Long Parental Leave – Unpaid Sample Clauses

Long Parental Leave – Unpaid. (a) An Eligible Employee is entitled to 12 months’ unpaid Long Parental Leave if: (i) the leave is associated with: (ii) the birth of a Child of the Eligible Employee or the Eligible Employee’s Spouse ; or (iii) the placement of a Child with the Eligible Employee for adoption; and (iv) the Eligible Employee is the Primary Carer. (b) The Eligible Employee must take the leave in a single continuous period. (c) Where an Eligible Employee is a member of an Employee Couple, except as provided at subclause 80.4 (Short Parental Leave – Unpaid), parental leave must be taken by only one parent of an Employee Couple at a time in a single continuous period. (d) Each member of an Employee Couple may take a separate period of up to 12 months of Long Parental Leave less any period of Short Parental Leave taken by the Eligible Employee. (e) An Eligible Employee may be able to extend a period of unpaid parental leave in accordance with subclause 80.11 .
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Long Parental Leave – Unpaid. (a) An Eligible Employee is entitled to 12 months' unpaid Long Parental Leave if: (i) the leave is associated with: (A) the birth of a Child (including a Stillbirth) of the Eligible Employee or the Eligible Employee's Spouse; or (B) the placement of a Child with the Eligible Employee for adoption; and (ii) the Eligible Employee is the Primary Carer, or in the case of a Stillbirth, the Eligible Employee would have been the Primary Carer if the Child had been born alive. (b) Except as provided at subclause 59.3(g) (Flexible Long Parental Leave) and subclause 59.18 (Keeping in Touch Days), the Eligible Employee must take the leave in a single continuous period. (c) Where an Eligible Employee is a member of an Employee Couple, except as provided at subclauses 59.3(g) (Flexible Long Parental Leave) and 59.4 (Short Parental Leave – Unpaid), parental leave must be taken by only one parent of an Employee Couple at a time in a single continuous period. (d) Each member of an Employee Couple may take a separate period of up to 12 months of Long Parental Leave. The period of Long Parental Leave will be reduced by any period of Short Parental Leave taken by the Eligible Employee. (e) Subject to subclause 59.3(f), an Eligible Employee may be able to extend a period of unpaid parental leave in accordance with subclause 59.11 (Variation of period of unpaid parental leave (up to 12 months)). (f) An Eligible Employee’s entitlement to Long Parental Leave (other than Flexible Long Parental Leave) will end on the first day that the Eligible Employee takes Flexible Long Parental Leave. This means that if an Eligible Employee intends on taking a period of continuous unpaid parental leave they must do so before they take any Flexible Long Parental Leave.
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Long Parental Leave – Unpaid. (a) An Eligible Doctor is entitled to 12 months’ unpaid Long Parental Leave if: (i) the leave is associated with: (A) the birth of a Child of the Eligible Doctor or the Eligible Doctor’s Spouse; or (B) the placement of a Child with the Eligible Doctor for adoption; and (ii) the Eligible Doctor is the Primary Carer. (b) The Eligible Doctor must take the leave in a single continuous period. (c) Where an Eligible Doctor is a member of an Employee Couple, except as provided at subclause 67.5 (Short Parental Leave – Unpaid), parental leave must be taken by only one parent of an Employee Couple at a time in a single continuous period. (d) Each member of an Employee Couple may take a separate period of up to 12 months of Long Parental Leave less any period of Short Parental Leave taken by the Eligible Doctor. (e) An Eligible Doctor may be able to extend a period of unpaid parental leave in accordance with subclauses 67.12 and 67.13.
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Long Parental Leave – Unpaid. (a) An Employee as defined at sub-clause 59.2 is entitled to 12 months parental leave if: the leave is associated with: (A) the birth of a child of the Employee or the Employee’s spouse (as defined) or de facto partner; or (B) the placement of a child with the Employee for adoption; and the Employee has or will have responsibility for the care of the child. (b) Except as provided at sub-clause 59.4 (Short Parental leave – unpaid), Parental leave is to be available to only one (1) parent at a time in a single unbroken period. (c) Each member of an Employee couple may take a separate period of up to 12 months of unpaid parental leave. An Employee couple includes a couple where one person is an Employee of the Employer and the other person is an Employee at a different organisation.
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Long Parental Leave – Unpaid. 36.3.1 An Eligible Employee is entitled to 12 months’ unpaid Long Parental Leave if the leave is associated with:
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Long Parental Leave – Unpaid. 66.3.1 An Eligible Employee is entitled to twelve (12) months' unpaid Long Parental Leave if: (a) the leave is associated with: (i) the birth of a Child of the Eligible Employee or the Eligible Employee's Spouse; or (ii) the placement of a Child with the Eligible Employee for adoption; or (b) the Eligible Employee is the Primary Carer; or (c) in the case of a Stillbirth, the Eligible Employee would have been the Primary Carer if the Child had been born alive. 66.3.2 The Eligible Employee must take the leave (other than flexible unpaid parental leave as prescribed in the Act) in a single continuous period.
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Long Parental Leave – Unpaid. An Eligible Practitioner is entitled to 12 months’ unpaid Long Parental leave if the leave is associated with: (a) the birth of a Child (including a Stillbirth) of the Eligible Practitioner; or (b) the practitioner’s spouse; or (c) the placement of a Child with the Eligible Practitioner for adoption; or (d) the Eligible Practitioner has or will have responsibility for the care of the Child, or in the case of a Stillbirth, the Eligible Practitioner would have had a responsibility for the care of the Child if the Child had been born alive.
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Long Parental Leave – Unpaid. 36.3.1 An Eligible Employee is entitled to 12 months’ unpaid Long Parental Leave if the leave is associated with: a) the birth of a Child (including a Stillbirth) of the Eligible Employee or the Eligible Employee’s Spouse; or b) the placement of a Child with the Eligible Employee for adoption; and c) the Eligible Employee is the Primary Carer. or in the case of a Stillbirth, the Eligible Employee would have been the Primary Carer if the Child had been born alive. 36.3.2 The Eligible Employee must take the leave in a single continuous period. 36.3.3 Where an Eligible Employee is a member of an Employee Couple, except as provided at subclause 36.6 (Short Parental Leave – Unpaid), subclause 36.7 (Paid Parental Leave) and 36.4 (Flexible Long Parental Leave), parental leave must be taken by only one parent of an Employee Couple at a time in a single continuous period. 36.3.4 Each member of an Employee Couple may take a separate period of up to 12
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Related to Long Parental Leave – Unpaid

  • 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:

  • 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

  • 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.

  • Parental Leave Without Pay (a) Where an employee has or will have the actual care and custody of a new- born child (including the new-born child of a common-law spouse), the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive 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. (b) 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, the employee shall, upon request, be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two (52) week period beginning on the day on which the child comes into the employee’s care. (c) Notwithstanding paragraphs (a) and (b): (i) where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay, or (ii) where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his or her child is hospitalized, the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than one hundred and four (104) weeks after the day on which the child comes into the employee’s care. (d) An employee who intends to request parental leave without pay shall notify the Employer at least four (4) weeks in advance of the expected date of birth of the employee’s child (including the child of a common-law spouse), or the date the child is expected to come into the employee’s care pursuant to paragraphs (a) and (b). (e) The Employer may, (i) defer the commencement of parental leave without pay at the request of the employee; (ii) grant the employee parental leave without pay with less than four

  • 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.

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