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September 2009
Maternity and Parental Leave
This summary provides information about
maternity, adoption and parental leave
entitlements for Saskatchewan teachers.
miscarriage or stillbirth, the medical certificate must be
given within 14 days of the termination of the pregnancy.
Pl ease consul t wi th the S TF regardi ng your
opti ons i f you must stop work for medi cal
reasons.
Request for Leave
Rights and Responsibilities
(determined by provincial legislation)
Right to a Leave of Absence
Under The Labour S tandards Act an employer must
grant a maternity, adoption or parental leave without
pay if you have been employed under contract for at
least 20 weeks in the 52 weeks before the leave is to
begin. If you have not satisifed the minimum
employment periods under the Act, you may still be
entitled to an undefined period of leave under The
S askatchewan Hum an R ights Code, your local
collective agreement or at the discretion of the board.
Upon proper written notice, an employer must allow:
• the birth mother 18 weeks of unpaid maternity leave,
commencing any time during the period of 12 weeks
immediately preceding the estimated date of birth,
plus an additional optional consecutive 34 weeks’ of
parenting leave.
• the primary caregiver of an adopted child 18 weeks of
unpaid adoption leave, commencing on the day the
child becomes available for adoption, plus an
additional consecutive 34 weeks of parental leave.
(Only the primary caregiver of an adopted child can get
adoption leave. It is up to the parents to identify the
primary caregiver.)
• up to 37 weeks of unpaid parental leave to the parent
who does not take maternity or adoption leave. The
leave is to be taken in any combination during the 12
weeks before or the 52 weeks following the estimated
date of birth or the day on which the child comes into
your care.
The local collective agreement or the board may provide
an extension to any one of the above scenarios.
Under The Labour Standards Act, an immediate leave of
18 weeks must be given to an employee if she has
stopped working for medical reasons or if her pregnancy
terminated due to miscarriage or stillbirth. The teacher
must provide a medical certificate and, in the case of
Maternity Leave: Your notice of a leave must be submitted
to the board in writing at least four weeks prior to the
commencement of the leave, stating the date on which the
leave will start (e.g., the anticipated date of birth of the
child; other date by choice; or by mutual agreement). The
notice must be accompanied by a doctor’s certificate with
the estimated date of birth of the child. If you do not
provide your board with the required four weeks’ written
notice, the minimum leave period the board must provide
under The Labour Standards Act is reduced to 14 weeks’
leave starting at any time in the eight weeks prior to the
estimated date of birth.
Adoption Leave: Your notice of adoption leave must be
submitted to the board in writing four weeks before the
date the adopted child comes into your care. If it is not
possible to provide four weeks’ notice for the adoption
leave, the board must be provided with the equivalent
length of notice given by the Department of Community
Resources and Employment, the adoption agency or the
birth parents.
Should an adoption leave be granted and for some reason
the child does not come into your care, four weeks’
advance written notice must be given to your employer of
when you will be returning to work. Alternatively, you
may want your written notice of leave to indicate the date
of commencement of the leave wi th access to the
l eave subject to the successful fi nal i zati on of
the adopti on.
Parental Leave: Your notice of parental leave must be
submitted to the board in writing a minimum of four
weeks before the commencement of the leave stating the
date of commencement of the leave. If you do not provide
the board with the required four weeks’ written notice
before the start of the parental leave, the board must still
grant parental leave to you when you apply for leave.
Such leave must commence on a day within three weeks
after the date of birth or commencement of care of an
adopted child.
Extended Leave: The local collective agreement or board
may provide an extension to the protected leave. If the
length of your leave is to exceed the statutory
requirements of 18 weeks’ maternity or adoption leave and
34 weeks’ parenting absence, please contact the STF. You
must provide a return date at the time of the request for
the leave of absence.
Notice of Return to Work
If you have not included the date on which you will be
returning to work in your application for maternity, parental
or adoption leave, you must provide your employer with at
least four weeks’ written notice of when you will be
returning to work. If you have included the date you
intended to return to work and choose to return to work
early, four weeks’ advance written notice must be given to
your board. Your board is not required to allow you to return
to work until this notice is provided.
