Application for Parental Leave Sample Clauses

Application for Parental Leave. Application for parental leave shall be filed at least thirty (30) days prior to the anticipated beginning date of the leave. In the case of early delivery or adoption, the thirty (30) day rule shall be omitted, but the employee must notify the Superintendent at the earliest opportunity of the intent to take parental leave.
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Application for Parental Leave. Application for a parental leave shall be made in writing to the Superintendent not later than thirty (30) days prior to the effective date for such leave and such request shall state the anticipated duration of the leave.
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Application for Parental Leave. Application for Parental Leave shall be in writing and must state the date on which such leave shall commence and the date on which the employee anticipates returning to work. The employee may, upon written request, return to the position that was held before leave of absence was granted, at the beginning of the school year following issuance of the leave or at an earlier date if a position is available. If an employee does not plan to return to work following expiration of his or her leave of absence, thirty (30) days written notice shall be given to the Superintendent. If the employee fails to return to work at the end of the leave of absence period, that employee shall be deemed to have resigned and the obligation of the Board to provide a position for him or her will cease.
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Application for Parental Leave. 1. The employee shall submit a written request to employer at least 2 months prior to the commencement of the desired parental leave. 2. The employer will determine the working hours schedule in agreement with the employee. 3. On grounds of serious reasons due to business matters and employer's interest, the employer may change the distribution of the leave over the week into 4 weeks before the time specified by the employee concerning the start of the leave.
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Application for Parental Leave i. An employee who intends to proceed on parental leave should formally notify the employer of such intention as early as possible, so that arrangements associated with the absence can be made. ii. Written notice of not less than eight weeks prior to the commencement of the leave should be given, unless the NES provides that a lesser period of notice may be given. This notice must indicate the period of leave desired, and include a medical certificate stating the expected date of birth or (in the case of adoption) the day of placement and that the child will be under 16 as of that day. iii. After commencing parental leave, an employee is entitled to vary the period of leave in accordance with s 75 and s 76 of the Fair Work Act. In particular, if an employee takes less than 12 months of unpaid parental leave, that employee may extend a period of leave once without the consent of the employer to increase the leave to 12 months. If a person seeks to extend their leave by a further 12 month period (coming to 24 months), they are only permitted to do so with the consent of the employer. The employer can only refuse to consent to the extension on reasonable business grounds. A minimum of four weeks’ notice must be given although the employer may accept less notice if convenient. The rights of employee couples to extend a period of unpaid parental leave are governed by s 76(6) of the Fair Work Act. iv. An employee may reduce a period of unpaid parental leave if the employer agrees.
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Application for Parental Leave. 22.5.1 An employee must provide notice to the employer in advance of the expected date of commencement of parental leave. The notice requirements are: 22.5.1.1 Of the expected date of confinement (included in a certificate from a registered medical practitioner confirming the pregnancy) – at least ten weeks; 22.5.1.2 Of the date on which the employee proposes to commence parental leave and the period of leave to be taken – at least four weeks. 22.5.1.3 Confirmation that they will be the Primary Care Giver of the child. 22.5.2 When the employee gives notice under 22.5.1 (a) the employee must also provide a statutory declaration stating particulars of any period of parental leave sought or taken by their spouse and that for the period of parental leave they will not engage in any conduct inconsistent with their contract of employment. 22.5.3 An employee will not be in breach of this clause if failure to give the stipulated notice is occasioned by confinement occurring earlier than the presumed date. 22.5.4 Subject to 22.4.1 and unless agreed otherwise between the employer and employee, an employee may commence parental leave at any time within six weeks immediately prior to the expected date of birth. 22.5.5 Where an employee is pregnant and continues to work within the six week period immediately prior to the expected date of birth, or where the employee elects to return to work within six weeks after the birth of the child, an employer may require the employee to provide a medical certificate stating that she is fit to work on her normal duties.
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Application for Parental Leave. Employees are to advise their manager and Human Resources ten (10) weeks before they intend to take parental leave (both paid and unpaid). Employees and their manager should follow the checklist in Appendix A that explains the steps that need to be taken prior to commencing parental leave.
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Application for Parental Leave. This form, once completed, should be returned to the head teacher
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Related to Application for Parental Leave

  • Late Application for Parental Leave When an application for parental leave under sub-article (A) above is not made in accordance with sub-article (c), the employee is nonetheless entitled to, and upon application to the Co-operative shall be granted, parental leave under this Article for the portion of the leave period that remains at the time the application is made.

