Common use of PRIMARY CAREGIVER LEAVE Clause in Contracts

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

PRIMARY CAREGIVER LEAVE. (a) Primary Caregiver Leave is available to a parent, other than a birth parent, who has the primary responsibil- ity responsibility for the care of a child during the thirty-seven (37) weeks immediately following: : (i) the birth of a childchild or; or (ii) the coming of a child into the custody, care and control of a parent for the first time or such shorter or longer period as required under Employment Standards Act, 2000 as amended from time to time. Primary caregiver leave Caregiver Leave must be applied for and xxxxx- xx granted in writing with a minimum of two (2) weeks’ notice and is available to an employee who will have complet- ed 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 pri- xxxx primary responsibility for the care of the child during the period of the leave applied for (e.g. for a birth parent’s partner partner,, because the birth parent is unavailable or has returned to work; for an adoptive parent parent, because the parent will be the primary caregiver for some period of time after the child comes into the custody care custody, care, and control of an adoptive parent for the first time). (c) In the case of an adoption, the Primary Caregiver leave Leave may be split between two parents. (d) For employees with one (1) year of service or more the University will pay ninety-ninety- five percent (95%) percent of regular straight time wages salary during the one (1) week waiting period for Employment Insurance parental benefits benefits, and, for the next sixteen ten (1610) weeks weeks, will pay the difference between Employment Insurance bene- fits parental benefits and ninety-five percent (95%) percent of regular straight time wages weekly salary, provided that the employee applies provides proof that the employee has applied for and receives is receiving Employment Insurance parental benefits and the amount of those benefits. In the case of an adoption adoption, the Primary Caregiver Leave shall not apply to adoptions which arise through the blending of families. . e) In the case of an employee on a sessional appointment, or 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 session or defined term. f) Seniority, vacation, benefits, and pensionable service continue during an employee’s Primary Caregiver Leave, provided the employee fulfills any requirements for said continuation. g) The weekly top-up payment under paragraph (d) will be calculated using the weekly EI benefit that would be payable to the em- ployee 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 em- ployeeemployee’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 receive a lower EI benefit spread over a longer period ofof time as may be permitted under the Employment Insurance Act.

PRIMARY CAREGIVER LEAVE. (a) Primary Caregiver Leave is available to a parent, other than a birth parentbiological mother, who has the primary responsibil- ity responsibility for the care of a child during the thirty-seven eighteen (3718) weeks immediately following: : (i) the birth of a childchild or; or (ii) the coming of a child into the custody, care and control of a parent for the first time. Primary caregiver leave Caregiver Leave must be applied for and xxxxx- xx granted in writing with a minimum of two (2) weeks’ notice and is available to an employee who will have complet- ed 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 pri- xxxx primary responsibility for the care of the child during the period of the leave applied for (e.g. for a birth father or same-sex parent’s partner , because the birth parent mother is unavailable or has returned to work; for an adoptive parent parent, because the parent will be the primary caregiver for some period of time after the child comes into the custody care custody, care, and control of an adoptive parent for the first time). (c) In the case of an adoption, the Primary Caregiver leave Leave may be split between two parents. (d) For employees with one (1) year of service or more the University UTS will pay ninety-five percent (95%) percent of regular straight time wages salary during the one two (12) week waiting period for Employment Insurance parental benefits benefits, and, for the next sixteen ten (1610) weeks weeks, will pay the difference between Employment Insurance bene- fits benefits and ninety-five percent (95%) percent of regular straight time wages salary, provided that the employee applies for and receives Employment Insurance benefits. In the case of an adoption adoption, the Primary Caregiver Leave shall not apply to adoptions which arise through the blending of families. The weekly top-up payment . e) In the case of an employee on a sessional appointment, or whose employment is limited to a defined term, any Primary Caregiver Leave will be calculated using limited to and not extend beyond 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 remaining in 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 session or defined term. f) Seniority, vacation, benefits, and the sum of the pensionable service continue during an employee’s EI benefit calculated without regard to any election by Primary Caregiver Leave, provided the employee to re- ceive a lower EI benefit spread over a longer period offulfills any requirements for said continuation.