Maternity, Child Care and Adoption Leave Sample Clauses

Maternity, Child Care and Adoption Leave. Eligible employees shall be granted maternity, parental, child care or adoption leave in accordance with the provisions of CW‐510300‐PRO‐213 dated 2005 August. It is understood that all applicable legislated provisions will apply, also these will apply during a labour dispute or while on Layoff.
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Maternity, Child Care and Adoption Leave. A. The Plymouth-Canton Community Schools shall grant a leave of absence for maternity disability, child care, or adoption leave to any regular employee, upon written request for such leave. Maternity leave shall be considered disability leave and the employee may use personal leave days, vacation days or any other paid leave time during the disability period, if requested on a district form. Child care and adoption leave may be granted without pay. B. Maternity disability, child care and adoption leave of absence may be for a period of up to two
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Maternity, Child Care and Adoption Leave. The Board agrees to provide bargaining unit members with maternity and child care leave of absence as set forth below: A. A maternity leave due to illness or disability related to pregnancy, childbirth or recovery therefrom shall be approved for the balance of the school year in which the birth of a child is expected unless such leave is earlier terminated as hereinafter provided. A bargaining unit member who is utilizing this section shall be entitled to unpaid leave after utilizing his/her sick leave. B. Paid Adoption Leave will be granted in a block up to thirty (30) consecutive workdays if requested. The paid adoption leave will be deducted from the employee’s sick leave. The bargaining unit member shall indicate to the treasurer’s office the number of day(s) s/he will be utilizing under this provision. C. A bargaining unit member who is adopting an infant child (infant child is defined as five [5] years old or younger) shall be entitled to unpaid leave after utilizing the paid adoption leave provision. D. An unpaid child care or adoption leave shall be approved for one (1) additional school year upon request of the bargaining unit member to the Superintendent, made not later than April 1st preceding the year for which such leave is requested. E. When the bargaining unit member desires to terminate such unpaid leave, application for reinstatement may be made to the Superintendent by said bargaining unit member at any time during the school year. The bargaining unit member shall be considered for reinstatement during the school year for a vacancy occurring in a bargaining unit member’s position for which s/he holds certification. F. Upon return from child care or adoption leave the bargaining unit member shall be entitled to reinstatement to the same contractual status which was held prior to the leave, and to a position for which the bargaining unit member holds valid certification. G. A bargaining unit member on child care leave or adoption leave may continue to participate in those insurance benefits which are provided to other bargaining unit members by advance monthly payment to the Treasurer’s Office of the group rate.
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Maternity, Child Care and Adoption Leave. Section A:
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Maternity, Child Care and Adoption Leave. Section A: Section B: A staff member who is employed in the District shall be eligible for Maternity Leave without pay for a period of two (2) years plus the balance of the school year in which she leaves, providing the staff member states her intent to return to the District for a minimum of one (1) year upon completion of leave. However, said staff member shall give notice of her intent to return ninety (90) days prior to the end of the semester preceding the semester in which she intends to return. Upon mutual agreement, said employee could return at an earlier time. In no event shall a staff member be eligible for a subsequent Maternity Leave prior to working the minimum of one (1) year following the initial leave. Section C: A staff member who is employed in the District shall also be eligible for leave without pay for a period of two (2) school years plus the balance of the school year in which he/she leaves, in the event of an infant (up to one year) adoption, or child care, providing the staff member states an intent to return to the District for a minimum of one (1) year upon completion of leave. However, said staff member shall give notice of intent to return ninety (90) days prior to the end of the semester preceding the semester in which he/she intends to return. Upon mutual agreement, said employee could return at an earlier time. In no event shall a staff member be eligible for a subsequent Maternity Leave prior to working the mini¬mum of one (1) year following the initial leave. Section D: Upon return, a staff member who has been granted a Maternity, Child Care or Adoption Leave and who has served at least one full semester during that year shall be placed on the salary schedule on the step he/she would have reached had he/she completed the full year. He/she shall maintain his/her tenure, if earned, insurance benefits, and accumulated sick days, and all other rights provided in this Agreement. Section E: A staff member who has been granted a Maternity, Child Care or Adoption Leave shall be entitled to full insurance benefits at the premium rate of an active member for the balance of the school year in which he/she leaves, plus an additional twelve (12) months. Should the staff member elect the second year of leave, he/she shall reimburse the district for the full health insurance contribution (full healthcare continuation cost) for that second year. Section F: No staff member shall be required to terminate her professional duties solely beca...
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Maternity, Child Care and Adoption Leave. Eligible employees shall be granted maternity, parental, child care or adoption leave in accordance with the provisions of Company Procedure CW-510300- PRO-213 Rev.O. It is understood that all applicable legislated provisions will apply including recognition that the maximum number of weeks eligible for parental leave has increased to 37. It is understood that all applicable legislated provisions will apply.
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Maternity, Child Care and Adoption Leave. A. The Plymouth-Canton Community Schools shall grant a leave of absence for maternity disability, child care, or adoption leave to any regular employee, upon written request for such leave. Maternity leave shall be considered disability leave and the employee may use personal leave days, vacation days or any other paid leave time during the disability period, if requested on a district form. Child care and adoption leave may be granted without pay. B. Maternity disability, child care and adoption leave of absence may be for a period of up to two (2) full years if so requested by the employee. C. Return from leave shall be contingent upon an appropriate opening in the District. If no openings occur, said paraprofessional will be assigned to the first appropriate opening when it occurs. D. Seniority will continue to accumulate during the leave period. No additional sick leave and/or vacation time will be accrued during the leave, but any unused accumulated personal leave days will not be lost.
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Related to Maternity, Child Care and Adoption Leave

