Thank you for the prompt response.clseea wrote: ↑Feb 1st, 2019 6:28 pmFirst, is she completely terminated from employment or is she on a salary continuance?
If terminated completely, the ROE should be given pretty much right away. If salary continuance, she shouldn't apply until after the continuance runs out. The ROE would be given once the continuance is done.
In either scenario, whatever hours are used to calculate the claim are applied to the entirety of her claim. With 1850 hours, she'll qualify for all benefit types.
She can convert from regular to maternity provided she's within the maternity window, keeping in mind she can only collect a combined 50 weeks of regular and whatever type of special benefits.
She is on salary continuation until the termination package is settled. She is thinking about switching to lump sum if the employer is ok with it.
Is it better to be on Salary Continuation Period (to add to her 600 hrs) instead of a lumpsum in her case or is there a difference? It looks like she is still paying for EI during her Salary Continuation period or maybe that would be only for the notice of termination period. Does that count towards her insurable hours?
What is the maternity window? If for example, she is due in September/October, she can apply for maternity EI as from August ( when her severance ends). Otherwise, until when can she convert to Maternity EI and how long will she eligible? For example, can she be on Maternity EI in January 2020?
I also understand the 50 weeks will be reduced by the regular EI payments once she switches to Maternity EI.