Return to Work Guarantee. Upon return from FMLA leave, a unit member is entitled to be restored to the position of employment held by the unit member when the leave commenced, or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment. If the unit member is no longer qualified for the position, the unit member shall be given a reasonable opportunity to fulfill any conditions required for qualification upon return to work.
Return to Work Guarantee. When returning to work from parental leave, the employee is entitled to return to:‐ • the position they held before taking leave; or • a position that is reasonably comparable to the position they held immediately prior to commencing parental leave. The employee’s ordinary rate of pay will not be reduced as a result of accepting a comparable position.
Return to Work Guarantee. On ending parental leave, an employee is entitled to return to the employee’s pre- parental leave position or if that position no longer exists – an available position for which the employee is qualified and suited nearest in status and pay to the pre-parental leave position.
Return to Work Guarantee. 1. On returning to work after finishing parental leave or extended parental leave, an employee is entitled to return to the position the employee held immediately before starting leave. However,
2. If the employee was temporarily acting in, or performing the duties of a fixed term position (which has since expired) immediately before starting any of the periods of leave above, the entitlement under this sub-clause relates to the employee’s permanent position: and
3. If the former position no longer exists, the employee is entitled to an available position for which the employee is qualified and suited nearest in status and remuneration to the former position.
Return to Work Guarantee. 33.20.1 On ending unpaid parental leave, a team member is entitled to return to the team member’s pre-parental leave position or, if that position no longer exists, an available position for which the team member is qualified and suited nearest in status and pay to the pre-parental leave position.
33.20.2 Despite any right to request a flexible working arrangement a team member may have under clause 24 of this Agreement, upon a return to work from unpaid parental leave a team member is able to return to work on fewer hours than their contracted hours (prior to going on leave) for a period up to the child’s 2nd birthday (or second anniversary of placement). This may include working one or more periods of fewer hours until the child’s 2nd birthday or a graduated return to work until the child’s 2nd birthday.
Return to Work Guarantee. 43.3.7.1 An Employee must confirm their intention to return to work, by notice in writing to the Employer at least four weeks before the end of the period of parental leave. On ending unpaid parental leave, an Employee is entitled to return to:
(a) the Employee’s pre-parental leave position; or
(b) in the case of an Employee who was transferred to a safe job, to the position which she held immediately before the transfer; or
(c) if the Employee was promoted or voluntarily transferred to a new position (other than a safe job under Clause 43.3.3; or
(d) if 43.3.5 above applies and she began working part-time because of her pregnancy – to the position she had immediately before starting to work part-time.
(e) if that position no longer exists – an available position for which the Employee is qualified and suited nearest in status and pay to the pre- parental leave position.
Return to Work Guarantee. On ending parental leave, an employee is entitled to return to the employee’s pre- parental leave position or if that position no longer exists – an available position for which the employee is qualified and suited nearest in status and pay to the pre-parental leave position. Pre-parental leave position is the position the employee held before starting parental leave or where the employee was transferred to a safe job or reduced working hours because of the pregnancy, the position the employee held immediately before that transfer or reduction.
25.4.1 Unpaid pre-adoption leave An employee is entitled to up to two days of unpaid pre-adoption leave to attend any interviews or examinations required in order to obtain approval to adopt a child. The employee must give the Employer notice of the taking of unpaid pre-adoption leave and any evidence that is reasonably required to support the taking of unpaid pre- adoption leave.
Return to Work Guarantee. Upon completion of leave without pay, a teacher is entitled to return to:
(A) the employee’s pre-leave without pay position; or
(B) if that position no longer exists – an available position for which the employee is qualified and suited nearest in status and pay to the pre- leave without pay position.
Return to Work Guarantee. When returning to work from parental leave, the employee is entitled to return to:
6.6.4.1 the position they held before taking leave; or
6.6.4.2 a position that is reasonably comparable to the position they held immediately prior to commencing parental leave. The employee’s ordinary rate of pay will not be reduced as a result of accepting a comparable position.
