Maternity Policy Sample Clauses

Maternity Policy. Maternity leave is the right of every member in accordance with Civil Service Commission Rules. Attached for informational purposes only as Appendix A is Civil Service Rule 220 (in part) dealing with leaves of absence (general requirements) and sick leave (sick leave - maternity). The starting date for maternity leave is a decision of the member and her doctor. The return date from maternity is a decision of the member and her doctor. The member has the right to include vacation time in maternity leave. When a member returns to work from her maternity leave, she will be reinstated to her original job (same location and shift) as assigned to her on the start date of her maternity leave.
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Maternity Policy. Contents
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Maternity Policy. It is our intent to allow any employee who is pregnant to continue working as long as her physical condition permits. Once pregnancy is confirmed, the employee will notify our Company nurse and provide a doctor's statement which specifies her anticipated delivery date and state any necessary restrictions or limitations on her work activity. Unless restrictions imposed by the doctor preclude her continuing to work, she may work through her pregnancy without further qualification. This is consistent with Dana's policy of allowing employees with temporary disabilities to continue to work so long as the task represents no threat to their health and safety or the health and safety of fellow workers. The maternity leave of absence terminates on the date the employee is released by her doctor to return to work. The employee must request a personal leave for additional time off. These rules are effective March 1, 1966 (Numbers 1 through 15) and the additions of: Number 16, effective September 1, 1976 and Number 10C, effective February 11, 1980. Dana xxxerves the right to change, subtract, or add to these rules from time to time as circumstances warrant.
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Maternity Policy. The intent of this policy is to promote the safety and well-being of all students attending Delaware State University. This policy specifically refers to a Resident who is pregnant or becomes pregnant while occupying University housing. 1. The Resident must be able to comply with all policies and procedures standard to residential living. 2. To ensure the health and safety of the Resident, it is strongly recommended that they continue to receive prenatal care while at school and obtain a local provider. Transportation is the individual’s responsibility. In the event of an emergency, an ambulance will be called. All costs incurred will be the Resident’s responsibility. Delaware State University does not permit children of any age to live in University housing.
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Maternity Policy. The intent of this policy is to promote the safety and well-being of all students attending the University. This policy specifically refers to a Resident who is pregnant or becomes pregnant while occupying University Housing. The University’s Campus Health Center will not provide prenatal care, and the University assumes no liability or responsibility for the Resident’s pregnancy, including but not limited to prenatal care, miscarriage or other complications, termination of pregnancy, or birth. The following conditions must be adhered to in order to maintain occupancy in University Housing: a) The Resident must comply with all policies and procedures for University Housing. b) To ensure the health and safety of the residents, it is strongly recommended that they receive prenatal care while at school and that they obtain a local provider. Transportation is the individual’s responsibility. In the event of an emergency, an ambulance will be called. All costs incurred will be the Resident’s responsibility. The University does not permit children of any age to live in University Housing.
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Related to Maternity Policy

  • 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.

  • Maternity Leave ‌ (a) An employee is entitled to a maternity leave of absence from work, without pay, for a period of 17 consecutive weeks or a shorter period requested by the employee. (b) An employee shall notify the Employer in writing of the estimated date of birth. The employee will make every reasonable effort to give at least four weeks’ notice prior to the date the employee proposes to commence leave. The Employer may require the employee to provide a certificate from a medical practitioner stating the employee is pregnant and estimating the probable date of birth. (c) Regardless of the date of commencement of the leave of absence taken under Subsection (a), the leave shall not end before the expiration of six weeks following the actual date of birth unless the employee requests a shorter period. (d) A request for shorter period under Subsection (c) must be given in writing to the Employer at least one week before the date that the employee indicates she intends to return to work, and the employee must furnish the Employer with a certificate of a physician stating that the employee is able to resume work. (e) If an employee's pregnancy is terminated before a leave request is made under Subsection (a), the Employer, upon request, shall grant the employee a leave of absence from work without pay for a period of six consecutive weeks. The employee may be required to supply a certificate of a medical practitioner verifying termination of the pregnancy. Leave under this clause shall commence on the specified date noted by the medical practitioner. (f) If an employee is unable to return to work following a leave of absence granted under either Subsection (a) or Subsection (e) preceding, the Employer upon request shall grant to the employee a leave of absence extension not to exceed a total of six consecutive weeks further. To qualify, the employee must supply a certificate of a medical practitioner verifying the necessity of the leave.

  • Maternity Maternity leaves, not to exceed six (6) months, shall be granted at the request of the employee.

  • Maternity Leave Allowance ‌ (a) An employee who qualifies for maternity leave pursuant to Clause 21.1, shall be paid a maternity leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer, proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan, the maternity leave allowance will consist of 15 weekly payments equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee and 85% of the employee's basic pay.

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

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