Parental Bereavement Leave Sample Clauses

Parental Bereavement Leave. Parental bereavement leave is an entitlement to leave and pay for up to two weeks for those parents and primary carers who sadly experience the death of a child under the age of 18. The leave also applies to parents who suffer a stillbirth 24 weeks or more into pregnancy. In this instance, female employees will still be entitled to up to 52 weeks of maternity leave and/or pay. ‘Primary carers’ include adoptive parents, xxxxxx parents (who have had the child living with them for at least 4 weeks), guardians, a partner of anyone who qualifies as parent and those classed as ‘kinship carers’, who may be close relatives or family friends that have assumed responsibility for looking after a child in the absence of parents. The Council’s policy is for this leave to be at full pay and there is no qualifying period of employment for employees to receive this leave and pay in such tragic circumstances. Parental bereavement leave can be taken in units of one week and cannot be taken as individual days. Bereaved parents will be able to take the leave as: • a single block of two weeks; or • two separate blocks of one week at different times (for example the first week immediately after the child's death and the second week at the time of the funeral). The leave has to be taken within 56 weeks from the date of the death of the child. This can allow bereaved parents flexibility as to when they take the leave. For example, an employee may wish to take leave around the first anniversary of the child's death. Employees already taking maternity leave will be able to add their parental bereavement leave on to the end of their maternity leave. Notice requirements for employees to take parental bereavement leave: • Leave taken soon after the death (within 56 days of the death) Bereaved parents will be able to take the leave straight away, without having to give a period of notice. They will still need to let their line manager know the reason for their absence from work and that they wish to take parental bereavement leave. However, informal notification, such as a phone call, email or text, will be sufficient in the circumstances. • Leave taken after the initial period (after 56 days of the death) After the initial period, bereaved parents will normally have to give at least one week's notice of leave by making a written request to their line manager (e.g. by letter or email). When taking paid parental bereavement leave, a form will need to be completed within a reasonable tim...
Sample 1
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Parental Bereavement Leave. Where the pregnancy of an employee not then on parental leave terminates other than by the birth of a living child, the employee may take leave for such periods as a registered medical practitioner certifies as necessary, as follows: a) where the pregnancy terminates during the first 20 weeks, during the certified period/s the employee is entitled to access any paid and/or unpaid personal/carer’s leave entitlements in accordance with clause 28 (Personal/carer’s leave); or b) where the pregnancy terminates after the completion of 20 weeks, during the certified period/s the employee is entitled to paid Parental bereavement leave not exceeding the amount of paid parental leave available under clause 35.4 (Parental leave – primary caregiver) and thereafter, to unpaid parental bereavement leave.
Sample 1
Parental Bereavement Leave. Operatives are entitled to parental bereavement leave if their child or a child in their care has died or been stillborn after 24 weeks of pregnancy. (a) they have at least 26 weeks' continuous employment ending on the Saturday before the child died; and (b) they earn at least the lower earnings limit for class 1 national insurance contributions. SPBP is only payable in respect of whole weeks of leave, at the same rate as statutory paternity pay. The rate is set by the government each tax year. During parental bereavement leave, all operatives are entitled to be paid normal hours at the base rate shown on Appendix 1 to this agreement. This includes any statutory parental bereavement pay that may be payable.
Sample 1
Parental Bereavement Leave. This procedure does not form part of any employee’s contract of employment. This procedure applies to all employees. It does not apply to agency workers, consultants or self-employed contractors. Pursuant to the Parental Bereavement (Leave and Pay) Act 2018 employees are entitled to parental bereavement leave if their child or a child in their care has died or been stillborn after 24 weeks of pregnancy. Parental bereavement leave can be one week, two consecutive weeks, or two separate weeks. It can be taken at any time during the first 56 weeks after the child’s death. The right applies to deaths or stillbirths occurring on or after 6 April 2020. Statutory Parental Bereavement Pay Employees may qualify for statutory parental bereavement pay (SPBP) during parental bereavement leave if: (a) They have at least 26 weeks’ continuous employment ending on the Saturday before the child died; and (b) they earn at least the lower earnings limit for class 1 national insurance contributions. SPBP is only payable in respect of whole weeks of leave, at the same rate as statutory paternity pay. The rate is set by the government each tax year. Companies should have their own policy and procedures. For further advice on any of these rights contact the National Federation of Demolition Contractors, the employee’s union or the ACAS national helpline.
Sample 1
Parental Bereavement Leave. Should a pregnancy end in miscarriage, stillbirth, or termination, including cases in which pregnancy is by surrogate, or should an adoption be disrupted (failure between placement and finalization) or dissolved (failure after finalization), or should an employee suffer the loss of a qualifying child (child means a biological, adopted or xxxxxx child, stepchild, legal xxxx or a child of a person standing in loco parentis who is either under the age of 18 or 18 and older and incapable of self-care because of a mental or physical disability), parental bereavement leave provides an opportunity for job protected, paid time off.
Sample 1
Parental Bereavement Leave a. The Parties understand: i. An eligible bargaining unit employee is entitled to two workweeks (eighty (80) hours for a full-time employee and for part-time employees a prorated number of hours based on the tour of duty on the SF-50, Notification of Personnel Action) of paid leave available in a single twelve (12) month period because of the death or stillbirth of a bargaining unit employee’s qualifying son or daughter. ii. Parental Bereavement Leave is a stand-alone type of paid leave entitlement that is administered independently from any other type of leave, including sick leave. b. For additional information, including eligibility requirements and procedures, see TSA Human Capital Management Policy 630-9,
Sample 1
Parental Bereavement Leave. During new bargaining unit employee orientation, bargaining unit employees shall be advised of Parental Bereavement Leave and related provisions.
Sample 1
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Related to Parental Bereavement Leave

