PRIMARY CAREGIVER LEAVE Sample Clauses

PRIMARY CAREGIVER LEAVE. (a) Primary Caregiver Leave is available to a parent, other than a birth parent, who has the primary responsibil- ity for the care of a child during the thirty-seven (37) weeks immediately following: (i) the birth of a child; or (ii) the coming of a child into the custody, care and control of a parent for the first time. Primary caregiver leave must be applied for and xxxxx- xx in writing with a minimum of two (2) weeks’ notice and is available to an employee who will have complet- ed thirteen (13) weeks of service prior to the date of application. (b) An employee making such an application must confirm in writing that the employee will in fact have the pri- xxxx responsibility for the care of the child during the period of the leave applied for (e.g. for a birth parent’s partner , because the birth parent is unavailable or has returned to work; for an adoptive parent because the parent will be the primary caregiver for some period of time after the child comes into the custody care and control of an adoptive parent for the first time). (c) In the case of an adoption, the Primary Caregiver leave may be split between two parents. (d) For employees with one (1) year of service or more the University will pay ninety-five percent (95%) of regular straight time wages during the one (1) week waiting period for Employment Insurance parental benefits and, for the next sixteen (16) weeks will pay the difference between Employment Insurance bene- fits and ninety-five percent (95%) of regular straight time wages provided that the employee applies for and receives Employment Insurance benefits. In the case of an adoption the Primary Caregiver Leave shall not apply to adoptions which arise through the blending of families. The weekly top-up payment will be calculated using the weekly EI benefit that would be payable to the em- ployee (i.e. 55%) without regard to any election by the employee to receive a lower EI benefit spread over a longer period of time as may be permitted under the Employment Insurance Act. In no event will the top-up payment exceed the difference between 95% of the em- ployee’s actual weekly rate of pay in effect on the last day worked prior to the commencement of the leave and the sum of the employee’s EI benefit calculated without regard to any election by the employee to re- ceive a lower EI benefit spread over a longer period of
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PRIMARY CAREGIVER LEAVE a) Primary Caregiver Leave is available to a parent, other than a birth parent, who has the primary responsibility for the care of a child during the thirty- seven (37) weeks immediately following: (i) the birth of a child or; (ii) the coming of a child into the custody, care and control of a parent for the first time or (iii) such shorter or longer period as required under the Employment Standards Act, 2000 as amended from time to time. Primary Caregiver Leave must be applied for and granted in writing with a minimum of two (2) weeks’ notice and is available to an employee who will have completed thirteen (13) weeks of service prior to the date of application. b) An employee making such an application must confirm in writing that the employee will in fact have the primary responsibility for the care of the child during the period of the leave applied for (e.g. for birth parent’s partner, because the birth parent is unavailable or has returned to work; for an adoptive parent, because the parent will be the primary caregiver for some period of time after the child comes into the custody, care, and control of an adoptive parent for the first time). c) In the case of an adoption, the Primary Caregiver Leave may be split between two parents. d) For employees with one (1) year of service or more the University will pay ninety-five (95) percent of salary during the one (1) week waiting period for Employment Insurance parental benefits, and, for the next ten (10) weeks, will pay the difference between Employment Insurance benefits and ninety-five
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PRIMARY CAREGIVER LEAVE. 33:01 Primary Caregiver Leave is available to a parent, other than a biological mother, who has the primary responsibility for the care of a child during the eighteen (18) weeks immediately following: (i) the birth of a child or; (ii) the coming of a child into the custody, care and control of a parent for the first time. Primary Caregiver Leave must be applied for and granted in writing with a minimum of two (2) weeks’ notice and is available on an unpaid leave basis, to an employee who will have completed thirteen (13) weeks of service prior to the date of application. 33:02 An employee making such an application must confirm in writing that the employee will in fact have the primary responsibility for the care of the child during the period of the leave applied for (e.g. for a father or same-sex parent, because the mother is unavailable or has returned to work; for an adoptive parent, because the parent will be the primary caregiver for some period of time after the child comes into the custody, care, and control of an adoptive parent for the first time). 33:03 In the case of an adoption, the Primary Caregiver Leave may be split between two parents. 33:04 For employees with one (1) year of service or more UTS will pay ninety-five (95) percent of salary during the two (2) week waiting period for Employment Insurance benefits, and, for the next ten (10) weeks, will pay the difference between Employment Insurance benefits and ninety-five (95) percent of salary, provided that the employee applies for and receives Employment Insurance benefits. In the case of an adoption, the Primary Caregiver Leave shall not apply to adoptions which arise through the blending of families. 33:05 Seniority, benefits, and pensionable service continue during an employee’s Primary Caregiver Leave, provided the employee fulfills any requirements for said continuation.
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PRIMARY CAREGIVER LEAVE a) Primary Caregiver Leave is available to a parent, other than a birth parent, who has the primary responsibility for the care of a child during the thirty-seven (37) weeks immediately following: ii) the birth of a child; or the coming of a child into the custody, care and control of a parent for the first time. Primary caregiver leave must be applied for and granted in writing with a minimum of two (2) weeks' notice and is available to an employee who will have completed thirteen (13) weeks of service prior to the date of application.
