Common use of Leave for Employees with Child Care Responsibilities Clause in Contracts

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. 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.. CTV Ottawa / ONG pg. 22 (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. 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, to and shall be granted a leave of absence from employment of up to 17 seventeen (17) weeks, which may commence not earlier than 11 eleven (11) weeks prior to the estimated date of her confinement and end not later than 17 seventeen (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 commencingthirty-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 paragraph (1) above,above to a maximum of 52 weeks; (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,employee - (a) on the expiration of any leave of absence from employment taken in respect of the child by a female employee under paragraph para- graph (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 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 thirty- seven (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 aggregate amount of the Canada Labour Code (Federal jurisdiction), the 37 weeks leave that may be shared but taken by an employee under paragraphs 2) and (iii) in respect of the aggregate total is birth or adoption of any one child shall, when added to similar leave taken by another employee with respect to such child, not to exceed 37 thirty-seven (37) weeks. (4) An employee must give 4 four (4) weeks’ ' notice in writing of their his 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 four (4) weeks’ ' notice in writing is required required, except where valid reasons exist. 10.2.1 Notwithstanding Article

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 35 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 35 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 35 weeks may be shared but the aggregate total is not to exceed 37 35 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. 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 new­born child, that employee is entitled to and shall be granted a an unpaid leave of absence from employment of up to 37 thirty­seven (37) weeks commencing, commencing as the employee elects, (iI) in the case of a female employee, (a) on the expiration of any leave of absence from employment taken by her under paragraph (1) 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. (iiII) 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) 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. (iiiIII) 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 an unpaid leave of absence from employment of up to 37 thirty­seven (37) weeks commencing on the day the child comes into the employee's carecare and custody. 2. CTV Ottawa/ONG (3) Where both parents work in a business governed by the Canada Labour Code (Federal jurisdiction), the 37 thirty­seven (37) weeks may be shared shared, but the aggregate total is not to exceed 37 thirty­seven (37) weeks. Where one employee takes maternity/adoption and child care leave, the combined total period of leave of absence shall not exceed fifty­two (52) weeks. (4) 3. An employee must give 4 weeks’ at least four (4) weeks written notice in writing of their his/her intention to take such child care 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 four (4) weeks notice, in writing writing, is required except where valid reasons exist.

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 24 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 24 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 24 weeks may be shared but the aggregate total is not to exceed 37 24 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. Every employee is entitled ‌ .01 Subject to and shall be granted the Canada Labour Code provisions where a leave of absence as follows: (1) Where an employee Flight Attendant provides the Employer her employer with a certificate of a qualified medical practitioner Physician certifying that she is pregnant, and where said medical Physician offers objective medical information which states continuing any of her current job functions may pose a risk to her health or to that employee is entitled toof the fetus or child, and she shall be granted a leave of absence from employment of up to 17 weeks, which may shall commence not earlier than 11 weeks prior to on the estimated date of her confinement specified by the employee and end not later than 17 seventeen (17) weeks following the actual day of her confinement. In accordance with Article 18.09.06.01 and 18.09.06.02 , the Company reserves the right to require an employee who elects to continue flying while pregnant to provide, every two weeks, the Occupational Health Department with a certificate from her personal physician stating that she is fit to perform flight duty. (2) Where an employee .02 Subject to Article 18.09.03, where a Flight Attendant has or will have the actual care and custody of a newborn child, that employee Flight Attendant is entitled to and shall be granted a Leave of Absence from employment of up to thirty-five (35) weeks commencing, as the Flight Attendant elects; (a) In the case of a female employee: i) On the expiration of any Leave of Absence from employment taken by them under Article 18.09.01; ii) On the day the child is born; or iii) On the day the child comes into her actual care and custody. (b) In the case of a male employee: i) On the expiration of any Leave of Absence from employment taken in respect of the child by a female Flight Attendant under Article 18.09.01; ii) On the expiration of any Leave of Absence from employment taken in respect of the child by a female Flight Attendant who is entitled to such leave on account of their pregnancy under the laws of a province; iii) On the day the child is born; iv) On the day the child comes into his actual care and custody, v) Subject to 18.09.03, where a Flight Attendant commences legal proceedings under the laws of a province to adopt a child or obtains an order under the laws of a province for adoption of a child that Flight Attendant is entitled to and shall be granted a leave of absence from employment of up to 37 weeks commencing, as the employee elects, thirty-five (i35) 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 employeeFlight Attendant's care. CTV Ottawa/ONG. (3) Where both parents work in a business governed by the Canada Labour Code (Federal jurisdiction), the 37 weeks .03 The aggregate amount of leave of absence from employment that may be shared but taken by two (2) Flight Attendants under Article 18.09.02 in respect of the aggregate total is birth or adoption of any one (1) child shall not to exceed 37 thirty-five (35) weeks. (4) An employee must give 4 weeks’ notice in writing of their intention .04 Every Flight Attendant who intends to take such leave unless there is a valid reason why such notice cannot be given. Notice must also include the length Leave 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 existAbsence from employment under Article 18.09.01 and 18.