Pregnancy and Maternity Leave. 32 A leave of absence shall be granted to any employee for that period of time during which 33 the employee, in the judgment of her physician, is unable to perform her duties due to 34 pregnancy, termination of pregnancy or childbirth, and recovery therefrom.
Pregnancy and Maternity Leave. (1) In the event of pregnancy and maternity leave, a female employee is entitled to full pay when on leave, which may begin four weeks before the expected birth date and last until 14 weeks after the birth at most. By arrangement, paternal leave on the usual salary (four weeks) and parental leave on the usual salary are to be allocated between the employer and the employee. Paternal leave must be taken no later than 14 weeks after the birth of the child. The following shall apply if agreement is not reached on the timing of such leave:
(a) Male employees are entitled to full salary for up to four weeks (paternity leave). This leave is to be timed in continuous periods of two weeks. Two of these weeks may be timed in the period from week 15 to week 60.
(b) Employees are entitled to continuous parental leave on full salary for up to 12 weeks, which may be placed at the employee's discretion within the period from 15 weeks after until 60 weeks after the birth date. Employees can also decide to place parental leave as two continuous periods of six weeks during the same period. Employees must inform their employer of their decision to take parental leave on full pay and the timing thereof in accordance with point b) no later than eight weeks after the birth. The employer’s obligation to pay full salary, as above, is determined by the employee’s right to receive at least 32/46 of the maximum benefits according to the Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth. If maternity leave is prolonged because of the baby’s hospitalisation, according to the Danish Act on Leave and Benefits on the grounds of Pregnancy and Childbirth salary will be paid in full. The parents choose who is entitled to the extended leave. If the maternity leave is extended in accordance with this provision, the employee’s entitlement to time-off under paragraph (b) or (3) will be postponed by a similar number of weeks. Where a baby dies, salary will be paid in full during those periods when benefits are paid under the Danish Act on Benefits. The father will also receive his usual salary during those periods when he is entitled to benefits under Section 7(2) of the Act on Leave and Benefits on the grounds of Pregnancy and Childbirth (the mother’s illness within the first 14 weeks). In addition, salary will be paid in full during any absence caused by documented medical problems associated with the pregnancy.
(2) A pregnant employee cannot be dismissed by the comp...
Pregnancy and Maternity Leave. A full time permanent Employee who is eligible for, and is granted, maternity leave under this Article, and
1) Commences maternity leave on or after February 16, 2005 and
2) Has completed twenty-four (24) months of continuous service in the bargaining unit on the date her pregnancy leave commences, and
3) Qualifies for Employment Insurance pregnancy leave benefits pursuant to Section 30 of the Employment Insurance Act, S.C. 1996, c. 23 as amended, and its regulations, is eligible to receive a supplemental employment benefit from the Employer for up to a maximum of fifteen (15) weeks, or until she returns to work from the maternity leave, whichever occurs first. The supplemental employment benefit will be equal to the difference between 85% of her normal, regular weekly earnings, exclusive of premiums and bonuses, and the sum of her weekly Employment Insurance benefit and any other earnings. Such payments will commence on the first pay period following the completion of the two week waiting period and receipt by the Employer of the Employee’s Employment Insurance stub as proof she is in receipt of Employment Insurance pregnancy leave benefits. Should the Employee become ineligible, or fail to qualify for, Employment Insurance pregnancy leave benefits, she will become ineligible for supplemental employment benefits. An Employee who is in receipt of, or was in receipt of, supplemental employment benefits from the Town and leaves her employment with the Town within twelve (12) months of her return from maternity leave, will repay to the Employer, on a proportional basis, all monies paid under the supplemental employment benefit.
Pregnancy and Maternity Leave. Other schemes
1. With regard to the pregnancy and maternity leave Aegon applies the statutory scheme in conformity with the Dutch Work and Care Act. More information can be found on: www. xxxxxxxxxxxxx.xx.
Pregnancy and Maternity Leave. Absence due to a serious illness, injury or operation requiring hospitalization or confinement at home under physician’s direction of spouse or dependent members of the employee’s household and members of the immediate family as defined. Granting of this particular leave shall be at the discretion of the Department Head/Director with the approval of the City Manager and shall be strictly controlled. Upon request of the Department Head/Director, the employee shall be required to furnish a physician’s statement to the effect that the spouse or dependents need or needed the personal care and attention of the employee.
