Pregnancy/Parenting Leave. (a) Pregnancy leave shall be granted in accordance with the Employment Standards Act. A nurse on pregnancy leave shall be paid by the Employer, the difference between eighty percent (80%) of her/his regular weekly earnings and the sum of her/his weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the Employment Insurance waiting period, and shall continue for a maximum period of fifteen (15) weeks. The employee's regular weekly earnings shall be determined by multiplying her/his regular hourly rate on her/his last day worked prior to the commencement of the leave times her/his normal weekly hours. Percentage in lieu is included in the calculation of part-time nurse’s top up.
(b) Parenting leave shall be granted in accordance with the Employment Standards Act. A nurse on parenting leave shall be paid by the Employer, the difference between eighty percent (80%) of her/his regular weekly earnings and the sum of her/his weekly Employment Insurance benefits and any other earnings. Such payment shall commence following the completion of the Employment Insurance waiting period, and shall continue for a maximum period of fifteen weeks. The employee's regular weekly earnings shall be determined by multiplying her/his regular hourly rate on her/his last day worked prior to the commencement of the leave times her/his normal weekly hours. Percentage in lieu is included in the calculation of part-time nurse’s top up.
i) While a nurse is on pregnancy and/or parenting leave, she/he shall accrue seniority and service.
ii) As a condition of pregnancy leave, the nurse shall provide the Employer with medical proof of her pregnancy. An adopting nurse applying for parenting leave shall provide the Employer with confirmation of the pending adoption.
iii) On return to work, the nurse shall be reinstated to her/his former position including location and shift, if it still exists, or to a comparable position in terms of work setting, shift, and level of responsibility and remuneration if the original position does not exist.
iv) An employee, who is unable to return to work for reasons other than disability upon the expiration of her/his pregnancy leave and/or parenting leave, shall retain the right to apply for vacant positions and be treated as any other applicant in accordance with the provision of the Collective Agreement. An employee, who is unable to return to work on grounds of disability, shall be dealt with in ac...
Pregnancy/Parenting Leave. Employees who meet the requirements for Family Medical Leave Act hereinafter referred to as FMLA, as defined by the Department of Labor, Wage and Hour Division CFR 29 Part 825, shall be offered Family Medical Leave for an employee’s own pregnancy and/or the birth or adoption of a child, as well as parenting leave. The entitlements of the FMLA are recited in CFR 29 Part 825 as noted above. FMLA is administered by Human Resources. Those employees who do not meet the eligibility requirements for FMLA, and are on an approved leave of absence for pregnancy or parenting leave, are subject to the policies governing paid and unpaid leaves of absence as set forth in Article 17.
Pregnancy/Parenting Leave. 17.01 Pregnancy and Parental Leaves of Absence shall be granted to an employee who has completed thirteen (13) weeks of continuous service and shall be governed by the terms of the Employment Standards Act as amended.
17.02 Pursuant to the terms of the Act, an employee should notify the appropriate Superintendent of the pregnancy, or the intention to take parental leave, as soon as possible and arrange a suitable date for the commencement of the leave.
17.03 The Pregnancy and Parental Leave may be extended as a Leave of Absence without pay to a maximum total of three (3) years by mutual agreement of the employee and the Board. Extensions during the first school year in which the leave is taken will normally only be approved so as to terminate at a natural break in the school year, i.e. the end of a school term or semester. Extensions beyond the first school year will only be approved for a full academic year.
17.04 An employee on Pregnancy Leave or Parental Leave is considered to be in the employ of the Board and may not accept employment with another employer, either during the leave or at its conclusion, unless the Board has accepted the employee's resignation, or gives the employee written consent to accept such employment.
Pregnancy/Parenting Leave. A nurse with thirteen (13) weeks or more of continuous service shall be granted pregnancy leave up to seventeen (17) weeks duration without pay and should the nurse elect, a consecutive maximum of thirty-five
Pregnancy/Parenting Leave. (a) Pregnancy leave shall be granted in accordance with the Employment Standards Act. A nurse on pregnancy leave shall be paid by the Employer, the difference between seventy-five percent (75%) of her/his regular weekly earnings and the sum of her/his weekly Unemployment Insurance benefits and any other earnings. Such payment shall commence following completion of the two (2) week Unemployment Insurance waiting period, and shall continue for a maximum period of fifteen (15) weeks. The employee's regular weekly earnings shall be determined by multiplying her/his regular hourly rate on her/his last day worked prior to the commencement of the leave times her/his normal weekly hours.
