Maternity, parental and adoption leave for CUPE 116, CUPE 2278, CUPE 2950 and IUOE 115

 

What benefits will I receive during a maternity, parental or adoption leave?

The following tables show the Employment Insurance benefits and Supplemental Employment Benefits top-up that you may be eligible for.

Pregnant Employee

Pregnant employees are eligible for up to 78 weeks of unpaid leave (17 weeks maternity plus 35 weeks standard parental leave or 61 weeks extended parental leave). During the unpaid leave, a pregnant employee can apply for Employment Insurance (EI) and Supplemental Employment Benefits top-up (SEB) (available during the maternity leave only). For parental leave, two parents may share the EI parental benefits and both parents are required to choose the same option, either standard or extended. You cannot change between options once parental benefits have been paid. The scenario below assumes the pregnant employee claims the full EI parental benefits (if there is sharing, then the payments will be adjusted).

Type of leaveEI benefits from Service CanadaSEB top-up from UBCAdditional SEB top-up upon return to work?6 month return to work requirement in order to keep SEB top-up?

Maternity

 

 

 

 

 

 

 

 

Week 1: unpaid

 

Week 2-16 (15 weeks): 55% of salary (max of $729/week)

 

 

 

 

 

Week 1 (1 week): 95% of salary

 

Week 2-16 (15 weeks): EI benefit topped up to 95% of salary

Additional 5% for Weeks 1-16 will be paid upon return to work for 6 monthsYes
Parental

Standard parental benefits

 

Week 17-51 (35 weeks): 55% of salary to a max of $729/week

OR

Extended parental benefits

Week 17-77 (61 weeks): 33% of salary to a max of $437/week)

Not applicable  

Birth Parent

Birth parents are eligible for up to 62 weeks of unpaid parental leave (35 weeks standard parental leave or 62 weeks of extended parental leave). During the unpaid leave, a birth parent can apply for Employment Insurance (EI). For parental leave, two parents may share the EI parental benefits and both parents are required to choose the same option, either standard or extended. You cannot change between options once parental benefits have been paid. The scenario below assumes the birth parent claims the full EI parental benefits (if there is sharing, then the payments will be adjusted).

Type of leaveEI benefits from Service CanadaSEB top-up from UBCAdditional SEB top-up upon return to work?6 month return to work requirement in order to keep SEB top-up?

Parental

 

Birth parent is not required to serve waiting period (satisfied by pregnant parent during maternity leave)

Standard parental benefits

 

Week 1-35 (35 weeks): 55% of salary (max of $729/week)

OR

Extended parental benefits

Week 1-62 (62 weeks): 33% of salary (max of $437/week)

Not applicable  

Parental

 

If the waiting period must be served by the birth parent

Week 1: unpaid

 

Standard parental benefits

Week 2-36 (35 weeks): 55% of salary (max of $729/week)

OR

Extended parental benefits

Week 2-62 (61 weeks): 33% of salary (max of $437/week)

Not applicable  

Adopting parent

Adopting parents are eligible for up to 62 weeks of unpaid adoption leave (35 weeks standard parental leave or 62 weeks extended parental leave). During the unpaid leave, the adopting parent can apply for Employment Insurance (EI). For adoption leave, two parents may share the EI parental benefits and both parents are required to choose the same option, either standard or extended. You cannot change between options once parental benefits have been paid. The scenario below assumes one adopting parent claims the full EI parental benefits (if there is sharing, then the payments will be adjusted).

Type of leaveEI benefits from Service CanadaSEB top-up from UBC Additional SEB top-up upon return to work?6 month return to work requirement in order to keep SEB top-up?

Parental

 

Adopting parent required to serve the waiting period

 

Week 1: unpaid

 

Standard parental benefits

Week 2-36 (35 weeks): 55% of salary (max of $729/week)

OR

Extended parental benefits

Week 2-62 (61 weeks): 33% of salary (max of $437/week)

Not applicable; however, CUPE 116, CUPE 2278 and CUPE 2950 are eligible for pre-placement adoption leave.  

 

 

Candidate testing and reference checking

Candidate testing and reference checks are key steps in establishing experience and qualifications for jobs.

Candidate testing

While not all positions require candidate testing, it can allow you to determine the experience and qualifications of job applicants in relation to the responsibilities of the role for which you're recruiting.

Checking references

Checking references is an important part of the hiring process – it's a source of information you can use to confirm what you learned about the candidate during the interview process. It is recommended that you check two to three direct report references, including the candidate's current supervisor if possible, following the interview.

