Maternity/Adoption Sample Clauses

Maternity/Adoption. Parental Leave for Part-Time Employees A Part-Time employee shall be granted maternity/adoption/parental leave to the extent covered by the Employment Standards Act. In the event that legislation (federal and/or provincial) provides superior provisions then the legislation will prevail.
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Maternity/Adoption. Parental leave shall be defined as a period where an employee can demonstrate he/she was on leave related to the birth of a child or the adoption of a child, and such employee returned to work within a maximum of twelve (12) months.
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Maternity/Adoption. In case of a leave of absence due to an adoption or maternity, up to twenty-five days (25) days of accumulated sick leave may be paid commencing on the date that the child is received or delivered.
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Maternity/Adoption. Each Employee shall notify Personnel of her pregnancy or pending adoption as soon as it is medically or legally established. Such notification shall be in writing and shall state his/her estimated due/adoption date. a. Upon written request, a full time Employee who has been employed by the district for at least twelve (12) months will be granted a leave of absence without pay of up to one (1) year for the purpose of child birth and child care, including adoption or placement of a child in xxxxxx care. Such request must be made at least four (4) weeks prior to commencement of the leave. If an Employee fails to make a timely request for such a leave, he/she may lose his/her eligibility for a Maternity/Adoption Leave. Said request must include a beginning date and an ending date. b. If an Employee does not begin his/her Maternity/Adoption Leave as scheduled, the Board may cancel the leave. c. If an Employee does not return from a Maternity/Adoption Leave as scheduled, he/she may be required to remain off work for the remainder of the school year. An Employee returning on time from a Maternity/Adoption Leave shall be returned to the position he/she held prior to the scheduled leave.
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Maternity/Adoption. AND PARENTAL LEAVE Effective until April 30, 2019
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Maternity/Adoption. 17.17.1 Pregnancy shall be considered as any other temporary disability of a non- occupational nature. Upon proper request, any non-probationary permanent employee shall be allowed leave for maternity purposes. The employee must be placed on annual and/or sick leave insofar as such credit is accrued. Leave of absence without pay shall be granted for the remainder of the necessary absence up to twelve weeks after the end of the pregnancy. The employee must submit a verification of the date the pregnancy ended. 17.17.2 The Board shall provide its portion of the employee health and life insurance when the ESP is granted an extended maternity leave. However, this obligation shall not extend past the end of the fiscal year in which the maternity leave was initially granted. For maternity leave extending past this time, please see Section 24.1.6. This language in no way infringes upon or diminishes the rights of covered employees under the FMLA. 17.17.3 Prior to returning from maternity leave, each employee shall be required to submit a physician’s statement verifying that she is physically qualified to resume her normal duties. 17.17.4 Leave may also be granted for adoptive maternity/paternity up to twelve weeks. Permanent employees anticipating adoption of a child should submit proper and appropriate verification of intent to adopt with the request for leave.
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Maternity/Adoption and Parental Leaves of Absence (i) To be eligible for maternity, adoption or parental leave an Employee must be currently employed with the Company and have worked at least sixteen (16) weeks in the last fifty-two (52) weeks immediately preceding the day on which the leave commences. (ii) The Employee shall submit an application for leave with as much advanced notice as possible. (iii) Seniority shall accumulate while on leave. (iv) Company service time will accumulate during the leave. However, the time on leave will not accumulate toward anniversary dates for pay increments. (v) Vacation and sick leave credits accumulated prior to commencement of the leave will be maintained, but will not accumulate while on leave. (vi) The leave must be taken within the period that starts twelve (12) weeks before the estimated date of birth or adoption and ends fifty-two (52) weeks after the actual date of birth or adoption. (vii) The Employee’s current position will be held open to return to upon expiration of the leave. (viii) Failure to return to work at the expiration of the leave shall result in automatic termination of employment. Extensions will be considered in cases of extenuating circumstances. (ix) Should the Employee wish to return to work prior to the expiration of the leave, the Employee is required to give ten (10) calendar days notice of the date of return. Employees returning early from maternity leave must supply medical certification stating that she is medically fit to perform her job. Maternity/Adoption Leave (i) A birth mother, or the primary caregiver of an adopted child, is entitled to eighteen (18) weeks unpaid leave. (ii) Employees requesting maternity leave must provide a medical certification which specifies that the Employee is pregnant and the estimated birth date. (iii) Employees requesting adoption leave must provide documentation from the adoption agency of the estimated date of adoption. (iv) A Supplementary Maternity Benefits (SMB) Plan is available to Employees on approved maternity leave. This plan applies for the period of leave that the Employee is in the seventeen
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Maternity/Adoption. Parental Leave shall be without pay, but the Employer will continue to pay benefit premiums on behalf of the Executive Director for their leave (seventeen (17) weeks). Parental leave shall be without pay and benefits, except for the portion of leave during which the Executive Director has a valid health related reason for being absent from work and is also in receipt of sick leave, EI SUB Plan benefits, weekly indemnity or LTD. The Executive Director has the option of maintaining their benefits at their own expense with the carrier’s approval while on extended maternity/adoption/parental leave. The Executive Director will pay benefit costs in advance each month.
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Maternity/Adoption. Parental Supplemental Allowance (a) A police officer who has been granted maternity/adoption/parental leave without pay shall be paid a Supplemental Allowance in accordance with paragraph (c), provided that the police officer: (i) has completed six (6) months of continuous employment before the commencement of the maternity/adoption/parental leave without pay; (ii) provides the Employer with proof that the police officer has applied for and is in receipt of maternity or parental benefits pursuant to Section 22 or Section 23 of the Employment Insurance Act in respect of insurable employment with the Employer; and (iii) has signed an agreement with the Employer stating that: (A) the police officer will return to work on the expiry date of the maternity/adoption/parental leave without pay unless the return to work date is modified by the approval of another form of leave; (B) within eighteen (18) months following the police officer’s return to work, as described in Clause (A), the police officer will work a minimum number of weeks, at full-time equivalent hours, equal to the number of weeks for which the police officer received the Supplemental Allowance. (C) Should the police officer fail to return to work in accordance with Clause (A), for reasons other than death, lay-off, early termination due to lack of work, or having become disabled, the police officer will be indebted to the Employer for the full amount of the Supplemental Allowance the police officer has received; (D) should the police officer return to work but fail to work the total number of weeks as specified in Clause (B) for reasons other than death, lay-off, early termination due to lack of work, or having become disabled, the police officer will be indebted to the Employer for the remaining number of weeks owing. (b) For the purpose of Clauses (a)(iii)(B) and (D), periods of leave with pay shall count as time worked. Periods of leave without pay during the police officer’s return to work will not be counted as time worked. (c) Supplemental Allowance payments shall be calculated and paid as follows: (i) where a police officer is subject to a waiting period of two (2) weeks before receiving Employment Insurance maternity or parental benefits, ninety-three percent (93%) of the police officer’s weekly rate of pay for each week of the waiting period, less any other monies earned during this period, and (ii) for fifteen (15) weeks during which the police officer receives a maternity or parental ben...
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Related to Maternity/Adoption