  • Paid Parental Leave In addition, if the Employee is entitled to paid parental leave under the Paid Parental Leave Act 2010 (Cth) (PPL Act) as the primary carer of the child:

  • Pregnancy and Parental Leave (a) Pregnancy/Parenting leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) If possible the employee shall give written notification at least one (1) month in advance of the date of commencement of such leave and the expected date of return. (c) The employee shall reconfirm her intention to return to work on the date originally approved in subsection (b) above by written notification received by the Employer at least four (4) weeks in advance thereof. The employee shall be reinstated to her former position, unless the position has been discontinued in which case she shall be given a comparable job. (d) An employee who is on pregnancy leave as provided under this Agreement, who has completed five (5) months of continuous service and has applied for and is in receipt of Employment Insurance pregnancy/ parental benefits pursuant to the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings (which for part-time employees shall include percentage-in-lieu) and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following receipt by the Employer of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy/ parenting benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of seventeen (17) weeks. The employee will endeavour to provide a copy of the Employment Insurance cheque stub within two (2) weeks of receipt of the employee’s EI benefit. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. The normal weekly hours for an employee working less than seventy-five

  • 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.

  • Parental Leave of Absence A. Female unit members may use any or all accumulated leave during pre and post-natal care for that period of time she is temporarily disabled, as determined by the unit member and her physician. B. Unit members desiring to use any or all accumulated leave during a period of pregnancy or post-natal care should state this in writing to the Office of Human Resources and Employee Relations using the FMLA paperwork. C. Unit members who use any or all accumulated leave as a temporary disability during pre- and post- natal care must return to active service as soon as her physical health permits according to her physician; unless she requests a leave of absence without pay or she resigns. D. Any non-probationary female unit member who does not wish to use any or all accumulated [sick] leave during pre- and/or post-natal care shall be granted a leave of absence without pay provided that a reasonable notice in writing to the Office of Human Resources and Employee Relations is made in advance. E. Unit members using a leave of absence without pay for pre-natal care, adoption, post-natal care and/or child rearing (not to exceed a period of one (1) year in duration and taken within the first year after birth or adoption) shall have the opportunity to continue benefit programs provided to unit members. Unit members with at least one (1) year of experience with the Xxxxxxx County Board of Education will be required after the first twelve (12) weeks to assume the Board’s share of the premium in addition to any premiums he/she theretofore paid for dependent coverage. Provided that a written, advanced request is made to the Office of Human Resources and Employee Relations the employee on such leave will be offered employment upon expiration of the leave in the first available position in their classification for which they are qualified. The request should be made at least thirty (30) days prior to the return and should include the anticipated date of return. If the return is within ninety (90) duty days and such return is stipulated at the beginning of the leave, the same position shall be offered. F. Adoptive parents may use up to twelve (12) weeks in compliance with Family Medical Leave Act (FMLA) of any or all accumulated leave for the purpose of adoption and/or bonding. G. If using combined sick leave and leave without pay teachers who have at least one (1) year experience with the Xxxxxxx County Board of Education will have premiums paid for a total of twelve (12) weeks per year in accordance with the terms of the FMLA, and have their position held prior to such leave.

  • Maternity and Parental Leave Employees are eligible for unpaid leave of absence from employment subject to the conditions in this article. Every employee who intends to take a leave of absence under this article will give at least four weeks' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and will inform the Employer in writing of the length of leave intended to be taken. Each employee who wishes to change the effective date of approved leave will give four weeks' notice of such change unless there is a valid reason why such notice cannot be given.

