Entitlements - Paid Parental Leave Sample Clauses

Entitlements - Paid Parental Leave. An employee has a basic entitlement to 52 weeks of unpaid parental leave. Within that 52 week period, a continuing or fixed term employee commencing parental leave after the commencement of this Agreement may, if eligible, take one type of paid parental leave in accordance with the following tables: Commencement of employment up to 5 years of continuous service = 26 weeks (full pay) 5 years or more of continuous service = 36 weeks (full pay) 52 weeks in total Commencement date may be up to 20 weeks prior to expected date of delivery/placement • By agreement with the University may be taken in more than one consolidated period. • Some or all of the leave may be taken at half pay (up to maximum of 52 weeks). • Annual leave accrues on proportional basis of the full-time entitlement where maternity leave is taken at half pay. • If a full-time employee has converted to fractional-time employment prior to going on maternity leave for reasons related to the pregnancy, she will be paid at the full-time rate of pay. • In addition, an employee may apply to the University for additional unpaid leave. • Taken by the birth mother but can be shared if both parents work at UNSW. Commencement of employment up to 5 years of continuous service = 26 weeks (full pay) 5 years or more of continuous service = 36 weeks (full pay) The paid leave entitlement will be reduced by any other paid parental leave entitlement of the employee under this subclause 39.5.1 and any paid parental leave (or similar) leave entitlement taken by the employee’s partner and/ or other parent of the child. From the date of birth of the child, subject to eligibility, and up to 52 weeks after the birth. • The employee must be in paid employment with the University or on paid leave from the University immediately prior to taking the leave. • The employee must be the primary carer of the child, that is, the parent who principally meets the daily needs of a child, which includes feeding, dressing, bathing and supervision for the duration of the leave. • In addition, the employee’s partner and/or other parent of the child must be: • working on a continuing, fixed-term, casual or contractual basis and not on any form of paid (other than sick or compassionate leave or other leave approved in advance by the Head of Human Resources) or unpaid leave (other than partner leave in relation to the child); or • enrolled with an officially recognised education provider and studying on a full-time basis; or • otherwise u...
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Entitlements - Paid Parental Leave. An employee has a basic entitlement to 52 weeks of unpaid parental leave. Within that 52 week period, an employee commencing parental leave after the commencement of this Agreement may take paid parental leave in accordance with the following table: Maternity Commencement of employment up to 5 years of continuous service = 26 weeks (full pay) 5 years or more of continuous service = 36 weeks (full pay) 52 weeks in total Commencement date may be up to 20 weeks prior to expected date of delivery/placement  By agreement with the University may be taken in more than one consolidated period.  Some or all of the leave may be taken at half pay (up to maximum of 52 weeks).  Annual leave accrues on proportional basis of the full time entitlement where maternity leave is taken on a part time basis.  If a full-time employee has converted to fractional employment prior to going on maternity leave for reasons related to the pregnancy, she will be paid at the full-time rate of pay.  In addition, an employee may apply to the University for additional unpaid leave.  Taken by the birth mother but can be shared if both parents work at UNSW. Adoption - child under 5 years Commencement of employment up to 5 years of continuous service = 26 weeks (full pay - for child under 5 years) 52 weeks in total Commencement from date of placement of child  Adoption leave may not be accessed for a child who has been living with the partner (including same gender partner) of an employee prior to the employee adopting the child. 5 years or more continuous service = 36 weeks (full pay - for child under 5 years)  Some or all of the leave may be taken at half pay (up to maximum of 52 weeks).  In addition, an employee may apply to the University for additional unpaid leave.  Can be shared if both parents work at UNSW. Adoption – child 5 years or older 2 weeks (full pay) or 4 weeks (half pay) 52 weeks unpaid leave minus any paid leave entitlement.  By agreement with the University, such leave may be taken in more than one consolidated period. Xxxxxx Parent 3 weeks (full pay) (for child under 5 years) 2 weeks (full pay) (for child 5 years and over) 52 weeks unpaid leave minus any period of paid leave from the time that a xxxxxx child enters the employee’s care on a long term placement Partner (including same gender partner) 2 weeks (full pay) Commencement may be up to 3 weeks prior to the expected birth and up to 3 months after the birth  In addition, an employee whose partner has give...
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Entitlements - Paid Parental Leave. An employee has a basic entitlement to 52 weeks of unpaid parental leave. Within that 52 week period, a continuing or fixed term employee commencing parental leave after the commencement of this Agreement may, if eligible, take one type of paid parental leave in accordance with the following tables:
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Related to Entitlements - Paid Parental Leave

  • Paid Parental Leave In addition, if the Employee is entitled to paid parental leave under the Paid Parental Leave Act 2010 (Cth) (PPL Act) as the primary carer of the child:

  • 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 five (5); and has not lived continuously with the employee for six (6) 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 (10) weeks. The nurse's regular weekly earnings shall be determined by multiplying her or his regular hourly rate on her or his last day worked prior to the commencement of the leave times her or his normal weekly hours. The normal weekly hours for a part-time employee shall be calculated by using the same time period used for calculation of the Employment Insurance benefit (currently 26 weeks). The employee does not have any vested right except to receive payments for the covered employment period. The plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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

  • Purchased Leave Notwithstanding any other provision of this Agreement, an employee may, with the agreement of the employer, work between 44 weeks and 51 weeks per year. Access to this entitlement may only be granted on application from an employee and cannot be required as a precondition for employment. Where the employer and employee agree to a reduction in the number of working weeks the employee will receive additional annual leave as follows: 44/52 weeks Additional 8 weeks' leave 12 weeks in total 45/52 weeks Additional 7 weeks' leave 11 weeks in total 46/52 weeks Additional 6 weeks' leave 10 weeks in total 47/52 weeks Additional 5 weeks' leave 9 weeks in total 48/52 weeks Additional 4 weeks' leave 8 weeks in total 49/52 weeks Additional 3 weeks' leave 7 weeks in total 50/52 weeks Additional 2 weeks' leave 6 weeks in total 51/52 weeks Additional 1 weeks' leave 5 weeks in total The employee will receive a salary equal to the period worked (i.e. 46 weeks, 49 weeks) which will be spread over a 52 weeks period and accrual of sick leave and long service leave by the employee shall remain unchanged. As an alternative to entering into this arrangement, the employee may request that one or more weeks of their recreation leave entitlement each be converted to two weeks leave on half pay. The employer will endeavour to accommodate employee requests for arrangements under this clause, and where such requests are granted will make proper arrangements to ensure that the workloads of other employees are not unduly affected and that excessive overtime is not required to be performed by other employees as a result of these arrangements. An employee may revert to ordinary 52 week employment by giving the employer no less than four weeks written notice. Where an employee reverts to 52-week employment in this way, appropriate pro rata salary adjustments will be made.

  • 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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