Child Birth/Adoption Sample Clauses

Child Birth/Adoption. An IAA principal or administrative xxxx giving birth shall be able to use accumulated sick leave/PTO for the duty days during the six to eight continuous calendar weeks (doctor’s normal prescribed time period of disability due to childbirth) following the delivery of the child. An IAA principal or administrative xxxx adopting a child may use up to six (6) continuous calendar weeks/thirty (30) continuous days of accumulated sick leave and/or PTO following the adoption of a child. Non-duty days, such as breaks, holidays, summer and weekends are included in the determination of the six to eight continuous calendar weeks. Accumulated sick leave may not be used on non-duty days.
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Child Birth/Adoption. Leave will be granted for up to 6 calendar months if requested. Employee will accrue seniority during the child birth/adoption leave. Disability caused by pregnancy shall be treated as any other temporary illness. Therefore, an employee must use available sick time while on pregnancy leave, while she is considered medically disabled (generally 6-8 weeks). Vacation, compensatory, and personal leave time may also be used at the employee's election, if sick time is not appropriate, or when sick time is not available, once FMLA has been exhausted. Total time to be allowed including FMLA and use of accrued banked time shall not exceed six (6) months.
Sample 1
Child Birth/Adoption. An IAA principal or administrative xxxx giving birth shall be able to use accumulated sick leave/PTO for the duty days during the six to eight continuous calendar weeks (doctor’s normal prescribed time period of disability due to childbirth) following the delivery of the child. An IAA principal or administrative xxxx adopting a child may use up to six (6) continuous calendar weeks/thirty (30) continuous days of accumulated sick leave and/or PTO following the adoption of a child. Non-duty days, such as breaks, holidays, summer and weekends are included in the determination of the six to eight continuous calendar weeks. Accumulated sick leave may not be used on non-duty days. Up to ten (10) consecutive accumulated sick leave/PTO days may be granted to an IAA principal or administrative xxxx whose spouse gives birth immediately following the birth of the child and to the adoptive parent (secondary caregiver) following the adoption of a child. Non-duty days such as breaks, holidays, and summer will be considered in the determination of the number of the accumulated sick leave/PTO days granted for reasons of childbirth and adoption.
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Child Birth/Adoption. A principal/assistant principal giving birth shall be able to use accumulated sick leave for the duty days during the six to
Sample 1
Child Birth/Adoption. Each employee shall be entitled to a leave of absence for the period of time required to be absent for reasons of pregnancy, childbirth, adoption or conditions related thereof as outlined below. 1) The female employee shall be entitled to use accumulated sick leave on the same basis provided for any other illness or injury. 2) The period of leave, including the date upon which the leave shall begin and end, shall be determined by the female employee and her doctor. A statement from the female employee’s doctor as to the beginning and ending dates of such leave shall be filed with the Superintendent. 3) The date of the female employee’s return to service shall be based on her doctor’s analysis, a written statement from the employee’s physician of the employee’s physical ability to render service and the absence of physical disability. 4) For a female employee wishing to use the leave provisions of this Article for adoption purposes, the number of days is limited to 10 sick leave days. A statement from the female employee stating the beginning and ending dates of the leave shall be filed with the Superintendent. 5) For a male employee wishing to use the leave provisions of this Article, the number of days is limited to 10 sick leave days. A statement from the male employee stating the beginning and ending dates of the leave shall be filed with the Superintendent. 6) In the event an employee desires an unpaid leave of absence for the adoption of a child, or for the continued child care after birth or adoptions, the employee may apply for child rearing leave by submitting a written request to the Superintendent. The time allowed for such leave shall be based upon such aspects as time of the school year, the availability of qualified substitute personnel and the specialized requirements of the individual students and the program in general.
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Child Birth/Adoption. After 1 year of service an employee shall receive 1 day off with pay for a ch1ld born or adopted into the family. This day must be taken within ten days of the date of the addition.
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Child Birth/Adoption. A principal/assistant principal giving birth shall be able to use accumulated sick leave for the duty days during the six to eight continuous calendar weeks (doctor’s normal prescribed time period of disability due to childbirth) following the delivery of the child. A principal/assistant principal adopting a child may use up to six (6)continuous calendar weeks/thirty (30) continuous days of accumulated sick leave and/or personal days following the adoption of a child. Non-duty days, such as breaks, holidays, summer and weekends are included in the determination of the six to eight continuous calendar weeks. Accumulated Sick Leave may not be used on non-duty days.
Sample 1
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Child Birth/Adoption. A principal/assistant principal giving birth shall be able to use accumulated sick leave for the duty days during the six to eight continuous calendar weeks (doctor’s normal prescribed time period of disability due to childbirth) following the delivery of the child. A principal/assistant principal adopting a child may use up to six (6)continuous calendar weeks/thirty (30) continuous days of accumulated sick leave and/or
Sample 1
Child Birth/Adoption. An administrative xxxx giving birth shall be able to use accumulated sick leave/PTO for the duty days during the six to eight continuous calendar weeks (doctor’s normal prescribed time period of disability due to childbirth) following the delivery of the child. An administrative xxxx adopting a child may use up to six (6) continuous calendar weeks/thirty (30) continuous days of accumulated sick leave and/or PTO following the adoption of a child. Non-duty days, such as breaks, holidays, summer and weekends are
Sample 1

