Common use of MATERNITY-RELATED REASSIGNMENT OR LEAVE Clause in Contracts

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses a risk to her health or that of the foetus or child. b. An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. modifies her job functions or reassigns her, or ii. informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-sub- clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 35.10 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause B15.01 (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause B15.01 (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause 26.19 (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 26.19 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.fifty-two

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 44.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. On being informed of the cessation of current job functions, the Employer, with the written consent of the employee, shall notify the appropriate safety and health work place committee or the safety and health representative. b. 44.02 An employee’s 's request under sub-clause (a) above 44.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. 44.03 An employee who has made a request under sub-clause (a) above 44.01 is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (a) modifies her job functions or reassigns her, or ii. (b) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. 44.04 Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. 44.05 Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. 44.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a35.10(a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty- two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty- four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate eliminating the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a35.10(a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her.. ** e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (aB15.01(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause B15.01 (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause paragraph (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause paragraph (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 35.10 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her.. ** e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second (52nd) fourth week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. On being informed of the cessation, the Employer, with the consent of the employee, shall notify the workplace committee or the health and safety representative. b. (b) An employee’s 's request under sub-clause (a18.18(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a18.18(a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause 26.20 (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 26.20 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second (52nd) fourth week following the birth, request the Council Employer to modify her job functions function or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. . An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. . An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. Employer: modifies her job functions or reassigns her, or ii. ; or informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. . Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. . Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. . An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must may be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s 's request under sub-this clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-this clause (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.twenty-four

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a35.10(a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her.. ** e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 41.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. 41.02 An employee’s request under sub-clause (a) above 41.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. 41.03 An employee who has made a request under sub-clause (a) above 41.01 is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. a) modifies her job functions or reassigns her, or, ii. b) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. 41.04 Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. 41.05 Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two fifty-second (5252nd) weeks after the birth. f. 41.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate eliminating the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a35.10(a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (aC6.01(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (aC6.01(a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (aC6.01(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause C6.01 (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause paragraph (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause paragraph (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a19.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty- four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second twenty -fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. On being informed of the cessation of current job function, the Employer, with the written consent of the employee, shall notify the appropriate work place committee or the health and safety representative. b. (b) An employee’s 's request under sub-clause paragraph (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause paragraph (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate. ** (g) Notwithstanding clause (e), for an employee working: (i) in an institution at Correctional Service Canada where she is in direct and regular contact with offenders, and (ii) for Health Canada NU-CHNs who are permanently assigned in nursing stations situated in remote and isolated First Nations communities (type 1 and 2 according to Health Canada's Community Workload Increase System (CWIS), (iii) OP and NU-HOS of Ste-Xxxx de Bellevue Hospital who provide direct and regular health care to patients, (iv) OP and NUs in the Department of National Defence who provide direct and regular health care to patients, and, if the Employer 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 Employer shall so inform the employee in writing and shall grant leave of absence with pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than at the time the employee proceeds on Maternity Leave Without Pay or the termination date of the pregnancy, whichever comes first.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 41.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second (52nd) fourth week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. 41.02 An employee’s request under sub-clause (a) above 41.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. 41.03 An employee who has made a request under sub-clause (a) above 41.01 is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. a) modifies her job functions or reassigns her, or, ii. b) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. 41.04 Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. 41.05 Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. 41.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 41.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second (52nd) fourth week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. 41.02 An employee’s request under sub-clause (a) above 41.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. 41.03 An employee who has made a request under sub-clause (a) above 41.01 is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. Employer: a) modifies her job functions or reassigns her, or ii. or b) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. 41.04 Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. 41.05 Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. 41.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. . An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. . An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. Employer: modifies her job functions or reassigns her, or ii. or informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. . Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. . Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. . An employee whose job functions have been modified, who has been reassigned reassigned, or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second twenty -fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s 's request under sub-clause (aparagraph 17.19(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (aparagraph 17.19(a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the original medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause 20.23 (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 20.23 (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical medial certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. On being informed of the cessation of current job function, the Employer, with the written consent of the employee, shall notify the appropriate work place committee or the health and safety representative. b. (b) An employee’s request under sub-clause paragraph (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause paragraph (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate. (g) Notwithstanding clause (e), for an employee working:

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second (52nd) fourth week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. . An employee’s 's request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. . An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. Employer: modifies her job functions or reassigns her, or ii. informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. . Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. . Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) twenty-four weeks after the birth. f. . An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Ernployer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s 's request under sub-clause (aparagraph 17.19(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (aparagraph 17.19(a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the original medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.. **

