Common use of Maternity Leave/Parental Leave/Adoption Leave Clause in Contracts

Maternity Leave/Parental Leave/Adoption Leave. 24.01 A pregnant Employee who has completed ninety (90) days of continuous service before commencing leave, shall be granted up to seventy-eight (78) weeks’ leave without pay. The seventy-eight (78) weeks is comprised of sixteen (16) weeks’ maternity leave and sixty-two (62) weeks’ parental leave. A pregnant Employee should apply for maternity leave as soon as possible prior to their expected date of delivery, but in any case shall give the Department Head or Supervisor at least six (6) weeks’ notice in writing of the date on which the Employee intends to commence maternity leave or parental leave. Notice prior to parental leave is not required after maternity leave unless it was originally agreed to only take sixteen (16) weeks of maternity leave. 24.02 An Employee who is not the birth mother and who has completed ninety (90) days of continuous service before commencing leave, and upon six (6) weeks’ notice being given to the Board, shall be granted up to sixty-two (62) weeks’ parental or adoption leave without pay, immediately following the birth of a child or adoption of a child up to the age of eighteen (18). In circumstances related to an adoption that would prevent the Employee from giving the required notice, written notice must be given to the University as soon as possible. If both parents are employed by the University, the parental/adoption leave may be shared between the parents or taken by one (1) parent only. The leave between the two (2) parents may not exceed sixty-two (62) weeks. If both parents are employed by the University the University is not required to grant leave to both Employees at the same time. The Employee may be required to furnish proof of adoption. 24.03 Notwithstanding Clause 24.01 where an Employee is unable to work because of a valid health reason related to the Employee’s pregnancy, this shall be considered as a valid health related absence covered by illness (Article 36) leave but subject to the provisions of Clause 24.04. An Employee may be required to provide acceptable proof of illness/disability for entitlement to this provision.

Maternity Leave/Parental Leave/Adoption Leave. 24.01 A pregnant Pregnant Employee who has completed ninety one (901) days year of continuous service before commencing leave, shall be granted up to seventyfifty-eight two (7852) weeks’ weeks leave without pay. The seventyfifty-eight two (7852) weeks is comprised of sixteen seventeen (1617) weeks’ weeks maternity leave and sixtythirty-two five (6235) weeks’ weeks parental leave. A pregnant Employee should apply for maternity leave as soon as possible prior to their her expected date of delivery, but in any case shall give the Department Head or Supervisor at least six (6) weeks’ weeks notice in writing of the date on which the Employee she intends to commence maternity leave or parental leave. Notice prior to parental leave is not required after maternity leave unless it was originally agreed to only take sixteen seventeen (1617) weeks of maternity leave. 24.02 An Employee who is not the birth biological mother and who has completed ninety one (901) days year of continuous service before commencing leave, and upon six (6) weeks’ weeks notice being given to the Board, shall be granted up to sixtythirty-two seven (6237) weeks’ weeks parental or adoption leave without pay, pay immediately following the birth of a child or adoption of a child up to the age of eighteen (18). In circumstances related to an adoption that would prevent the Employee from giving the required notice, written notice must be given to the University as soon as possible. If both parents are employed by the University, the parental/adoption leave may be shared between the parents or taken by one (1) parent only. The leave between the two (2) parents may not exceed sixtythirty-two seven (6237) weeks. If both parents are employed by the University the University is not required to grant leave to both Employees at the same time. The Employee may be required to furnish proof of adoption. 24.03 Notwithstanding Clause Article 24.01 where an Employee is unable to work because of a valid health reason related to the Employee’s her pregnancy, this shall be considered as a valid health related absence covered by illness (Article 36) leave but subject to the provisions of Clause 24.04. An Employee may be required to provide acceptable proof of illness/disability for entitlement to this provisionArticle 24.