(b) Parenting leave shall be granted in accordance with the Employment Standards Act. A nurse on parenting leave shall be paid by the Employer, the difference between seventy-five percent (75%) of her/his regular weekly earnings and the sum of her/his weekly Unemployment Insurance benefits and any other earnings. Such payment shall commence following the completion of the two (2) week Unemployment Insurance waiting period, and shall continue for a maximum period of fifteen weeks. The employee's regular weekly earnings shall be determined by multiplying her/his regular hourly rate on her/his last day worked prior to the commencement of the leave times her/his normal weekly hours.
(c) i) While a nurse is on pregnancy and/or parenting leave, she/he shall accrue seniority and service.
Pregnancy/Parenting Leave. It is understood that a Member’s total compensation during the Pregnancy Leave will not be greater than the total compensation the Member would receive if actively at work during the period of the Pregnancy Leave. Effective May a Member granted a Pregnancy Leave, or Adoptive Leave pursuant to this Article as specified in clauses and shall have their benefits topped up by the Board as follows: The Board will pay a top-up amount for a maximum six (6) week period immediately following the two (2) week waiting period. The top up pay will be of the regular salary for the two (2) week waiting period and the difference between what a Member received from Employment Insurance and their regular wage for the remaining six (6) weeks. To receive pay, the Member must forward to Human Resources proof of receipt of pay from An application for Pregnancy leave, as well as a medical certificate or mid-wife’s letter identifying the expected date of birth, is required prior to the Member taking a pregnancy leave. v The eight (8) week period will include the two (2) week waiting period where applicable, furthermore, it is not in addition to the maximum legislative leave available for Pregnancy or Adoptive leave. In the case of a pregnancy leave if the member is not eligible for El, the Member will be entitled to regular compensation from the employee’s accrued sick leave bank for a maximum of six (6) weeks or days accrued in their sick leave bank, whichever is less. Sick leave beyond the six (6) week period will only be granted upon satisfactory medical evidence demonstrating the Member’s illness is a direct result of either the pregnancy or the birth of the child. It is understood that a Member’s total compensation during the Pregnancy leave or Adoptive Leave will not be greater than the total compensation the Member would receive if actively at work during the period of the Pregnancy Leave or Adoptive Leave. If receipt of El benefits are as a result of the new born remaining hospitalized, the board will allow access to sick leave until such time that the El benefits commence. Upon commencement of El benefits the Board shall pay all supplemental Employment Benefits for the waiting period and the additional weeks of which the member is eligible for as outlined in a) above.
Pregnancy/Parenting Leave. Pregnancy/Parenting Leave
Pregnancy/Parenting Leave. Pregnancy/Parenting leave will be granted in accordance with the provisions of the Employment Standards Act.
Pregnancy/Parenting Leave. The Board shall grant to the Member a leave (leave of absence without pay), upon the written request of the Member and receipt from a legally qualified medical practitioner or mid-wife stating that the Member named therein is pregnant and specifying, in the opinion of the medical practitioner or mid-wife, the date upon which delivery will The Board shall grant a Pregnancy Leave of seventeen (17) weeks, or such shorter leave as the Member requests. Parental Leave of thirty-five (35) weeks, or such shorter leave as the Member requests, shall be granted to a Member following her pregnancy leave. Parental Leave of thirty-seven (37) weeks, or such shorter leave as the Member requests, shall be granted to Members who are new parents and have not taken a pregnancy leave. These leaves shall be granted irrespective of a teacher’s length of employment.
Pregnancy/Parenting Leave. The Board will place Members returning the Government Legislated Pregnancy Leave, Parenting Leave or Adoptive Leave in the same school and the same assignment as the Member held prior to the leave. If the same assignment no longer exists, the Board shall return the Member to a comparable assignment. A Member on or Parenting Leave or extension to the leave under and whose legislated leave with or without extension ends during the summer months following the leave, shall have their benefits paid for by the Board through the subsequent summer months.