  • Bereavement Leave (a) Upon the death of an employee's spouse, spouse to include same sex partner, child or stepchild, an employee shall be granted leave up to a maximum of five (5) continuous calendar days without loss of pay. One of the days of leave shall include the day of the funeral or equivalent service. Additional days off with or without pay may be granted by the Employer. Part-time employees will be credited with seniority and service for all such leave. In the event of a delayed interment or ceremony for reason of religion or other protected grounds under the Ontario Human Rights Code, an Employee may save one of the days identified above without loss of pay to attend the interment or ceremony. (b) When a death occurs in the immediate family of an employee, the employee shall be granted leave up to a maximum of three (3) continuous calendar days without loss of pay around the date of the funeral or equivalent service provided that the employee must be regularly scheduled to work such days to receive pay. (c) Immediate family shall be defined as parent, step-parent, father-in-law, mother-in-law, brother, sister, brother-in-law, sister-in-law, daughter-in- law, son-in-law, legal guardian, grandmother, grandfather, and grandchildren. (d) An employee shall be granted one (1) day bereavement leave without loss of pay to attend the funeral, or if there is no funeral, an equivalent service for his or her aunt or uncle, niece or nephew. Where there is a funeral but the employee cannot attend by reason of religion or other protected grounds under the Ontario Human Rights Code, the employee shall be granted one (1) day bereavement leave without loss of pay to attend an equivalent service within a week following the funeral. (e) An employee will not be eligible to receive payment for any period in which she is receiving any other payments. For example, holiday pay or sick pay. (f) Where it is necessary, with as much notice as possible, the employee may apply for personal leave of absence in addition to bereavement leave. Permission for such leave shall not be unreasonably withheld.

  • Paid Bereavement Leave An employee who is absent from work due to the death of a member of his/her immediate family (spouse, sibling, child, parent, parent-in-law, grandparent, grandparent-in-law or domestic partner) may use up to three (3) days of paid bereavement leave each school year. The use of bereavement leave shall not count against the employee’s sick leave. If an employee requires additional time off for bereavement purposes beyond these three

