Commissioning parental leave Sample Clauses
Commissioning parental leave. 9.16.1 An employee, who is a commissioning parent in a surrogate motherhood agreement is entitled to –
9.16.1.1 commissioning parental leave of at least 10 (ten) weeks consecutively; or
9.16.1.2 the parental leave referred to above.
9.16.2 An employee may commence commissioning parental leave on the date a child is born as a result of a surrogate motherhood agreement.
9.16.3 An employee must notify an employer in writing, unless the employee is unable to do so, of the date on which the employee intends to –
9.16.3.1 commence commissioning parental leave; and
9.16.3.2 return to work after commissioning parental leave.
9.16.4 Notification of the above must be given at least one month before –
9.16.4.1 a child is expected to be born as a result of a surrogate motherhood agreement; or
9.16.4.2 if it is not reasonably practicable to do so, as soon as is reasonably practicable.
9.16.5 If a surrogate motherhood agreement has two commissioning parents, one of the commissioning parents may apply for commissioning parental leave and the other commissioning parent may apply for the parental leave above: Provided that the selection of choice must be exercised at the option of the two commissioning parents.
Commissioning parental leave. 6.7.1 The employee, who is a commissioning parent in a surrogate motherhood agreement, is entitled to commissioning parental leave of at least ten (10) weeks consecutively or the parental leave.
6.7.2 The employee will provide proof to the employer of the employees’ spouse approved leave, if employed, in order to determine the employees’ entitlement to the ten (10) weeks commissioning parental leave.
6.7.3 The employee may commence commissioning parental leave on the date a child is born as a result of a surrogate motherhood agreement.
6.7.4 The employee must notify the employer in writing at least one month in advance of the date on which the employee intends to commence commissioning parental leave and return to work aGer commissioning parental leave.
6.7.5 The payment of commissioning parental benefits will be unpaid and will be regulated in terms of the provisions of the Unemployment Insurance Act.
Commissioning parental leave. 7.7.1 An employee who is a parent in terms of a surrogate motherhood agreement is entitled12 to unpaid commissioning parental leave of at least
7.7.1. 1 Ten (10) consecutive weeks, or
Commissioning parental leave. 6.7.1 The employee, who is a commissioning parent in a surrogate motherhood agreement, is entitled to commissioning parental leave of at least ten (10) weeks consecutively or the parental leave.
6.7.2 The employee will provide proof to the employer of the employees’ spouse approved leave, if employed, in order to determine the employees’ entitlement to the ten (10) weeks commissioning parental leave.
6.7.3 The employee may commence commissioning parental leave on the date a child is born as a result of a surrogate motherhood agreement.
6.7.4 The employee must notify the employer in writing at least one month in advance of the date on which the employee intends to commence commissioning parental leave and return to work after commissioning parental leave.
6.7.5 The payment of commissioning parental benefits will be unpaid and will be regulated in terms of the provisions of the Unemployment Insurance Act. ATTACHMENTS AND ANNEXURES AVAILABILITY OF DOCUMENTS OF EMPLOYMENT The documents listed below form part of the Employee’s conditions of employment: declaration of duties (Annexure “A”); restraint of trade agreement (Annexure “B”); disciplinary code and procedure; incapacity policy and procedure; grievance procedure; internet and e-mail policy; smoking policy; sexual harassment policy; and HIV/AIDS policy. The contents of the aforementioned, excluding the contents of Annexure “B”, may be amended from time to time either by statute, due to case law (judiciary authority), or where applicable, at the discretion of the Employer and as dictated by operational requirements. LOSS OF AND DAMAGE TO PROPERTY/MISREPRESENTATION/ACTIONS OUTSIDE THE EMPLOYEE’S MANDATE LOSS AND DAMAGE TO PROPERTY
Commissioning parental leave. 19.1. Any full-time female/male employee qualifies for commissioning parental leave if they are a commissioning parent in a surrogate motherhood agreement.
19.2. Employees are entitled to a maximum of ten (10) weeks’ unpaid commissioning parental leave.
19.3. A doctor’s certificate estimating the date of birth must be supplied one (1) month before the expected date of birth.
19.4. The Employee is required to notify the Company in writing, and provide the Company with a valid medical certificate at least two (2) weeks before proceeding on commissioning parental leave, of the date on which the Employee intends to:
19.4.1 Commence commissioning parental leave.
19.4.2 Return to work after commissioning parental leave.
19.5. Shorter notice may be given if it is not reasonably practical to give the required notice period.
19.6. If a surrogate motherhood agreement has two commissioning parents, one of the commissioning parents may apply for commissioning parental leave and the other commissioning parent may apply for parental leave.
20.1. In general, should the employee fall ill (whether due to pregnancy complications or illness not connected with pregnancy) during maternity, parental, adoption, and commissioning parental leave, the illness shall be regarded as forming part of such leave and the leave shall not be extended. In other words, no sick leave can be taken in this period. The Company’s hours of work are forty-five (45) hours per week and/ or one hundred and ninety-five (195) hours per month as per the Basic Conditions of Employment Act. The hours can be distributed as per the discretion of the Company to manage the business to the best of its ability, taking the nature of the business into account. In the event where an Employee works any time exceeding the forty-five (45) hour working week, the Employee will be remunerated for these hours in accordance with the Basic Conditions of Employment Act. Operating hours of the Company are as follow: Monday – Thursday: _____________ Fridays _____________ Saturdays: _____________ The prescribed breaks during the working day of an Employee will be structured as follows: The Employee is entitled to a sixty (60) minute lunch break daily. The Employee is required to work overtime, if and whenever required by the Company, at the discretion of the Company, and may not refuse to work such overtime. The Company undertakes to give Employees reasonable prior notice in respect of overtime to be worked, save in exceptional ...