  • Maternity/Parental Leave The term of the temporary posting shall be for the term of the illness or maternity/parental leave but shall not exceed eighteen (18) continuous months.

  • Pregnancy/Parental Leave Pregnancy/Parental Leave will be granted in accordance with the provisions of the Employment Standards Act as amended from time to time. (a) The service requirement for eligibility for pregnancy/parental leave shall be thirteen (13) weeks. (b) The Nurse shall give written notification which shall include the expected date of return and a certificate from a legally qualified medical practitioner at least two (2) weeks in advance of the date of commencement of such leave. This notice will be waived in the event of pregnancy complications, premature birth or the sudden coming into care of an adopted child. (c) The Nurse has the right to return to their former position, if it still exists, or to a comparable position, if it does not. (d) The Nurse shall be granted seventeen (17) weeks pregnancy leave and up to sixty-one (61) weeks of parental leave. Natural mothers, if they take parental leave, must take it at the end of the pregnancy leave, or such time as the child comes into their care, but not more than fifty-two (52) weeks after the child is born or comes into care. I.) waiting period. (e) A Nurse shall be permitted to commence their pregnancy leave at any time up to seventeen (17) weeks before the expected date of delivery. (f) During pregnancy/parental leave a Nurse shall continue to accumulate seniority rights for all purposes and the Employer must continue to make Employer contributions to pension, life insurance, accidental death, extended health and dental plans unless the employee has advised the Employer, in writing, that they do not wish to continue to make the employee contributions to such plans. (g) Parents shall be defined to include adoptive parents and a person in a relationship of some permanence with the natural or adoptive mother or father of the child and who intends to treat the child as own. (h) A Nurse shall have the right to a personal leave of absence without pay to commence immediately following a parental/pregnancy/ adoption leave of absence, provided the sum of all such leaves of absence do not exceed twelve continuous months per pregnancy/ adoption.

  • Unpaid Parental Leave (a) An employee is entitled to a period of up to 52 weeks unpaid parental leave in respect of the: (i) birth of a child to the employee or employee’s partner; or (ii) adoption of a child who is not the natural child or step child of the employee or employee’s partner; is under the age of five (5); and has not lived continuously with the employee for six (6) months or longer.

  • Parental Leave (a) A nurse who becomes a parent of a child is eligible to take a parental leave in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) A nurse who has taken a pregnancy leave under Article 11.07 is eligible to be granted a parental leave of up to thirty-five (35) weeks' duration, in accordance with the Employment Standards Act. A nurse who is eligible for a parental leave who is the natural father or is an adoptive parent may extend the parental leave for a period of up to twelve (12) months’ duration, consideration being given to any requirements of adoption authorities. In cases of adoption, the nurse shall advise the hospital as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the nurse finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (c) The nurse shall be reinstated to her or his former position, unless that position has been discontinued, in which case the nurse shall be given a comparable job. (d) Nurses newly hired to replace nurses who are on approved parental leave may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Hospital, in a permanent position, the nurse shall be credited with seniority from date of hire subject to successfully completing her or his probationary period. The nurse shall be credited with xxxxx worked (hours worked for nurses whose regular hours of work are other than the standard work day) towards the probationary period provided in Article 10.01 (a) to a maximum of 30 tours (225 hours for nurses whose regular hours of work are other than the standard work day). The Hospital will outline to nurses hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such employment. (e) On confirmation by the Employment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SUB) Plan, a nurse who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four (84%) percent of the nurse's regular weekly earnings and the sum of her or his weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she or he is in receipt of Employment Insurance parental benefits and shall continue while the nurse is in receipt of such benefits for a maximum period of ten (10) weeks. The nurse's regular weekly earnings shall be determined by multiplying her or his regular hourly rate on her or his last day worked prior to the commencement of the leave times her or his normal weekly hours. The normal weekly hours for a part-time employee shall be calculated by using the same time period used for calculation of the Employment Insurance benefit (currently 26 weeks). The employee does not have any vested right except to receive payments for the covered employment period. The plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

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