Leave for Employees with Child Care Responsibilities. Every employee is entitled to and shall be granted a leave of absence as follows:
(1) Where an employee provides the Employer with a certificate of a qualified medical practitioner certifying that she is pregnant, that employee is entitled to, and shall be granted a leave of absence from employment of up to 17 weeks, which may commence not earlier than 11 weeks prior to the estimated date of her confinement and end not later than 17 weeks following the actual day of confinement.
(2) Where an employee has or will have the actual care and custody of a newborn child, that employee is entitled to and shall be granted a leave of absence from employment of up to 37 weeks commencing, as the employee elects,
(i) in the case of a female employee,
(a) on the expiration of any leave of absence from employment taken by her under paragraph (1) above,
(b) on the day the child is born, or
(c) on the day the child comes into her actual care and custody.
(ii) in the case of a male employee,
(a) on the expiration of any leave of absence from employment taken in respect of the child by a female employee under paragraph (1) above,
(b) on the expiration of any leave of absence from employment taken in respect of the child by a female employee who is entitled to such leave on account of her pregnancy under the laws of a province,
(c) on the day the child is born, or
(d) on the day the child comes into his actual care and custody.
(iii) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an Order under the laws of a province for the adoption of a child, that employee is entitled to and shall be granted a leave of absence from employment of up to 37 weeks commencing on the day the child comes into the employee's care. CTV Ottawa/ONG
(3) Where both parents work in a business governed by the Canada Labour Code (Federal jurisdiction), the 37 weeks may be shared but the aggregate total is not to exceed 37 weeks.
(4) An employee must give 4 weeks’ notice in writing of their intention to take such leave unless there is a valid reason why such notice cannot be given. Notice must also include the length of leave intended to be taken. If the length of leave is to be changed, after the original notice or while on leave, 4 weeks’ notice in writing is required except where valid reasons exist.
Leave for Employees with Child Care Responsibilities. 1. Where an employee has or will have the actual care and custody of a new-born child, that employee is entitled to and shall be granted an unpaid leave of absence from employment of up to thirty-seven (37) weeks commencing as the employee elects,
(I) in the case of a female employee,
(a) on the expiration of any leave of absence from employment taken by her under Article 11.2 above;
(b) on the day the child is born; or
(c) on the day the child comes into her actual care and custody.
(II) in the case of a male employee,
(a) on the expiration of any leave of absence from employment taken in respect of the child by a female employee under Article 11.2 above;
(b) on the expiration of any leave of absence from employment taken in respect of the child by a female employee who is entitled to such leave on account of her pregnancy under the laws of a province;
(c) on the day the child is born; or
(d) on the day the child comes into his actual care and custody.
(III) Where an employee commences legal proceedings under the laws of a province to adopt a child or obtains an Order under the laws of a province for the adoption of a child, that employee is entitled to and shall be granted an unpaid leave of absence from employment of up to thirty-seven (37) weeks commencing on the day the child comes into the employee's care and custody.
2. Where both parents work in a business governed by the Canada Labour Code (Federal jurisdiction), the thirty-seven
Leave for Employees with Child Care Responsibilities. Employees shall have as their entitlement such leave as is provided for in the Canada Labour Code Part III as amended from time to time.
Leave for Employees with Child Care Responsibilities. Maternity Leave
32.01 An employee who has completed six (6) consecutive months of continuous employment with the Company shall be granted a maternity leave without pay of up to seventeen (17) weeks, which leave may begin not earlier than eleven (11) weeks prior to the estimated date of delivery and end not later than seventeen (17) weeks from the date of commencement of the leave of absence.
32.02 An employee who has completed six (6) consecutive months of continuous employment with the Company shall be granted a parental leave without pay as follows:
(a) where an employee has or will have the actual care and custody of a new-born child, the employee shall be granted a leave of up to thirty-five (35) weeks in the fifty-two (52) week period beginning on the day on which the child is born or the day on which the child comes into the employee's care; and
(b) where an employee is adopting a child, the employee shall be granted a leave of up to thirty-five (35) weeks in the fifty-two (52) week period beginning on the day on which the child comes into the employee's care.