Related to Child Birth/Adoption

  • Pregnancy/Parental/Adoption Leave Pregnancy Leave will be in accordance with the current Employment Standards Act (Pregnancy and Parental Leave) at the time of application. (See Appendix A)

  • Birth Mother A pregnant employee shall be entitled to up to seventeen (17) consecutive weeks of maternity leave and up to thirty-five (35) consecutive weeks of parental leave, all without pay. The parental leave must immediately follow the maternity leave. In the event the birth mother dies or is totally disabled, an employee who is the father of the child shall be entitled to both maternity and parental leave without pay.

  • Parental/Adoption Leave a) A full-time or regular-part time nurse who commenced employment with the Employer at least thirteen (13) weeks before the expected date of delivery or date of custody of a child and is a parent, shall be entitled to thirty seven (37) weeks of parental or adoption leave of absence without pay, in accordance with the provisions of the Employment Standards Act of Ontario, except as amended in this Article. b) The nurse shall advise the Employer in writing seven (7) weeks in advance, but not later than two (2) weeks in advance, of the date the parental/adoption leave is to commence and end. Such leave must commence no later than thirty-five (35) weeks after the child was born or came into the custody, care or control of the parent. c) The nurse shall re-confirm her intention to return to work or may request changes to dates originally approved in subsection b) above by written notification to be received by the Employer at least seven (7) weeks in advance thereof. The nurse shall be reinstated to her former position unless the position has been discontinued in which case she shall be placed in a comparable position. d) A full-time nurse’s seniority, vacation and sick leave shall continue to accrue during parental and adoption leave. However, the nurse will not be paid for named holidays occurring during such leaves of absence. A regular part-time nurse who is on an approved parental/adoption leave shall accrue seniority while on such leave, calculated on the basis of averaging her hours over the twenty (20) week period immediately preceding the week in which her leave commences. e) During the nurse's parental or adoption leave, the nurse shall continue to participate in the pension plan and insured benefit plans (applicable to full-time nurses only) she is enrolled in immediately prior to commencing her leave, unless she gives the Employer seven (7) weeks advance written notice before her leave is to commence that she does not intend to do so. The nurse shall be required to prepay her share of any premiums and pension contributions. f) A nurse returning from parental/adoption leave shall be paid at the same step in salary scale that she had attained prior to going on such leave of absence. Should an anniversary increment fall during such leave of absence, the nurse shall receive her anniversary increment upon her return to employment. g) Nurses hired to replace nurses who are on approved parental/adoption leave, may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Employer, the nurse shall be credited with seniority from her date of hire subject to successfully completing her probationary period.

  • Medicaid Enrollment Treatment Grantees shall enroll as a provider with Texas Medicaid and Healthcare Partnership (TMHP) and all Medicaid Managed Care organizations in Grantee’s service region within the first quarter of this procurement term and maintain through the procurement term.