Benefits
Employment Insurance (EI) Benefits
(Federal legislation determines entitlements and benefits under EI)
Qualification for EI
To be eligible for EI maternity, parental or sickness
benefits, you must have worked a minimum of 600 insured
hours in the last year or since your last claim for EI
benefits. A two-week waiting period precedes the
commencement of benefits.
To be eligible for EI sickness benefits, you must provide
medical evidence of illness or injury and demonstrate that
you would be available for work if you were not ill.
Therefore, teachers on continuing contracts cannot claim
sickness benefits for non-teaching periods unless sufficient
insurable employment was earned in some other occupation
in the previous 52 weeks.
Commencement and Duration of EI Benefits
The maximum benefit available is 15 weeks maternity
benefits, 35 weeks of parental benefits to be used by either
or shared by the parents, and if necessary, 15 weeks of
sickness benefits to a combined limit of 65 weeks.
Maternity and parental benefits are payable during teaching
and non-teaching periods.
A multiple birth or adoption of more than one child does
not increase the number of weeks of maternity or parental
benefits for which you are entitled.
Maternity: The birth mother can start collecting
maternity benefits up to eight weeks before she is
scheduled to give birth or start the week she gives
birth. Fifteen weeks of maternity benefits are allowed
after the two-week waiting period and can be collected
within the 17 weeks of the actual or expected week of
birth, whichever is later. If your baby is hospitalized,
you can choose to delay the payment of the maternity
benefits until the child comes home. If you received
maternity benefits prior to the birth of the child and
decide you would rather receive the remaining benefits
when the child comes home, contact your local Service
Canada office to make the necessary adjustment.
Sample Notice of Maternity Leave
Date
Director of Education
School Division
Address
City Province Postal Code
Dear (first name or formal name of director as you prefer):
Please be advised I will be beginning my maternity leave
on (a), (b) or (c).
Optional Condition: While it is my intention to continue
the leave for the full 18 weeks of maternity leave pursuant
to The Labour Standards Act, please be advised that
should unforeseen circumstances arise, I will return to
work upon giving 4 weeks’ written notification pursuant to
The Labour Standards Act.
Should my maternity leave progress as anticipated, it is my
intention to proceed with a parenting leave. I anticipate
returning to teach on (d), (e), (f) or (g) .
Insert if total leave is less than 52 weeks: Four weeks
prior to that date I will, pursuant to The Labour Standards
Act, provide written confirmation of that date or provide
written notice of an extension to my leave.
Pursuant to The Labour Standards Act, enclosed is a
certificate from my doctor specifying the anticipated date of
birth of my child.
I am aware of the SUB Plan benefit from the Provincial
Collective Bargaining Agreement. My application (Form 8I) is enclosed.
Thank you for your assistance and cooperation in this
matter.
Sincerely,
(Teacher’s signature)
Encl.
a)
b)
c)
d)
e)
f)
g)
the anticipated date of birth of my child (specify date)
other date by choice (specify date)
by mutual agreement (specify date)
total of maternity and parenting leaves not to exceed
52 weeks (specify date)
by mutual agreement (specify date)
if leave exceeding 52 weeks is sought, a return date
must be specified pursuant to The Labour Standards
Act (specify date)
upon giving at least four weeks’ written notice of my
date of return to work pursuant to The Labour
Standards Act
[French Version Available on Request]
Parental: A maximum of 35 weeks of parental benefits
are payable to both biological and adoptive parents
during teaching and non-teaching periods. Parental
benefits for birth parents can be claimed any time
during the year after the child(ren)’s birth date, or for
adoptive parents from the date the child arrives home.
If your newborn or newly adopted child is hospitalized,
you can choose to delay the payment of the parental
benefits until the child’s birth/placement or when
he/she comes home from the hospital. In either case,
you could receive 35 weeks of parental benefits. Each
week your child is hospitalized allows you to extend
the period in which you can claim parental benefits, up
to a limit of two years. You must provide proof of the
child’s hospitalization.
