Maternity Parental Leaves Sample Clauses

Maternity Parental Leaves a) An employee, upon written application, shall be granted Maternity Leave and/or Parental Leave under the provisions of the Canada Labour Code. b) During the two (2) week waiting period and the fifteen (15) weeks that the employee is eligible for Employment Insurance - Maternity Leave benefits, the employee will receive payments from the Supplementary Unemployment Benefit Fund to bring her combined E.I. and S.U.B. payments to ninety-three percent (93%) of her normal pay. c) Subject to the applicable Parental Leave provisions of the Canada Labour Code (Part III) an employee who has completed six (6) consecutive months of continuous employment with the City shall be granted Leave without pay, upon written request to their Manager, of up to thirty-seven (37) weeks to care for a new-born child of the employee or a child who is in the care of the employee for the purpose of adoption under the laws governing adoption in the province in which the employee resides.
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Maternity Parental Leaves a) An employee, upon written application, shall be granted Maternity Leave and/or Parental Leave under the provisions of the Canada Labour Code. b) During the two (2) week waiting period and the fifteen (15) weeks that the employee is eligible for Employment Insurance - Maternity Leave benefits, the employee will receive payments from the Supplementary Unemployment Benefit Fund to bring her combined E.I. and S.U.B. payments to ninety-three percent (93%) of her normal pay. c) Subject to the applicable Parental Leave provisions of the Canada Labour Code (Part III) an employee who has completed six (6) consecutive months of continuous employment with the Employer shall be granted Leave without pay, upon written request to their Manager, of up to thirty-seven (37) weeks to care for a new-born child of the employee or a child who is in the care of the employee for the purpose of adoption under the laws governing adoption in the province in which the employee resides. d) An employee on parental leave with a minimum of six (6) months of seniority shall be entitled to receive a topping up of their Employment Insurance Benefits to a maximum of ninety three percent (93%) of their normal wage for a maximum of ten (10) weeks of such leave. e) While on Maternity Leave and/or Parental Leave as provided under this Article, an employee would continue to accrue seniority, earn vacation leave credits and be entitled to continued coverage under all insured benefit plans. While on Maternity / Parental Leave employees do not contribute to the
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Maternity Parental Leaves. An employee requesting a pregnancy disability and/or parental leave shall notify the District in advance of his or her intention to take leave and the estimated date when he/she will return to work. Employees may use sick, personal, PFML, and unpaid leaves for pregnancy disability and parental leaves, in consecutive or concurrent order as determined by the employee. A. Pregnancy Disability Leave WAC 000-00-000: 4d: 1. The length of pregnancy disability leave lasts as long as the employee’s healthcare provider determines the parent is disabled due to pregnancy and/or childbirth. 2. The employee shall be able to return to her job under the same uniform terms and conditions as any other employee with Other Leaves Policy (Article VII, Sections 14 and 15). 3. An employee may be eligible for PFML in addition to the pregnancy disability leave indicated in this section. Those leaves may run consecutively or concurrently as determined by the employee. 4. Employees who have a need to express breast milk will be provided reasonable break time for up to two (2) years after the child’s birth each time the employee has need to express milk. The employee will be provided a private and secure location, other than a bathroom, which may be used by the employee to express breast milk. The employer shall work with the employee to identify a convenient location and work schedule to accommodate the employee’s needs B. Parental Leave 1. An employee shall be allowed to use up to sixty (60) days of accumulated sick leave for introducing a new child into their family. This leave may be utilized all at once or intermittently throughout the 12 month period. The employee shall be able to return to his or her job under the same uniform terms and conditions as any other employee as set forth in Return from Leave (Article VII, Section 15) 2. This applies to regular childbirth as well as adoption and fostering. 3. If the employee does not have enough sick leave, the employee may go on an unpaid parental leave. Unpaid parental leave may be extended, if qualified, under FMLA in addition to the leave indicated in this section. The employee may continue District sponsored insurance programs while on unpaid leave by paying the associated premiums directly to the District. 4. An employee may be eligible for Washington Paid Family & Medical Leave ( PFML) in addition to the parental leave indicated in this section. Those leaves may run consecutively or concurrently as determined by the employee.
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Maternity Parental Leaves. An employee shall maintain seniority while absent on pregnancy or parental leave to the extent provided for, and for the purpose prescribed, under the Alberta Employment Standards Code.
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Maternity Parental Leaves. 24.01 Employees who are employed at least thirteen (13) weeks prior to the estimated date of delivery or adoption of a child (or children) will be granted a Maternity and/or Parental Leave. 24.02 A pregnant employee is entitled to pregnancy leave and all prescribed benefits as outlined in the Employment Standards Act. An employee is entitled to parental leave and all prescribed benefits as outlined in the Employment Standards Act. 24.03 Maternity Leave benefits are payable to those employees on Maternity Leave who have at least one year of seniority prior to the estimated date of delivery. Employees who are already in a period of notice due to their resignation or the University's decision to discontinue their employment are not eligible to receive Maternity Leave benefits. 24.04 For the first two (2) weeks of leave, the University will pay 90% of the regular straight time earnings on wages up to $34,500.00 per year. If the wages are over $34,500.00 per year the payment is based on 85%. During the following fifteen (15) weeks of maternity leave the employee will receive a payment equal to the difference between 90% of the employee's regular straight time earnings on wages up to $34,500.00 per year (if wages are over $34,500.00, the payment is based on 85%) and the amount of maternity benefits the employee is receiving (or that she would be expected to receive if she qualified for benefits). All payments paid from the SUB Plan must be in accordance with the agreement filed by the University with Canada Employment and Immigration, E.I. and the Unemployment Insurance Act, R.S.C. 1985,c, as amended. As part of the present requirements, all such payments can only commence when the employee provides proof that she is receiving EI maternity benefits or that she is disqualified from receiving EI maternity benefits because of an insufficient number of insurable weeks, or that EI benefits have been exhausted or that she is in the EI waiting period. Such proof will not be made available by EIC until after the leave has commenced and hence University payments will be retroactive. This will be effective March 1, 1997. Group Benefit coverage will be maintained during maternity leave with no cost to the employee. 24.05 A paid Paternity Leave will be granted for a period of up to five (5) working days upon the birth or adoption of a child.
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Maternity Parental Leaves. The parties agree to amend Article 9.6 Maternity/Parental Leaves as follows: “
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Maternity Parental Leaves 
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Related to Maternity Parental Leaves

