Return to Work After Maternity Leave Sample Clauses

Return to Work After Maternity Leave. (a) An employee shall confirm her intention of returning to her work by notice in writing to the employer given not less than four weeks prior to the expiration of her period of maternity leave.
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Return to Work After Maternity Leave. An employee must notify Visy in writing at least four weeks prior to the expiration of maternity leave of her intention of returning to work. An employee is normally entitled to return to the same position she left provided that position still exists. Otherwise she is entitled to a position comparable in status and pay as that of her former position. Replacement Employees A replacement employee can be engaged on a temporary contract basis to replace a person on maternity leave.
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Return to Work After Maternity Leave i) An employee shall give at least 2 weeks notice in writing to her employer of the day on which she intends to resume work.
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Return to Work After Maternity Leave. An employee should confirm her intention of returning to work in writing with at least four (4) weeks notice. An employee returning to work is entitled to her former position or, if she was transferred to a safe job, to the position which she held immediately before the transfer. If the employee commenced working part time because of her pregnancy, she is entitled to return to the position she held immediately before commencing part time employment.
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Return to Work After Maternity Leave. An employee shall confirm her intention of returning to work by notice in writing to Epworth HealthCare given not less than four weeks prior to the expiration of her period of maternity leave. An employee entitled to parental leave may request the employer to allow the employee to extend the period of unpaid parental leave provided for in clause (i) by a further continuous period of leave not exceeding 12 months Epworth HealthCare will accommodate the reasonable needs of an employee to return to work from parental leave on a part time basis at the employee's substantive classification until the child reaches school age. Wherever the employer experiences a genuine inability to accommodate such a request on operational grounds, the matter will first be discussed with the employee and if considered necessary by either party, will then be referred to a reference group consisting of the employer and an employee representative. Where the matter cannot be resolved at this level, it may be referred to the AIRC for final resolution.
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Return to Work After Maternity Leave. An employee shall confirm her intention to return to work by providing written notice to the employer not less than 4 weeks prior to the expiration of the period of leave. Upon the expiration of the period of leave, the employee shall be entitled to resume work at her former time fraction on her substantive classification and salary, with duties commensurate with qualifications and experience and as far as practicable similar to those performed prior to the taking of maternity leave. By agreement between the employer and employee, an employee may return to work at a varied time fraction for a period of up to one year. At the end of that year, the employee may elect to return to her original time fraction or accept her new time fraction as her substantive position.
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Related to Return to Work After Maternity Leave

  • Maternity/Paternity Leave Solely for purposes of determining whether the Employee incurs a Break in Service under any provision of this Plan, the Advisory Committee must credit Hours of Service during an Employee's unpaid absence period due to maternity or paternity leave. The Advisory Committee considers an Employee on maternity or paternity leave if the Employee's absence is due to the Employee's pregnancy, the birth of the Employee's child, the placement with the Employee of an adopted child, or the care of the Employee's child immediately following the child's birth or placement. The Advisory Committee credits Hours of Service under this paragraph on the basis of the number of Hours of Service the Employee would receive if he were paid during the absence period or, if the Advisory Committee cannot determine the number of Hours of Service the Employee would receive, on the basis of 8 hours per day during the absence period. The Advisory Committee will credit only the number (not exceeding 501) of Hours of Service necessary to prevent an Employee's Break in Service. The Advisory Committee credits all Hours of Service described in this paragraph to the computation period in which the absence period begins or, if the Employee does not need these Hours of Service to prevent a Break in Service in the computation period in which his absence period begins, the Advisory Committee credits these Hours of Service to the immediately following computation period.

  • Maternity Leave Allowance (a) An employee who qualifies for maternity leave pursuant to Clause 26.01, shall be paid a maternity leave allowance in accordance with the Supplemental Unemployment Benefit (SUB) Plan, as set out in Letter of Understanding #1. In order to receive this allowance, the employee must provide to the Employer proof that the employee has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code.

  • Maternity Leave (a) An employee is entitled to maternity leave of up to 17 weeks without pay.

  • Paternity Leave (a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

  • Maternity/Paternity/Adoption Leave An Employee who is expecting the birth or adoption of a child shall be entitled to maternity/paternity/adoption leave without pay, provided she presents a medical certificate confirming the probable date of confinement, or in the case of adoption, gives the Employer notice of eligibility. Except in extenuating circumstances, the notice shall be submitted in writing at least twenty-eight (28) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave. The following conditions shall apply:

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