  • Bereavement Leave With Pay 26.01 For the purpose of this Article, immediate family is defined as father, mother (or alternatively stepfather, stepmother, or xxxxxx parent), brother, sister, spouse (including common-law partner resident with the Employee), child (including child of common-law partner), stepchild or xxxx of the Employee, grandchild, grandparent, spouse’s parents or any relative permanently residing in the Employee's household or with whom the Employee permanently resides. a) When a member of the Employee's immediate family dies, the Employee shall be granted leave with pay for a period up to five (5) days for purposes relating to the bereavement. In addition, they may be granted up to three (3) days' leave for the purpose of travel related to the death. b) An Employee is entitled to one (1) day's bereavement leave with pay for the purpose related to the death of their son-in-law, daughter-in-law, brother-in-law or sister-in-law, aunt or uncle. c) If, during a period of sick leave, vacation leave or compensatory leave, an Employee is bereaved in circumstances under which they would have been eligible for bereavement leave with pay under paragraph a) or b) of this clause, the Employee shall be granted bereavement leave with pay and their sick leave, vacation leave or compensatory leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted. d) It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the Director of Human Resources and Organizational Effectiveness may, after considering the particular circumstances involved, grant leave with pay for a period greater than that provided for in clauses a) and b) above.

  • BEREAVEMENT/TANGIHANGA LEAVE 18.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 18.2 If a bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 18.1 above. This provision will not apply if the employee is on leave without pay. 18.3 In granting time off and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Maternity/Parental Leave The term of the temporary posting shall be for the term of the illness or maternity/parental leave but shall not exceed eighteen (18) continuous months.

  • Intermittent Leave If medically necessary due to the serious medical condition of the employee, or that of the employee's spouse, child, parent, registered domestic partner within the meaning of Minneapolis Code of Ordinances Chapter 142, or other dependents and/or members of their households who have a serious medical condition, leave may be taken on an intermittent schedule. In cases of the birth, adoption or xxxxxx placement of a child, family and medical leave may be taken intermittently only when expressly approved by the Employer.

  • BEREAVEMENT PAY If an employee suffers a death in the immediate family, he shall be granted compassionate leave of absence with full pay for three (3) days. Immediate family means: spouse, mother, father, brother, sister, children, mother-in-law, father-in-law, grandparents and grandchildren. If the employee affected does not attend or arrange services then he shall only be entitled to one (1) day as provided under this Section.

  • FMLA Leave The Board agrees to comply with the Family and Medical Leave Act and agrees that any policy adopted to implement the FMLA shall in no way reduce or adversely impact any other provision of this Agreement.

  • Union Leave of Absence 22:01 (a) The Employer shall grant leave of absence to employees to attend Union conventions, seminars, educational classes or other Union business. It is understood that the Union will not request leave of absence for more than four (4) full-time employees and three (3) part-time employees at any one time and the total leave of absence in any year shall be not more than an aggregate of thirty (30) working days for full- time employees and fifteen (15) working days for part- time employees. Longer leaves of absence will be approved at management’s discretion and will not be unreasonably withheld. Such leaves of absence shall not seriously disrupt the operations of the Home, and shall be requested as far in advance as possible, in writing to the Home Administrator, with a copy to the Human Resources Associate. It is further understood that the leave of absence shall be granted without pay and the Union shall be responsible for the payment of wages during the period of absence. (b) The parties agree the employer will continue the regular compensation for the employees on such leave, and the Union agrees to reimburse the Employer in a timely fashion for all costs associated with the compensation for the employees. The parties agree that the Employer is not liable for any WSIB claims that may arise while the employee is on union leave as described in 22.01 (a). 22:02 An employee who is elected or appointed to office in the Unifor, upon request and provision of six (6) weeks notice, shall be granted a leave of absence without loss of seniority and benefits for up to three (3) years. During such leaves of absence, salary and benefits shall be kept whole by the Employer and the Union agrees to reimburse the Employer for such salary and the Employers' contribution to said benefits. The employee agrees to notify the Employer of the employee's intention to return to work within four (4) weeks following termination of office for which the leave was granted. At the end of such leave, any employee hired or placed as a substitute for the employee on such absence, may be terminated or laid off by the Employer as required, or be transferred to the employee's previous position, if the substitution was a transfer. 22:03 Employees who are on leave of absence will not engage in gainful employment while on such leave and if an employee does engage in gainful employment while on such leave of absence they may forfeit all seniority rights and privileges contained in this Agreement. Ft&Pt 22:04 Employees on leave of absence under this Article shall continue to accumulate all rights and privileges under this Agreement.

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

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