  • Parental Leave (a) A nurse who becomes a parent of a child is eligible to take a parental leave in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) A nurse who has taken a pregnancy leave under Article 11.07 is eligible to be granted a parental leave of up to thirty-five (35) weeks' duration, in accordance with the Employment Standards Act. A nurse who is eligible for a parental leave who is the natural father or is an adoptive parent may extend the parental leave for a period of up to twelve (12) months’ duration, consideration being given to any requirements of adoption authorities. In cases of adoption, the nurse shall advise the hospital as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the nurse finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (c) The nurse shall be reinstated to her or his former position, unless that position has been discontinued, in which case the nurse shall be given a comparable job. (d) Nurses newly hired to replace nurses who are on approved parental leave may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Hospital, in a permanent position, the nurse shall be credited with seniority from date of hire subject to successfully completing her or his probationary period. The nurse shall be credited with xxxxx worked (hours worked for nurses whose regular hours of work are other than the standard work day) towards the probationary period provided in Article 10.01 (a) to a maximum of 30 tours (225 hours for nurses whose regular hours of work are other than the standard work day). The Hospital will outline to nurses hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such employment. (e) On confirmation by the Employment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SUB) Plan, a nurse who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four (84%) percent of the nurse's regular weekly earnings and the sum of her or his weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she or he is in receipt of Employment Insurance parental benefits and shall continue while the nurse is in receipt of such benefits for a maximum period of ten (10) weeks. The nurse's regular weekly earnings shall be determined by multiplying her or his regular hourly rate on her or his last day worked prior to the commencement of the leave times her or his normal weekly hours. The normal weekly hours for a part-time employee shall be calculated by using the same time period used for calculation of the Employment Insurance benefit (currently 26 weeks). The employee does not have any vested right except to receive payments for the covered employment period. The plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

  • 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.

