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Article 14.0
If a resident is disabled as a direct result of duties as prescribed by the resident's Program Director, and if the Worker’s Compensation Board finds that the disability is compensable, the Employer, agrees to provide the difference between the Worker’s Compensation Board payments and full salary to the end of the resident's contract period or for six (6) months, whichever is the greater.
Article 15.1 Liability Insurance (CMPA)
All Residents working within Saskatchewan are to be covered by CMPA for liability insurance. The Employer agrees to pay one hundred percent (100%) of the cost of CMPA coverage for all Residents, excluding Type B Residents. It is understood that the type of coverage provided under this benefit will not include work performed outside the Resident’s normal Program, aka ‘moonlighting’.
Article 15.2 Personal Property Losses or Damage
Personal property loss or damage occurring in the course of a Resident’s Program duties shall be replaced or repaired at the Employer’s expense to a maximum of $200 per academic year less any amounts first paid by WCB and/or the Health Authority. Any incident giving rise to such a claim must be reported in writing to the Program Director and the Health Authority within five (5) days of occurrence, or no claim will be allowed.
Article 15.3 Disability Insurance
Article 15.3.1
Residents who enroll in the RDoS/SMA Group Disability Plan shall receive disability income protection in accordance with the terms of that Plan.
Article 15.3.2
Basic Disability Insurance will be available to all Residents who qualify and to whom regular remuneration is paid by the Employer. The Employer shall pay the premium cost of each Resident enrolled in the Plan.
Article 15.3.3
The total premium cost to the Employer shall not exceed an amount equal to 1.5% of the collective remuneration of all Residents enrolled in the RDoS/SMA Group Disability Plan during the time they are covered by said Plan during the life of this Collective Agreement. Calculation of such collective remuneration shall only include the scales provided in Article 8.1. In the event the actual premium is less than 1.5%, the resulting surplus will accumulate and be used to absorb future actual premium costs that may exceed the 1.5%.
The Employer specifically disclaims any responsibility to pay any premium shortfall which may ensue. In the event that the future cost of Disability Insurance premiums exceeds the 1.5% cap, the Employer will provide notice to the Union and its members that the shortfall will be borne immediately by employees eligible to participate in the RDoS/SMA Group Disability Plan until the terms of said Plan may be adjusted.
Article 15.3.4
Payment of premiums by the Employer will be made only in relation to Residents to whom regular remuneration is paid by the Employer.
Article 15.4 Life Insurance
For Residents who enroll in the SMA Group Life Insurance Plan, the Employer shall provide the premiums for the first $100,000 of coverage to a maximum of $67.50 per enrolled Resident per year.
The Employer specifically disclaims any responsibility to pay any premium shortfall that may ensue. In the event that the future cost of Life Insurance premiums exceeds the $67.50 cap, the Employer will provide notice to the Union and its members that the shortfall will be borne immediately by employees eligible to participate in the SMA Life Insurance Plan until the terms of said Plan may be adjusted.
Article 15.5 Dental Program
The Employer shall provide dental plan coverage for all employees, except for Type B Residents. Detailed Dental Plan information shall be provided by the Employer upon request.
The Employer shall provide a maximum of the set Dental Plan premiums at the time of implementation. In the event that the actual premium costs exceed the set premium rate, the Employer will provide notice to the Union, and any shortfall will be borne immediately by the Residents enrolled in the Dental Plan until such time as the terms of the Plan may be adjusted.
In the event the actual premium cost for the Dental Plan is less than the set premium rate at the time of implementation, the resulting surplus will accumulate and be used to absorb future actual premium costs that may exceed the set premium rate at time of implementation.
Article 15.6 Extended Health Care Plan
The Employer shall provide extended health care plan coverage for all employees except for Type B Residents. Detailed Plan information shall be provided by the Employer upon request.
The Employer shall provide a maximum of the set Extended Health Care Plan premiums at the time of implementation. In the event that the actual premium costs exceed the set premium rate, the Employer will provide notice to the Union, and any shortfall will be borne immediately by the Residents enrolled in the Extended Health Care Plan until such time as the terms of the Plan may be adjusted.
In the event the actual premium cost for the Extended Health Care Plan is less than the set premium rate at the time of implementation, the resulting surplus will accumulate and be used to absorb future actual premium costs that may exceed the set premium rate at time of implementation.
Effective the first day of the month after ratification by both parties, the Employer will introduce a Direct Pay pharmacy billing card for the union’s members pursuant to the rules governing such benefit.
Article 15.7 Administrative Costs
The Employer will be entitled to payments from Employee Benefit Plan funding in the amount of $1.34 per employee per month per employee enrolled in the Extended Health Care Plan and per employee enrolled in the Dental Plan to defray administrative costs incurred.
Article 16.1
It is the resident’s responsibility to enroll in a Provincial Health Insurance Plan.
Article 17.1
Residents will be provided at no cost with booster shots for hepatitis B and tetanus consistent with Saskatchewan Public Health standards and will be provided with HIV post-exposure prophylaxis on request to the health care facility to which they are assigned.
Article 18.1
All Residents shall be eligible to use the services provided by the University’s Employee and Family Assistance Program (EFAP) in accordance with EFAP policies.