Parental Leave—Unpaid. Parental leave of absence for a maximum of two calendar years per child shall be granted to a member in relation to child rearing as follows:
5.13.1 A member of the bargaining unit who is pregnant shall be entitled to an unpaid leave for a maximum of two calendar years at any time between the commencement of her pregnancy and two (2) calendar years after a child is born to her. Said member shall make formal applications each year to the Human Resources Department for parental leave.
5.13.2 A member shall be granted, upon request, an unpaid leave to begin at any time between the birth of his/her child and two (2) calendar years thereafter. This section is in addition to any paid parental leave granted elsewhere in policy.
5.13.3 A member adopting a child shall be granted, upon request, an unpaid leave up to two (2) calendar years to commence at any time during the first year after receiving defacto custody of said child, or prior to receiving such custody, if necessary to fulfill the requirements for adoption.
5.13.4 Requests for the second year of leave must be submitted 30 days prior to the end of the first year leave, or no later than March 1.
Parental Leave—Unpaid. Parental leave of absence shall be granted to a member in relation to child rearing as follows:
5.13.1 A member of the bargaining unit who is pregnant shall be entitled, on request, to an unpaid leave at any time between the commencement of her pregnancy and two (2) years after a child is born to her. Said member shall make formal applications each year to the Human Resources Department for parental leave.
5.13.2 A member shall be granted, upon request, an unpaid leave to begin at any time between the birth of his/her child and two (2) years thereafter. This section is in addition to any paid parental leave granted elsewhere in policy.
5.13.3 A member adopting a child shall be granted, upon request, an unpaid leave up to two (2) years to commence at any time during the first year after receiving defacto custody of said child, or prior to receiving such custody, if necessary to fulfill the requirements for adoption.
5.13.4 Requests for the second year of leave must be submitted prior to March 1.
Parental Leave—Unpaid. The Board shall grant bargaining unit members an unpaid parental leave not in excess of one
(1) year for the direct necessary care of an infant child, newly adopted child, or a child suffering from a serious extended illness. At no time may more than three (3) members of the bargaining unit be on approved unpaid parental leave at the same time; at no time may both parents be on parental leave at the same time; and only two (2) unpaid parental leaves will be awarded each bargaining unit member. Leave may be requested and granted in increments not to exceed one
(1) full year. A written request stating the reason and duration of the leave must be submitted to the Superintendent as far in advance as when the reason is known for action at the next regularly scheduled Board meeting. Requests will be considered on the basis of seniority. A bargaining unit member on an unpaid parental leave of absence who wishes to return to duty shall notify the Superintendent in writing of such intention no less than twenty (20) days prior to his/her return to duty. If such request is not made, the bargaining unit member shall be considered as having severed his/her employment with the schools. A bargaining unit member on unpaid parental leave shall retain his/her accumulated sick leave. However, he/she shall not accumulate any additional days of allowance during the leave of absence.
Parental Leave—Unpaid. Employees are entitled to Parental Leave in accordance with the minimum conditions of the Act.
Parental Leave—Unpaid. (a) CSIRO officers may apply for unpaid parental leave of up to 12 months for the purpose of primary caring responsibility of an officer’s child, including an adopted child.
(b) Where an officer either takes 12 months maternity or parental leave they may subsequently apply for an additional period of up to 12 months unpaid parental leave immediately following the end of the initial period of leave. Approval of an application is subject to operational requirements. However, CSIRO will consider all reasonable alternatives to maintain operations, in an effort to accommodate requests for this form of leave. If an application is refused, the officer will be provided written reasons for the refusal.
(c) The total period of leave taken must be of continuous duration and may not extend beyond 24 months after the date of birth or day of placement of the child. In the case of term officers, the period of leave may not extend beyond the date on which their term concludes.
(d) The birth or adoption of additional children establishes a new entitlement to leave under this clause.
(e) On ending parental or maternity leave, an officer is entitled to return to: • The officer’s pre-leave position; or • If that position no longer exists – an available position for which the officer is qualified and at the same classification and status to the pre-leave position.
(f) In addition to unpaid Parental Leave staff may apply for leave without pay for personal reasons (refer Clause 72).
Parental Leave—Unpaid. 68.1 CSIRO officers who have responsibility for the care of their child including an adopted child are entitled to unpaid parental leave of up to 12 months.
