Common use of Parental Leave for the Parent Who Has Not Given Birth Clause in Contracts

Parental Leave for the Parent Who Has Not Given Birth. After thirteen (13) weeks of continuous employment, the University will grant paid parental leave to Full-time Members following the birth of their child or the coming of the child into the employee’s custody, care and control for the first time when the Member who has not given birth claims the status of primary caregiver for parental leave. Thirty-seven (37) weeks of unpaid leave are allowed under legislation, but twelve (12) weeks are paid at 95%. The parental leave must commence no later than fifty-two (52) weeks after the baby is born and must be taken all at one time. The leave will be granted after the Member has notified the Xxxx of the timeframe and will consist of the following: (i) The leave will be with salary (95%) and benefits up to twelve (12) weeks. (ii) A Member who provides the University with proof that he/she has applied for and is eligible to receive employment insurance benefits will be paid, for the first two weeks, payments equivalent to 95% of their salary for their rank (iii) Up to a maximum of ten (10) additional weeks, payments equivalent to the difference between the sum of weekly EI benefits the Member is eligible to receive, and any other earnings by the Member, and ninety-five percent (95%) of the nominal salary for his/her rank which he/she was receiving on the last day prior to the commencement of the leave. (iv) On returning from parental leave the Member will be placed in his/her former position or in a position equivalent to his/her former position. (v) For the duration of the parental leave, the University will continue to pay its portion of the group benefit costs unless the Member has advised the University in writing that he/she does not wish to make the required Member contributions. (vi) At the Member’s option, he/she may elect to continue pension contributions, based either on his/her nominal salary or on the supplementary employment insurance benefit. In such case, the University will continue to match the Member's contribution as set out in Article 32 of the FASBU Collective Agreement for the duration of the parental leave, and (vii) If additional leave is required, the Member may request unpaid leave or utilise their accumulated vacation entitlement if it does not contravene another Article in this Collective Agreement. (viii) Salary (95%) and benefits will continue for twelve (12) weeks only.

Parental Leave for the Parent Who Has Not Given Birth. After thirteen (13) weeks of continuous employment, the University will grant paid parental leave to Full-time Members following the birth of their child or the coming of the child into the employee’s custody, care and control for the first time when the Member who has not given birth claims the status of primary caregiver for parental leave. Thirty-seven (37) weeks of unpaid leave are allowed under legislation, but twelve (12) weeks are paid at 95%. The parental leave must commence no later than fifty-two (52) weeks after the baby is born and must be taken all at one time. The leave will be granted after the Member has notified the Xxxx of the timeframe and will consist of the following: (i) The leave will be with salary (95%) and benefits up to twelve (12) weeks. (ii) A Member who provides the University with proof that he/she has applied for and is eligible to receive employment insurance benefits will be paid, for the first two weeks, payments equivalent to 95% of their salary for their rankrank which they were receiving on the last day worked prior to the commencement of the leave. (iii) Up to a maximum of ten (10) additional weeks, payments equivalent to the difference between the sum of weekly EI benefits the Member is eligible to receive, and any other earnings by the Member, and ninety-five percent (95%) of the nominal salary for his/her rank which he/she was receiving on the last day prior to the commencement of the leave. (iv) On returning from parental leave the Member will be placed in his/her former position or in a position equivalent to his/her former position. (v) For the duration of the parental leave, the University will continue to pay its portion of the group benefit costs unless the Member has advised the University in writing that he/she does not wish to make the required Member contributions. (vi) At the Member’s option, he/she may elect to continue pension contributions, based either on his/her nominal salary or on the supplementary employment insurance benefit. In such case, the University will continue to match the Member's contribution as set out in Article 32 of the FASBU Collective Agreement for the duration of the parental leave, and (vii) If additional leave is required, the Member may request unpaid leave or utilise their accumulated vacation entitlement if it does not contravene another Article in this Collective Agreement. (viiivii) Salary (95%) and benefits will continue for twelve (12) weeks only.

Parental Leave for the Parent Who Has Not Given Birth. After thirteen (13) weeks of continuous employment, the University will grant paid parental leave to Full-time Members following the birth of their child or the coming of the child into the employee’s custody, care and control for the first time when the Member parent who has not given birth who claims the status of primary caregiver for parental leaveleave on the same compensation basis as Adoption Leave (Article 35.9[d]). Thirty-seven (37) weeks of unpaid leave are allowed under legislation, but twelve (12) weeks are paid at 95%. The parental leave must commence no later than fifty-two (52) weeks after the baby is born and must be taken all at one time. The leave will be granted after the Member has notified the Xxxx of the timeframe and will consist of the following: (i) The leave will be with salary (95%) and benefits up to twelve (12) weeks., and (ii) A Member who provides the University with proof that he/she has applied for and is eligible to receive employment insurance benefits will be paid, for the first two weeks, payments equivalent to 95% of their salary for their rankrank which they were receiving on the last day worked prior to the commencement of the leave, and (iii) Up to a maximum of ten (10) additional weeks, payments equivalent to the difference between the sum of weekly EI benefits the Member is eligible to receive, and any other earnings by the Member, and ninety-ninety- five percent (95%) of the nominal salary for his/her rank which he/she was receiving on the last day prior to the commencement of the leave., and (iv) On returning from parental leave the Member will be placed in his/her former position or in a position equivalent to his/her former position., and (v) For the duration of the parental leave, the University will continue to pay its portion of the group benefit costs unless the Member has advised the University in writing that he/she does not wish to make the required Member contributions. (vi) At the Member’s option, he/she may elect to continue pension contributions, based either on his/her nominal salary or on the supplementary employment insurance benefit. In such case, the University will continue to match the Member's contribution as set out in Article 32 of the FASBU Collective Agreement for the duration of the parental leave, and (viivi) If additional leave is required, the Member may request unpaid leave or utilise their accumulated vacation entitlement if it does not contravene another Article in this Collective Agreement.35.11(b), and (viiivii) Salary (95%) and benefits will continue for twelve (12) weeks only.