps with rgard to adoption or parntal lav. This is bcaus mployrs will always hav a duty to accommodat nds rlatd to prgnancy, childbirth or family status, rgardlss lngth srvic. (S Th duty to accommodat sction in Part 2 for mor information.) How long dos lav last undr human rights law,, and how should mployrs and mploys dal with issus lik notic and th rturn to work? Thr ar no gnral ruls that apply to vryon. In all situations, mployrs and mploys must do whatvr is rasonabl in th circumstancs. If you hav qustions about your own situation, plas contact th Saskatchwan Human Rights Commission for advic. 3

34 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 29 Whn accommodation is ndd. as an mploy. Tll your mployr you nd tim f work bcaus prgnancy or childbirth; provid your mployr with any ncssary mdical or othr documnts showing how much tim you nd; and provid your mployr with a rasonabl amount notic whn you will lav work and whn you plan to rturn. Whn accommodation is ndd... as an mployr. Discuss th nd for lav with your mploy; provid th rquird amount lav, unlss you can dmonstrat that giving your mploy tim f work would caus you undu hardship; and maintain th mploy s right to th position and all rlatd job opportunitis. Did you know? Th total all matrnity, adoption and parntal lavs undr Th Labour Standards Act is usually about on yar. Howvr, som company bnfit plans and union contracts may allow mploys to tak mor tim f work. Chck with your mployr or union rprsntativ to find out about your own situation.

35 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 30 lavs parntal and adoption matrnity, for ntitlmnts ummary S s lav parntal and adoption matrnity, for ntitlmnts ummary S s lav parntal and adoption matrnity, for ntitlmnts ummary S s lav parntal and adoption matrnity, for ntitlmnts ummary S s lav parntal and adoption matrnity, for ntitlmnts Summary bnfits EI nd a s bnfit EI nd a s bnfit EI nd a s bnfit EI nd a s bnfit EI and atrnity M y atrnit M y atrnit M y atrnit M y atrnit M n doptio A n doptio A n doptio A n doptio A n doptio A l arnta P l arnta P l arnta P l arnta P l arnta P y b rovidd P y b rovidd P y b rovidd P y b rovidd P y b Providd av L av L av L av L av L - job wks 18 lav protctd job wks 18 lav protctd job wks 34 lav protctd mploy th for takn has who or matrnity lav adoption wks 37 and job-protctd othr th for lav parnt mployr, Your by rquird as Labour Th Act Standards nfits B s nfit B s nfit B s nfit B s nfit B f o wks 15 bnfits bnfits wks *35 adoption includs lav Parntal * claims EI purposs th for lav, Employmnt Insuranc Program, Canada Srvic

36 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 31 Employmnt Insuranc Bnfits (Mony) Employs who ar on matrnity, adoption or parntal lav may qualify to rciv Employmnt Insuranc (EI) matrnity and/or parntal bnfits through Srvic Canada. EI bnfits ar a form financial support availabl to ligibl mploys who hav workd in insurabl mploymnt. Matrnity bnfits ar payabl to th birth mothr only. Parntal bnfits ar payabl to biological and adoptiv parnts. Ky words rlating to EI bnfits Claimant is th prson applying for or making a claim for EI bnfits. Qualifying priod is th tim during which th mploy must hav workd in ordr to b ligibl to rciv EI bnfits. Waiting priod is th tim priod (14 days) at th bginning th claim for which a claimant will not rciv bnfits. Rgular EI is th Employmnt Insuranc paid to individuals who los thir jobs through no fault thir own (for xampl, du to shortag work, or sasonal or mass lay-fs) and ar availabl for and abl to work, but can t find a job. Insurabl mploymnt includs most situations whr an mploy works for an mployr. Insurd arnings ar most th mony paid to an mploy by th mployr. An Exmption Dclaration maks it possibl for a claimant not to hav to fil rgular claimant rports. Parntal lav includs adoption lav, for th purposs EI claims.