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 44.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. 44.02 An employee’s 's request under sub-clause (a) above 44.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (a) An employee who has made a request under sub-clause (a) above 44.01 is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. Employer: modifies her job functions or reassigns her, oror 44.04 44.05 44.06 ii. (b) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. . Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. . Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty- four (5224) weeks after the birth. f. . An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd) week 24th)week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any continuingany of her current functions currentfunctions may poses a risk posea to her health or healthor that of the foetus or child. b. . An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. . An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, ,she is entitled to be immediately assigned alternative duties alternativeduties until such time as the Council: i. Employer: modifies her job functions or reassigns her, or ii. or informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. . Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. . Where the Council Employer 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 Council Employer shall so inform the employee in writing informthe employeein and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. . An employee whose job functions have been modified, who has been reassigned or reassignedor who is on leave of absence shall give at least two (2) weeks weeks' notice in writing inwriting to the Council Employer of any change in duration of the risk or the inability as inabilityas indicated in the medical certificateInthe medicalcertificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.. Up to one-half day of reasonabletime off with pay will be grantedto pregnant employees for the purpose of attending routine medical appointments. Where a series of continuing appointments are necessary for the treatment of a particular condition relatingto the pregnancy, absences shall be charged to sick leave. LEAVE WITHOUT PAY FOR THE CARE AND NURTURING OF AGE CHILDREN Both parties the importance of access to leave for the purpose of care and nurturing of preschool age children. An employee shall be granted leave without pay for the care and nurturing of preschool age children(includingchildren of common-lawpartner) inaccordance with the following conditions:

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. ‌ An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. b. . On being informed of the cessation, the Employer, with the written consent of the employee, shall notify the appropriate work place committee or the health and safety representative. An employee’s 's request under sub-clause (a) above 41.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. . An employee who has made a request under sub-clause (a) above 41.01 is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. Employer: modifies her job functions or reassigns her, or ii. or informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. . Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. . Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant P a g e | 50 xxxxx leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty- four (5224) weeks after the birth. f. . An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.. - PARENTAL LEAVE WITHOUT PAY‌

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s 's request under sub-clause (aparagraph 17.19(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (aparagraph 17.19(a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the original medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. On being informed of the cessation, the Employer, with the written consent of the employee, shall notify the appropriate workplace committee or the health and safety representative. b. (b) An employee’s request under sub-clause (a37.03(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a37.03(a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate. * 37.04 - Leave of absence granted by the employer to any employee on account of physical injury and or mental strain received in the performance of his duties which is compensable under provisions of the Government Employees' Compensation Act and approved by the Provincial Worker’s Compensation Board, as covered under Article 22, will not be charged against an employee's sick leave credits.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 41.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd52) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. 41.02 An employee’s request under sub-clause (a) above 41.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. 41.03 An employee who has made a request under sub-clause (a) above 41.01 is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. a) modifies her job functions or reassigns her, or ii. b) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. 41.04 Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. 41.05 Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two the fifty-second (52) weeks after the birth. f. 41.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second twenty- fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. On being informed of the cessation, the Employer, with the written consent of the employee, shall notify the appropriate workplace committee or the health and safety representative. b. (b) An employee’s request under sub-clause (a37.03(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a37.03(a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty- four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her.. ** e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty- two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 41.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request that the Council to Employer modify her their job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her the employee’s health or that the health of the foetus or child. On being informed of the cessation, the Employer, with the written consent of the employee, shall notify the appropriate workplace committee or the health and safety representative. b. 41.02 An employee’s request under sub-clause (a) above 41.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid be avoided in order to eliminate the risk. Dependant upon Depending on the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. 41.03 An employee who has made a request under sub-clause (a) above 41.01 is entitled to continue in her current job while the Council Employer examines her request, the request but, if the risk posed by continuing any of her the employee’s job functions so requires, she the employee is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (a) modifies her the job functions or reassigns her, the employee; or ii. (b) informs her the employee in writing that it is not reasonably practicable to modify her job the functions or reassign herthe employee. d. 41.04 Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign herthe employee. e. 41.05 Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. 41.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, certificate unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a35.10(a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her.. ** e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.fifty-two

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. b. (b) An employee’s request under sub-clause 22.13 (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 22.13 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses a risk to her health or that of the foetus or child. b. An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. modifies her job functions or reassigns her, or ii. informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. ‌ (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause 26.19 (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 26.19 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.fifty-two

