Maternity Related Reassignment and Leave Sample Clauses

Maternity Related Reassignment and Leave. (a) An employee who is pregnant or nursing may, during the period from the beginning of the pregnancy to the end of the twenty- fourth (24th) week following the birth, request the Corporation to modify her job functions or reassign her to other duties if, by reason of the pregnancy or nursing, continuing any of her current job functions may pose a risk to her health or that of the foetus or child.
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Maternity Related Reassignment and Leave. In accordance with the provisions of the Canada Labour Code, an employee who is pregnant or nursing may request a maternity related reassignment and leave if by reason of her pregnancy or nursing, continuing any of her current job functions may pose a risk to her health or to that of the fetus or child.
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Maternity Related Reassignment and Leave. An employee who is pregnant or nursing may, during the period from the beginning of the pregnancy to the end of the twenty-fourth week following the birth, request the Company to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current job functions may pose a risk to her health or to that of the foetus or child. An employee’s request under this Article must be accompanied by a certificate of a qualified medical practitioner of the employee’s choice indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. The Company shall examine the request in consultation with the employee and, where reasonably practicable, shall modify the employee’s job functions or reassign her. An employee who has made a request under this Article is entitled to continue in her current job while the Company examines her request, but, if there is a risk posed by continuing any of her job functions, she is entitled to and shall be granted a leave of absence with pay at her regular rate of wages until the Company modifies her job functions or reassigns her. The onus is on the Company to show that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable. Where the Company concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Company shall so inform the employee in writing. An employee referred to in this Article is entitled to and shall be granted a leave of absence without pay for the duration of the risk as indicated in the medical certificate. An employee whose job functions have been who has been reassigned or who is on a leave shall give at least two weeks notice in writing to the Company of any change in the duration of the risk or in the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given, and such must be accompanied by new medical certificate.
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Maternity Related Reassignment and Leave 
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Related to Maternity Related Reassignment and Leave

  • Child Rearing Leave 12.7 If a teacher does not desire to return to her position as soon as she is physically able to do so, following the birth of a child, or a father wishes to remain home to rear a newborn child, he/she may apply for a child rearing leave of absence under the following conditions:

  • CALIFORNIA FAIR EMPLOYMENT AND HOUSING ACT CERTIFICATION Pursuant to Public Contract Code (PCC) section 2010, the following certifications must be provided when (i) submitting a bid or proposal to the JBE for a solicitation of goods or services of $100,000 or more, or (ii) entering into or renewing a contract with the JBE for the purchase of goods or services of $100,000 or more. CERTIFICATIONS:

  • Maternity Leave/Parental Leave Adoption Leave (Effective for maternity and/or parental leaves that commenced before May 1, 2019)

  • 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 maternity leave of up to 17 weeks without pay.

  • Reasonable Accommodation for Applicants / Employees with Disabilities The contractor must be familiar with the requirements for and comply with the Americans with Disabilities Act and all rules and regulations established there under. Employers must provide reasonable accommodation in all employment activities unless to do so would cause an undue hardship.

  • Maternity/Adoption/Parental Leave a) In accordance with the Saskatchewan Employment Act an employee shall be granted maternity, adoption, and/or parental leave of absence without pay.

  • Maternity Leave and Parental Leave (a) An employee is entitled to maternity leave of up to seventeen (17) weeks without pay. The duration of the maternity leave of absence before the date of birth and subsequent to the date of birth shall be at the option of the employee.

  • Paternity Leave (a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

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