Parental Pay. A salaried employee who is on parental leave with entitlement to parental benefit or who is receiving temporary parental benefits in connection with the birth or adoption of a child (referred to as “daddy days/partner days”) shall be paid parental pay by the employer. The parental pay is calculated by means of a daily deduction as described below. A precondition is that the salaried employee has been continuously employed by the employer for at least one year. Parental pay is paid - for a maximum of 6 months within an 18-month period after the birth or adoption of a child, - parental pay is not paid for more calendar days than the leave comprises. Parental pay is only paid for whole calendar days, - parental pay is paid at the time the leave is taken. Parental pay is calculated by means of a deduction from salary for each day of absence as follows: For each day of parental leave, including non-working days, a deduction is made as follows: For salaried employees with monthly salary 90% x monthly salary x 12 of at most 10.0 x the base amount/12 365 For salaried employees with a monthly salary 90% x 10.0 x the price base amount of more than 10.0 x the base amount/12 365 + 10% x (monthly salary x 12 – 10.0 x the price base amount) If the salaried employee’s salary changes, deductions are made on the basis of the old salary until the day the employee is notified of his/her new salary. The deduction per day may not exceed monthly salary x 12 365 For the purposes of calculation of maximum deduction for illness per day the following are equated with monthly salary: • fixed monthly salary supplements (e.g. compensation for staggered working hours or overtime supplements) • commission, profit sharing payments, bonuses or similar earned during time off without being directly connected to the salaried employee’s personal performance • guaranteed minimum commission or similar.
Parental Pay. (a) A female Police Officer shall be entitled to sick pay for maternity to the extent of the total accumulated days to the credit of the employee. If the Police Officer has used all of the sick pay to which she is entitled and extended sick benefits have been denied, then the employee shall be placed on leave without pay as provided in Section 2129.39, "Personal Leave of Absence."
(b) All Police Officers shall be entitled to use up to ten (10) days from their accrued sick days for the purpose of parturient requirements. The ten (10) days when used in accordance with this section shall have no effect on Bonus Days as provided in Section 2129.58 “Bonus Days.” The ten (10) days “Parental Leave” shall be used within thirty (30) days from the birth of the child.
Parental Pay. For an employee who is on leave ‘in connection with’ the birth or adoption of a child and is receiving parental benefit under the Swedish Social Insurance Code, salary deductions are made for a maximum of 180 days as follows: For each day of absence (including non-working business days, Sundays and public holidays), a deduction is made. The deduction is calculated differently, depending on whether the salaried employee’s monthly salary is above or below a certain salary limit. This salary limit is calculated as: For employees with a monthly salary not exceeding the salary limit: 90% x monthly salary x 12 365 For employees with a monthly salary above the salary limit: 90% x 10 x pba + 10% x (monthly salary x 12 – 10 x pba) 365 365 In the case of parental leave after the 180th day, salary is deducted in the same way as for unpaid leave. The limited salary deduction referred to above applies to income up to a monthly salary equivalent to 15 times the price base amount divided by 12 for the year in question.
Parental Pay. Parental pay is payable under the conditions set out in Section 5.5 of the Food Industry Agreement.
Parental Pay. Parental pay is payable by the employer to an employee who has parental leave with an entitlement to parental allowance. It is a condition that the employee must have been continuously employed by the employer for a period of at least one year. • parental pay is payable for a maximum of up to six months in a period of 18 months after the birth or adoption of a child, • parental pay is not payable for more calendar days than are covered by the leave. Parental pay is payable only for whole calendar days, • parental pay is payable in connection with the leave. The parental pay constitutes 10 % of the employee’s average hourly and incentive rate (not including unsocial hours supplement and shift work premium) multiplied by 174 (per month). The figure 174 applies to a 40-hour week. In the case of part-time employment the figure 174 is adjusted accordingly.
Parental Pay. (a) A female Police Officer shall be entitled to sick pay for maternity to the extent of the total accumulated days to the credit of the employee. If the Police Officer has used all of the sick pay to which she is entitled and extended sick benefits have been denied, then the employee shall be placed on leave without pay as provided in Section 2129.39, "Personal Leave of Absence".
(b) All Police Officers shall be entitled to use up to ten (10) days from their accrued sick days for the purpose of parturient requirements. The ten (10) days when used in accordance with this section shall have no effect on Bonus Days as provided in Section 2129.58.
(c) Those officers on an approved FMLA (Family Medical Leave Act) leave may hold three (3) weeks vacation and 15 days sick time in abeyance for later use in accordance with the vacation and sick time provisions of this agreement.