EI parental benefits can be claimed by either parent, or
shared between them, if both parents are eligible. If the
benefits are split, only one parent will need to serve a
two-week waiting period provided the second parent
requests deferral of the waiting period.
Application for EI Benefits
To apply, fill out an EI application form on-line at
www.servicecanada.gc.ca or at your local Service Canada
(formerly Human Resources Development Canada) office. If
applying for maternity benefits, both parents can also apply
for parental benefits at the same time.
Submit your Record of Employment from your school
board within two weeks of your claim, after checking to
ensure the certificate is correct. Insurable hours, for the
purpose of the Record of Employment, should be 47.5
hours per week, prorated based on contract time if you are
working part time or substitute teaching.
Working While in Receipt of EI Benefits
If you work while on maternity benefits, your earnings will
be deducted dollar for dollar from your benefits. The parent
on leave can earn up to 25 per cent of the weekly EI benefit
or $50, whichever is greater, without affecting the amount
of the EI parental benefit.
Supplemental Unemployment
Benefits (SUB) Plan for Birth Mothers
(determined by Provincial Collective Bargaining Agreement)
Eligibility for SUB Plan Benefits
The SUB Plan supplements EI benefits for birth mothers.
To be eligible for the top-up by your school board to 95 per
cent of salary for teaching days lost during the eligible
period, you must:
• be on maternity leave;
• be medically unfit for duty as a teacher for health related
reasons due to pregnancy, delivery or post delivery;
• be in receipt of EI benefits or during the period from the
date of delivery to the end of the two-week waiting
period; and
• apply to your school board and provide the necessary
forms within the required timelines.
For application timelines and prescribed forms, refer to the
SUB Plan package.
Benefits While on a Maternity,
Adoption or Parental Leave
Coverage and options for continued participation during an
approved leave of absence are:
Health and Dental
Coverage under the Saskatchewan Teachers’ Dental Plan and
the STF Members’ Health Plan continues during an
approved leave of absence. To avoid an interruption in your
benefits and to enrol your new dependant(s) for health and
dental coverage, complete an Information Change Form.
Forms can be obtained from the website, your board office
or the STF and should be completed each time there is a
change in your personal information (e.g., leave of absence,
return to work, change of address, marriage, divorce). Visit
the website(s) or contact the appropriate plan office for more
information:
Health
STF Members’ Health Plan
Phone: 1-800-667-7762 (Saskatoon only: 373-1660)
Fax: (306) 374-1122 Website: www.stf.sk.ca
Dental
Saskatchewan Teachers’ Superannuation Commission
Phone: 1-877-364-8202 and select option #2 (Regina only: 787-8814)
Fax: (306) 787-1939 Website: www.stsc.gov.sk.ca
Income Continuance Plan (ICP)
ICP coverage, including the right to access the STF
Counselling Services, continues while you are in receipt of
SUB Plan benefits. You may continue coverage to the end
of your leave by appl yi ng to the ICP offi ce wi thi n
30 days after the date on whi ch your coverage
woul d otherwi se termi nate. You will be required to pay
the normal contributions for this period directly to ICP.
Contact the ICP office for further information to help you
assess whether extending ICP disability coverage during
your leave is the right option for you.
Income Continuance Plan
Phone: 1-800-667-7762 (Saskatoon only: 373-1660)
Fax: (306) 373-5235 Website: www.stf.sk.ca
STF Counselling Services
SASKATOON OFFICE
Phone: 1-800-665-5594 (Saskatoon only: 373-8388)
Fax: (306) 373-5235 Website: www.stf.sk.ca
REGINA OFFICE
Phone: 1-800-665-5594 (Regina only: 525-0368)
Fax: (306) 565-8899 Website: www.stf.sk.ca
Life Insurance
Teachers’ group Life Insurance: If your leave begins during
the school year, coverage is extended for the remainder of the
school year (August 31). Your board will deduct premiums for
the remainder of the school year from your last paycheque. If
your leave begins school opening or continues into the next
school year, you must apply to continue your insurance
coverage. A written request accompanied by a copy of the letter
from your school board granting the leave should be sent to
the Saskatchewan Teachers’ Superannuation Commission
prior to August 31 with payment required by September 30.