  • Maternity/Paternity/Adoption Leave An Employee who is expecting the birth or adoption of a child shall be entitled to maternity/paternity/adoption leave without pay, provided she presents a medical certificate confirming the probable date of confinement, or in the case of adoption, gives the Employer notice of eligibility. Except in extenuating circumstances, the notice shall be submitted in writing at least twenty-eight (28) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave. The following conditions shall apply: (a) Leave of Absence for maternity/paternity/adoption shall be for up to eighteen (18) months as requested by the Employee, except in extenuating circumstances when, in the opinion of a medical practitioner, the leave should be further extended. (b) Upon return from such leave, the Employee will resume employment at the same worksite, in the same or in a comparable position prior to the granting of such leave. In the event the Employee on Maternity/Paternity/Adoption Leave is affected by lay off, she shall be afforded access to the provisions of Article 26, Layoff And Work Resumption. (c) Notice of intention to return to work or request for a change of the length of the leave of absence, must be forwarded to the Employer twenty-eight (28) days prior to the expiration of the leave. The Employee shall be entitled to one (1) extension of said leave. However, the entire length of such leave of absence shall not exceed eighteen (18) months. (d) An Employee shall have access to sick leave credits as per Article 12.07. (e) Accrual of seniority when on such leave is calculated as follows: (i) For full-time Employees, seniority shall accrue as if they were working. (ii) For other than full-time Employees who have worked for one (1) year or more: 52 Week of Leave (iii) For other than full-time Employees who have worked for less than one (1) year: (f) Supplemental Employment Insurance Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB) The Employer will implement a Supplemental Employment Benefits Plan. Employees will receive the Supplementary Employment Benefits if they meet eligibility requirements. Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB) shall apply to all Employees.

