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.
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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.
Sample 1
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
Sample 1
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 ...
Sample 1
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
Sample 1

Related to Commissioning parental leave

  • Paid Parental Leave Employees who meet the eligibility requirements of the Seattle Municipal Code Chapter 4.27, “Paid Parental Leave,” may take leave for bonding with their new 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

  • Extended Parental Leave An Extended Parental Leave (including adoption leave) is granted to a teacher and is for a period not to exceed two (2) years. The duration of the leave shall be subject to consultation between the Board and the teacher and the return date shall normally coincide with the beginning of a term.

  • 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.

  • 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 sixteen; and has not lived continuously with the employee for six 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

  • 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.

  • Parental Leave Allowance ‌ (a) An employee who qualifies for parental leave pursuant to Article 35.03, shall be paid a parental leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer proof of application and eligibility to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for parental leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan and subject to leave apportionment pursuant to Article 35.03(b), the parental leave allowance will consist of a maximum of ten (10) weekly payments, equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee, and seventy-five (75) percent of the employee’s basic pay.

  • 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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