Sample 1
PRIMARY CAREGIVER LEAVE. The Board will grant Primary Caregiver Leave to Employees: Two (2) days with pay at the discretion of the employee within a week of the date of birth of the child. Employees receiving such leave will retain and accumulate seniority.
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PRIMARY CAREGIVER LEAVE. 15.6.1. Employees who will be the primary caregiver within the first 12 months of the child’s birth or placement are entitled to up to 12 weeks of paid parental leave. Leave is normally taken in one single block but can be taken in shorter periods subject to approval from the employee’s manager. 15.6.2. The amount of leave paid to an employee cannot exceed the amount of leave taken, e.g. to receive 12 weeks of paid leave the employee must take a minimum of 12 weeks leave.
Sample 1
PRIMARY CAREGIVER LEAVE. (a) Primary Caregiver Leave is available to a parent, other than a birth parent, who has the primary responsibility for the care of a child during the thirty-seven (37) weeks immediately following: (i) the birth of a child; or (ii) the coming of a child into the custody, care and control of a parent for the first time. Primary caregiver leave must be applied for and granted in writing with a minimum of two (2) weeks’ notice and is available to an employee who will have completed thirteen (13) weeks of service prior to the date of application. (b) An employee making such an application must confirm in writing that the employee will in fact have the primary responsibility for the care of the child during the period of the leave applied for (e.g. for a birth parent’s partner , because the birth parent is unavailable or has returned to work; for an adoptive parent because the parent will be the primary caregiver for some period of time after the child comes into the custody care and control of an adoptive parent for the first time). (c) In the case of an adoption, the Primary Caregiver leave may be split between two parents. (d) For employees with one (1) year of service or more the University will pay ninety-five percent (95%) of regular straight time wages during the one (1) week waiting period for Employment Insurance parental benefits and, for the next sixteen (16) weeks will pay the difference between Employment Insurance benefits and ninety-five percent (95%) of regular straight time wages provided that the employee applies for and receives Employment Insurance benefits. In the case of an adoption the Primary Caregiver Leave shall not apply to adoptions which arise through the blending of families. The weekly top-up payment will be calculated using the weekly EI benefit that would be payable to the employee (i.e. 55%) without regard to any election by the employee to receive a lower EI benefit spread over a longer period of time as may be permitted under the Employment Insurance Act. In no event will the top- up payment exceed the difference between 95% of the employee’s actual weekly rate of pay in effect on the last day worked prior to the commencement of the leave and the sum of the employee’s EI benefit calculated without regard to any election by the employee to receive a lower EI benefit spread over a longer period of time as may be permitted under the Employment Insurance Act. (e) In the case of an employee whose employment is limited to a defined...
Sample 1
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PRIMARY CAREGIVER LEAVE i) Primary Caregiver Leave is available to a parent, other than a biological mother, who has the primary responsibility for the care of a child during the thirty-five (35) weeks immediately following: (1) the birth of a child; or (2) the coming of a child into the custody, care, and control of a parent for the first time. Primary Caregiver Leave must be applied for and granted in writing with a minimum of two (2) weeks notice and is available to an employee who will have completed thirteen (13) weeks of service prior to the date of application. ii) An employee making such an application must confirm in writing that the employee will in fact have the primary responsibility for the care of the child during the period of the leave applied for (e.g. for a father or same- sex parent, because the mother is unavailable or has returned to work; for an adoptive parent because the parent will be the primary caregiver for some period of time after the child comes into the custody, care, and control of an adoptive parent for the first time). iii) In the case of an adoption the Primary Caregiver Leave may be split between two parents. iv) For employees with thirteen (13) weeks of service or more the Society will pay one hundred percent (100%) of regular straight time wages during the two (2) week waiting period for Employment Insurance Benefits and, for the next ten (10) weeks will pay ten percent (10%) of the employee’s regular weekly wages provided that the employee applies for and receives Employment Insurance Benefits. In the case of an adoption the Primary Caregiver Leave shall not apply to adoptions which arise through the blending of families. v) In the case of an employee whose employment is limited to a defined term, any Primary Caregiver Leave will be limited to and not extend beyond the period of time remaining in the defined term. vi) Credits for service and seniority will accumulate for the Primary Caregiver Leave. The employee is entitled to all regular benefits while on Primary Caregiver Leave provided that the employee reimburses the Society for the employee portion of the benefits cost. vii) An employee shall provide the Society with four (4) weeks’ written notice prior to her return to work from Parental Leave.
Sample 1
PRIMARY CAREGIVER LEAVE. Ten (10) weeks’ paid primary care giver parental leave, paid at the Employee’s ordinary hourly rate, for an Employee who will be the primary caregiver of the child. This may be taken at half pay over 20 weeks at the Employee’s election. Payment will be made via electronic funds transfer on a fortnightly basis. The total period of paid and unpaid parental leave shall not exceed 52 weeks in total unless an Employee applies for additional unpaid parental leave pursuant to the provisions of the NES.
Sample 1