  • 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/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.

  • Pregnancy, Parental and Adoption Leave The Board provides pregnancy, parental and adoption leave for employees for such period before and after delivery or adoption of a child as will serve the interest of the students, the Board and the employee concerned, and in conformity with the requirements of the Employment Standards Act. Pregnancy is regarded as a normal health condition and not as sickness. No distinction is made between illness resulting from pregnancy and other types of illness for the purpose of sick leave coverage.

  • Parental and Adoption Leave Shall refer to the following leaves which include female biological parents, male biological parents, male adoptive parents and female adoptive parents: (a) The parental leave of a Nurse who has taken pregnancy/birth leave and whose newborn child or children arrive in the Nurse’s home during pregnancy/birth leave, (i) shall begin immediately upon the exhaustion of the pregnancy/birth allowance without the Nurse’s returning to work; and (ii) shall end not later than fifty-two (52) weeks after the parental leave began as determined by the Nurse. (iii) In no case shall the combined pregnancy/birth and parental/adoption leaves to which Nurse is entitled exceed a maximum of fifty-two (52) weeks. (b) The parental leave for a Nurse who becomes a parent of one or more children through the birth of the child or children, other than a parent for whom provision is made in Article 13.05(a), (i) shall begin on such date coinciding with or after the birth of the child as the Nurse determines; and (ii) shall end not later than fifty-two (52) weeks after the child or children first arrive in the Nurse’s home. (c) A Nurse who becomes a parent of one or more children through the placement of the child or children in the care of the Nurse for the purpose of adoption of the child or children is entitled to a leave of absence of up to fifty-two (52) weeks. This leave: (i) shall begin on a date coinciding with the arrival of the child or children in the Nurse’s home; and (ii) shall end not later than fifty-two (52) weeks after the leave began.

  • 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 and Adoption Leave Allowance (a) An Employee entitled to parental or adoption leave under the provisions of this Agreement, who provides the Employer with proof that she/he has applied for and is eligible to receive employment insurance (E. I.) benefits pursuant to the Employment Insurance Act, 1996, shall be paid an allowance in accordance with the Supplementary Employment Benefit (S.E.B.) Plan. (b) In respect to the period of parental or adoption leave, payments made according to the S.E.

  • 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 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.

  • 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 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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