  • Parental Leave of Absence A. Female unit members may use any or all accumulated leave during pre and post-natal care for that period of time she is temporarily disabled, as determined by the unit member and her physician. B. Unit members desiring to use any or all accumulated leave during a period of pregnancy or post-natal care should state this in writing to the Office of Human Resources and Employee Relations using the FMLA paperwork. C. Unit members who use any or all accumulated leave as a temporary disability during pre- and post- natal care must return to active service as soon as her physical health permits according to her physician; unless she requests a leave of absence without pay or she resigns. D. Any non-probationary female unit member who does not wish to use any or all accumulated [sick] leave during pre- and/or post-natal care shall be granted a leave of absence without pay provided that a reasonable notice in writing to the Office of Human Resources and Employee Relations is made in advance. E. Unit members using a leave of absence without pay for pre-natal care, adoption, post-natal care and/or child rearing (not to exceed a period of one (1) year in duration and taken within the first year after birth or adoption) shall have the opportunity to continue benefit programs provided to unit members. Unit members with at least one (1) year of experience with the Xxxxxxx County Board of Education will be required after the first twelve (12) weeks to assume the Board’s share of the premium in addition to any premiums he/she theretofore paid for dependent coverage. Provided that a written, advanced request is made to the Office of Human Resources and Employee Relations the employee on such leave will be offered employment upon expiration of the leave in the first available position in their classification for which they are qualified. The request should be made at least thirty (30) days prior to the return and should include the anticipated date of return. If the return is within ninety (90) duty days and such return is stipulated at the beginning of the leave, the same position shall be offered. F. Adoptive parents may use up to twelve (12) weeks in compliance with Family Medical Leave Act (FMLA) of any or all accumulated leave for the purpose of adoption and/or bonding. G. If using combined sick leave and leave without pay teachers who have at least one (1) year experience with the Xxxxxxx County Board of Education will have premiums paid for a total of twelve (12) weeks per year in accordance with the terms of the FMLA, and have their position held prior to such leave.

  • Paid Parental Leave In addition, if the Employee is entitled to paid parental leave under the Paid Parental Leave Act 2010 (Cth) (PPL Act) as the primary carer of the child:

  • Maternity Leave A pregnant employee shall qualify for maternity leave: (a) Upon written request at least four weeks in advance of the leave the employee will be granted leave of absence without pay for a period of not more than 12 months. The request must be accompanied by a doctor's note indicating the expected date of birth. (b) The period of maternity leave without pay shall be from 11 weeks before the expected date of termination of the pregnancy. (c) The Employer shall, with the agreement of the employee, defer the commencement of maternity leave for any period approved in writing by a qualified medical practitioner. (d) Where an employee who is at work becomes ill or injured following the commencement of the 11 week period in (b) above, such illness or injury shall be covered by application of the sick leave provision as follows: (1) where the illness or injury is not directly related to the condition of pregnancy, sick leave coverage may extend to the scheduled date of commencement of maternity leave or birth of the baby, whichever occurs first; (2) where the illness is caused through an abnormal condition or pregnancy, as determined in writing by a qualified medical practitioner, and the employee returned to work before the scheduled commencement date of maternity leave, the period of absence will be covered by the provisions of Clauses 26.1(a) and (b). (e) On return from maternity leave, an employee shall be placed in her former position. (f) The Employer shall maintain coverage for medical, extended health, dental, group life, short and long-term disability, and shall pay the Employer's share of these premiums. (g) Notwithstanding Clauses 20.1 and 20.2, vacation entitlements and vacation pay shall continue to accrue while an employee is on maternity leave for the first six months of maternity leave providing the employee returns to work for a period of not less than six months. Vacation earned pursuant to this clause may be carried over to the following year, notwithstanding Clause 20.9. (h) Where the original application for maternity leave is for a period of less than 12 months, it can be extended for an additional period so the combined leaves do not exceed 12 months. Such an extension must be for health reasons and will be without pay. A doctor's certificate is required. Benefit provisions under Clause 26.1(f) shall apply. (i) Maternity leave for employees in their initial probation period shall be in accordance with the (j) Six weeks prior to the expiration date of the maternity leave, the employee must notify the University in writing of the date of return to work. If no notification is given, the employee shall be deemed to have abandoned the position.

  • Maternity and Parental Leave Employees are eligible for unpaid leave of absence from employment subject to the conditions in this article. Every employee who intends to take a leave of absence under this article will give at least four weeks' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and will inform the Employer in writing of the length of leave intended to be taken. Each employee who wishes to change the effective date of approved leave will give four weeks' notice of such change unless there is a valid reason why such notice cannot be given.

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