Common use of Parental Leave with Pay Clause in Contracts

Parental Leave with Pay. (a) Illness directly attributable to pregnancy shall entitle an employee to sick leave provided for in Article 14.1. (b) Where an employee provides the Employer with a certificate of a qualified medical practitioner certifying that she is pregnant, or a letter from a social worker certifying that she is adopting a child, that employee shall be entitled to a total of two (2) weeks of prenatal/ adoption leave upon the commencement of her leave. Additionally, she shall receive six (6) weeks postnatal/adoption leave with full salary, payable over six (6) pay periods (12 weeks), upon return to work on a regular full-time basis. (c) Any male employee shall be entitled to a maximum of three (3) days leave with pay on the occasion of the birth or adoption of his child. Such leave need not be taken consecutively unless so requested by the employee. 15.6.1 The taking of leave is not mandatory. The Employer may not require a pregnant employee to take leave unless the employee is unable to perform an essential function in her position and there is no appropriate alternative job available. The burden of proof respecting inability to perform an essential function rests with the Employer. If the inability test is met then the forced leave is only for such time as the inability to perform the essential function continues. 15.6.2 Employees who intend to take leave may request in writing to be informed of any employment, promotional or training opportunities which may arise during the leave and for which the employee is qualified. The Employer must provide such notices in writing. (a) The employee upon return to work at the conclusion of such child care leave will be reinstated in her former classification. If she fails to return, she may at the Employer's discretion be terminated from the staff at the conclusion of the period for which the leave of absence was granted. CTV Ottawa/ONG (b) If wages and benefits are changed as part of a plan to reorganize the Employer’s establishment, including Collective Agreement revisions, the employee is entitled on being reinstated, to receive wages and benefits as if the employee had been working during the reorganization. When such reorganization takes place which will result in a change in wages and benefits, the Employer must notify the employee in writing as soon as possible. (a) Seniority will continue to accrue without interruption during Child Care leave, except that vacation credits shall not accrue during such leave. The Employer shall pay one hundred per cent (100%) of the benefit plans contained in Article

Parental Leave with Pay. (a) Illness directly attributable to pregnancy shall entitle an employee to sick leave provided for in Article 14.1. (b) Where an employee provides the Employer with a certificate of a qualified medical practitioner certifying that she is pregnant, or a letter from a social worker certifying that she is adopting a child, that employee shall be entitled to a total of two (2) weeks of prenatal/ prenatal/adoption leave upon the commencement of her leave. Additionally, she shall receive six (6) weeks postnatal/adoption leave with full salary, payable over six (6) pay periods (12 weeks), upon return to work on a regular full-time basis. (c) Any Notwithstanding Article 14.2, any male employee shall be entitled to a maximum of three (3) days leave with pay on the occasion of the birth or adoption of his child. Such leave need not be taken consecutively unless so requested by the employee. 15.6.1 The taking of leave is not mandatory. The Employer may not require a pregnant employee to take leave unless the employee is unable to perform an essential function in her position and there is no appropriate alternative job available. The burden of proof respecting inability to perform an essential function rests with the Employer. If the inability test is met then the forced leave is only for such time as the inability to perform the essential function continues. 15.6.2 Employees who intend to take leave may request in writing to be informed of any employment, promotional or training opportunities which may arise during the leave and for which the employee is qualified. The Employer must provide such notices in writing. (a) The employee upon return to work at the conclusion of such child care leave will be reinstated in her former classification. If she fails to return, she may at the Employer's discretion be terminated from the staff at the conclusion of the period for which the leave of absence was granted. CTV Ottawa/ONG. (b) If wages and benefits are changed as part of a plan to reorganize the Employer’s 's establishment, including Collective Agreement collective agreement revisions, the employee is entitled on being reinstated, to receive wages and benefits as if the employee had been working during the reorganization. When such reorganization takes place which will result in a change in wages and benefits, the Employer must notify the employee in writing as soon as possible. (a) Seniority will continue to accrue without interruption during Child Care leave, except that vacation credits shall not accrue during such leave. The Employer shall pay one hundred per cent (100%) % of the benefit plans contained in ArticleArticle 14.5

Parental Leave with Pay. (a) Illness directly attributable to pregnancy shall entitle an employee to sick leave provided for in Article 14.1. (b) Where an employee provides the Employer with a certificate of a qualified medical practitioner certifying that she is pregnant, or a letter from a social worker certifying that she is adopting a child, that employee shall be entitled to a total of two (2) weeks of prenatal/ adoption leave upon the commencement of her leave. Additionally, she shall receive six (6) weeks postnatal/adoption leave with full salary, payable over six (6) pay periods (12 weeks), upon return to work on a regular full-time basis.. CTV Ottawa / ONG pg. 23 (c) Any male employee shall be entitled to a maximum of three (3) days leave with pay on the occasion of the birth or adoption of his child. Such leave need not be taken consecutively unless so requested by the employee. 15.6.1 The taking of leave is not mandatory. The Employer may not require a pregnant employee to take leave unless the employee is unable to perform an essential function in her position and there is no appropriate alternative job available. The burden of proof respecting inability to perform an essential function rests with the Employer. If the inability test is met then the forced leave is only for such time as the inability to perform the essential function continues. 15.6.2 Employees who intend to take leave may request in writing to be informed of any employment, promotional or training opportunities which may arise during the leave and for which the employee is qualified. The Employer must provide such notices in writing. (a) The employee upon return to work at the conclusion of such child care leave will be reinstated in her former classification. If she fails to return, she may at the Employer's discretion be terminated from the staff at the conclusion of the period for which the leave of absence was granted. CTV Ottawa/ONG. (b) If wages and benefits are changed as part of a plan to reorganize the Employer’s 's establishment, including Collective Agreement revisions, the employee is entitled on being reinstated, to receive wages and benefits as if the employee had been working during the reorganization. When such reorganization takes place which will result in a change in wages and benefits, the Employer must notify the employee in writing as soon as possible. (a) Seniority will continue to accrue without interruption during Child Care leave, except that vacation credits shall not accrue during such leave. The Employer shall pay one hundred per cent percent (100%) of the benefit plans contained in Article