Common use of Entitlement and eligibility Clause in Contracts

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in respect of every child born to them or their partner; (b) in respect of every child under six years of age, where the employee becomes a primary carer for the child; (c) where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six years of age within a one-month period, for the purposes of these provisions the employee's entitlement shall be the same as if there were only one child. (a) Parental leave of up to twelve months is to be granted to employees with at least one year's service at the time of commencing leave. (b) Parental leave of up to six months is to be granted to employees with less than one year's service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) The maximum period of parental leave may be taken by either the employee exclusively or it may be shared between the employee and their partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) Pursuant to Part 3 (A) of the Act employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold test.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in respect of every child born to them or their partner; (b) in respect of every child under six years of age, where the employee becomes a primary carer for the child; (c) where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six years of age within a one-one month period, for the purposes of these provisions the employee's ’s entitlement shall be the same as if there were only one child. (a) Parental leave of up to twelve months is to be granted to employees with at least one year's ’s service at the time of commencing leave. (b) Parental leave of up to six months is to be granted to employees with less than one year's ’s service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) The maximum period of parental leave may be taken by either the employee exclusively exclusively, or it may be shared between the employee and their her/his partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) Pursuant to Part 3 (A) of the Act Act, employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold testtest is met.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in respect of every child born to them or their partner; (b) in respect of every child under six years of age, where the employee becomes a primary carer for the child; (c) where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six years of age within a one-one month period, for the purposes of these provisions the employee's ’s entitlement shall be the same as if there were only one child. Note: Whāngai arrangements are included in situations where the employee becomes a primary carer for a child or two or more children. (a) Parental leave of up to twelve months is to be granted to employees with at least one year's ’s service at the time of commencing leave. (b) Parental leave of up to six months is to be granted to employees with less than one year's ’s service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) The maximum period of parental leave may be taken by either the employee exclusively exclusively, or it may be shared between the employee and their her/his partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) Pursuant to Part 3 (A) of the Act Act, employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold testtest is met.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in respect of every child born to them or their partner; (b) in respect of every child under six years of age, where the employee becomes a primary carer for the child; (c) where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six years of age within a one-one month period, for the purposes of these provisions the employee's ’s entitlement shall be the same as if there were only one child. (a) Parental leave of up to twelve months is to be granted to employees with at least one year's ’s service at the time of commencing leave. (b) Parental leave of up to six months is to be granted to employees with less than one year's ’s service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) The maximum period of parental leave may be taken by either the employee exclusively or it may be shared between the employee and their partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) Pursuant to Part 3 (A) of the Act employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold test.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in respect of every child born to them or their partner; (b) in respect of every child under six years of age, where the employee becomes a primary carer for the child; (c) where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six years of age within a one-one month period, for the purposes of these provisions the employee's ’s entitlement shall be the same as if there were only one child. Note: Whāngai arrangements are included in situations where the employee becomes a primary carer for a child or two or more children.” (a) Parental leave of up to twelve months is to be granted to employees with at least one year's ’s service at the time of commencing leave. (b) Parental leave of up to six months is to be granted to employees with less than one year's ’s service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) The maximum period of parental leave may be taken by either the employee exclusively exclusively, or it may be shared between the employee and their her/his partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) Pursuant to Part 3 (A) of the Act Act, employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold testtest is met.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) a. in respect of every child born to them or their partner; (b) b. in respect of every child under six (6) years of age, where the employee becomes a primary carer for the child; (c) c. where two (2) or more children are born at the same time or where the employee becomes a primary carer for two (2) or more children under six (6) years of age within a one-one (1) month period, for the purposes of these provisions the employee's ’s entitlement shall be the same as if there were only one child. (a) a. Parental leave of up to twelve (12) months is to be granted to employees with at least one year's years service at the time of commencing leave. (b) b. Parental leave of up to six (6) months is to be granted to employees with less than one year's years service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) c. The maximum period of parental leave may be taken by either the employee exclusively exclusively, or it may be shared between the employee and their her/his partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) d. Pursuant to Part 3 (A) of the Act Act, employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold testtest is met.