37 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 32 A. Qualifying for bnfits How do mploys qualify for matrnity and/or parntal bnfits? To qualify for matrnity and/or parntal bnfits, an mploy must hav workd in insurabl mploymnt, and must hav workd th rquird numbr hours in th qualifying priod. A formal application is rquird. How do mploys apply for EI bnfits? To rciv matrnity or parntal bnfits, claimants must submit an EI application on-lin at or in prson at thir local Srvic Canada fic. Whn should mploys apply for EI bnfits? Claimants should apply for EI matrnity and/or parntal bnfits onc thy hav stoppd working and hav obtaind a Rcord Employmnt (ROE) from thir mployr. If an ROE has not bn rcivd within two wks stopping work, th claimant should apply for bnfits at that tim and bring or mail th ROE to th narst local fic onc it is rcivd. Th application should b mad no latr than four wks aftr th last day workd. A claim for matrnity bnfits can b mad as arly as 10 wks bfor th xpctd dat birth. In ordr to rciv th full ntitlmnt to matrnity bnfits, th application should b mad no latr than th wk aftr th child is xpctd, or th wk aftr th actual dat birth, whichvr is latr. Birth mothrs can apply for parntal bnfits at th sam tim as applying for matrnity bnfits.

38 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 33 For parntal bnfits, th application cannot b mad any soonr than th wk in which th child is born, or, in th cas adoption, th wk in which th child is placd in th adoptiv hom. As parntal bnfits ar normally only payabl during th 52 wks following th dat on which th child is born, or, in th cas adoption, th dat th child was placd with th adoptiv parnts, dlays in applying for bnfits may rduc th maximum amount bnfits that can b paid. What nds to b includd with th EI application? Th following information will b ndd: Social insuranc numbr (SIN) If applying on-lin your mothr s last nam whn sh was born and th postal cod your usual plac rsidnc If applying in prson prsonal idntification such as a drivr s licns, birth crtificat or passport Th nam, addrss, dats mploymnt and rason for sparation for all your mployrs in th last 52 wks Dtails rgarding th most rcnt mploymnt including your normal salary (.g. hourly, monthly or annual rat pay), incom for your last wk work (from Sunday to th last day workd), gross amounts rcivd or to b rcivd (vacation pay, svranc pay, pnsion, pay in liu notic or layf) and othr mony Dats for th wks (Sunday to Saturday) in th last 52 wks whn you did not work, did not rciv mony and rasons why

39 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 34 Dpnding on whr you liv in Saskatchwan, you may nd to provid ithr: 1) dats and salary bfor dductions (Sunday to Saturday) mploymnt in th last 52 wks whn your arnings bfor dductions wr lss than $225 but mor than $0 pr wk; or, 2) if your arnings bfor dductions varid from wk to wk (Sunday to Saturday), th dats and salary bfor dductions (Sunday to Saturday) th 14 wks with your bst or highst arnings in th last 52 wks, along with th nam th mployr in that wk Nam and SIN th othr parnt whn applying for parntal bnfits Complt bank account information, as shown on your chqus or bank statmnt, so your paymnts can b dpositd dirctly into your bank account Whn applying for EI parntal bnfits, a statmnt dclaring th nwborn s dat birth must b signd. For an adoption, th claimant must sign a statmnt dclaring th child s dat placmnt as wll as th nam and addrss th adoption authority. What if th mploy bcoms prgnant whil unmployd? If th claimant is rciving rgular EI bnfits and bcoms prgnant, sh can rciv matrnity and/or parntal bnfits up to a combind maximum 50 wks on that claim. For xampl, if Lsli has alrady collctd rgular bnfits for 20 wks, sh would b ntitld to an additional combination 30 wks matrnity and/or parntal bnfits.

40 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 35 What if th mploy must stop work du to illnss prior to hr matrnity priod? If mploys ar not covrd by a paid sick lav or group insuranc plan through thir mployr, thy can apply for EI sicknss bnfits. Sicknss bnfits may b paid for up to 15 wks to a prson who is unabl to work bcaus sicknss, injury or quarantin. To rciv sicknss bnfits, mploys ar rquird to hav workd at last 600 hours in th last 52 wks or sinc th last claim. A mdical crtificat showing how long th illnss is xpctd to last must b providd. Employs who mak claims for sicknss bnfits ar rquird to prov not only that thy ar unabl to work, but also that thy would b availabl for work othrwis. Can th mploy and his or hr partnr both rciv parntal bnfits at th sam tim? As long as both parnts qualify for parntal bnfits and wish to shar parntal bnfits, thy can tak th tim togthr (th 35 wks can b shard in any proportion btwn th two thm). Somtims a mothr may want to go back to work aftr matrnity lav is finishd and lt hr partnr tak th full 35 wks. Altrnativly, an individual may only want to tak a fw wks parntal bnfits and thn rturn to work, whil th partnr taks th rmaining tim it s th claimants choic. What happns if thr is a multipl birth or th claimant is adopting mor than on child? Th numbr wks matrnity or parntal bnfits for which mploys ar ligibl dos not incras if thr is a multipl birth or if mor than on child is adoptd.