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-sub- clause (a35.10(a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause 20.13 (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 20.13 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty- four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate eliminating the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a35.10(a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her.. ** e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (aparagraph 17.19(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (aparagraph 17.19(a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the original medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.. **

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a35.10(a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause 22.13 (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 22.13 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.fifty-two

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. ‌ (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.fifty-two

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.fifty-two

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 41.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request that the Council to Employer modify her their job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her the employee’s health or that the health of the foetus or child. On being informed of the cessation, the Employer, with the written consent of the employee, shall notify the appropriate workplace committee or the health and safety representative. b. 41.02 An employee’s request under sub-clause (a) above 41.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant upon the particular circumstances of the request, the Council may obtain an independent medical opinion.the c. 41.03 An employee who has made a request under sub-clause (a) above 41.01 is entitled to continue in her current job while the Council Employer examines her request, the request but, if the risk posed by continuing any of her the employee’s job functions so requires, she the employee is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (a) modifies her the job functions or reassigns her, the employee; or ii. (b) informs her the employee in writing that it is not reasonably practicable to modify her job the functions or reassign herthe employee. d. 41.04 Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign herthe employee. e. 41.05 Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. 41.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, certificate unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 44.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. 44.02 An employee’s 's request under sub-clause (a) above 44.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. 44.03 An employee who has made a request under sub-clause (a) above 44.01 is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (a) modifies her job functions or reassigns her, or ii. (b) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. 44.04 Where reasonably practicable, the Council Employer shall modify the employee’s 's job functions or reassign her. e. 44.05 Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. 44.06 An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. 39.01 An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses a risk to po her health or that of the foetus or child. b. 39.02 An employee’s request under sub-clause (a) above 39.01 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an obta independent medical opinion. c. 39.03 An employee who has made a request under sub-clause (a) above 39.01 is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is require entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (a) modifies her job functions or reassigns her, or ii. (b) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her.reassign d. 39.04 Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her.reassig e. 39.05 Where the Council Employer 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 Council shall so Employer inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the dur risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (52) weeks 24 after the birth. f. 39.06 An employee whose job functions have been modified, who has been reassigned reassigned, or who is on leave of lea absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. On being informed of the cessation, the Employer, with the written consent of the employee, shall notify the appropriate work place committee or the health and safety representative. b. (b) An employee’s request under sub-clause (a13.02(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order so to eliminate the risk. Dependant Depending upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who that has made a request under sub-clause 13.02 (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable possible to modify her job functions or reassign her. d. (d) Where reasonably practicablepossible, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 practicablepossible, the Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate. (g) Notwithstanding 13.02(e), for an employee working in an institution where she is in direct and regular contact with offenders, if the Employer concludes that a job function modification or reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably possible, the Employer shall so inform the employee in writing and shall grant leave of absence with pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than at the time the employee proceeds on maternity leave without pay or the termination date, whichever comes first.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses a risk to her health or that of the foetus or child. b. An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. modifies her job functions or reassigns her, or ii. informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. b. (b) An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.fifty-two

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a35.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 35.10 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or, (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. ‌ (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus fetus or child. On being informed of the cessation of current job function, the Employer, with the written consent of the employee, shall notify the appropriate work place committee or the health and safety representative. b. (b) An employee’s request under sub-clause paragraph (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council Employer may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause paragraph (a) above is entitled to continue in her current job while the Council Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the CouncilEmployer: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council Employer shall modify the employee’s job functions or reassign her. e. (e) Where the Council Employer 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 Council Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty-four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council Employer of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate. (g) Notwithstanding clause (e), for an employee working: (i) for nurses who are permanently assigned in nursing stations situated in remote communities as defined in the Employer’s Support for Working in Remote Communities Policy, and, if the Employer 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 Employer shall so inform the employee in writing and shall grant leave of absence with pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than at the time the employee proceeds on Maternity Leave Without Pay or the termination date of the pregnancy, whichever comes first.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. ‌ (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause (a19.10(a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty fifty-two (52) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

MATERNITY-RELATED REASSIGNMENT OR LEAVE. a. (a) An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fiftytwenty-second fourth (52nd24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses pose a risk to her health or that of the foetus or child. b. (b) An employee’s request under sub-clause 26.19 (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. (c) An employee who has made a request under sub-clause 26.19 (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. (i) modifies her job functions or reassigns her, or (ii. ) informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. (d) Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. (e) Where the Council 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 Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two twenty- four (5224) weeks after the birth. f. (f) An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks weeks’ notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.