Maternity Leave and Benefits Sample Clauses

Maternity Leave and Benefits. Upon request by an Employee, the University shall grant maternity leave consistent with the Employment Standards Act of New Brunswick. The Employee will advise the appropriate Xxxx in writing of the expected date of delivery, and of her intention to take maternity leave including the anticipated commencement date and duration of such leave as early as possible. 10.07.1.1 Subject to Article 10.07.1.2, the Employee's salary shall be maintained at 100% of her regular weekly earnings for the period of her leave by the Employer paying the difference between the EI maternity benefits and 100% of the Employee's regular weekly earnings. 10.07.1.2 The Employee is required to apply for EI maternity benefits and must be eligible for EI maternity benefits for the Employer to be required to maintain 100% of the Employee’s regular weekly 10.07.1.1. Contributions to the pension and insurance benefit plans shall continue on the part of the Employee and the Employer on the basis of 100% of salary. In any week, the total combined amount of Employer maternity benefits and EI maternity benefits and other earnings received by the Employee shall not exceed 100% of the Employee's regular weekly earnings. The Employee will be asked to submit her benefit stub to verify receipt of EI benefits and other earnings.
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Maternity Leave and Benefits. The NLMA submits that about 30% of physicians in Canada are women. In Newfoundland and Labrador there are about 254 female physicians including 106 holding salaried positions. The NLMA proposes that maternity leave provisions should be adequate to attract female physicians to remain within the profession. The NLMA proposes that the amount of $1,500 per week be paid for maternity leave benefits for 26 weeks. The estimated cost is $600,000. In Nova Scotia there is currently paid maternity leave that is funded through a member benefit fund administered by the Nova Scotia Medical Society. In New Brunswick there is a “top up” of maternity leave employment insurance benefits to 75% salary. Government does not accept the proposal for paid maternity leave. Government agrees to increase the length of unpaid maternity leave for salaried physicians to 52 weeks. FFS physicians are independent business owners/operators for which there is no employer obligation and no basis for the “earning” of a maternity leave benefit. There is currently no paid maternity leave for any Government employee and to provide paid maternity leave for physicians would be without precedent in the Province. Salaried physicians would be eligible for unpaid maternity leave and would be eligible to receive EI benefits. The Board finds that an award of paid maternity leave would be inconsistent with appropriate comparators. The Board does not find that such an award is necessary to meet any of the three factors in the Terms of Reference.
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Maternity Leave and Benefits. There is no order for paid maternity leave. The parties shall comply with the following statement of principle: Physicians commit to provide, in accordance with the negotiated fee schedule/salary rates, the insured services which have been traditionally funded through MCP and which the public might reasonably expect to be available, subject to resource and skill limitations. The parties shall establish a Service Coverage Committee to review and report to the parties any service coverage issues and to recommend the terms of any physician service commitments, which may be implemented subject to the approval of both parties.
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Maternity Leave and Benefits. (1) Every female employee, after 180 calendar days' service in the company shall be entitled to two months maternity leave on full pay and another four weeks of paid maternity leave subject to the conditions stipulated in the Employment Act and the Children Development Co-Savings Act. (2) To qualify for the additional 4 weeks of government-paid maternity leave granted under the Children Development Co-Savings Act noted above in (1), qualified employees must be: (a) The child delivered during the confinement is a citizen of Singapore at the time of the child’s birth. (b) Employee has fewer than 4 living children (excludes adopted children and step children) at the time of confinement. (c) Employee is lawfully married o the child’s father at the time of the child’s conception or birth. (d) Employee has worked for the School for at least 180 calendar days before the birth of the child. (3) Leave on account of miscarriage or abortifacient measure shall be considered as ordinary sick leave. (4) Maternity benefits shall be paid by the School after 300 days' continuous service (uninsured), exclusive of unpaid leave for all employees covered by the Group Hospital/Surgical Insurance Scheme. Reimbursement shall be made for the actual cost, up to the following amounts: (a) Normal Childbirth - S$3,000/- (b) Caesarean Section - S$3,500/- (c) Abortion/Miscarriage - S$2,250/- Maternity benefits shall be paid to the employee or spouse, but shall not be applicable if the employee or spouse is covered by private insurance or a similar plan of the spouse's employer. In the case of partial coverage by another source, the School shall pay the difference between that coverage and the limits stated herein. (5) In cases where a child is adopted, the School shall cover the actual cost of legal fees involved in the adoption up to a maximum of S$3,000/-. Applications for reimbursement for such costs should be made via the office of the Superintendent with appropriate receipts.
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Related to Maternity Leave and Benefits

  • Maternity Leave Allowance ‌ (a) An employee who qualifies for maternity leave pursuant to Clause 21.1, shall be paid a maternity leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer, proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan, the maternity leave allowance will consist of 15 weekly payments equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee and 85% of the employee's basic pay.

