Going on Leave? Things You Should Know
Whether going on maternity leave, approved leave without pay, unpaid sick leave, educational leave, or deferred salary leave, it is your responsibility to ensure your desired benefits are maintained while on leave. NLTA members should be aware of the steps which must be taken to maintain these benefits which include NLTA Membership, Group Insurance and Pension service. As well, we are often asked about the impact of such leaves with respect to seniority, pension and salary increments. The table below will assist members in addressing these questions.
N1: Payment of $5.00 per month must be made to the NLTA to maintain membership rights and benefits as per NLTA policy. To discuss payment options, please contact Rita Tee, NLTA Corporate Services, firstname.lastname@example.org; 726-3223 or 1-800-563-3599, ext. 236.
N2: Membership dues continue to be paid as normal via deduction from paid salary.
N3: Dues not required in order to maintain membership.
G1: NLTA members must arrange with Johnson Inc. to pay their share of the group insurance premiums. Failure to do so will result in termination of insurance. If insurance is terminated, the member will be required to apply for coverage and provide proof of medical insurability, subject to policy limitations, should the member wish to resume coverage. Should a member take more than 52 calendar weeks of maternity/adoption/parental leave, they must arrange with Johnson Inc. (709-737-1528 or 1-800-563-1528) to pay by bank deduction both their share and government’s share of the group insurance premiums for the additional leave period. Otherwise, if insurance is allowed to lapse during a period of parenthood leave, medical proof of insurability may be required in order to be reinstated in the plan. As well, members must contact Johnson Inc. within 31 days of the child’s birth/adoption in order to add a dependent for group insurance coverage. Beyond 31 days, an application providing satisfactory medical evidence of insurability will be necessary and approval must be granted by the underwriters.
G2: NLTA members must arrange with Johnson Inc. to pay by bank deduction both their share and the government’s share (Life, Accidental Death and Dismemberment, and Health plans only) of the group insurance premiums. Failure to do so will result in termination of insurance. If insurance is terminated, the member will be required to apply for coverage and provide proof of medical insurability, subject to policy limitations, should the member wish to resume coverage.
G3: Payment of group insurance premiums continue to be paid via normal payroll deduction and government’s contribution of their share continues.
P1: Pension premium is unpaid and no pension service accrues while on leave. Members may arrange with the Teachers’ Pension Plan Corporation (TPPC) to purchase lost pension service within 180 days from their return to work. If the service time is purchased within this window, the cost is at current contribution rates matched by government. After 180 days, the cost is at full actuarial value, which is a significant cost increase.
P2: Pension premium continues to be paid on the full salary, not the reduced salary, and full pension service accrues.
Members’ placement on the salary grid is reviewed and changes are made once per year at the beginning of the school year or at the date of initial employment of a member. To determine the number of teaching years for salary increments, all teaching days to the date of calculation are added together and this total is divided by 195, which is the number of days in a school year. A fraction of half a year or more is required to move to the next step on the salary grid.
S1: Credited fully as time taught for the period of leave (maximum 58.5 continuous weeks for maternity/adoption/parental purposes) for the purpose of salary increments.
S2: Most unpaid leave is not credited for salary incremental purposes; however, it is credited fully as time taught when leave is related to upgrading experience and/or qualifications (approved unpaid educational leave).
S3: Not credited for the purpose of salary increments.
Seniority is determined on the basis of the total length of time employed as a member with any school board in the province, schools operated by the Department of Education, schools in Churchill Falls, and schools in Conne River.
SE1: Credited fully as time taught for the period of leave (maximum 58.5 continuous weeks for maternity/adoption/parental purposes) for the purpose of seniority.
SE2: Approved unpaid leave exceeding 10 days is not credited for the purpose of seniority.
|Type of Leave||NLTA Membership||Group Insurance||Pension||Salary Increments||Seniority|
|Approved Unpaid Leave||N1||G2||P1||S3||SE2|
|Approved Unpaid Sick Leave||N3||G2||P1||S3||SE1|
|Paid Educational Leave||N2||G3||P2||S1||SE1|
|Approved Unpaid Educational Leave||N1||G2||P1||S2||SE1|
|Deferred Salary Leave||N2||G3||P2||S1||SE1|
|Injury on Duty
(Temporary Earnings Loss)
|Leave to Care for Critically Ill Child/
Family Member or Injured Child
Inquiries regarding specific circumstances should be directed to an Administrative Officer in Programs and Services at the NLTA at 726-3223 or 1-800-563-3599 or via email at email@example.com.