Related to PRIMARY CAREGIVER LEAVE

  • Military Caregiver Leave The employer shall grant an employee who is a family member of a covered service member an unpaid leave of up to twenty-six (26) weeks (inclusive of the twelve (12) weeks granted under 1. above) in a single twelve (12) month period to care for the covered service member who has a serious illness or injury incurred in the line of duty on active duty.

  • 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.

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • Personal/Carer’s Leave 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

  • Professional Improvement Leave A teacher may be granted leave to be used for the teacher's professional improvement. Professional improvement days may be approved by the superintendent and used for the purpose of: 1. Visitation to view other instructional techniques or programs. 2. Conferences, workshops, or seminars conducted by colleges, universities, or vocational schools. The teacher planning to use a professional improvement day shall notify the principal at least one week in advance of the proposed absence. The teacher shall be required to file a written report with the principal within one (1) week of attendance at such event. Also, the teacher may/shall be requested to return with materials and/or information to be shared with other teachers. The expense of attending such visitation, conference, workshop, or seminar will be paid by the Board when the proper reimbursement applications are sent to the district office. In cases where attendance at a convention, workshop, seminar, or other educational activity is deemed to be of value only to the individual teacher, leave may be granted for attendance with either no expenses or limited expenses being underwritten by the district. In these cases, no written or verbal reports will be required.

  • Health Leave Any regular employee of the District may, at the discretion of the Board, be granted a leave of absence without pay for reasons of health, such leave to be specified for a period of not more than one year. Such leave may be extended in case of serious health conditions.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • Medical Care and Emergency Leave An employee is entitled to a leave of absence without pay because of any of the following: 1. A personal illness, injury or medical emergency. 2. The death, illness, injury or medical emergency of an individual described in this Article. 3. An urgent matter that concerns an individual described in this Article. For the purposes of this Article, the individuals referred to in this Article are: - the employee’s spouse - a parent, step-parent or xxxxxx parent of the employee or the employee’s spouse - a child, step-child or xxxxxx child of the employee or the employee’s spouse - a grandparent, step-grandparent, grandchild or step-grandchild of the employee or of the employee’s spouse - the spouse of a child of the employee - the employee’s brother or sister - a relative of the employee who is dependent on the employee for care or assistance. An employee who wishes to take leave under this section shall advise his or her Hospital that he or she will be doing so. If the employee must begin the leave before advising the Hospital, the employee shall advise the Hospital of the leave as soon as possible after beginning it. An employee is entitled to take a total of 10 days’ leave under this section each year. If an employee takes any part of a day as leave under this section, the Hospital may deem the employee to have taken one day’s leave on that day for the purposes of this Article. The Hospital may require an employee who takes leave under this section to provide evidence reasonable in the circumstances that the employee is entitled to the leave. Upon the conclusion of an employee’s leave under this Article, the Hospital shall reinstate the employee to the position the employee most recently held with the Hospital, if it still exists, or to a comparable position, if it does not.

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