Paid Adoption Leave. Subject to this sub-clause, an employee may take paid adoption leave while his or her spouse is taking any authorised leave, including adoption leave (if any), in relation to a placement of a child. However, where both the adoptive parents are employed by the employer, only one period of paid adoption leave may be taken between them. The one period of paid adoption leave may be taken in whole or in part by either adoptive parent. Paid adoption leave may only be taken by both adoptive parents at the same time with the prior written approval of the employer.
Paid Adoption Leave. Upon written request indicating the expected date of adoption of an infant (i.e. less than five years old at the time of adop- tion), the employee who has the principal responsibility for the care of that child shall be entitled to a paid adoption leave, coincident with the adoption of that child, of up to twelve thirty-fifths of the period of her appointment contract(s). Where two employees are assuming joint care-giver responsibility for that child, a maximum of eight thirty-fifths of paid adoption leave may be shared between them, in which case the portion claimed by each shall be calculated on the appointment contract(s) that each holds.
Paid Adoption Leave. The Basics Pre-Adoption Leave
Paid Adoption Leave. An employee may use up to fourteen (14) days of accumulated sick leave, if available, for the purpose of attending to the adoption of a child into their family
Paid Adoption Leave. A. Adoptions in the United States A member is eligible, upon adoption of a child in the United States, to use accumulated sick leave for up to a total of twenty (20) days, which may be taken after the Board receives documentation of the adoption. Such leave must be taken within a twelve (12) month period, during which period custody is received. If both adoptive parents are Board employees, either or both may use sick leave under this provision with the understanding that the combined sick leave taken by both will not exceed twenty (20) days.
Paid Adoption Leave. An employee shall be granted five (5) days of paid leave for the purpose of adopting a child and/or time off per existing legislation.
Paid Adoption Leave. A bargaining unit member adopting a child between birth and enrollment in kindergarten may take sick leave for up to six (6) weeks following the actual adoption of the child. A bargaining unit member adopting a child of school age may take sick leave for up to three (3) weeks following the actual adoption of the child. A bargaining unit member can continue on sick leave beyond the six- week period or three-week period only if there is a continuing medical problem with the child, which prevents the member from being able to return to work. Prior to the actual adoption of a child, a bargaining unit member may request and will be granted paid leave up to twenty (20) consecutive school days for the adoption process. Requests must be submitted in writing with supporting documentation. Only one parent, if the spouse is also employed by the Board, is eligible for adoption leave.
Paid Adoption Leave. (a) An Employee who adopts a child and takes parental leave in accordance with this provision will be entitled to 12 weeks’ paid leave at full pay which can be taken at half pay for 24 weeks if desired.
(b) Part-time Employees receive the entitlement on a pro rata basis calculated on hours worked during the previous 12 months.
Paid Adoption Leave. A teacher may use up to five (5) days of sick or accumulated sick leave, without loss of compensation upon the adoption of a child for child raising efforts. These days shall be available for one year commencing with the adoption or placement of child, pending adoption.
Paid Adoption Leave. After 12 months continuous service, if an employee adopts a child and are the primary caregiver for the adopted child, they will be entitled to 20 weeks leave at full pay or 40 weeks at half pay for adoption purposes. Paid leave to a maximum of 20 weeks will count for service for all purposes. The adoptive child must not be the employee’s or the employees partner’s child or step-child unless the child has not been in the employee’s or the employee’s partner’s custody and care for a significant period.