You are required to pay the full amount of the premiums for
the year to the Commission even if you will be returning to
teach during the school year. If you have paid your own
premiums, you should advise your board upon your return to
avoid overpayment of your premiums. For additional
information contact:
Saskatchewan Teachers’ Superannuation Commission
Phone: 1-877-364-8202 and select option #4 (Regina only: 787-9195)
Fax: (306) 787-1939 Website: www.stsc.gov.sk.ca
Portaplan (STF Voluntary Life Insurance Plan): If you are
presently participating in Portaplan, you can continue your
coverage during your leave by paying the premiums as they
come due. If you or your partner do not have a Portaplan life
insurance policy, visit the website or contact the Portaplan
office to find out more about the options available to
enhance your financial plans.
Portaplan
Phone: 1-800-667-7762 (Saskatoon only: 373-1660)
Fax: (306) 374-1122 Website: www.stf.sk.ca
Pension
Contributions and pension service credit continues to accrue
when on paid sick leave and SUB Plan. After the conclusion
of your leave, you may obtain pension credit for the
remainder of your leave upon application to your pension
plan. You will be required to pay your regular pension
contributions for the period plus any related interest at Plan
rates.* However, if the purchase is made within one year of
the end of the leave period, interest is waived. For STRP
members, a period of parenting leave exceeding 12 months
will be deemed to be two or more separate parenting leaves,
not exceeding one year for each. The interest-free period will
apply for 12 months from the deemed end of each leave.
Your request for an estimate of the amount required to
purchase service should be sent to the pension plan of
which you are a member and include:
• a letter from your board specifying the start and end date
of your absence for maternity, adoption and parenting
purposes, and the number of days of SUB Plan benefits
paid;
• your social insurance number, the step and class pursuant
to Article Two of the Provincial Collective Bargaining
Agreement and any applicable allowances that would
have been received had you been teaching during the
period of parenting leave.
* STRP members will also be required to pay the
government portion of contributions for periods in excess
of one year if the leave of absence was prior to February
1998.
Contact your pension plan for further information:
Saskatchewan Teachers’ Retirement Plan
2317 Arlington Avenue, Saskatoon SK S7J 2H8
Phone: 1-800-667-7762 (Saskatoon only: 373-1660)
Website: www.stf.sk.ca
Saskatchewan Teachers’ Superannuation Commission
226-3085 Albert Street, Regina SK S4S 0B1
Phone: 1-877-364-8202 and select option #1 (Regina only: 787-9194)
Website: www.stsc.gov.sk.ca
Access to Sick Leave and Other Entitlements
Teaching service for increment purposes includes periods of
time when you are in receipt of salary, SUB Plan benefits
or in accordance with leave provisions in your local
collective bargaining agreement.
Teachers on an approved leave of absence maintain
accumulated sick leave days previously acquired. Additional
sick leave days are only accumulated during the period of the
leave that you are in receipt of SUB Plan benefits.
This summary contains general information only. In the event of a discrepancy in interpretation, the applicable legislation or collective agreement is
the final authority. For further information contact an STF office or visit the STF website at www.stf.sk.ca.
SASkATOON:
2317 Arlington Avenue S7J 2H8
Tel: 1-800-667-7762 or (306) 373-1660;
Fax: (306) 374-1122
E-mail: [email protected]
REgINA:
Suite 205 - 3303 Hillsdale Street S4S 6W9
Tel: 1-800-667-7762 or (306) 525-0368
Fax: (306) 565-8899
E-mail: [email protected]
The Labour Standards Act
*Excerpt
PART IV
Maternity Leave For Female Employees
Conditions for applications, etc.
23 (1) Every employee who:
(a) is currently employed and has been in the employment of her employer for a total of at least 20 weeks in the 52 weeks
immediately preceding the day on which the requested leave is to commence.
(b) submits to her employer an application in writing for leave under this section at least four weeks before the day specified
by her in the application as the day on which she intends to commence the leave; and
(c) provides her employer with a certificate of a qualified medical practitioner certifying that she is pregnant and specifying the
estimated date of birth; shall be granted by her employer maternity leave from her employment with the employer in accordance with subsection (3).
