Adoption and Fostering Leave Sample Clauses

Adoption and Fostering Leave. An employee with 12 months continuous service in the APS who is the adoptive parent and primary carer of a newly adopted child (under 16 years at the day of placement) or the xxxxxx parent who has assumed long term responsibility by a permanent fostering arrangement is entitled to 14 weeks paid leave from the date of the placement of the child. Employees may elect to take all or part of this paid leave at half pay. Where an employee elects to take paid adoption and fostering leave at half pay a maximum of 14 weeks counts as service for all purposes. Adoption and fostering leave will be granted where the eligible employee has adopted a child under 16 years at the day of placement, who has not previously lived with the employee for a continuous period of six months or more, and who is not the child of the employee’s partner. Details are in the APVMA’s Parental and Adoption Leave Policy.
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Adoption and Fostering Leave. The Secretary may approve leave in relation to the adoption of a child where:
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Adoption and Fostering Leave. 1. Any teacher adopting or fostering a child shall be covered under “C” above.
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Adoption and Fostering Leave. An employee is entitled to paid Adoption and Fostering Leave equivalent to the paid Maternity Leave available under Section 58 where the employee adopts a child or accepts a child for long term fostering arrangements and the employee is the primary carer of the child.
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Adoption and Fostering Leave. 71.1. The Australian Statistician will grant an Interviewer, who has a minimum continuous period of 12 months ABS service, leave on full pay for a period of up to 14 weeks for the purposes of adopting an eligible adoptive child or fostering an eligible xxxxxx child. Adoption and Fostering Leave counts as service for all purposes.
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Adoption and Fostering Leave. 33.1 The Employee will notify the Company at least six weeks in advance of the date of commencement of adoption leave and the period of leave to be taken. An Employee may commence adoption leave prior to providing such notice, where through circumstances beyond the control of the Employee, the adoption or fostering of the child takes place earlier. 33.2 The Employee will provide the Company with a statutory declaration stating the Employee is seeking adoption or Fostering leave and particulars of any period of adoption or Fostering leave sought. 33.3 An Employee seeking to adopt or xxxxxx a child is entitled to take unpaid leave for the purpose of attending any compulsory interviews or examinations as are necessary as part of the adoption or fostering procedure. The Employee and the Company should agree on the length of unpaid leave. 33.4 The entitlements set out in clause 31 apply if the Employee intends to be the primary care giver, otherwise the Employee is entitled to the benefits as prescribed in clause 32. 33.5 Employees can use the benefits of clause 32 when enlisting the assistance of a surrogate to have a child.
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Adoption and Fostering Leave. An employee who adopts a child or who has assumed long term responsibility arising from the placement of a child through a permanent fostering arrangement, including where a child is placed by the Court in the permanent or long-term care of an extended family member (refer to Glossary for definition of ‘child for adoption and fostering leave purposes’) and has or will have responsibility for that child is entitled to a maximum of 130 weeks adoption leave (including the period of paid adoption leave, and any other paid or unpaid leave and public holidays). An employee who is absent on a period of adoption or fostering leave will not be entitled to access maternity or parental leave provisions in Clauses 44 or 45. To be eligible to receive paid adoption or fostering leave, an employee must have 12 months of continuous service as defined by the Maternity Leave Act, and be the primary care giver of that child. An eligible non-ongoing employee on adoption or fostering leave may access adoption or fostering leave arrangements until their contract of employment expires, or the adoption or fostering leave ceases, whichever occurs first. Following adoption and/or fostering approval, an employee who is the primary carer of the child is entitled to up to 16 weeks of paid adoption leave. Adoption and/or fostering leave is available from one month prior to the date of placement of a child. Periods of full paid adoption or fostering leave will count as service for all purposes. Except in the case of periods of unpaid leave in the first 12 weeks of leave, periods of unpaid adoption or fostering leave will not count as service for any purpose (leave credits will not accrue), but do not break the employee’s continuity of service. An eligible employee may spread the payment of up to 16 weeks adoption leave over a maximum of 32 weeks at a rate of half normal salary. Where an employee elects to spread the payment over a greater period, a maximum of 16 weeks will count as service.
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Related to Adoption and Fostering Leave

  • Maternity Adoption and Parental Leave For the purposes of granting Maternity, Adoption and Parental Leave, the provisions of the Canada Labour Code and of its Regulations shall apply.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Family and Medical Leave The Employer shall provide employees with the benefits of the Family and Medical Leave Act on a fair and equitable basis in accordance with applicable law and regulation.

  • Personal Medical Leave 1. Accrued 100% sick leave may be used at the employee's discretion. Such leave may be taken before or after the vacation described in No. 3 below. 2. Accrued 75% sick leave may be used following use of all 100% sick leave at the employee’s discretion. Such leave may be taken before or after the vacation described in No. 3 below.

  • Family and Medical Leave Act The Family and Medical Leave Act will be followed in approving a Leave of Absence. Contract provisions that provide greater benefits than the Family and Medical Leave Act will be followed.

  • Educational Leave Leave without pay may be granted for educational leave for the duration of actual attendance in an educational program.