32.03 For an employee eligible to a leave as provided under subsection
Leave for Employees with Child Care Responsibilities. Every employee who has completed six (6) consecutive months of employment with the Employer is entitled to a leave of absence without pay as follows:
Leave for Employees with Child Care Responsibilities. An additional twenty-four (24) weeks of unpaid Child Care Leave with the same qualifying requirement is available to employees on the birth or adoption of a child, with entitlement extended to both parents, whether natural or adoptive. As a consequence, natural mothers are entitled to a maximum of (forty-one)41 weeks (seventeen (17) maternity, twenty-four (24) child care). An employee is not obliged to take Maternity Leave unless she is unable to perform an essential function of her job and there is no appropriate alternative job available. An employer is required to reinstate an employee to the position she held prior to the Leave. If for valid reasons this is not possible, the employee must be reinstated in a position with the same wage and benefits and in the same location as the former position. Pension, Health & Disability Benefits and seniority continue to accumulate during an employee's Leave of Absence for family responsibilities. An employee is entitled to receive employment information during the Leave. No employment decisions, whether pertaining to training, promotion, discipline, suspension or dismissal, may take into account an employee's pregnancy or intention to take Child Care Leave.
Leave for Employees with Child Care Responsibilities. 24.01 An additional twenty-four (24) weeks of unpaid Child Care Leave with the same qualifying requirement is available to employees on the birth or adoption of a child, with entitlement extended to both parents, whether natural or adoptive.
Leave for Employees with Child Care Responsibilities. An employee who has completed six (6) consecutive months of continuous employment with the Company shall be granted child care or adoption leave, without pay, under the conditions of eligibility set forth in the applicable Company practices currently in effect, or as amended from time to time following consultation with the Union. In addition, a regular employee who has completed six (6) consecutive months of continuous employment with the Company and who meets the conditions of eligibility contained in the applicable Company practices shall receive an allowance under the Supplemental Allowance Plan in accordance with these same practices.
Leave for Employees with Child Care Responsibilities. Every employee who has completed six (6) consecutive months of employment with the Employer is entitled to a leave of absence without pay as follows. Where an employee has or will have the actual care and custody of a newborn child, that employee is entitled to and shall be granted a leave of absence from employment of up to thirty-five (35) weeks commencing as the employee elects:
(a) on the expiration of any leave of absence granted to the mother for maternity purposes, or
(b) on the day the child is born or comes into the employee’s care and custody The aggregate amount of leave of absence without pay that may be taken by two (2) employees for child care responsibilities will not exceed thirty-five (35) weeks. Where possible, every employee is to give at least four (4) weeks notice in writing to the Employer of the intent to take leave for employees with child care responsibilities and of any change in length of leave intended to be taken. An employee returning from child care responsibilities shall be reinstated into the position occupied at the time the leave commenced, or in a comparable position in the same location, with not less than the same wages and benefits. If during the period of leave, the wage and benefits of the group to which the employee belongs are changed as a result of a reorganization, and/or a renewal of the Collective Agreement, the employee is entitled upon return from leave to receive the same pay and benefits that the employee would have received had he or she been working when the reorganization and/or renewal of the Collective Agreement took place. An employee on leave will be notified in writing if such a change occurred. Leave granted under this article shall be counted as "service" for purposes of benefits in the Agreement. This shall not apply where an employee terminates employment immediately following such leave. The employee shall, along with the request for child care responsibilities leave without pay, notify the Employer in writing of the options concerning the pension and group insurance benefits. For those employees taking leave under 18.07 above, the Employer shall continue its share of contributions for those employees who wish to continue benefits. For those employees taking leave under this article, arrangements will be made for the employee to make the necessary contributions.
Leave for Employees with Child Care Responsibilities. Child Care Leave shall be granted in accordance with the Provisions of the Canada Labour Code to any employee with seniority as follows:
