Permanent Care Leave Sample Clauses

Permanent Care Leave. If, pursuant to the Children, Youth and Families Act 2005 (Vic) or any successor to that legislation, an Employee (other than a casual Employee), is granted a permanent care order in relation to the custody or guardianship of a child and the Employee is the Primary Caregiver for that child, the Employee will be entitled to 14 weeks’ paid leave at a time to be agreed with the Employer.
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Permanent Care Leave. 45.13.1 If an Employee, other than a casual Employee, is granted custody of a child under the age of five years under the Children and Young Person’s Act 1989 by the Children’s Court or the Family Court, and the Employee is the primary care giver for the child, the Employee will be entitled to 2 weeks’ paid leave at a time to be agreed.
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Permanent Care Leave. An Employee will be entitled to access parental leave in accordance with this clause at a time agreed with the Library if they: • are granted a permanent care order in relation to the custody or guardianship of a Child pursuant to the Children, Youth and Families Act 2005 (Vic) (or any successor to the legislation) or a permanent parenting order by the Family Court of Australia, and • will be the Primary or Secondary Caregiver for that Child.
Sample 1
Permanent Care Leave. An employee will be entitled to access parental leave in accordance with this clause at a time agreed with the employer if they:
Sample 1
Permanent Care Leave. If an employee, other than a casual Employee, is granted custody of a child under the Children, Youth and Families Act 2005 by the Children’s Court or the Family Court, and the employee is the primary care giver for the child, the employee will be entitled to 14 weeks’ paid leave at a time to be agreed. All employees regardless of their length of service are entitled to up to 2 days of unpaid pre-adoption leave to attend any interviews or examinations required for the adoption of a child.
Sample 1
Permanent Care Leave. 6.7.19.1 If, pursuant to the Children, Youth and Families Xxx 0000 (Vic) or any successor to that legislation, an Employee (other than a casual Employee), is granted a permanent care order in relation to the custody or guardianship of a child and the Employee is the primary care giver for that child, the Employee will be entitled to 14 weeks’ paid leave at a time to be agreed with Museums Victoria.
Sample 1

Related to Permanent Care Leave

  • Maternity/Child Care Leave A. The Board agrees to provide employees with a child care leave of absence, without pay, as set forth below:

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • Care Leave Employees will be granted up to twenty-eight (28) hours leave in each calendar year for the purpose of providing or arranging for unexpected care for the employee’s spouse, dependent or parent(s), or to accompany them to obtain unexpected medical care. Fifty percent (50%) of the leave granted under this clause (up to 14 hours) shall be provided by the Employer as paid leave. The remaining fifty percent (50%) (up to 14 hours) will be contributed by the employee from the employee’s accrued leave entitlements (if any). If the employee has no accrued leave entitlement the employee will take her portion of the leave as unpaid leave. In each case where leave is granted, fifty percent (50%) of the leave will be paid for by the Employer (to a maximum of 14 hours) and fifty percent (50%) by the employee, as per the preceding paragraph. Care leave will include all purposes under Section 50(1) paragraph 2 & 3 of the Employment Standards Act, 2000. Employees accrue seniority and service while on such leave. To clarify, this article, and other clauses in the current agreement that provide for paid or unpaid leaves for purposes under the new ESA provisions, will be deemed to offset the requirement for the Employer to provide for ten days of unpaid leave to the extent that the Care Leave clause, and other leave clauses are accessed during the course of a year.

  • Child Care Leave (a) An employee who is a natural or adoptive parent shall be granted upon request in writing child care leave without pay for a period of up to thirty-five (35) weeks. The leave may be shared by the parents or taken wholly by one (1) parent.

  • Xxxxx Care Leave Leave may be granted to any employee, upon request, to care for or to arrange for care for parents of the employee or the employee's spouse.

  • Family Care Leave In accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick leave or other paid time off to care for a family member (as defined above) who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.

  • Maternity/Adoption/Parental Leave a) In accordance with the Saskatchewan Employment Act an employee shall be granted maternity, adoption, and/or parental leave of absence without pay.

  • Childcare Leave Every employee who has served the Company for at least three months and who has a child below the age of seven (7) years shall be entitled to the prescribed number of days of paid childcare leave in a year in accordance with the relevant provisions in the Children Development Co-Savings Act or the Employment Act, as the case may be.

  • Extended Child Care Leave ‌ Upon completion of maternity, adoption and/or parental leave, including any extension to such leaves, a regular employee will be entitled, upon written application, to a leave of absence without pay to care for the child. Subject to Clause 11.3(a), the following conditions shall apply:

  • Unpaid Carer’s Leave (a) An employee is entitled to a period of up to 2 days unpaid carer’s leave for each occasion when a member of the employee’s immediate family, or a member of the employee’s household, requires care or support during such a period because of:

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