(2) Notwithstanding subsection (1), an employer shall grant to an employee maternity leave from her employment with the employer
in accordance with subsection (3) if the employee meets the requirements of clause (1)(a) and provides her employer with a
certificate of a duly qualified medical practitioner:
(a) certifying that the employee is pregnant, specifying the estimated date of birth and certifying that there are bona fide medical reasons that require the employee to cease work immediately; or
(b) certifying that the employee was pregnant and that her pregnancy terminated on a specified date, not more than 14 days
prior to the date of the certificate, due to a miscarriage or a stillbirth.
(3) The maternity leave to which an employee is entitled pursuant to subsections (1) and (2) shall consist of a period not exceeding
18 weeks commencing at any time during the period of 12 weeks immediately preceding the estimated date of birth.
(4) Where:
(a) an employee has failed to comply with clause (1)(b) but is otherwise entitled to maternity leave pursuant to subsection (1);
and
(b) the employee has not provided her employer with a certificate of a duly qualified medical practitioner certifying that there
are bona fide medical reasons that require the employee to cease work immediately; the employee shall be granted by
her employer maternity leave from her employment with the employer in accordance with subsection (5).
(5) The maternity leave to which an employee is entitled pursuant to subsection (4) shall consist of a period not exceeding 14
weeks commencing at any time during the period of eight weeks immediately preceding the estimated date of birth.
(6) Notwithstanding subsections (3) and (5), where the actual date of birth is later than the estimated date of birth, the employee is
entitled to not less than six weeks’ leave after the actual date of birth.
(7) Where an employee to whom maternity leave has been granted in accordance with this section and her employer agree that
the portion of the leave that follows the actual date of birth should be a period of less than six weeks, the employer may permit
the employee to resume her employment at the expiration of a period agreed to by them.
1976-77, c.36, s.23; R.S.S. 1978, c.L-1, s.23; 1994, c.39, s.11.
Further period of leave
24
Where an employee who has been granted maternity leave by her employer pursuant to section 23:
(a) is unable, for bona fide medical reasons, to return to her employment after the expiration of the maternity leave; and
(b) provides her employer with a certificate of a qualified medical practitioner stating that, for bona fide medical reasons, she is
not able to return to her employment at that time; the employer shall grant to her any further period of leave, not exceeding
six weeks, that is requested by her.
1976-77, c.36, s.24; R.S.S. 1978, c.L-1, s.24.
Employer may require commencement of maternity leave
25 (1) Where the pregnancy of an employee would unreasonably interfere with the performance of the employee’s duties, her employer
may, if no opportunity exists to modify her duties or reassign her to another job with no loss of wages or benefits, require her to
commence maternity leave not more than 13 weeks prior to the estimated date of birth.
(2) Where an employer requires an employee to commence maternity leave pursuant to subsection (1), the provisions of this Part
apply mutatis mutandis to that maternity leave.
(3) In any prosecution alleging a violation of subsection (1) the onus shall be upon the employer to prove that the pregnancy of the
employee would unreasonably interfere with her duties and that no opportunity exists to modify the employee’s duties or to
reassign the employee to another job.
1976-77, c.36, s.25; R.S.S. 1978, c.L-1, s.25; 1994, c.39, s.12.
Reinstatement after maternity leave
26 (1) An employer who has granted maternity leave to an employee pursuant to this Part shall, at the expiration of the leave, reinstate
the employee in the position occupied by the employee at the time the leave commenced, or in a comparable position, with no
loss of accrued seniority or benefits or reduction in wages.
(2) For the purposes of seniority and rights of recall, being on maternity leave does not constitute a break in service, and seniority
and rights of recall continue to accrue while an employee is taking maternity leave.
(3) Subject to subsection (4), an employee is entitled to continue participating in any benefit plan that is prescribed in the regulations for the purposes of this subsection while taking maternity leave if the employee pays contributions required by the plan.
