Common use of Maternity or Adoption Leave Clause in Contracts

Maternity or Adoption Leave. i) An employee who has been in the employment of the City for a period of at least twenty (20) weeks in the fifty-two (52) weeks immediately preceding the day on which the requested leave is to commence, and who provides Transit Management with a medical certificate from a qualified medical practitioner certifying that she is pregnant and specifying the estimated date of birth, or submit proof of the adoption of a child, shall be entitled, upon written application, to maternity or adoption leave without pay. The request for maternity or adoption leave, indicating the date on which she wishes to commence the leave, together with the required medical certificate, must be submitted not later than four (4) weeks prior to the date on which she wishes to commence leave. The maximum leave to be granted is eighteen (18) weeks and may be apportioned in any combination prior to and after the date of confinement. Where the actual date of the birth is later than the estimated date of the birth, the employee is entitled to not less than six (6) weeks leave after the actual date of birth. ii) All maternity and adoption leave shall continue for an agreed period of a maximum of eighteen (18) weeks. Employees shall give a minimum of four (4) weeks notice of their intent to return to work. Where the employee and Transit Management agree that the portion of the leave following the actual date of birth, or adoption, should be less than six (6) weeks, then Transit Management may permit the employee to resume her employment at the time agreed provided that, at or before the time the employee resumes her employment, she provides Transit Management with a certificate from a qualified medical practitioner, certifying that resumption of employment at the time so agreed will not in his/her opinion endanger the health of the employee. iii) Should an employee not return to work within eighteen (18) weeks she shall be deemed to have terminated employment from the City. iv) Where the pregnancy of an employee would reasonably interfere with the performance of the employee’s duties, the City may require the employee to take a maximum of three (3) months’ leave prior to the estimated date of birth. The onus for establishing that the pregnancy would reasonably interfere with duties shall lie with the City. v) Employees returning from maternity or adoption leave shall return to their former position with no loss of accrued seniority or benefits (being Medical Plan, Dental Plan, Disability Plan, Life Insurance Plan, Superannuation Plan, and Accidental Death/Dismemberment Plan) or reduction in wages. For the purposes of seniority, being on maternity or adoption leave does not constitute a break in service. vi) An employee may apply for general leave under A17(a) following Maternity, or Adoption Leave, and Parental Leave. vii) Employees on maternity or adoption leave may participate in benefit plans provided the employee continues to pay the Employer and employee share of the premiums. Benefits available are Dental Plan, Medical Plan, Life Insurance Plan and Accidental Death/Dismemberment Plan.

Maternity or Adoption Leave. i) An employee who has been in the employment of the City for a period of at least twenty (20) weeks in the fifty-two (52) weeks immediately preceding the day on which the requested leave is to commence, and who provides Transit Management with a medical certificate from a qualified medical practitioner certifying that she is pregnant and specifying the estimated date of birth, or submit proof of the adoption of a child, shall be entitled, upon written application, to maternity or adoption leave without pay. The request for maternity or adoption leave, indicating the date on which she wishes to commence the leave, together with the required medical certificate, must be submitted not later than four (4) weeks prior to the date on which she wishes to commence leave. The maximum leave to be granted is eighteen (18) weeks and may be apportioned in any combination prior to and after the date of confinement. Where the actual date of the birth is later than the estimated date of the birth, the employee is entitled to not less than six (6) weeks leave after the actual date of birth. ii) All maternity and adoption leave shall continue for an agreed period of a maximum of eighteen (18) weeks. Employees shall give a minimum of four (4) weeks notice of their intent to return to work. Where the employee and Transit Management agree that the portion of the leave following the actual date of birth, or adoption, should be less than six (6) weeks, then Transit Management may permit the employee to resume her employment at the time agreed provided that, at or before the time the employee resumes her employment, she provides Transit Management with a certificate from a qualified medical practitioner, certifying that resumption of employment at the time so agreed will not in his/her opinion endanger the health of the employee. iii) Should an employee not return to work within eighteen (18) weeks she shall be deemed to have terminated employment from the City. iv) Where the pregnancy of an employee would reasonably interfere with the performance of the employee’s employee‟s duties, the City may require the employee to take a maximum of three (3) months’ months‟ leave prior to the estimated date of birth. The onus for establishing that the pregnancy would reasonably interfere with duties shall lie with the City. v) Employees returning from maternity or adoption leave shall return to their former position with no loss of accrued seniority or benefits (being Medical Plan, Dental Plan, Disability Plan, Life Insurance Plan, Superannuation Plan, and Accidental Death/Dismemberment Plan) or reduction in wages. For the purposes of seniority, being on maternity or adoption leave does not constitute a break in service. vi) An employee may apply for general leave under A17(a) following Maternity, or Adoption Leave, and Parental Leave. vii) Employees on maternity or adoption leave may participate in benefit plans provided the employee continues to pay the Employer and employee share of the premiums. Benefits available are Dental Plan, Medical Plan, Life Insurance Plan and Accidental Death/Dismemberment Plan.