  • Family and Medical Leave Act (FMLA In accordance with the Family and Medical Leave Act (FMLA) of 1993, the Board will grant a leave of absence for one or more of the following: 1. Because of the birth of a son or daughter of the employee, and in order to care for such son or daughter; 2. Because of the placement of a son or daughter with the employee for adoption or xxxxxx care; 3. To care for the employee's spouse, son or daughter, or par- ent, in laws or members of blended families or other per- sons in a similar relationship that live in the family house- hold or are in a similar family relationship who has a serious health condition; or, 4. The employee is unable to perform the essential job func- tions because of a serious health condition. As of February 2008, an employee who is the spouse, son, daughter, parent or the next of kin of a covered service mem- ber can take up to 26 weeks of FMLA leave during a single twelve (12) month period to care for the injured service mem- ber. The same eligibility requirements apply for employees requesting a leave under this category. Regulations as estab- lished by the Department of Labor will be followed when granting leaves under this provision. FMLA leaves are only available to employees who have been employed by the District for at least twelve (12) months and have worked 1,250 hours during the previous twelve (12) month period. Such leaves are counted against an employee's annual FMLA leave entitlement. Under the FMLA, an employee is eligible for a total of twelve (12) work weeks of leave in a twelve (12) month period. This twelve (12) month period is measured back from the date a requested leave is to begin. Continuation of medical, optical and dental benefits and the right to job restoration ceases when an employee has used twelve (12) work weeks of FMLA leave in the twelve (12) month period. (See Section B, Medical Leave of Absence). An employee requesting a FMLA leave must provide the Xxxxx- xxxx Superintendent of Human Resources at least thirty (30) days advance notice of when the leave is to begin. If such no- xxxx is not practicable, then notice is to be provided as soon as practicable. When a leave denoted as (1) or (2) above is granted, the leave must be taken in one (1) continuous increment, and must be concluded within twelve (12) months of the date of birth or placement. Employees granted such leave must utilize accu- mulated vacation days and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (3) above is granted, the employee must utilize accumulated sick leave time, accumulated vacation days, and accumulated personal business days (in that order), after which time the leave is unpaid. When a leave denoted as (4) above is granted, the employee must utilize accumulated sick leave days and accumulated per- xxxxx business days (in that order), after which time the leave is unpaid. After these days have been used and if more sick time is needed, the employee may choose to use accumulated vacation time. When additional time is needed during the 90 calendar day (13 week) LTD elimination period, the employee may use available vacation days. If the employee has pur- chased and is filing for short term disability, vacation days may be used during the 14 day elimination period. Vacation days cannot be used once the short term disability coverage starts. Leaves denoted as (3) or (4) above must be supported by med- ical certification from a health care provider stating (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, (3) the appropriate medical facts, and (4) a statement that the employee is unable to per- form the essential functions of his/her position, or that the em- ployee is needed to care for the person. The District reserves the right to require the employee to obtain the opinion of a sec- ond health care provider designated or approved by the District concerning any information within the medical certification. When a FMLA leave denoted as (1) or (2) above is granted to spouses who are both employed by the District, the total amount of time on leave (in total for both employees) cannot exceed twelve (12) weeks of FMLA time. At the expiration of a medical leave or if the employee wishes to return to work before completion of the leave, there must be a physician's certification confirming his/her fitness to return to work. The District may condition the employee's return to work upon a fitness for duty examination and approval by a health care provider designated by the District. The District will continue to provide an employee's medical, optical and dental insurance while he/she is on a FMLA leave for a period of up to twelve (12) weeks on the same terms and conditions as prior to the leave. An employee on a FMLA leave shall not engage in any outside or supplemental employment. The District may recover insurance premiums paid while an employee was on an unpaid FMLA leave if: 1. The employee fails to return to work for at least thirty (30) days after the expiration of the leave; and 2. The failure to return is for a reason other than a serious health condition, or other circumstances beyond the control of the employee. Certification from the health care provider may be required for this purpose. An employee returning from a FMLA leave will be restored to the position he/she left, or to an equivalent position with equiv- alent benefits, pay and other terms and conditions of employ- ment. If the employee has not satisfactorily completed the probation- ary period at the commencement of a FMLA leave, then upon cessation of the leave, the employee must work the days need- ed to complete the probationary period.

  • Family and Medical Leave Act of 1993 The parties agree that the Employer may adopt policies to implement the Family and Medical Leave Act of 1993 that are in accord with what is legally permissible under the Act.

  • Child Rearing Leave Subd. 1 Child rearing leave of absences shall be available to teachers for a period of time, not to exceed twelve (12) calendar months, for the purpose of caring for a newborn infant or pre-school adopted child for which the applicant has the legal responsibility for the care and/or support of said child. Such leave may be taken subsequent to birth of the teacher's child, or in the case of adoption, when the child is physically turned over to the teacher-parent. a. At least two (2) calendar months prior to the estimated delivery date of the child, the employee shall be required to notify the Employer in writing whether or not the employee intends to take child rearing leave. This election may be changed at any time before the teacher is no longer disabled from working due to childbirth or pregnancy related disability or before the fifteenth (15th) day after the birth of the child, whichever is sooner. b. Upon filing an application for adoption of a pre-school child, the employee shall be required to notify the Employer, in writing, of the teacher's intention to take a child rearing leave. Such notice to include the estimated date when such leave shall become effective. Subd. 3 In connection with the election to take child rearing leave, the teacher shall submit a request for such leave in writing. Such request shall include an estimated commencement date and return date. The estimated commencement date shall be the physician's projected date the teacher will no longer be disabled from teaching due to childbirth or pregnancy related disability, or in the case of an adoption, the agency's estimated date when the child will be turned over to the parent. Subd. 4 In making the final determination under Subd. 3 concerning the duration of a child rearing leave of absence, the Employer shall not be required to grant a leave of absence in excess of two (2) semesters. The actual commencement date of child rearing leave shall be the date on which the teacher is no longer disabled due to childbirth and pregnancy related disability as determined by the physician; or, in the case of an adoption, the date when the child is physically turned over to the teacher-parent. The return date shall be twelve (12) calendar months following the actual commencement of the leave except as may be provided in Subd. 7.

  • Educational Leave of Absence Leaves of absence may be granted up to six (6) months under the above provisions only if the course would be beneficial to both the University and the employee.

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