(4) A benefit plan that does not permit the participation of employees in accordance with subsection (3) must be amended to permit
that participation not later than three years after the day on which this section comes into force.
1994, c.39, s.13.
Employer not to dismiss pregnant employee; magistrate may order employer to comply
27 (1) No employer shall dismiss, lay off, suspend or otherwise discriminate against an employee by reason of the fact that she:
(a) is pregnant;
(b) is temporarily disabled because of pregnancy; or
(c) has applied for maternity leave in accordance with this Part.
(2) In any prosecution alleging a violation of subsection (1) the onus shall be upon the employer to prove that the employee was
dismissed, laid off, suspended or otherwise discriminated against for good and sufficient cause.
(3) Where an employer is convicted of failure to comply with any provision of this Part, the convicting judge may, in addition to any
other penalty imposed for the offence, order the employer to allow forthwith the employee such maternity leave as the employer
ought to have granted to the employee or, if the conviction is for failing to reinstate an employee in her former employment after
the employee has, pursuant to this Part, been granted leave, the convicting judge may order the employer to reinstate the
employee in her employment under the same terms and conditions in which she was formerly employed and may further order
the employer to pay to the employee her wages retroactive to such date as the convicting judge deems that the employee
ought to have been reinstated in her former employment under the terms of this Part.
1976-77, c.36, s.27; R.S.S. 1978, c.L-1, s.27; 1994, c.39, s.14.
Notice to employer of intention to resume employment
28 (1) An employee to whom maternity leave has been granted pursuant to this Part and who intends to resume her employment with
her employer after the date of birth shall, at least four weeks prior to the day on which she intends to resume her employment,
notify her employer of her intention to do so.
(2) No employer is required to allow an employee to whom maternity leave has been granted pursuant to this Part to resume her
employment until after the employee has complied with subsection (1).
1976-77, c.36, s.28; R.S.S. 1978, c.L-1, s.28; 2001, c.6, s.3.
29 Repealed. 1994 c39 s15.
PART IV.1
Other Leave
Parental leave
29.1 (1) An employer shall grant parental leave in accordance with subsection (2) to every employee who:
(a) is currently employed and has been in the employment of the employer for a total of at least 20 weeks during the 52 weeks
immediately preceding the day on which the requested leave is to commence;
(a.1) is a parent of a newborn child or a newly adopted child; and
(b) submits to the employer a written application for parental leave:
(i) at least four weeks before the day specified by the employee in the application as the day on which the employee intends
to commence parental leave; or
(ii) in the case of an employee who is taking maternity leave pursuant to Part IV, at least four weeks before the day on which
the employee was scheduled to return from maternity leave, which is deemed to be the day on which the employee
intends to commence parental leave.
(2) Subject to subsection (5), parental leave consists of the period described in subsection (2.1) to be taken during the 12 weeks before
the estimated date of birth or the estimated date on which the child is to come into the employee’s care, as the case may be, or the
52 weeks following the actual date of birth or the actual date on which the child comes into the employee’s care.
(2.1) The period of parental leave to which an employee is entitled is: (a) not more than 34 consecutive weeks in the case of an
employee who is entitled to maternity leave pursuant to Part IV or adoption leave pursuant to section 29.2; and
(b) not more than 37 consecutive weeks in the case of an employee who is not entitled to maternity leave pursuant to Part IV or
adoption leave pursuant to section 29.2.
(3) An employer shall, on application, grant to an employee who fails to comply with clause (1)(b) parental leave commencing on a day
within three weeks after the date of birth of the child or the day on which the child comes into the employee’s care, as the case may
be, for the period described in clause (2.1)(a) or (b).
(4) Section 26, subsection 27(3) and section 28 apply, with any necessary modification, to parental leave pursuant to this
section.
(5) An employee who wishes to take leave pursuant to Part IV and also take leave pursuant to this section shall take the two leaves consecutively.
1994, c.39, s.16; 2001, c.6, s.4.