Parental Pay. A salaried employee who is on parental leave with entitlement to parental benefit shall be paid parental pay by the employer. A precondition is that the salaried employee has been continuously employed by the employer for at least Parental pay is paid - for a maximum of 5 months within an 18-month period after the birth or adoption of a child, - parental pay is not paid for more calendar days than the leave comprises. Parental pay is only paid for whole calendar days, - parental pay is paid at the time the leave is taken. Parental pay is calculated by means of a deduction from salary for each day of absence as follows: For each day of parental leave, including non-working days, a deduction is made as follows: For salaried employees with monthly salary 90% x monthly salary x 12 of at most 10.0 x the base amount/12 365 For salaried employees with a monthly salary 90% x 10.0 x the base amount of more than 10.0 x the base amount/12 365 + 10% x (monthly salary x 12 – 10.0 x the base amount) If the salaried employee’s salary changes, deductions are made on the basis of the old salary until the day the employee is notified of his/her new salary. The deduction per day may not exceed For the purposes of calculation of maximum deduction for illness per day the following are equated with monthly salary: • fixed monthly salary supplements (e.g. compensation for staggered working hours or overtime supplements) • commission, profit sharing payments, bonuses or similar earned during time off without being directly connected to the salaried employee’s personal performance • guaranteed minimum commission or similar.
Parental Pay. An employee who is on a leave of absence because of pregnancy or in connection with childbirth has the right to parental pay from the employer - if the employee has been employed by the employer for at least one consecutive year, and - the employee’s employment continues for at least three months after the leave of absence. Parental pay shall be paid - for one month if the employee has been employed for one but not two consecutive years, and - for two months if the employee has been employed for two consecutive years or more. If the absence turns out to be shorter than one or two months, respectively, the parental pay shall not be paid for a longer period than the leave period. One half of the parental pay shall be paid out when the leave of absence commences and the remaining half after the employee has continued his or her employment for three months after the leave of absence. Parental pay shall not be provided if the employee is excluded from parental benefits under the National Insurance Act. If this benefit has been reduced, the parental pay shall be reduced to a corresponding extent. Sick pay shall be paid for the time when the employee would have worked during ordinary working hours if he had not been sick. The first day of sickness absence in each sick pay period is a qualifying day without the right to sick pay. From the second day of sickness absence up to and including the 14th calendar day, the sick pay for each day eligible for sick pay shall be 80 % of the employee’s average hourly earnings. For employees with only hourly wages the sick pay shall be 80 % of these hourly wages. In addition, from the second day of sickness absence up to and including the 14th calendar day of the sick pay period, sick pay shall be paid in the amount of 80 % of other wage components and remuneration that constitute compensation for ordinary working hours. Parental pay is 10 % of the average wages per month during ordinary working hours during the three-month period immediately preceding the leave.
Parental Pay. The following rules apply from 1 January 2024. In case of leave before 1 January 2024, Supplemental Parental Benefit Insurance (FPT) rules apply. For an employee who is on leave ‘in connection with’ the birth or adoption of a child, is receiving parental benefit under the Swedish Social Insurance Code and has been employed by the employer for at least 12 consecutive months, salary deductions are made for a maximum of 180 days as follows: A deduction is made for each day of absence (including non-working business days, Sundays and public holidays). The deduction is calculated differently, depending on whether the salaried employee’s monthly salary is above or below a certain salary limit. This salary limit is calculated as: Calculation of the deduction For employees with a monthly salary not exceeding the salary limit: 90% x monthly salary x 12 365 For employees with a monthly salary above the salary limit: 90% x 10 x pba + 10% x (monthly salary x 12 – 10 x pba) 365 365 If the employee has been employed for 12 months but not for 24 consecutive months prior to the first parental leave, parental pay consists of – two monthly salaries minus 60 parental leave deductions calculated per day in accordance with this clause If the employee has been employed for 24 consecutive months prior to the first parental leave, parental pay consists of – six monthly salaries minus 180 parental leave deductions calculated per day in accordance with this clause In the case of parental leave after parental pay has ended, salary is deducted in the same way as for unpaid leave.
Parental Pay. The provisions regarding parental pay in the collective bargaining agreement were on 1 January 2014 replaced by the provisions of Supplemental Parental Benefit Insurance (FPT). See § 20 subs. 1. § 13 Calculation of sick pay for employees paid by the hour Sick pay shall be paid for the time when the employee would have worked during regular working hours if he/she had not been ill. The qualifying period without entitlement to sick pay corresponds to 20% of average weekly working hours. Average weekly working hours for full- time and part-time employees shall be understood as the weekly working time in hours for a regular week without public holidays. In the case of a full-time employee, the average working time is 40 hours per week without public holidays. Sick pay is paid out over the sickness period for the period after the qualifying period and up to and including the 14th calendar day, in an amount corresponding to 80% of the employee’s average hourly earnings. In the case of employees with only hourly wages, sick pay shall be 80% of these hourly wages. In addition, from the qualifying period and up to and including the 14th calendar day of the sick pay period, sick pay shall be paid in the amount of 80% of other wage components and compensation that represent compensation for regular working hours. A new sickness period that starts within 5 calendar days from the end of an earlier sickness period shall be deemed as a continuation of the earlier sickness period. This means that a qualifying period may still need to be observed for up to 20% of average weekly working hours in the continued sickness period.
