Common use of Parental Provisions Clause in Contracts

Parental Provisions. The principal is entitled to take parental leave under the Parental Leave and Employment Protection Act 1987 (PLEPA). In addition to the principal's rights under the PLEPA the following shall apply: Parental leave may commence at any time during the pregnancy subject to the principal giving the employer one month's notice in writing, supported by a medical certificate. A shorter period of notice will be accepted on the recommendation of a medical practitioner. The principal can take up to 12 months unpaid leave from the date of birth, or in the case of adoption, whāngai or Home for Life placement of a child under the age of six years, from the date the principal becomes the primary carer. The principal's position will be held open (subject to transfer and redeployment provisions) for the duration of their parental leave. If a relieving principal is employed it will be a condition of the relieving appointment that it will be terminated by the board concerned within one month from the date that the permanent incumbent gives notice of their intention to return to work early. A principal must give their board at least one month's notice if it is their intention to return to work before their parental leave expires. This provision shall not apply in the case of a principal who has had a miscarriage or a stillborn child. In such cases the principal may elect to return to work immediately. A principal intending to resign because of pregnancy must be advised of their right to take parental leave.

Parental Provisions. 5.3.1 The principal is entitled to take parental leave under the Parental Leave and Employment Protection Act 1987 (PLEPA). In addition to the principal's rights under the PLEPA the following shall apply: Parental leave may commence at any time during the pregnancy subject to the principal giving the employer one month's notice in writing, supported by a medical certificate. A shorter period of notice will be accepted on the recommendation of a medical practitioner. The principal can take up to 12 months unpaid leave from the date of birth, or in the case of adoption, whāngai or Home for Life placement of a child under the age of six years, from the date the principal becomes the primary carer. The principal's position will be held open (subject to transfer and redeployment provisions) for the duration of their parental leave. If a relieving principal is employed employed, it will be a condition of the relieving appointment that it will be terminated by the board concerned within one month from the date that the permanent incumbent gives notice of their intention to return to work early. A principal must give their board at least one month's notice if it is their intention to return to work before their parental leave expires. This provision shall not apply in the case of a principal who has had a miscarriage or a stillborn child. In such cases the principal may elect to return to work immediately. A principal intending to resign because of pregnancy must be advised of their right to take parental leave.

Parental Provisions. 5.3.1 The principal is entitled to take parental leave under the Parental Leave and Employment Protection Act 1987 (PLEPA). In addition to the principal's rights under the PLEPA the following shall apply: Parental leave may commence at any time during the pregnancy subject to the principal giving the employer one month's notice in writing, supported by a medical certificate. A shorter period of notice will be accepted on the recommendation of a medical practitioner. The principal can take up to 12 months unpaid leave from the date of birth, or in the case of adoption, whāngai whangai or Home for Life placement of a child under the age of six years, from the date the principal becomes the primary carer. The principal's position will be held open (subject to transfer and redeployment provisions) for the duration of their parental leave. If a relieving principal is employed it will be a condition of the relieving appointment that it will be terminated by the board concerned within one month from the date that the permanent incumbent gives notice of their intention to return to work early. A principal must give their board at least one month's notice if it is their intention to return to work before their parental leave expires. This provision shall not apply in the case of a principal who has had a miscarriage or a stillborn child. In such cases the principal may elect to return to work immediately. A principal intending to resign because of pregnancy must be advised of their right to take parental leave.