Adoption leave
29.2 (1) An employer shall grant adoption leave in accordance with subsection (2) to an employee who:
(a) is currently employed and has been in the employment of the employer for a total of at least 20 weeks in the 52 weeks immediately preceding the day on which the requested leave is to commence;
(b) submits to the employer a written application for leave at least four weeks prior to the day on which the child comes into the
employee’s care; and
(c) is to be the primary caregiver of the adopted child during the period of the leave.
(2) Adoption leave consists of a period of not more than 18 weeks commencing on the day the child becomes available for adoption.
(3) Where an employee is unable to comply with clause (1)(b), the employee shall give notice to the employer equivalent to the notice
given to the adoptive parents by the Department of Community Resources and Employment, the adoption agency or the birth parent,
as the case may be.
(4) Section 26, subsection 27(3) and section 28 apply, mutatis mutandis, to adoption leave under this section.
1979-80, c.84, s.8; 1994, c.39, s.17; 2004, c.65, s.13.
Things to Do, Things to Consider . . . A Checklist for Maternity Leaves
What to do
When
Determine Your
Rights,
Responsibilities
and Benefits
❍
❍
Contact an STF Executive Assistant.
Prior to submitting your notice of leave to your board.
Arrangements
with Your Board
❍
Send written notice of the anticipated date to commence
your leave to your board. Enclose the expected date of birth
of the child(ren) as verified by a physician’s statement.
Enclose application for SUB Plan benefits. Note: Contact an
STF Executive Assistant for things to consider in your letter
to the board.
At least four weeks prior to the commencement of your leave.
❍
Send written notice of your return date if a specific return
date is not specified in your notice of leave. Your board is
not required to allow your return unless your written notice
is provided.
At least four weeks prior to the date of return.
❍
Contact Service Canada for an application kit. You may
also apply online.
Prior to the birth of your child(ren).
❍
Apply for EI benefits. Note: EI maternity and parental
benefits are available during non-teaching periods.
As soon as you stop working or as determined in consultation
with an STF Executive Assistant.
❍
Send completed SUB Plan Application form to your board.
(Form 8-I)
Preferably with notice of your leave and no later than 120 days
following the birth of your child(ren).
❍
Send Presumptive Period Practitioner’s Report for SUB Plan
to your board. * (Form 8-II)
No later than 120 days following the birth of your child(ren).
❍
If you become medically unfit for duty for health related
reasons due to pregnancy, delivery or post delivery, apply for
extended SUB Plan benefits by submitting an Extended
Benefit Period Practitioner’s Report for SUB Plan benefits.
(Form 8-III)
As soon as possible and no later than 30 days beyond the last
day you are medically unfit for duty for health related reasons due
to pregnancy, delivery or post delivery.
Group Health and
Dental Benefits
❍
Return your signed Information Change Form to avoid
interruption of your coverage and to enrol your new
dependant(s).
As soon as there is a change in your personal circumstances
(e.g., leave, birth of a child, return to work).
Teachers’ Group Life
Insurance
❍
If your leave begins on school opening or continues into the
next school year, you must apply to continue your group life
insurance.
Contact the Saskatchewan Teachers’ Superannuation Commission
in writing by September 30. Enclose verification of period of leave.
❍
Update your beneficiary, review your life insurance needs
and consider the STF Portaplan.
Periodically and especially when your personal circumstances
change (e.g., birth of a child).
STF Income
Continuance Plan
(ICP)
❍
You may apply for Extended Coverage during your leave.
Note: Disability benefits are not payable during the period
you are eligible for EI benefits.
Must be received by ICP within 30 days after which your coverage
would otherwise cease (end of SUB Plan coverage).
Pension
Considerations
❍
Obtain information from your pension plan about the cost of
purchasing your leave period for pension purposes.
Within one year of the commencement of your leave to benefit from
the interest-free eligibility period.
Obtain and read pertinent information.
Financial
Entitlements
Employment
Insurance (EI)
Birth Mothers Only:
Supplemental
Unemployment
Benefits
(SUB Plan)
Continuation of
Your group
Benefits
* Take to the hospital.
If you cannot teach prior to the commencement of your leave
or at the end of your leave due to health or other reasons, contact the STF.
DTP 8000-50