Maternity, Parental and Compassionate Care Leave Sample Clauses

Maternity, Parental and Compassionate Care Leave. Maternity, Parental and Compassionate Care Leave without pay shall be provided pursuant to Sections 204 – 209 of the Canada Labour Code, as amended from time to time. It is agreed and understood that seniority will not be interrupted by virtue of approved leave(s) of absence provided by this clause so long as the employment relationship continues.
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Maternity, Parental and Compassionate Care Leave. Maternity Leave, Parental Leave and Care Leave shall be granted in accordance with provincial legislation. Parental Leave: A one (1) day paid leave will be granted to the employee on the birth or adoption of the employee's child. Time spent on maternity, parental or compassion- ate care leave shall count as servicefor the purpose of all con- tract benefits.
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Maternity, Parental and Compassionate Care Leave. The clauses in this section describe the minimum rights to which a Pilot is entitled respecting Maternity, Parental and Compassionate Care Leave, Pilots shall receive all the rights and benefits provided for in the Canada Labour Code.
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Maternity, Parental and Compassionate Care Leave. The employee will be granted leave of absence as per existing Federal Legislation.
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Maternity, Parental and Compassionate Care Leave. The employee will be granted leave of absence as per existing Federal Legislation. Maternity, Parental and Compassionate Care Leaves taken in accordance with the applicable Federal Legislation will not result in loss of seniority. Medical Certificate may be required. This paragraph will apply to Tier 1, Bridge Attendant and part-time employees only. A female employee with one or more consecutive years of service as a part-time and/or Tier 1 employee or Bridge Attendant shall be entitled to an eleven (11) week leave of absence in addition to and immediately following the child care leave that the employee would otherwise be entitled to under the Labour Standards Provisions of the Canada Labour Code. To be entitled to this leave of absence, the female employee must apply to the Personnel Department in writing within two (2) months of the date of birth of her child. The application shall include the date of commencement of the leave, the date of termination of the leave, and a doctor’s certificate confirming the date of birth of the child. At the end of the approved leave she shall return to her regular employment, seniority permitting.
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Related to Maternity, Parental and Compassionate Care Leave

  • Compassionate Care Leave 1. For the purposes of this article “family member” means:

  • Maternity/Parental Leave The term of the temporary posting shall be for the term of the illness or maternity/parental leave but shall not exceed eighteen (18) continuous months.

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

  • Compassionate Leave (1) An employee is entitled to take up to 2 days’ paid compassionate leave on each occasion that a member of his or her immediate family or a member of his or her household: (a) contracts or develops an illness that poses a serious threat to his or her life; or (b) sustains an injury that poses a serious threat to his or her life; or

  • 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.

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