Maternity or Adoption Leave. i) An Upon written request, the Hospital will grant maternity leave to a pregnant employee who has been in accordance with the employment pertinent provisions of the City for a period Ontario Employment Standards Act. Leave may commence at any time during pregnancy when it is recommended by the employee’s attending physician. However, the Hospital may request an employee to commence maternity leave at such time as her condition no longer enables her to reasonably perform the duties of her position or the pregnancy prevents her from performing her work. The employee shall give written notification at least twenty two (202) months in advance of the date of commencement of such leave and the expected date of return. The specific dates for adoption leave will be set by mutual consent between the employee and the Hospital. The employee shall confirm her intention to return to work on the date originally provided in subsection by written notification received by the Hospital at least two (2) weeks in advance thereof, The employee shall be reinstated to her former position, unless the fiftyposition has been abolished, in which case the appropriate lay-two off provisions provided in this Agreement shall Effective October on confirmation by the Unemployment Insurance Commission of the appropriateness of the Hospital’s Supplemental Unemployment Benefit (52SUB) weeks immediately preceding the day Plan, an employee who is on which the requested maternity leave is to commenceas provided under this Agreement, and who provides Transit Management with is receiving Unemployment Insurance Pregnancy Benefits pursuant to Section of the Insurance Act, shall be paid a medical certificate from supplemental unemployment benefit. That benefit will be equivalent to the difference between of her regular weekly earnings and the sum of her weekly Unemployment Insurance Benefits and any other earnings. Such payment shall commence following completion of the two-week Unemployment Insurance waiting period and shall continue as long as the employee receives such benefits to a qualified medical practitioner certifying maximum of fifteen (15) weeks. The employee must submit her Unemployment Insurance cheque stub to the Hospital as proof that she is pregnant and specifying the estimated date of birthreceiving Unemployment Insurance Pregnancy Benefits, or submit proof of the adoption of a child, The employee’s regular weekly earnings shall be entitled, upon written application, to maternity or adoption leave without pay. The request for maternity or adoption leave, indicating the date determined by her regular hourly rate on which she wishes to commence the leave, together with the required medical certificate, must be submitted not later than four (4) weeks her last day worked prior to the date on which she wishes to commence leave. The maximum leave to be granted is eighteen (18) weeks and may be apportioned in any combination prior to and after the date of confinement. Where the actual date of the birth is later than the estimated date of the birth, the employee is entitled to not less than six (6) weeks leave after the actual date of birth. ii) All maternity and adoption leave shall continue for an agreed period of a maximum of eighteen (18) weeks. Employees shall give a minimum of four (4) weeks notice of their intent to return to work. Where the employee and Transit Management agree that the portion commencement of the leave following the actual date of birth, or adoption, should be less than six (6) weeks, then Transit Management may permit the employee to resume by her employment at the time agreed provided that, at or before the time the employee resumes her employment, she provides Transit Management with a certificate from a qualified medical practitioner, certifying that resumption of employment at the time so agreed will not in his/her opinion endanger the health of the employeenormal weekly hours. iii) Should an employee not return to work within eighteen (18) weeks she shall be deemed to have terminated employment from the City. iv) Where the pregnancy of an employee would reasonably interfere with the performance of the employee’s duties, the City may require the employee to take a maximum of three (3) months’ leave prior to the estimated date of birth. The onus for establishing that the pregnancy would reasonably interfere with duties shall lie with the City. v) Employees returning from maternity or adoption leave shall return to their former position with no loss of accrued seniority or benefits (being Medical Plan, Dental Plan, Disability Plan, Life Insurance Plan, Superannuation Plan, and Accidental Death/Dismemberment Plan) or reduction in wages. For the purposes of seniority, being on maternity or adoption leave does not constitute a break in service. vi) An employee may apply for general leave under A17(a) following Maternity, or Adoption Leave, and Parental Leave. vii) Employees on maternity or adoption leave may participate in benefit plans provided the employee continues to pay the Employer and employee share of the premiums. Benefits available are Dental Plan, Medical Plan, Life Insurance Plan and Accidental Death/Dismemberment Plan.