Common use of Maternal/paternal leave Clause in Contracts

Maternal/paternal leave. According to laws on maternal/paternal and parental leave no. 95/2000, maternal/paternal leave shall be calculated as working time when assessing job-related rights, such as for the taking of holidays and lengthening of holidays pursuant to the collective bargaining agreement, length of employment- related pay rises, sickness rights and layoff notice. The same applies if for safety reasons a woman needs to stop work during pregnancy, see the regulation on measures to increase safety and health at the workplace for women who are pregnant, have recently given birth, or are breastfeeding. Protocol With an agreement between ASÍ and SA, dated 17 February 2008, a settlement was reached between the parties on procedures for layoff at the workplace. According to this, an employee has the right to an interview with his/her employer on the reasons for layoff, if he so requests. It is emphasised that the employer’s right of freedom to terminate employment is subject to certain limitations pursuant to the law. The parties also agree to support good procedures for layoff at the workplace and will for this purpose cooperate on making educational material which shall be completed at the end of 2008. [2008]

Maternal/paternal leave. According to laws on maternal/paternal and parental leave no. 95/2000, maternal/paternal leave shall be calculated as working time when assessing job-related rights, such as for the taking of holidays and lengthening of holidays pursuant to the collective bargaining agreement, length of employment- service-related pay rises, sickness rights and layoff notice. The same applies if for safety reasons a woman needs to stop work during pregnancy, see the regulation on measures to increase safety and health at the workplace for women who are pregnant, have recently given birth, or are breastfeeding. Protocol With an agreement between ASÍ and SA, dated 17 February 2008, a settlement was reached between the parties on procedures for layoff at the workplace. According to this, an employee has the right to an interview with his/her employer on the reasons for layoff, if he so requests. It is emphasised that the employer’s right of freedom to terminate employment is subject to certain limitations pursuant to the law. The parties also agree to support good procedures for layoff at the workplace and will for this purpose cooperate on making educational material which shall be completed at the end of 2008. [2008]] Chapter 13 On union representatives 13.1. Election of union representatives

Maternal/paternal leave. According to laws on maternal/paternal and parental leave no. 95/2000, maternal/paternal leave shall be calculated as working time when assessing job-related rights, such as for the taking of holidays and lengthening of holidays pursuant to the collective bargaining agreement, length of employment- service-related pay rises, sickness rights and layoff notice. The same applies if for safety reasons a woman needs to stop work during pregnancy, see the regulation on measures to increase safety and health at the workplace for women who are pregnant, have recently given birth, or are breastfeeding. Protocol With an agreement between ASÍ and SA, dated 17 February 2008, a settlement was reached between the parties on procedures for layoff at the workplace. According to this, an employee has the right to an interview with his/her employer on the reasons for layoff, if he so requests. It is emphasised that the employer’s right of freedom to terminate employment is subject to certain limitations pursuant to the law. The parties also agree to support good procedures for layoff at the workplace and will for this purpose cooperate on making educational material which shall be completed at the end of 2008. [2008]] CHAPTER 13 On union representatives 13.1. Election of union representatives

Maternal/paternal leave. According to laws on maternal/paternal and parental leave no. 95/2000, maternal/paternal leave shall be calculated as working time when assessing job-related rights, such as for the taking of holidays and lengthening of holidays pursuant to the collective bargaining agreement, length of employment- service-related pay rises, sickness rights and layoff notice. The same applies if for safety reasons a woman needs to stop work during pregnancy, see the regulation on measures to increase safety and health at the workplace for women who are pregnant, have recently given birth, or are breastfeeding. Protocol Protocol‌ With an agreement between ASÍ and SA, dated 17 February 2008, a settlement was reached between the parties on procedures for layoff at the workplace. According to this, an employee has the right to an interview with his/her employer on the reasons for layoff, if he so requests. It is emphasised that the employer’s right of freedom to terminate employment is subject to certain limitations pursuant to the law. The parties also agree to support good procedures for layoff at the workplace and will for this purpose cooperate on making educational material which shall be completed at the end of 2008. [2008]] CHAPTER 13 On union representatives‌ 13.1. Election of union representatives‌