  • Maternity Adoption and Parental Leave For the purposes of granting Maternity, Adoption and Parental Leave, the provisions of the Canada Labour Code and of its Regulations shall apply.

  • Special Maternity Allowance for Totally Disabled Employees (a) An employee who: (i) fails to satisfy the eligibility requirement specified in subparagraph 17.02(a)(ii) solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving Employment Insurance or Québec Parental Insurance Plan maternity benefits, and (ii) has satisfied all of the other eligibility criteria specified in paragraph 17.02(a), other than those specified in sections (A) and (B) of subparagraph 17.02(a)(iii), shall be paid, in respect of each week of maternity allowance not received for the reason described in subparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act. (b) An employee shall be paid an allowance under this clause and under clause 17.02 for a combined period of no more than the number of weeks during which she would have been eligible for maternity benefits under the Employment Insurance or Québec Parental Insurance Plan had she not been disqualified from Employment Insurance or Québec Parental Insurance maternity benefits for the reasons described in subparagraph (a)(i).

  • Maternity Maternity leaves, not to exceed six (6) months, shall be granted at the request of the employee.

  • Maternity/Paternity Leave Solely for purposes of determining whether the Employee incurs a Break in Service under any provision of this Plan, the Advisory Committee must credit Hours of Service during an Employee's unpaid absence period due to maternity or paternity leave. The Advisory Committee considers an Employee on maternity or paternity leave if the Employee's absence is due to the Employee's pregnancy, the birth of the Employee's child, the placement with the Employee of an adopted child, or the care of the Employee's child immediately following the child's birth or placement. The Advisory Committee credits Hours of Service under this paragraph on the basis of the number of Hours of Service the Employee would receive if he were paid during the absence period or, if the Advisory Committee cannot determine the number of Hours of Service the Employee would receive, on the basis of 8 hours per day during the absence period. The Advisory Committee will credit only the number (not exceeding 501) of Hours of Service necessary to prevent an Employee's Break in Service. The Advisory Committee credits all Hours of Service described in this paragraph to the computation period in which the absence period begins or, if the Employee does not need these Hours of Service to prevent a Break in Service in the computation period in which his absence period begins, the Advisory Committee credits these Hours of Service to the immediately following computation period.

  • Maternity, Parental and Adoption 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 shall give at least 30 days' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and shall 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 shall give four weeks' notice of such change unless there is a valid reason why notice cannot be given.

  • Maternity and Paternity Leave It is understood that maternity leave for female employees shall be granted with no loss of seniority for such period of time as her their doctor shall determine that she is they are physically or mentally unable to return to her their normal duties and maternity leave must comply with applicable state and federal laws. The Employer shall provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk. A reasonable break time for an employee to express breast milk for such employee’s nursing child shall be considered hours worked if the employee is not completely relieved from duty during the entirety of such break. A light duty request, certified in writing by a physician, shall be granted in compliance with state or federal laws, if applicable. Light duty requests shall also be made through the Employer’s “Light Duty for Pregnant Workers” program. Paternity leave shall be granted in accordance with Section 6 of this Article with the exception of employees not able to meet the qualifications set out in Section 6, who shall be granted leave not to ex-ceed one (1) week. Notwithstanding any provision to the contrary in any Supplement, Rider, or Addenda, an employee shall be allowed to designate in any vacation year paid time off up to twenty (20) days, to be used in the next vacation year, in accordance with this paragraph. Any paid time off that is provided on a weekly basis can only be banked in weekly increments. The accrued paid time off may be used in the next vacation year to cover any period of time that (1) the employee is determined to be unable to perform her their job due to pregnancy (for the father, time off is requested due to the birth) and (2) is not covered by the FMLA, existing disability plans or other paid time off. If the accrued time off is not used in that year, it will be paid to the employee within two (2) weeks of the request. If the vacation is not used as part of the leave, and it would have originally been taken in that vacation year, the employee shall also have the option of rescheduling the unused vacation as time off in accordance with local practice.