  • 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.

  • PAY, HOURS AND BENEFITS A. WAGES

  • Paternity Leave 7.4.6(a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

  • Maternity Disability Leave Parental Leave

  • Vacation and Benefits The Executive is entitled to four (4) weeks of vacation, which will accrue on a pro-rata basis during the employment year, in addition to all public holidays when the office is closed. Executive will be eligible to participate in all employee benefit plans established by the Company for its employees from time to time, subject to general eligibility and participation provisions set forth in such plans. In accordance with Company policies from time to time and subject to proper documentation, the Company will reimburse you for all reasonable and proper travel and business expenses incurred by you in the performance of your duties.

  • Pregnancy Disability Leave ‌ A. Leave for pregnancy or childbirth related disability is in addition to any leave granted under FMLA or WFLA. B. Pregnancy disability leave will be granted for the period of time that an employee is sick or temporarily disabled because of pregnancy and/or childbirth. An employee must submit a written request for disability leave due to pregnancy and/or childbirth in accordance with agency policy. An employee may be required to submit medical certification or verification for the period of the disability. Such leave due to pregnancy and/or childbirth may be a combination of sick leave, vacation leave, personal holiday, compensatory time, exchange time and leave without pay. The combination and use of paid and unpaid leave will be the choice of the employee.

  • Payment and Benefits In consideration of the promises made in this Release, Employer has agreed to pay Executive the benefits as provided in that certain employment agreement made and entered into as of _________________________, by and between the Parties (the “Employment Agreement”). Executive understands and acknowledges that the benefits described in this Section 2 constitute benefits in excess of those to which Executive would be entitled without entering into this Release. Executive acknowledges that such benefits are being provided by Employer as consideration for Executive entering into this Release, including the release of claims and waiver of rights provided in Section 3 of this Release.

  • Disability Leave a. An employee who has suffered possible injury in the performance of assigned duties shall immediately undergo such medical examination as the appointing authority deems necessary. He or she shall not be considered absent from duty during the time required for such examination. b. A regular employee who is unable to perform any appropriate work assignment because of disability incurred in the performance of assigned duties shall be entitled to the following disability leave benefits, in addition to those provided pursuant to the California Worker's Compensation Insurance Act. (1) During any period of disability for which payment is not provided under Worker's Compensation Insurance, the employee shall be placed on disability leave with pay to the extent of any leave with pay which he or she has accrued. Such disability leave with pay shall be charged against the employee's accrued leave with pay. (2) During any period of disability for which payment is provided under Worker's Compensation Insurance, the employee shall elect either: (a) Retain any Workers' Compensation Benefits received during the pay period and receive full pay. The employee shall use their accrued sick leave, vacation CTO and HIL on an hour- for-hour basis to cover all hours the employee is absent from duty due to the work-related disability during the applicable pay period. Or, (b) Retain any Workers' Compensation Benefits received during the pay period and receive a partial paycheck in an amount so that the partial pay and the Workers' Compensation Benefits added together are equivalent to the employee's full pay. The employee shall use their accrued sick leave, vacation, CTO, and HIL in an amount equal to one-half of the number of hours the employee was absent from work during the pay period due to the work-related disability. If, however, the amount of the Workers' Compensation Benefits is subtracted from the employee's full pay for the time off due to the disability, and the remainder is less than one-half of the amount of such full pay, then only the number of leave balance hours necessary to equal that remainder shall be charged. (3) The choice of either (2)(a) or (2)(b) above shall be an irrevocable choice for the duration of the disability leave resulting from the work- related injury. However, if the employee returns to work for a period of at least thirty (30) calendar days, the employee may again elect to choose either option b.(2)(a) or b.(2)(b) for any subsequent disability leave taken as a result of (or relating to) the same injury. c. All disability leave provisions of this section shall terminate when the employee uses all accrued sick leave, vacation, CTO or HIL balances, or upon the date of the employee's recovery from disability, receipt of permanent disability under Workers' Compensation Insurance, retirement, termination from County employment, or death.

  • Paid Maternity Leave Upon written request to the Chair/Xxxx/Director indicating the expected date of delivery, a female employee shall be entitled to paid maternity leave of up to seventeen thirty-fifths of the period of her Appointment Contract(s). Requests for Maternity Leave will be made as soon as practicable, and normally no later than one month before the intended start-date of the leave.

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