Grant of Leave. The Board shall grant Child Bearing/Child Rearing leaves to all employees who are eligible. The leave shall be for a reasonable period of time.
Grant of Leave. An employee with one (1) or more years of seniority can request an unearned sick leave extension of 210/240 hours maximum during a single year. This 210/240 hour extension will not be granted until the employee has used all earned and anticipated sick, vacation, personal leave and compensatory time. Under unusual circumstances, if approved by the Administrative Officer and Director of Human Resources, an employee can request an advance of unearned sick leave beyond the limits as prescribed by this rule. An employee with less than one (1) year seniority can receive an extension only on an exception basis, subject to the approval of the Director of Human Resources. The employee will first use all accrued sick, vacation, personal leave and compensatory time and, in addition, may be granted the employee's anticipated balance before the extension is granted. A probationary employee cannot receive unearned sick leave extensions, but may, under certain circumstances, be granted the employee's anticipated balance while on probation. Sick leave extension is granted for one (1) physician-certified illness or injury only. Any balance of the total amount granted which is unused returns to the County and a subsequent request for unearned sick leave must be processed as a new extension, subject to the 210/240 hour maximum annually.
Grant of Leave. Leave without pay for a period of up to six (6) months may be granted to an employee for unusual, imperative, medical or educational reasons, if no other leave program is available, provided that the employee secures the approval of the appropriate manager prior to commencing such leave. An employee on leave under this section may continue participation in the employee insurance plan, provided the employee pays the full cost of all premiums. An employee on leave under this section may not contribute to the retirement system.
Grant of Leave. Where an employee on maternity leave applies for paid leave at any time after the expiration of the required absence, and is eligible for that leave, the application will be granted. An employee who is pregnant is required to be absent from duty six weeks before the expected date of confinement until eight weeks after the actual date of birth of the child, unless the employee provides a doctor’s certificate declaring that the employee is fit to either continue or return to duty and ANSTO gives permission in writing. In cases where an employee is confined earlier than six weeks before the expected date of birth the required absence commences on the date of birth and continues for eight weeks with the 52 week period of maternity leave absence commencing from the date of confinement. Periods of paid leave during maternity leave will count as service for all purposes. For employees with less than twelve months’ qualifying service, the first twelve weeks of maternity leave will count as service for all purposes, whether or not the leave is with pay. Otherwise, periods of unpaid maternity leave will not count as service for any purpose but do not break an employee’s continuity of service.