41 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 36 B. Rciving bnfits Is thr a waiting priod? Can it b dfrrd or waivd? Thr is a two-wk (14-day) waiting priod at th start th claim for which no bnfits ar paid. If an mploy rcivs paid sick lav from hr or his mployr immdiatly following th last day work, sh or h may not hav to srv a waiting priod at th nd th paid lav bfor th EI bnfits start (th waiting priod is waivd). If th mploy rcivs group insuranc paymnts, th EI waiting priod can b srvd during th last two wks that group insuranc is bing paid. If parntal bnfits ar bing shard by both parnts, only on waiting priod nds to b srvd. For xampl, if a two-wk waiting priod has alrady bn srvd for matrnity bnfits by th first parnt, th scond parnt claiming parntal bnfits can hav th waiting priod dfrrd. In th vnt th scond parnt subsquntly claims rgular or sicknss bnfits, th twowk waiting priod would thn nd to b srvd. If an mploy ractivats a claim for bnfits in which sh or h has alrady srvd th two-wk waiting priod, th waiting priod dos not nd to b srvd again. How long do mploys rciv matrnity bnfits? A maximum 15 wks matrnity bnfits ar payabl to th biological mothr in a priod surrounding th birth th child. Th mploy can start collcting matrnity bnfits anywhr from ight wks bfor sh is schduld to giv birth up to th wk sh givs birth.

42 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 37 If th mploy dlays in making th application for matrnity bnfits any latr than th wk aftr th xpctd dat confinmnt or th actual dat birth, th full 15 wks matrnity bnfits may not b payabl. Matrnity bnfits can b collctd up to 17 wks aftr th actual wk confinmnt or th xpctd wk confinmnt whichvr is latr. How long do mploys rciv parntal bnfits? A maximum 35 wks parntal bnfits ar payabl to ithr biological or adoptiv parnts. Parntal bnfits ar payabl to th biological parnts from th dat birth. For adoptiv parnts, parntal bnfits ar payabl from th dat th child is placd for adoption. Parntal bnfits ar normally only availabl within th 52 wks following th child s birth, or for adoptiv parnts within th 52 wks from th dat th child is placd with th mploy. If th child is hospitalizd, th priod for which th mploy may claim parntal bnfits can b xtndd. How much mony do mploys gt? Currntly, th basic bnfit rat is 55 prcnt th mploy s avrag insurd arnings up to a maximum amount $413 pr wk. If th mploy is in a low-incom family (nt annual family incom lss than $25,921) with childrn and rcivs th Canada Child Tax Bnfit, th bnfit rat may b as high as 80 prcnt th avrag insurd arnings. Howvr th maximum paymnt $413 will not chang. Som mployrs provid additional priods lav and top-ups (xtra mony) in addition to EI matrnity and/or parntal bnfits. Employs should chck with thir mployr for information about thir own situation.

43 Prgnancy, Parnting and th Workplac... What Employs and Employrs Nd to Know 38 Ar ths bnfits taxabl? EI paymnts ar taxabl incom, which must b rportd on th nxt incom tax rturn. Both fdral and provincial incom tax, if it applis, will b dductd from th paymnt. Whn will th first paymnt b dpositd in th claimant s bank account? Th first paymnt will usually b issud within 28 days from th dat filing th claim if all th rquird information has bn submittd and if th individual qualifis for bnfits. It usually taks two or thr days following th issu dat for paymnt to arriv in th bank account. Do mploys nd to kp submitting rports to rciv EI bnfits? Th claimant dos not hav to complt rports whil on matrnity or parntal bnfits unlss th individual arns mony. Howvr, an xmption dclaration must b compltd whn applying for EI. Can th mploy arn mony whil on a family-rlatd lav and rciving EI bnfits? If a claimant arns mony whil rciving matrnity bnfits, hr arnings ar dductd dollar for dollar from EI bnfits. If a claimant arns mony whil rciving parntal bnfits, h or sh can arn $50 or 25 prcnt his or hr wkly bnfits whichvr is highr. Any mony arnd abov that amount will b dductd dollar for dollar from EI bnfits. Howvr, for prsons living in on 23 participating conomic rgions in Canada whn thir claim bgins (in Saskatchwan, this applis only to Northrn Saskatchwan), th amount that can b arnd bfor it is dductd from EI bnfits is th gratr $75 or 40 prcnt wkly bnfits.

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