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in respect of every child born to them or their partner; (b) in respect of every child under six years of age, where the employee becomes a primary carer for the child; (c) where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six years of age within a one-one month period, for the purposes of these provisions the employee's entitlement shall be the same as if there were only one child. (a) Parental leave of up to twelve months is to be granted to employees with at least one year's service at the time of commencing leave. (b) Parental leave of up to six months is to be granted to employees with less than one year's service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) The maximum period of parental leave may be taken by either the employee exclusively or it may be shared between the employee and their partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) Pursuant to Part 3 (A) of the Act employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold test.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in respect of every child born to them or their partner; (b) in respect of every child under six 6 years of age, where the employee becomes a primary carer parent for the child; (c) where . Where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six 6 years of age within a one-one month period, for the purposes of these provisions the employee's ’s entitlement shall will be the same as if there were only one child. (a) Parental leave of up to twelve 12 months is to be granted to employees with at least one year's ’s service at the time of commencing leave. (b) Parental leave of up to six 6 months is to be granted to employees with less than one year's ’s service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) Lakes DHB. The maximum period of parental leave may be taken by either the employee exclusively or it may be shared between the employee and their his/her partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employerLakes DHB. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer Lakes DHB and the employee. (d) . Pursuant to Part 3 (A) of the Act Act, employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold test.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in respect of every child born to them or their partner; (b) in respect of every child under six years of age, where the employee becomes a primary carer parent for the child; (c) ; I where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six years of age within a one-one month period, for the purposes of these provisions the employee's ’s entitlement shall be the same as if there were only one child. (a) Parental leave of up to twelve months is to be granted to employees with at least one year's ’s service at the time of commencing leave. (b) Parental leave of up to six months is to be granted to employees with less than one year's ’s service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) The maximum period of parental leave may be taken by either the employee exclusively or it may be shared between the employee and their partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) Pursuant to Part 3 (A) of the Act employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold test.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in In respect of every child born to them or their partner; (b) in In respect of every child under six years of age, where the employee becomes a primary carer parent for the child; (c) where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six years of age within a one-one month period, for the purposes of these provisions the employee's entitlement shall be the same as if there were only one childonechild. (a) Parental leave of up to twelve months is to be granted to employees with at least one year's service at the time of commencing ofcommencing leave. (b) Parental leave of up to six months is to be granted to employees with less than one year's service at the time of commencing ofcommencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) The maximum period of parental leave may be taken by either the employee exclusively or it may be shared between the employee and their partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) Pursuant to Part 3 (A) of the Act employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold test.

Entitlement and eligibility. Provided that the employee assumes or intends to assume the primary care as defined in the Act, or is the primary carer or partner of a primary carer, the entitlement to parental leave is: (a) in respect of every child born to them or their partner; (b) in respect of every child under six years of age, where the employee becomes a primary carer for the child; (c) where two or more children are born at the same time or where the employee becomes a primary carer for two or more children under six years of age within a one-month period, for the purposes of these provisions the employee's entitlement shall be the same as if there were only one child. (a) Parental leave of up to twelve months is to be granted to employees with at least one year's service at the time of commencing leave. (b) Parental leave of up to six months is to be granted to employees with less than one year's service at the time of commencing leave. Provided that the length of service for the purpose of this clause means the aggregate period of service, whether continuous or intermittent, in the employment of the employer. (c) The maximum period of parental leave may be taken by either the employee exclusively or it may be shared between the employee and their partner either concurrently or consecutively. This applies whether or not one or both partners are employed by the employer. The parental leave may be taken in more than one continuous period, with the start and finish dates of each additional period, and any extension of parental leave past the anniversary date of the commencement of parental leave, to be agreed between the employer and the employee. (d) Pursuant to Part 3 (A) of the Act employees who are not entitled to primary carer leave may request a period of negotiated carer leave from their employment. Negotiated carer leave may enable the employee to receive parental leave payments from IRD if they meet the parental leave payment threshold test.