Nov 1st, 2008, 11:45
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【求助】EI&PT问题
有一份FULL TIME工作和一份2天16HR的PART TIME工作，现在F/T的被LAY OFF了。问题： 1、在申请EI过程中，是否也要提交P/T的ROE，或者也停止P/T的工作？ 2、在申请EI还没获批准过程中，如果P/T的工作转为F/T，那么EI审批是否被取消？ 先谢谢各位大侠的指教！！！ |
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Nov 3rd, 2008, 12:06
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引用:
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感谢 qli027 此篇文章之用户： |
Dream.S (Nov 4th, 2008) |
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Nov 4th, 2008, 19:59
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只看该作者 #5 |
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感谢以上两位大侠回复！ 如下贴子比较，收藏下： 1、http://www.chinasmile.net/forums/sho...d.php?t=349032 2、http://www.chinasmile.net/forums/sho...t=EI+Full+time 3、http://www.chinasmile.net/forums/sho...t=EI+Full+time 4、http://www.chinasmile.net/forums/sho...t=EI+Full+time 5、http://www.chinasmile.net/forums/sho...t=EI+Full+time 6、http://www.chinasmile.net/forums/sho...ll+time&page=2 此帖于 Nov 4th, 2008 22:50 被 Dream.S 编辑。 |
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Nov 4th, 2008, 20:58
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引用:
enjoywinter ： 你的ON CALL的JOB工作时间很少，对你拿到的EI数量影响不是很大，但是你在填表是一定要把这份工作申报上去，我拿EI的时候就填上我的PART TIME JOB的信息了，还告诉他们如果公司HIRE我成FULL TIME 的话，我会去的，HR的人并没有去公司调查呀。他们对你的收入情况很了解的（通过SIN），如实汇报对自己没有坏处。 |
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Nov 4th, 2008, 21:31
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看了下这个，又说不可以。不知哪个是正确的？！http://www.chinasmile.net/forums/sho...t=EI+Full+time 云中君 EI是为真正找不到工作的人或者因病不能工作的人提供短期的经济援助的，只要你目前正在工作，不管是FULL TIME 还是 PART TIME，你都不符合申领的条件！你领取EI其间可以从事 PART TIME 的工作，但有时间限制。你现在要领到EI的条件是你的 PART TIME 工作也被解雇（并非是你的过错）或者你怀孕即将生产也可以 ROE一般辞职或者被解雇时才能问老板拿，除非你是申请病假EI 现在失业率这么低，EI部门的人清闲得很。他们一天到晚都会盯这你看你有没有去找工作，领EI的日子也不会好过的。还是建议你一边做现在这份 PART TIME 一边找你的 FULL TIME 工作吧 |
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Nov 5th, 2008, 21:01
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只看该作者 #9 |
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自己顶。 这里有人说，又可以。 http://fh.rolia.net/f0/c2050/all/page/809.html ..... # 如果有两份工作（a full time and a part time），part time工作一周只工作1-2天，收入200多。这种情况下，full time工作被lay off，可以申请到EI吗？（仍然保留part time工作） -tw200501(牵手); 2006.8.31 19:07 (#3180203) * no -calumet(寸草春晖); 2006.8.31 19:17 (#3180224) * 完全可以,但是你那PART TIME要一直做.我就是这么做的... -feiniao(飞鹰和鱼); 2006.9.2 23:30 (#3184898) o 有点奇怪，不是要看最后一个工作的ROE吗？ -tw200501(牵手); 2006.9.3 21:06 (#3186051) o 请问你说的“PART TIME要一直做“是指什么？ -magee(esl); 2006.9.4 01:46 (#3186429) ........ |
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Nov 29th, 2008, 09:06
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只看该作者 #13 |
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在这找到一个很有说服力的链接http://www1.servicecanada.gc.ca/eng/.../desc_ws.shtml Work-Sharing Program Work-Sharing is designed to help employers and workers avert temporary layoffs. The measure provides income support to workers eligible for Employment Insurance benefits and who are willing to work a temporary reduced work-week when there is a reduction in the normal level of business activity that is beyond the control of the employer. Work-Sharing agreements must be approved by both employee and employer representatives and by the Employment Insurance Commission and can range from 6 to 26 weeks with an extension of up to a maximum of 38 weeks. Work-Sharing agreements benefit employers by allowing them to stabilize their work force, to retain trained employees and to avoid the costly process of recruiting and training new employees when business returns to normal levels. Employees benefit by maintaining their job and receiving Employment Insurance income benefits for the days without work. It should be noted that if a worker is laid off subsequent to Work-Sharing, his/her entitlement to Employment Insurance regular benefits is unaffected by the receipt of Work-Sharing benefits. ..... |
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