For Plan Rules, please visit the Admin Manual: Link
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Employer Leave Reporting Process
Duration of continued contributory service |
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For unpaid emergency leaves, the contributory service will be granted for the period of the leave that falls between:
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the later of March 17, or the leave start date; and
Any member on an unpaid COVID-19 related emergency leave, or within the first 15 weeks of an unpaid health leave, will receive contributory service at no cost to the member or employer for the eligible period occurring between March 17 to July 24, 2020, January 12 to February 9, 2021 or April 7, 2021 to June 2, 2021. If the leave of absence continues beyond the end date of the provincial state of emergency, then only the portion of service up to this date will be granted at no cost. If the leave of absence started prior of the provincial state of emergency, then only the portion of service during the state of emergency will be granted at no cost. |
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For period of these leaves that fall prior to or after the declared state of emergency the member (and employer) may contribute for the continuing emergency leave period or remaining first 15 weeks of an unpaid health leave (subject to employer approval where required by the Plan). Note: Members on a health leave |
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continue to have the ability to apply for free accrual after the first 15 weeks, per normal disability benefit processes. Additionally, the period of an emergency leave that becomes a health leave will count toward the 15-week qualifying period for purposes of applying for disability benefits. |
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Eligible |
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Periods | Ineligible Periods |
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This benefit applies to members on COVID-related unpaid emergency leaves during the current declared emergency. This includes one of the two new statutory leaves added to the Employment Standards Act (ESA) by the provincial government in response to COVID-19:
The benefit also applies to the first 15 weeks of an unpaid health leave. |
This benefit is not provided in the following situations:
As the employer you define the period of absence an employee is granted and then report accordingly to HOOPP. If you have determined they do not fall under one of the eligible periods defined in this section they would not be eligible to receive the continued benefits.
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Reminder: |
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please continue to report temporary layoffs as ‘approved non-statutory |
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leaves’ |
When service will be applied
HOOPP is targeting late 2020 (for the 2020 time period) to grant the contributory service to qualifying eligible members with contributory service.
From the HOOPP Insight Member Profile, employers will continue to see these periods as originally reported to HOOPP (e.g., non-contributory emergency leaves). Service granted will not be visible to employers. Until service is granted (late 2020) this service will not be included in member estimates.
Members will see the contributory service on their 2020 annual statement that will be issued to members in 2021. It will appear as buyback service.
Note regarding the 2021 eligible period: Timing for the application of this service will be confirmed.
Contributions that were already taken for eligible members
Any contributions that were already taken
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from employees deemed to be qualified for this type of leave, should be refunded to the member. If the contributions were already remitted to HOOPP, the employer should adjust their next HOOPP remittance based on these amounts. For additional information on Remitting Contributions visit the Remittance Page.
If any refunds are made after the 2020 MDC year, they will need to be reported to HOOPP as a Previous Year Adjustment.
Other impacts
Employer MDC and Member Event processes will not be impacted, and information can be submitted as per their normal process.
However, there will be implications on the member's PA. The PA will need to be recalculated after MDC or after the final event data is provided to HOOPP, which will include the additional contributory service that was granted to members.
Closer to the 2020 MDC timeframe, more information will be provided to employers.
Note: HOOPP will make best efforts to ensure that the revised PAs are provided to employers on a timely basis to minimize any impacts to their T4 reporting processes.