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The length of a benefit period is 52 weeks, including the week the claim starts. EI benefits are not payable beyond the 52 week benefit period, unless the claimant is eligible for an extension to that benefit period (EI Act 10).
Eligibility for the 540-Day Extension To take advantage of the extended 540-day automatic extension, several criteria must be met: Timely Filing: Your Form I-765 should be filed before the expiration date of your current EAD or within the applicable filing period for Temporary Protected Status (TPS) applicants.
The qualifying period is the shorter of: the 52-week period immediately before the start date of your claim, or. the period from the start of a previous benefit period to the start of your new benefit period, if you applied for benefits earlier and your application was approved in the last 52 weeks.
EI Program Characteristics for the period of November 5, 2023 to December 2, 2023 Province / TerritoryEconomic Region CodeNumber of Insured Hours Required to Qualify for Regular BenefitsNewfoundland and LabradorNewfoundland and Labrador01700Newfoundland and Labrador02455Prince Edward Island64 more rows
An extension of the qualifying period can make the difference between whether or not a claimant has sufficient insurable hours to qualify, and can affect the number of weeks of benefits a claimant may receive. An extension of the qualifying period may also allow a claimant to qualify to receive special benefits.

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The extension begins on the date the EAD expires and generally continues for up to 540 days or up to 180 days as applicable, unless USCIS denies the renewal application.
DHS will automatically extend EADs (Form I-766) for employees with certain EAD category codes who timely file to renew their EAD. An automatic extension also may apply if USCIS cannot issue a new EAD before the expiration date of a previous EAD, which sometimes occurs for individuals with Temporary Protected Status.
When an employees EAD on file expires, and the worker is unable to present a new proper document for purposes of the I-9, the employer must take the worker off payroll.

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