  • Maternity/Paternity/Adoption Leave An Employee who is expecting the birth or adoption of a child shall be entitled to maternity/paternity/adoption leave without pay, provided she presents a medical certificate confirming the probable date of confinement, or in the case of adoption, gives the Employer notice of eligibility. Except in extenuating circumstances, the notice shall be submitted in writing at least twenty-eight (28) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave. The following conditions shall apply: (a) Leave of Absence for maternity/paternity/adoption shall be for up to eighteen (18) months as requested by the Employee, except in extenuating circumstances when, in the opinion of a medical practitioner, the leave should be further extended. (b) Upon return from such leave, the Employee will resume employment at the same worksite, in the same or in a comparable position prior to the granting of such leave. In the event the Employee on Maternity/Paternity/Adoption Leave is affected by lay off, she shall be afforded access to the provisions of Article 26, Layoff And Work Resumption. (c) Notice of intention to return to work or request for a change of the length of the leave of absence, must be forwarded to the Employer twenty-eight (28) days prior to the expiration of the leave. The Employee shall be entitled to one (1) extension of said leave. However, the entire length of such leave of absence shall not exceed eighteen (18) months. (d) An Employee shall have access to sick leave credits as per Article 12.07. (e) Accrual of seniority when on such leave is calculated as follows: (i) For full-time Employees, seniority shall accrue as if they were working. (ii) For other than full-time Employees who have worked for one (1) year or more: 52 Week of Leave (iii) For other than full-time Employees who have worked for less than one (1) year: (f) Supplemental Employment Insurance Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB) The Employer will implement a Supplemental Employment Benefits Plan. Employees will receive the Supplementary Employment Benefits if they meet eligibility requirements. Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB) shall apply to all Employees.

  • Pregnancy, Parental and Adoption Leave The Board provides pregnancy, parental and adoption leave for employees for such period before and after delivery or adoption of a child as will serve the interest of the students, the Board and the employee concerned, and in conformity with the requirements of the Employment Standards Act. Pregnancy is regarded as a normal health condition and not as sickness. No distinction is made between illness resulting from pregnancy and other types of illness for the purpose of sick leave coverage.

  • Special Enrollment a. KFHPWA will allow special enrollment for persons: 1) Who initially declined enrollment when otherwise eligible because such persons had other health care coverage and have had such other coverage terminated due to one of the following events: • Cessation of employer contributions. • Exhaustion of COBRA continuation coverage. • Loss of eligibility, except for loss of eligibility for cause. 2) Who initially declined enrollment when otherwise eligible because such persons had other health care coverage and who have had such other coverage exhausted because such person reached a lifetime maximum limit. KFHPWA or the Group may require confirmation that when initially offered coverage such persons submitted a written statement declining because of other coverage. Application for coverage must be made within 31 days of the termination of previous coverage. b. KFHPWA will allow special enrollment for individuals who are eligible to be a Subscriber and their Dependents (other than for nonpayment or fraud) in the event one of the following occurs: 1) Divorce or Legal Separation. Application for coverage must be made within 60 days of the divorce/separation. 2) Cessation of Dependent status (reaches maximum age). Application for coverage must be made within 30 days of the cessation of Dependent status. 3) Death of an employee under whose coverage they were a Dependent. Application for coverage must be made within 30 days of the death of an employee. 4) Termination or reduction in the number of hours worked. Application for coverage must be made within 30 days of the termination or reduction in number of hours worked. 5) Leaving the service area of a former plan. Application for coverage must be made within 30 days of leaving the service area of a former plan. 6) Discontinuation of a former plan. Application for coverage must be made within 30 days of the discontinuation of a former plan. c. KFHPWA will allow special enrollment for individuals who are eligible to be a Subscriber and their Dependents in the event one of the following occurs: 1) Marriage. Application for coverage must be made within 31 days of the date of marriage. 2) Birth. Application for coverage for the Subscriber and Dependents other than the newborn child must be made within 60 days of the date of birth. 3) Adoption or placement for adoption. Application for coverage for the Subscriber and Dependents other than the adopted child must be made within 60 days of the adoption or placement for adoption. 4) Eligibility for premium assistance from Medicaid or a state Children’s Health Insurance Program (CHIP), provided such person is otherwise eligible for coverage under this EOC. The request for special enrollment must be made within 60 days of eligibility for such premium assistance. 5) Coverage under a Medicaid or CHIP plan is terminated as a result of loss of eligibility for such coverage. Application for coverage must be made within 60 days of the date of termination under Medicaid or CHIP. 6) Applicable federal or state law or regulation otherwise provides for special enrollment.

  • Enrolled Nurse (With Notation) Pay point 4 (a) Pay point 4 refers to the pay point to which an EN has been appointed.

  • Public Employees Retirement System “PERS”) Members.

  • 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.

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