Childcare upon Return from Parental Leave Sample Clauses

Childcare upon Return from Parental Leave. 42.17.1 The University is committed to being a family-friendly workplace and will endeavour to give flexibility in work hours and in child-feeding break periods, provided that required absences will be negotiated with the Staff Member’s Line Manager. 42.17.2 A Staff Member with parental responsibilities will, in the first 12 months of returning from parental leave, be entitled to paid leave of up to 1 hour per day for childcare assistance, or any greater period as negotiated with their Line Manager.

Childcare upon Return from Parental Leave. The University is committed to being a family- friendly workplace and will endeavour to give flexibility in work hours and in child-feeding break periods, provided that required absences will be negotiated with the Staff Member’s Line Manager. A Pursuant to clause 41.17.1 a Staff Member with parental responsibilities will, in the first 12 months of returning from parental leave, be entitled to a paid leave period of up to 1 hour per day, or any greater period as negotiated with their Line Manager. Leave Without Pay (LWOP)‌ 45.142.1 A Staff Member may be granted LWOP, subject to the approval of their Line Manager.

Childcare upon Return from Parental Leave. The University is committed to being a family-friendly workplace and will endeavour to give flexibility in work hours and in child-feeding break periods, provided that required absences will be negotiated with the Staff Member’s Line Manager. Pursuant to clause 41.17.1 a Staff Member with parental responsibilities will, in the first 12 months of returning from parental leave, be entitled to a paid period of up to 1 hour per day, or any greater period as negotiated with their Line Manager. Leave Without Pay (LWOP)‌ 42.1 A Staff Member may be granted LWOP, subject to the approval of their Line Manager. 42.2 The Line Manager will consider a Staff Member’s application for LWOP: based upon the merits of the application and the operational requirements of the Staff Member’s Faculty, School or Area; and normally, only if a Staff Member has exhausted all annual leave and LSL entitlements. 42.3 The Line Manager will provide the Staff Member with any refusal of LWOP in writing, at which time the Staff Member may appeal the Line Manager’s decision with the Director, People and Culture. 42.4 The Director, People and Culture will confer with the Line Manager, and respond in writing to the appellant within 10 workings days of lodgement of the appeal. 42.5 A Staff Member may apply for additional LWOP, provided that: a Staff Member who is to be granted a total continuous period of LWOP in excess of 12 months may be required to relinquish their substantive position; and where the Staff Member returns to the University after the period of LWOP, the University will provide the Staff Member with a suitable position at the same classification to that which they occupied prior to the LWOP. 42.6 Any continuous period of LWOP in excess of 10 working days will not count as Continuous Service for the purposes of this Agreement, but will not constitute a Break in Service. 42.7 A Staff Member who applies for LWOP is expected to have considered the implications of this leave on any other benefit to which they are entitled, or may be receiving.

Childcare upon Return from Parental Leave. The Guild is committed to being a family friendly workplace and will endeavour to give flexibility in work hours and in child-feeding break periods, provided that required absences will be negotiated with the staff member’s Line Manager and the General Manager.