Common use of General Conditions of Parental Leave Clause in Contracts

General Conditions of Parental Leave. (a) Unless it is impracticable, an employee will provide their supervisor with at least 10 weeks’ notice of the intention to take parental leave and at least 4 weeks’ notice of the date on which the parental leave will commence. (b) An employee who has taken maternity leave will not be eligible for partner leave in respect of the same child. (c) All forms of paid parental leave may be taken by either parent, except that where both parents are employed by the University, one employee’s paid adoption leave entitlement will be reduced by any period of paid adoption leave taken by the employee’s partner (including same-sex partner). (d) Appropriate certification relating to the birth or adoption of the child and, where appropriate, the employee’s legal responsibility must be produced if required by the University. (e) If requested by an employee, any paid portion of parental leave may be paid as a lump sum. (f) The University will consider any request by an employee pursuant to subclause 34.3(e) above and subclause 34.12(a) below having regard to the University’s circumstances and, provided the request is genuinely based on the employee’s parental responsibilities, may only refuse the request on reasonable grounds related to the effect on the work unit or the University’s business. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service.

General Conditions of Parental Leave. (a) Unless it is impracticable, an employee will provide their supervisor with at least 10 weeks’ notice of the intention to take parental leave and at least 4 weeks’ notice of the date on which the parental leave will commence. (b) An employee who has taken maternity leave will not be eligible for partner leave in respect of the same child. (c) All forms of paid parental leave may be taken by either parent, except that where both parents are employed by the University, one employee’s paid adoption leave entitlement will be reduced by any period of paid adoption leave taken by the employee’s partner (including same-sex partner). (d) Appropriate certification relating to the birth or adoption of the child and, where appropriate, the employee’s legal responsibility must be produced if required by the University. (e) If requested by an employee, any paid portion of parental leave may be paid as a lump sum. (f) The University will consider any request by an employee pursuant to subclause 34.3(e38.3(e) above and subclause 34.12(a38.12(a) below having regard to the University’s circumstances and, provided the request is genuinely based on the employee’s parental responsibilities, may only refuse the request on reasonable grounds related to the effect on the work unit or the University’s business. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service.

General Conditions of Parental Leave. (a) Unless it is impracticable, an employee will provide their supervisor with at least 10 ten (10) weeks’ notice of the intention to take parental leave and at least 4 four (4) weeks’ notice of the date on which the parental leave will commence. (b) An employee who has taken maternity leave will not be eligible for partner leave in respect of the same child. (c) All forms of paid parental leave may be taken by either parent, except that where both parents are employed by the University, one employee’s paid adoption leave entitlement will be reduced by any period of paid adoption leave taken by the employee’s partner (including same-sex gender partner). (d) Appropriate certification relating to the birth or adoption of the child and, where appropriate, the employee’s legal responsibility must be produced if required by the University. (e) If requested by an employee, any paid portion of parental leave may be paid as a lump sum. (f) The University will consider any request by an employee pursuant to subclause 34.3(e) above additional unpaid leave following parental leave and subclause 34.12(a34.4.8(a) below having regard to the University’s circumstances and, provided the request is genuinely based on the employee’s parental responsibilities, may only refuse the request on reasonable grounds related to the effect on the work unit or the University’s business. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service. (g) Absence on unpaid parental leave will count as service for long service leave purposes where the employee has completed ten (10) years of service with the University and the period of the unpaid parental leave taken is less than six (6) months. All other forms of unpaid leave will not count as service.