Maternity or parental leave. Employee not eligible for QPIP or Employment Insurance benefits
a) The full-time employee who has accumulated twenty (20) weeks of service is entitled, for ten (10) weeks, to an allowance equal to ninety-three percent (93%) of her/his regular weekly salary;
b) The part-time employee who has accumulated twenty (20) weeks of service is entitled, for ten (10) weeks, to an allowance equal to ninety-three percent (93%) of her/his regular weekly salary.
Maternity or parental leave. Employee not eligible for QPIP or Employment Insurance benefits
Maternity or parental leave. Continuing full-time employees shall be entitled to the following:
Maternity or parental leave shall be granted by the College, upon written application to the Chief Human Resources Officer, to all Members eligible
Maternity or parental leave. An Employee on maternity or parental leave shall be continued on the applicable benefits and cost share formula(s), provided the Employee's share of premiums is paid in advance.
Maternity or parental leave. The Employer shall grant leave of absence without pay for a period of twelve (12) consecutive months to employees for reasons of pregnancy or the birth or adoption of a child.
Maternity or parental leave. 14.03 A working weeks’ vacation with pay shall be five days’ (forty (40) hours) pay in seven (7) calendar days off. The weeks of vacation shall be taken within twelve (12) months of the qualifying date. Suitable dates for vacation will be arranged on a departmental basis. At the discretion of management, vacations of up to five (5) consecutive weeks may be granted. The time for vacation shall be set by the Employer in consultation with the Employee’s representative. Employees will indicate their preference in the following manner.
14.04 Notice will be posted in each department on or before March 15th advising Employees they will be called upon to state their choice of summer vacation dates and indicating the number of Employees who may be absent at one time. Vacation dates will be assigned by seniority after posting providing plant operation is not affected and adequate complement is retained. Summer vacation will cover the period from April 15th to October 15th. The vacation form will allow Employees to record their first and second choices.
14.05 Each Employee in order of seniority will be called upon beginning April 1st to state their choice of dates. Employees who fail to state their preferences within twenty-four (24) hours will not be allowed to post again until less senior Employees have been given their choice. Employees not able to get their first choice of vacation dates due to plant requirements will be offered, on a seniority basis, any cancelled vacation periods first. Otherwise, all remaining unscheduled vacation time will be allocated on a first come, first serve basis. The following chart outlines the vacation entitlement for each Employee by department for each round of vacation selection: Years of Seniority Weeks of Vacation Selection Vacation Selection 1 1 Jun/Jul/Aug/Sep 3 1 Jun/Jul/Aug/Sep 8 2 Jun/Jul/Aug/Sep 15 3 Jun/Jul/Aug/Sep 20 3 Jun/Jul/Aug/Sep
14.06 Notice for winter vacation dates will be posted September 15th and preferences for winter vacation will be declared as in 14.05 starting October 1st. Winter vacation will be from October 16th to April 14th. The Company will permit Employees to divide one (1) week of vacation into two (2) parts with the days of each part taken consecutively subject to the following:
(1) One week limit per Employee per year.
(2) June 1st – September 15th period is excluded.
(3) Approval of management. An Employee will be allowed to reschedule vacation days lost due to major illness or injury that resul...
Maternity or parental leave. 17.6.1 FCMs are entitled to and shall receive the maternity leave and parental leave provided for in the Canada Labour Code. Maternity and Parental Leave will be administered by the Company pursuant to its existing policies. The entitlement to Maternity and Parental Leave provided for in the Canada Labour Code is enhanced by the following provisions of this Article 17.6.
17.6.2 The Company shall provide a pregnant FCM with a maternity uniform.
17.6.3 The Company cannot require a FCM to take leave in case of pregnancy unless she is no longer able to perform an essential function of her position.
17.6.4 The pregnant FCM shall submit a written notice to the Company stating the date on which she desires to start her leave and its expected duration. This notice shall be given at least one month before the FCM departure and shall be accompanied by a medical certificate from the attending physician stating the expected delivery date.
17.6.5 The preceding clause notwithstanding, the leave may end earlier at the written request of the FCM and with mutual agreement with the Company.
17.6.6 A FCM who intends to take parental leave shall inform the Company accordingly, in writing, at least four (4) weeks in advance, unless there are valid reasons for not doing so. Such written notice shall specify the length of the leave.
17.6.7 A FCM who wishes to continue Parental care beyond the scope of the unpaid leave may do so if mutually agreed upon with the Company and provided the FCM has a just cause.
17.6.8 Any change to the length of such leave shall be brought to the Company’s attention in writing at least four (4) weeks in advance, unless there are valid reasons for not doing so.
17.6.9 Benefits during the period of parental leave the FCM shall; • continue to accumulate unpaid vacation days and length of service, and • shall maintain his travel privileges, and • shall continue to be covered by the insurance plan, provided he pays the insurance premiums.
17.6.10 A FCM who wishes to suspend his membership in the insurance plan shall advise the Company accordingly, in writing, before the start of his absence, and may continue to contribute to the Company’s retirement plan, provided he pays her portion of the contributions.
Maternity or parental leave. An employee on maternity or parental leave shall be continued on the applicable benefits and cost share provided the employee's share of premiums is paid in advance. An employee on leave of absence without loss of pay or on Leave for Union Duties (as specified in Article (a) and shall be continued on all applicable benefits and cost share An employee on leave of absence while receiving temporary wage loss benefits, or weekly indemnity benefits shall be continued on all applicable benefits and cost share providing the employee's share of premiums is paid in advance. Benefits on Layoff and Leave of Absence Without Pay An employee on layoff with recall rights or leave of absence without pay shall be continued on all applicable benefits and cost share for three (3) complete months following the month in which the lay off takes effect, provided the employee's share of premiums is paid in advance. The employee may remain on all applicable benefits thereafter (for the balance of the period of recall or to a maximum of one (1) years leave without pay) by providing payment for of benefit premiums in advance. Advance Payments An employee may make advance payments by cheque, cash, post dated cheques or some other arrangement as may be mutually agreed. Part Time and Temporary (Effective January 1998) in Lieu of Benefits Pay in lieu of benefits in the amount of eleven percent (1 1%) of basic wage on all regular hours worked shall be paid to:
Maternity or parental leave. Maternity and/or Parental leave will be provided as specifically provided for in the Employment Insurance legislation.