Please note that you must have the candidate’s consent before contacting external references. However, if the candidate is a current or former UBC employee, you're encouraged to contact the candidate's previous and/or current departments to obtain a reference. UBC is considered one employer, and therefore departments are able to communicate with each other in regards to potential hires.

Questions to ask references

Use the same questioning techniques that you used in the interview and cover the same general topics. Verify what the candidate said in terms of their title, length of service, responsibilities and accomplishments.

You can ask for a “yes” or “no” answer to the question of whether or not the previous employer would rehire. If the response is “no”, probe for reasons. You may need to cross check with other people on the search committee to avoid the possibility of personal bias.

If something arises in the course of a reference check that you would like to consult with UBC's human resources team on, we encourage you to call your human resources advisor prior to speaking with the candidate, or before making an offer.

Recruiting foreign academics

The academic community is an international one, and UBC welcomes new faculty members from around the world.

When a UBC department wishes to hire a foreign academic, who is neither a citizen nor permanent resident of Canada, the university will assist in obtaining a temporary work permit in order for the individual to legally work and receive salary in Canada.

For all foreign academic positions, except for adjunct professors, postdoctoral fellows and visitors, a recruitment process must be followed in accordance with guidelines established by both the University and Employment and Social Development Canada (ESDC)/Service Canada (SC). Please refer to the following sections to find out more.

Hiring a Foreign Academic

Work Permit Renewal

Faculty members employed at UBC on a work permit are required to renew their work permits prior to the expiry of their current work permit if their appointment is to continue beyond the expiry of their current work permit.

A system-generated reminder letter is sent to Faculty members four months in advance of the expiry of a work permit date,  reminding them of their work permit expiry date. A copy of this letter is also sent to the faculty member’s department/school. Upon receipt of the reminder, the faculty member must work with their academic unit to arrange the renewal of their work permit. It is important to start this process as early as possible since the process can be lengthy thus delaying the arrival of a work permit which has implications for medical coverage and a faculty member’s ability to travel outside of Canada. The steps involved in renewing a work permit are found below.

Guidance on Immigration Matters

Should units need advice or guidance on immigration-related matters they should be reaching out to one of UBC’s licensed immigration consultants:

UBC Vancouver: Housing, Relocation & Immigration Services, Immigration.help@ubc.ca

UBCO Okanagan: Trisha Kasawski, trisha.kasawski@ubc.ca

All immigration guidance should come from one of the above units responsible for each campus. Units should not be taking direction or seeking assistance from the HR staff of partner organizations, external legal counsel, or other immigration consultants. Additionally, a reminder that only a licensed immigration consultant should be providing immigration advice at UBC. 

Candidate priority and union recall

Prioritizing candidates for interviewing can include taking into consideration union recall and placement candidates.

Recall and placement candidates

Recall and placement candidates are employees who have been laid off from their positions through no fault of their own.

Recall is only available to BCGEU Vancouver, BCGEU Okanagan,  CUPE 116, and CUPE 2950 employees. However, the process for recall is different for each bargaining unit. Placement candidates are CUPE 2950 employees currently in their notice period.

Viewing resumes and prioritizing applications

You can view candidate applications in Workday within the job requisition. There may be a priority in the order you must consider candidates. The day the posting closes, your HR Associate will confirm internal applicant priority for CUPE 116 and 2950 positions via an email to the job requisition Requestor so that you may begin the selection process. 

Please contact your HR Associate if you don't receive a confirmation email by the end of the day your posting closes or if you require further information on prioritizing applications.

Priority order of candidates

It can be exciting – and intimidating – trying to find the best candidate from a pile of applications. Taking it step by step can make the task ahead much more manageable.

Depending on the position, you may have to consider Duty to accommodate, recall (CUPE 116 and 2950 employees only), and placement candidates.

Please review applications as per the priority order indicated below, and note that duty to accommodate, recall and placement candidates must be interviewed. However, with internal and external candidates, you can shortlist and only interview selected candidates – those who are currently in the same level of job, and those who appear to meet the experience, qualifications and skills that you’re looking for.

Priority order for unionized positions

The “Applicant Prioritization Notes” column in Workday job requisitions indicate the priority order of internal to the bargaining unit candidates.

You’ll receive email from a HR Associate advising you of that the prioritization has been completed for all your unionized candidates the day a CUPE 116 or CUPE 2950 posting closes. Once you’ve received this, you’re ready to begin the selection process!

