Maternity/Adoption/Child Care Leave a) In accordance with the Saskatchewan Employment Act an employee shall be granted maternity, adoption, and/or parental leave of absence without pay.
Maternity/Adoption/Child Care Leave. The employer agrees to amend the SUB plan to provide for adoption and child care leave to the extent permitted by the Employment Insurance Act and Regulations, and subject to the approval of the Human Resources Development Canada. An employee shall, upon application, be granted maternity leave subject to the following conditions:
Maternity/Adoption/Child Care Leave. 1. Maternity/adoption/child care leave may be used in lieu of sick leave when the employee exhausts sick leave or when a transfer from sick leave to maternity/adoption/child care leave is necessary. Maternity leave will be initiated immediately after the birth of the child and be limited to six (6) consecutive calendar weeks. Leave for a birth by Caesarean section will be limited to eight (8) consecutive calendar weeks.
Maternity/Adoption/Child Care Leave. Maternity Leave - A pregnant employee shall be granted, upon request, unpaid maternity leave for the balance of the school year in which the birth of the child is expected, or for the amount of time to which she is entitled to leave under the Family and Medical Leave Act of 1993, whichever is greater. This request shall state the length of absence desired by the employee. The employee shall notify the Superintendent at least thirty (30) days in advance of the effective date of said leave except in emergency situations in which event the Superintendent shall immediately be notified of the date of said leave. At the request of the employee, and with one (1) week prior notice, the maternity leave may be shortened by the Superintendent. The use of available paid time off for maternity/adoption shall be for a maximum of thirty (30) working days. Maternity leave will begin with the birth of the baby. Additional time may be requested if extenuating circumstances exist with the child/family adjustment issues, or healthcare issues with the new child(ren). A request for additional usage must be accompanied by a written statement from the child(xxx’s) physician if healthcare issues exist; or a written statement by the social worker handling the adoption case indicating adjustment issues exist. While using paid time off, the usual cost of fringe benefits paid by the Board will be maintained. The use of available paid time off used by a non-pregnant employee for Maternity/Adoption/Child Care leave shall be a maximum of fifteen (15) working days. Use of this leave must be completed as consecutive days within 6 months of the birth of baby. Additional time may be requested if medical conditions require hospitalization of the mother/child. A non-pregnant employee is permitted to use unpaid FMLA leave for Maternity/Adoption/Child Care provided the said leave follows the guidelines contained elsewhere in this agreement. All references to FMLA in this section and elsewhere in the agreement will follow Board Adopted policy and current laws regarding FMLA should the law contradict the negotiated agreement or Board Policy.
Maternity/Adoption/Child Care Leave. The Employer agrees to provide for adoption and child care leave to the extent permitted by the Unemployment Insurance Act and Regulations, and subject to the approval of the Canada Employment and Immigration Commission. A Member shall, upon application, be granted maternity leave subject to the following conditions:
Maternity/Adoption/Child Care Leave
