Protection During Maternity Sample Clauses

Protection During Maternity. Maternity leave shall be considered as a right. Accordingly, no Employee shall be laid off or otherwise adversely affected in her employment because of pregnancy. The Employer shall not deny the pregnant Employee the right to continue employment during the period of pregnancy. Where working conditions may be hazardous to an unborn child or to the pregnant Employee, the Employee shall be entitled to transfer to another position, provided she is capable of performing the work and is otherwise entitled thereto by virtue of seniority.
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Protection During Maternity. Maternity leave shall be considered as a right. Accordingly, no employee shall be laid off or otherwise adversely affected in her employment because of pregnancy. The College shall not deny the pregnant employee the right to continue employment during the period of pregnancy.
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Protection During Maternity. Maternity leave shall be considered as a right. Accordingly, no employee shall be laid off or discriminated against in her employment because of pregnancy. The District shall not deny the pregnant employee the right to continue her normal duties during the period of pregnancy. Where working conditions may be hazardous to an unborn child or to the pregnant employee, the District will use its best efforts to adjust the employee's job duties to provide continuity of employment until leave is commenced.
Sample 1
Protection During Maternity. Maternity leave shall be considered as a right. Accordingly, no employee shall be laid off or otherwise adversely affected in her employment because of pregnancy. The employer shall not deny the pregnant employee the right to continue employment during the period of pregnancy. Where conditions may be hazardous to an unborn child or the "pregnant employee", the employee shall be entitled to transfer to another position, provided she is capable of performing the work and is otherwise entitled thereto by virtue of seniority. in the event that there are no positions available, the employee may elect to take unpaid of absence. While on leave an employee shall retain full employment status and rights and shall accumulate all benefits under this collective agreement. Procedure Upon Leave On from leave, the employee shall be placed at least in former position. If the former position no longer exists, the employee shall have all rights consistent with seniority and in accordance with the layoff and recall procedure. Maternity and parental leave shall be granted to natural or adoptive parents in accordance with the provision of the Canada Labour Code, as amended time to time. Such provisions are deemed to be incorporated herein. Such provisions presently include the following: The Company shall grant leave of absence for a period of up to seventeen (17) weeks without pay for any employee who has completed six (6) consecutive months of employment and provides a certificate of a qualified medical practitioner that she is pregnant and the estimated date of her delivery. The Company shall grant parental leave of absence for a period of up to thirty- seven (37) weeks without pay for any employee who has completed six (6) consecutive months of employment to care for a new-born child of the employee or a child who is in the care of the employee for the purpose of adoption under the laws governing adoption in the province. The aggregate amount of parental leave that may be taken by two employees in respect of the same event shall not exceed thirty-seven (37) weeks. The aggregate amount of maternity and parental leave that may be taken by one or two employees respect of the same birth shall not exceed fifty-two (52) weeks. Every employee who intends to take Maternity Parental leave of absence employment shall provide at least four (4) weeks written notice to the Company indicating the intended start date of such leave, the intended length of such leave and their intended ret...
Sample 1

Related to Protection During Maternity

  • Employment During Unpaid Maternity Leave Where less than the 52 weeks Other Parent Leave is taken paid or unpaid, the unused portion of the leave cannot be banked or preserved in any way.

  • Data Protection During Transmission DST shall encrypt, using an industry standard encryption algorithm, personally identifiable Fund Data when such data is transmitted.

  • Benefits During Leave Employees are encouraged to contact the Employer’s Benefits Office (phone # 000-000-0000, xxxxxxxx@xx.xxx) prior to any leave without pay to understand impact on benefits and learn about other points to consider.

  • Communication during parental leave (a) Where an employee is on parental leave and a definite decision has been made to introduce significant change at the workplace, the employer shall take reasonable steps to: (i) make information available in relation to any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave; and (ii) provide an opportunity for the employee to discuss any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave. (b) The employee shall take reasonable steps to inform the employer about any significant matter that will affect the employee’s decision regarding the duration of parental leave to be taken, whether the employee intends to return to work and whether the employee intends to request to return to work on a part-time basis. (c) The employee shall also notify the employer of changes of address or other contact details which might affect the employer’s capacity to comply with (a) above.

  • Refund During Cooling-Off Period The PEI will provide the Student with a cooling-off period of seven (7) working days after the date that the Contract has been signed by both parties. The Student will be refunded the highest percentage (stated in Schedule D) of the fees already paid if the Student submits a written notice of withdrawal to the PEI within the cooling-off period, regardless of whether the Student has started the course or not.

  • Rejection During Probation ‌ (a) The Employer may reject any probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Clause 10.

  • Special maternity leave (a) Where the pregnancy of an employee not then on maternity leave terminates after 28 weeks other than by the birth of a living child, then the employee may take unpaid special maternity leave of such periods as a registered medical practitioner certifies as necessary. (b) Where an employee is suffering from an illness not related to the direct consequences of the confinement, an employee may take any paid sick leave to which she is entitled in lieu of, or in addition to, special maternity leave. (c) Where an employee not then on maternity leave suffers illness related to her pregnancy, she may take any paid sick leave to which she is then entitled and such further unpaid special maternity leave as a registered medical practitioner certifies as necessary before her return to work. The aggregate of paid sick leave, special maternity leave and parental leave, including parental leave taken by a spouse, may not exceed 52 weeks.

  • Benefits Not Paid During Certain Periods General illness leave and short-term illness leave benefits will not be paid when an employee is: (a) receiving designated paid holiday pay; (b) on suspension without pay; (c) on a leave of absence without pay, other than leave of absence for Union business pursuant to Article 14 of the Agreement or in the case of circumstances covered under Article 22.05.

  • Sick Leave During Leave of Absence (F/T) When an Employee is given leave of absence without pay for any reason, or is laid off on account of lack of work, he/she shall not continue to accumulate sick leave and shall not be entitled to receive pay for sickness for the period of such absence, but shall retain his/her cumulative credit, if any, existing at the time of such leave or lay-off.

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