  • Pregnancy/Parental/Adoption Leave Pregnancy Leave will be in accordance with the current Employment Standards Act (Pregnancy and Parental Leave) at the time of application. (See Appendix A)

  • Parental/Adoption Leave a) A full-time or regular-part time nurse who commenced employment with the Employer at least thirteen (13) weeks before the expected date of delivery or date of custody of a child and is a parent, shall be entitled to thirty seven (37) weeks of parental or adoption leave of absence without pay, in accordance with the provisions of the Employment Standards Act of Ontario, except as amended in this Article. b) The nurse shall advise the Employer in writing seven (7) weeks in advance, but not later than two (2) weeks in advance, of the date the parental/adoption leave is to commence and end. Such leave must commence no later than thirty-five (35) weeks after the child was born or came into the custody, care or control of the parent. c) The nurse shall re-confirm her intention to return to work or may request changes to dates originally approved in subsection b) above by written notification to be received by the Employer at least seven (7) weeks in advance thereof. The nurse shall be reinstated to her former position unless the position has been discontinued in which case she shall be placed in a comparable position. d) A full-time nurse’s seniority, vacation and sick leave shall continue to accrue during parental and adoption leave. However, the nurse will not be paid for named holidays occurring during such leaves of absence. A regular part-time nurse who is on an approved parental/adoption leave shall accrue seniority while on such leave, calculated on the basis of averaging her hours over the twenty (20) week period immediately preceding the week in which her leave commences. e) During the nurse's parental or adoption leave, the nurse shall continue to participate in the pension plan and insured benefit plans (applicable to full-time nurses only) she is enrolled in immediately prior to commencing her leave, unless she gives the Employer seven (7) weeks advance written notice before her leave is to commence that she does not intend to do so. The nurse shall be required to prepay her share of any premiums and pension contributions. f) A nurse returning from parental/adoption leave shall be paid at the same step in salary scale that she had attained prior to going on such leave of absence. Should an anniversary increment fall during such leave of absence, the nurse shall receive her anniversary increment upon her return to employment. g) Nurses hired to replace nurses who are on approved parental/adoption leave, may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Employer, the nurse shall be credited with seniority from her date of hire subject to successfully completing her probationary period.

  • Maternity Leave (i) The Employee who intends to take maternity leave shall provide their Manager/Chair and Human Resources at least six (6) weeks' notice in writing of the expected date of delivery of the child, specifying the proposed duration of leave. (ii) The maternity leave may commence up to twelve (12) weeks immediately before the estimated date of delivery. (iii) An Employee taking maternity leave shall be eligible to receive benefits in accordance with the University’s Supplementary Unemployment Benefit (SUB) Plan. The SUB Plan supplements Employment Insurance (EI) benefits during the maternity leave. (iv) The parties acknowledge that subject to the requirements of Employment and Social Development Canada, the Supplemental Employment Insurance Benefit Plan (“SUB” plan) shall remain in effect for the duration of this Agreement. (v) In order to be eligible to receive benefits under the University’s SUB Plan, an Employee must: - be eligible for a maternity leave in accordance with statement in 23.1 above; - commence maternity leave prior to or on the date of delivery; - apply for and be eligible for Employment Insurance benefits. (vi) The period of eligibility for the SUB Plan is seventeen (17) weeks. a. The SUB Plan provides: - ninety-five (95) percent of the Employee’s regular salary during the waiting period; and - the calculation will be based on an Employee taking a twelve (12) month leave. b. Changes made to the maternity leave program by Service Canada will be reflected in the University’s Maternity Leave Policy. c. The total amount of the SUB plan payments will be divided evenly over the pay periods during the 17 week period. (vii) An Employee who commences maternity leave may continue all benefits they are enrolled in prior to the leave subject to the provisions of the Carrier during her maternity leave. The payment of benefit premiums shall be shared between the Board and Employee as per Article 27.1(c), Article 27.1(d), and Article 27.1(e). (viii) An Employee granted leave without pay for maternity reasons pursuant to the statement in 23.1 shall be returned to the Employee’s former position or be placed in a comparable position for which the Employee is qualified provided that the Employee indicates intention to return to work by notifying the University four (4) weeks before the intended date of return. (ix) Service with the University continues to accrue for the duration of the maternity leave, up to a maximum of one (1) year, for the purposes of vacation entitlement and Employee award only. Employees do not accrue actual vacation hours while on maternity leave from the University.

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