For CUPE 2950 unionized positions, please ensure you or the interviewers review the applicants as follows:

  • Priority 1 – Duty to accommodate
  • Priority 2 – Recall / Placement candidates
  • Priority 3 – Internal applicants, Temporary Employees and Hiring Solutions employees who have accumulated 900 hours
  • Priority 3.5 –Hiring Solutions employees who have completed a total of 66 days accumulated service and Temporary Employees.
  • UBC employees in other employment groups and external applicants.  While all applicants have the same priority, it is encouraged to consider current UBC employees.

For CUPE 116 unionized positions, please ensure you or the interviewers review the applicants as follows:

  • Priority 1 – Duty to accommodate
  • Priority 2 – CUPE 116 candidates from within the applicable department or unit
  • Priority 3 – CUPE 116 candidates from elsewhere within the bargaining unit
  • UBC employees in other employment groups and external applicants. While all applicants have the same priority, it is encouraged to consider current UBC employees.

For non-unionized positions, all applicants will have the same priority.

RSB frequently asked questions

Eligibility

Enrolling

Benefits

Claims

Special Circumstances

 

Advisory committee rules and procedures

The information below details how advisory committees are formed, and the specifics of procedures in which they must operate.

 

Leaving the RSB Plan

You can choose to leave the Retirement & Survivor Benefits (RSB) Program at any time.

Login to Workday

When will my benefits end?

All changes for benefits coverage must be completed in Workday by the 20th of the month to be effective on the first of the following month. For example, if you want a change to be effective April 1, you must complete your change in Workday by March 20 otherwise your change will not start until May 1.

If you leave the RSB Program, you cannot re-enrol at a later date.

In the event of your death

If an RSB member dies, the surviving spouse and children who are already listed as dependents are eligible to continue their coverage if they were enrolled in the Program within 31 days of the member’s death.

The coverage will continue until:

  • the dependent child no longer meets the definition of a dependent on the plan,
  • the surviving spouse re-marries or enters into a new common-law relationship, or
  • the end of the period for which premiums have been paid for the coverage.

Survivors are requested to contact the Retirement Benefits Administrator at 604-822-4580 to make the necessary changes.

Require Assistance?

For Workday resources and help visit the Integrated Service Centreor contact the RSB Administrator at 604-822-4580.

 

Making changes

You may want to make the following changes to your enrolment in the Retirement & Survivor Benefits Program:

  • update your personal information (such as telephone or address changes)
  • change your bank account information
  • add or remove a dependent
  • change your benefits coverage

All updates and changes can be made through your Workday account.

Login to Workday

Deadlines

All changes for banking information or benefits coverage must be completed in Workday by the 20th of the month to be effective on the first of the following month. For example, if you want a change to be effective April 1, you must complete your change in Workday by March 20 otherwise your change will not start until May 1.

Require Assistance?

For Workday resources and help visit the Integrated Service Centre, or contact the RSB Administrator at 604-822-4580.

Enrolling in the RSB Plan

To enroll in the Retirement & Survivor Benefits (RSB) Program you will need to login to your Workday account. You will need to enroll in the RSB Program within 31 days of your employee benefits ending.

Login to Workday

For Workday resources and help visit the Integrated Service Centre.

If you are retiring:

You will receive a Benefits task in your Workday inbox to select your RSB enrolments once your retirement has been processed in the system. You will have 31 days from your retirement date to complete this task.

If you are leaving UBC and over age 55:

You will receive a Workday inbox item to contact the Retiree Partner if you would like to enroll in the RSB Program. If you are eligible, you will have 31 days to enroll from the date you receive the task in your Workday inbox.

After you enrol

Once you have completed your enrolment, you can access your Benefits Statement by going to your Workday account. Your enrolment selections will be sent to the Retiree Partner for review and approval.

When do my benefits begin?

The first day of your retirement benefits is determined by your last working day at UBC. Your retirement benefits must begin immediately after your active benefits expire.

When you leave UBC, your active Extended Health and Dental benefits will end on the last day of the same month, and your retirement benefits will begin the next day. Your Employee and Family Assistance Program (EFAP) coverage will end 3 months after the first of the month following your employment end date or retirement date. For example, if your last day is on November 17, your Extended Health and Dental coverage will end on November 30 and your EFAP coverage will end on February 28. The first day of your Extended Health and Dental retirement benefits will be December 1. The first day of your EFAP retirement benefits will be March 1.

If you are working past your normal retirement date and you are receiving pension benefits, your active benefits will end at the end of the month prior to the date you access your Pension and your retirement benefits will begin the following day. For example, if you access your Pension on July 1st, your active coverage will end June 30th and the first day of your retirement benefits will be July 1st.

 

 

RSB coverage

The Retirement & Survivor Benefits (RSB) Program includes three benefit plans and you can choose to enrol in one or more of these plans. Each plan is described below.

 

 

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