68.2 Where an officer either takes 12 months maternity or parental leave they may subsequently apply for an additional period of up to 12 months unpaid parental leave immediately following the end of the initial period of leave. Approval of an application is subject to operational requirements. However, CSIRO will consider all reasonable alternatives to maintain operations, in an effort to accommodate requests for this form of leave. If an application is refused, the officer will be provided written reasons for the refusal. CSIRO Enterprise Agreement 2017 - 2020 42
68.3 The total period of leave taken must be of continuous duration and may not extend beyond 24 months after the date of birth or day of placement of the child. In the case of term officers, the period of leave may not extend beyond the date on which their term concludes.
68.4 The birth or adoption of additional children establishes a new entitlement to leave under this clause.
68.5 On ending parental or maternity leave, an officer is entitled to return to: • the officer’s pre-leave position; or • if that position no longer exists – an available position for which the officer is qualified and at the same classification and status to the pre-leave position.
68.6 In addition to unpaid parental leave staff may apply for leave without pay for personal reasons (refer clause 70).
Parental Leave—Unpaid. 6.6.1 Parental leave shall be in accordance with the NES.
6.6.2 An Employee is entitled to 12 months of unpaid parental leave if:
(a) the leave is associated with the birth of a child of the Employee or the Employee’s spouse or de facto partner; or
(b) the placement of a child with the Employee for adoption and the Employee has or will have a responsibility for the care of the child.
6.6.3 An Employee must give his or her Employer written notice of the taking of unpaid parental. The Employee must give the notice to the Employer:
(a) at least 10 weeks before starting the leave, unless subparagraph (ii) applies; or
(b) if the leave is to be taken in separate periods of concurrent leave and the leave is not the first of those periods of concurrent leave then 4 weeks before starting the period of concurrent leave; or
(c) if that is not practicable--as soon as practicable (which may be a time after the leave has started).
6.6.4 The notice must specify the intended start and end dates of the leave.
6.6.5 At least 4 weeks before the intended start date specified in the notice the Employee must:
(a) confirm the intended start and end dates of the leave; or
(b) advise the Employer of any changes to the intended start and end dates of the leave; unless it is not practicable to do so.
6.6.6 An Employee who has given his or her Employer notice of the taking of unpaid parental leave must, if required by the Employer, give the Employer evidence that would satisfy a reasonable person:
(a) if the leave is birth-related leave--of the date of birth, or the expected date of birth, of the child; or
(b) if the leave is adoption-related leave:
i. of the day of placement, or the expected day of placement, of the child; and
ii. that the child is, or will be, under 16 as at the day of placement, or the expected day of placement, of the child.
6.6.7 An Employer may require the evidence to be a medical certificate.
6.6.8 An Employee is not entitled to take unpaid parental leave unless the Employee complies with this Clause.
6.6.9 Employees who experience premature births or other birth-related complications that result in their newborn having to stay in hospital or being hospitalised immediately after birth can agree with Council to put their unpaid parental leave on hold. The employee may return to work and the period when they are back at work will not be deducted from their unpaid parental leave. The employee can then resume their unpaid parental leave at the earliest of: a tim...
Parental Leave—Unpaid. 17.1 Parental leave is in accordance with The Australian Fair Pay and Conditions Standard (Division 6 of Part 7 of the Act), except where more favourable terms are provided in this Agreement. This clause does not reproduce Division 6 of the Act in full.
17.2 The provisions of this clause apply to full-time, part-time and eligible casual employees, but do not apply to other casual employees. An eligible casual employee means a Casual Employee: employed by the Employer on a regular and systematic basis for several periods of employment or on a regular and systematic basis for an ongoing period of employment during a period of at least 12 months; and who has, but for the pregnancy or the decision to adopt, a reasonable expectation of ongoing employment. For the purposes of this clause, continuous service is work for the Employer on a regular and systematic basis (including any period of authorised leave or absence). The Employer must not fail to re-engage a Casual Employee because: the Employee or Employee’s spouse is pregnant; or the Employee is or has been immediately absent on parental leave. The rights of an Employer in relation to engagement and re-engagement of Casual Employees are not affected, other than in accordance with this clause.
Parental Leave—Unpaid. Employees shall be entitled to Parental Leave in accordance with the relevant Legislation.
Parental Leave—Unpaid. 1. The administrator desiring a parental leave may request such a leave (for children under five years of age and shall be required to request such leave at least thirty days in advance of its commencement date. Such a leave shall be no longer than four full consecutive semesters. Notice of intent to return from leave shall be given to the Superintendent as soon as possible but no later than thirty days prior to return which shall be only at the beginning of a semester.
2. in the event that an administrator who has notified the district of the leave above provided, becomes disabled before the commencement of the leave, the period of such disability prior to the beginning of the leave shall be treated as a personal illness as otherwise provided in this Agreement.
3. An administrator on parental leave shall advance on the salary schedule upon return to active duty.
