Reassignment or Leave. Where a pregnant or nursing employee produces a statement from her physician that her working conditions may be detrimental to her health, that of her foetus or her nursing child, the Employer shall either change such working conditions or temporarily transfer the employee to another position with equal pay or allow the employee to take leave of absence without pay for the duration of her pregnancy or period of breastfeeding, as the case may be.
Reassignment or Leave. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the (24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child. An employee’s request under sub-clause above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. An employee who has made a request under sub-clause above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: modifies her job functions or reassigns her, informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. Where the Council concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than twenty-four (24) weeks after the birth. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.
Reassignment or Leave. An employee who is pregnant or nursing may, during the period the beginning of pregnancy to the end of the twenty-fourth (24th) week following the request the Employer to her job functions or reassign her to another job by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child. An employee’s request under clause must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependent upon the particular circumstancesof the request, the Employer may obtain an independent medical opinion. An employee who has made a request under clause is entitled to continue in her current job while the Employer examines her request, but, risk posed by continuing any of her job so requires, she is entitled to be immediately assigned alternative duties until such time as the Employer:
Reassignment or Leave. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the (24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child. An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion. An employee who has made a request under sub- clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: modifies her job functions or reassigns her, or informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her.
Reassignment or Leave. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth week following the birth, request the Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child. An employee’s request under paragraph (a) must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependent upon the particular circumstances of the request, the Employer may obtain an independent medical opinion. An employee who has made a request under paragraph (a) is entitled to continue in her current job while the Employer examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Employer: modifies her job functions or reassigns her, or