Pregnancy and Maternity Leave. 15.1 The Player is entitled to maternity leave defined as a minimum period of 14 weeks’ paid absence with at least eight weeks after the birth during the term of the Contract.
15.2 In the absence of more beneficial conditions pro- vided by national legislation or a collective bargain- ing agreement, the Player is entitled to be paid at the equivalent of two thirds of her contracted sala- ry.
15.3 In order to ensure that pregnant players are not put at risk, should they choose to continue to provide services, the Player has the right to receive regular and independent medical advice.
15.4 The pregnant player should also have the right to provide services to the Club in an alternate manner. In such cases, the Club has an obligation to respect this decision and work with the Player to formalize a plan for her alternate employment.
15.5 The Player shall have the right to return to football activity after the completion of her maternity leave. The Club will be under an obligation to reintegrate her into football activity and provide adequate on- going medical support.
15.6 The Player shall be given the opportunity to breast- feed her child and/or express milk. The Club shall provide suitable facilities in accordance with appli- cable national legislation or a collective bargaining agreement.
15.7 The Player should ever suffer a disadvantage of any sort on the basis of her pregnancy. As a conse- quence, the unilateral termination of the Contract on the grounds of her becoming pregnant will be considered a termination without just cause. Such a termination will be considered an aggravating cir- cumstance and will, in addition to the obligation to pay compensation, lead to the imposition of sport- ing sanctions, which may be combined with a fine. The parties have agreed no special provisions concerning transfers The parties have agreed the following special provisions concerning transfers.
Pregnancy and Maternity Leave. Leave due to pregnancy and maternity purposes of the employee shall be treated in the same manner as illness or injury in accordance with Article 13, Xxxx Leave, of this agreement.
Pregnancy and Maternity Leave. A full time permanent Employee who is eligible for, and is granted, maternity leave under this Article, and
Pregnancy and Maternity Leave. Accumulated sick leave credits may be used for pregnancy leave and related maternity time off. If an employee does not have sufficient sick leave credits accumulated for a reasonab e pregnancy and maternity leave, the employee may request leave without pay. Pregnancy leave and related maternity leave time off shall be a reasonable amount of time depending on the extent and duration of the necessary leave of absence. The amount of time taken off shall be based upon agreement between the employee and her department head, subject to proper medical certification. Employees using sick or vacation leave for pregnancy and related maternity time off that have signified on the request for disability leave form their intention to return to work at the end of the agreed to leave time, shall be reinstated to their original job or to an equivalent position with equivalent pay and accumulated seniority, retirement, and other benefits, if and when the employee is physically able to return to work as certified by a licensed physician. Pursuant to Montana Human Rights Law in Sections 49-2-310 and 49-2-331, M.C.A., it shall be unlawful for an employer or the employer's agent to:
(1) terminate a woman's employment because of pregnancy;
(2) refuse to grant to the employee a reasonable leave of absence for such pregnancy;
(3) deny to the employee who is disabled as a result of pregnancy any compensation to which she is entitled as a result of the accumulation of disability or leave benefits accrued pursuant to plans maintained by her employer, provided that the employer may require disability as a result of pregnancy to be verified by medical certification that the employee is not able to perform her employment duties; or
(4) require that an employee take a mandatory maternity leave for an unreasonable length of time. Upon signifying her intent to return at the end of her leave of absence, such employee shall be reinstated to her original job or to an equivalent position with equivalent pay and accumulated seniority, retirement, fringe benefits, and other service credits. Employees using leave without pay for pregnancy and related maternity time off that have signified on the request for disability leave form their intention to return to work at the end of the agreed to leave time, shall be reinstated to their employment position which they held at the time their leave commenced or to an equivalent position at a rate of pay that is at least the amount they were earning at the ...
Pregnancy and Maternity Leave. When a pregnant teacher establishes, by a medical report, that she is verifiably incapacitated and unable as a result of the incapacitation from continuing her normal job duties and assignments, she shall be granted sick leave as provided in Article 12.2 and Article 13, through the post-natal examination for as long as she is disabled from returning to work, or until such sick leave days are exhausted, whichever is earlier. This clause, Article 12.A.2, does not relate to the needs of the object child.