Maternity Leave/Parental Leave/Adoption Leave. 24.01 A pregnant Employee who has completed ninety (90a) days Leave of continuous service before commencing leave, absence without pay in the case of pregnancy shall be granted up to seventy-eight (78) weeks’ in accordance with the Employment Standards Act. Such leave without will not affect sick leave entitlement, seniority, vacation entitlement, or vacation pay. The seventy-eight (78) weeks is comprised All Maternity/Parental Leave of sixteen (16) weeks’ maternity leave absence requests shall be, in writing, and sixty-two (62) weeks’ parental leave. A pregnant Employee should apply for maternity leave as soon as possible prior shall show the last day to their be worked and the expected date of deliveryreturn to work. b) If an employee chooses, but in any case shall give the Department Head or Supervisor at least up to six (6) weeks’ months additional leave, without pay, may be taken as child-care leave. At least sixty (60) days prior to the end of the initial Maternity/Parental Leave, notice must be given to the Employer of the employee’s intent to take the additional leave. During the additional leave, the employee shall have the option of continuing on the Benefits Plan and being responsible for the premium costs or cancelling the Benefits plan. Seniority shall cease to accrue during the child-care leave. In the event that the Federal or Provincial Government declares a child-care leave as law, this benefit shall not be in addition to that law but will form part of it. c) All pregnancy/parental/adoption leave of absence requests shall be in writing and shall show the last day to be worked and the expected date of return to work. d) A regular employee returning to work after being on pregnancy/parental/adoption leave shall return to his/or her former position or to a comparable position. e) Vacancies arising under the provision will be posted as “up to eighteen (18) months.” In the event the expected date of return is for twelve (12) months but is extended for an additional six (6) months, the vacancy created by the leave will not have to be reposted. f) Employees will notify the Employer at least four (4) weeks in advance of the date on which the Employee employee intends to commence maternity begin their leave or parental leaveof absence. Notice An g) Absences due to pregnancy related medical complications must be medically supported. h) Employees desiring to return to regular employment following Pregnancy Leave shall notify the Employer at least sixty (60) days prior to parental leave is not required after maternity leave unless it was originally agreed the desired date of return, or sixty (60) days prior to only take sixteen (16) weeks the expiry date of maternity leavethe Pregnancy Leave. 24.02 An Employee who is not the birth mother and who has completed ninety (90i) days of continuous service before commencing leaveFor an adopting parent, and upon six (6) weeks’ notice being given to the Board, shall be granted up to sixty-two (62) weeks’ parental or adoption leave without payconsecutive weeks of unpaid leave, immediately following which must begin within seventy-eight (78) weeks after the birth of a child or adoption of a child up children are placed with the parent, in accordance with the Employment Standards Act, as amended from time to the age of eighteen (18). In circumstances related to an adoption that would prevent the Employee from giving the required notice, written notice must be given to the University as soon as possible. If both parents are employed by the University, the parental/adoption leave may be shared between the parents or taken by one (1) parent only. The leave between the two (2) parents may not exceed sixty-two (62) weeks. If both parents are employed by the University the University is not required to grant leave to both Employees at the same time. The Employee may be required to furnish proof of adoption. 24.03 Notwithstanding Clause 24.01 where an Employee j) The Employer will continue to pay the Employer's portion of the employee's benefit premiums while the employee is unable to work because of a valid health reason related to on the Employee’s pregnancy, this shall be considered as a valid health related absence covered by illness (Article 36) leave but subject to the provisions of Clause 24.04. An Employee may be required to provide acceptable proof of illness/disability for entitlement to under this provision.

Maternity Leave/Parental Leave/Adoption Leave. 24.01 A pregnant Employee who has completed ninety (90a) days Leave of continuous service before commencing leave, absence without pay in the case of pregnancy shall be granted up in accordance with the Employment Standards Act. Such leave will not affect sick leave entitlement, seniority, vacation entitlement, or vacation pay. b) All pregnancy/parental/adoption leave of absence requests shall be in writing and shall show the last day to seventy-eight (78) weeks’ leave without pay. The seventy-eight (78) weeks is comprised of sixteen (16) weeks’ maternity leave be worked and sixty-two (62) weeks’ parental leave. A pregnant Employee should apply for maternity leave as soon as possible prior to their the expected date of delivery, return to work. c) A regular employee returning to work after being on pregnancy/parental/adoption leave shall return to their former position or to a comparable position. d) Vacancies arising under the provision will be posted as “up to eighteen (18) months”. In the event the expected date of return is for twelve (12) months but in any case shall give the Department Head or Supervisor at least is extended for an additional six (6) weeks’ notice months, the vacancy created by the leave will not have to be reposted. e) Employees will notify the Employer at least four (4) weeks in writing advance of the date on which the Employee employee intends to commence maternity begin their leave or parental leaveof absence. Notice An employee may alter, but only once, the date of commencement of their leave of absence by providing written notice to the Employer no later than two (2) weeks prior to parental the date they originally wished to commence their leave is not required after maternity leave unless it was originally agreed to only take sixteen (16) weeks of maternity leaveabsence. 24.02 An Employee who is not f) Absences due to pregnancy related medical complications must be medically supported. g) Employees desiring to return to regular employment following Pregnancy Leave shall notify the birth mother and who has completed ninety Employer at least sixty (9060) days of continuous service before commencing leave, and upon six (6) weeks’ notice being given prior to the Boarddesired date of return, shall be granted or sixty (60) days prior to the expiry date of the Pregnancy Leave. h) For an adopting parent up to sixty-two (62) weeks’ parental or adoption leave without payconsecutive weeks of unpaid leave, immediately following which must begin within seventy-eight (78) weeks after the birth of a child or adoption of a child up children are placed with the parent, in accordance with the Employment Standards Act, as amended from time to the age of eighteen (18). In circumstances related to an adoption that would prevent the Employee from giving the required notice, written notice must be given to the University as soon as possible. If both parents are employed by the University, the parental/adoption leave may be shared between the parents or taken by one (1) parent only. The leave between the two (2) parents may not exceed sixty-two (62) weeks. If both parents are employed by the University the University is not required to grant leave to both Employees at the same time. The Employee may be required to furnish proof of adoption. 24.03 Notwithstanding Clause 24.01 where an Employee i) The Employer will continue to pay the Employer’s portion of the employee’s benefit premiums while the employee is unable to work because of a valid health reason related to on the Employee’s pregnancy, this shall be considered as a valid health related absence covered by illness (Article 36) leave but subject to the provisions of Clause 24.04. An Employee may be required to provide acceptable proof of illness/disability for entitlement to under this provision.