Secondary Carer’s Leave Sample Clauses

Secondary Carer’s Leave. 37.3.1 Secondary Xxxxx’s Leave is for the father or the secondary care-giver of a child. 37.3.2 After 12 months continuous service, full-time and part-time Employees are entitled to 2 weeks paid secondary carer’s leave and 50 weeks unpaid secondary carer’s leave to a total of 52 weeks not exceeding the child’s first birthday. 37.3.3 After 12 months continuous service, eligible casual Employees are entitled to 52 weeks unpaid secondary carer’s leave not exceeding the child’s first birthday.
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Secondary Carer’s Leave. An employee who has completed 12 months’ continuous service with the Company before the birth or day of placement of a child or is an Eligible Casual Employee as defined in Subparagraph 25.5, and who will be the secondary carer of the child will be entitled to one (1) weeks paid leave upon the birth or placement of the child. This leave can be taken simultaneously with the primary carer.
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Secondary Carer’s Leave. All Full Time and Part Time employees who have completed at least 12 months of Continuous Service at the time of birth or the adoption of a child will be eligible for two (2) weeks of secondary carers leave to support the birth or adoption of their child.
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Secondary Carer’s Leave. (a) An employee (excluding eligible casual employees) is entitled to up to 2 weeks paid secondary carer’s leave in accordance with sub-clause 37.2(d) and one week unpaid secondary carer’s leave. (b) An employee will provide NAB, at least 10 weeks prior to each proposed period of secondary carer’s leave, with: (i) a certificate from a registered medical practitioner which names the employee’s partner, states the employee’s partner is pregnant and the expected date of birth, or in the case of adoption or surrogacy, the date on which the birth took place; and (ii) written notification of the dates on which the employee proposes to start and finish the period of secondary xxxxx’s leave. (c) An employee will not be in breach of sub-clause 37.5(b) if the failure to give the required period of notice is because of the birth occurring earlier than expected, the death of the mother of the child or other compelling circumstances. (d) An eligible casual employee is entitled to take 3 weeks unpaid secondary carer’s leave,
Sample 1
Secondary Carer’s Leave. 22.4.1 Eligible Employees are entitled to secondary carer’s leave under this subclause if they are or will be a Secondary Carer for a newborn or newly adopted child of whom the Employee is a parent. 22.4.2 Under this subclause, Eligible Employees can access: (a) 2 weeks of paid secondary xxxxx’s leave; (b) up to 8 days of their accrued paid personal/carer’s leave in accordance with clause 12.3.1(c), pro-rated for part-time employees; and (c) 52 weeks of unpaid leave (which, for the avoidance of doubt, does not limit Employees’ right to request an extension to up to 104 weeks, subject to the amount of leave taken by the other member of an employee couple, under the NES). 22.4.3 Paid secondary carer’s leave and any days of paid personal/carer’s leave accessed under clause 12.3.1(c) must be taken within 3 months after the date of birth or placement of the relevant child or children. 22.4.4 Secondary Carers may also be entitled to take carer’s leave under clause 12 where their Partner or child requires care, provided that they themselves are not taking unpaid parental leave under the NES at the time. 22.4.5 Subject to the below, unpaid secondary carer’s leave must be taken continuously, and must begin within 3 years of the date of birth or placement for adoption of the child. Unpaid leave: (a) will be taken to include any paid parental leave provided under this Agreement or otherwise, any personal/carer’s leave which is taken under clause 12.3.1(c), and any concurrent leave or flexible parental leave taken by the Employee under the NES (that is, the total absence from work in relation to the birth or adoption of a child must not exceed 52 weeks by default, up to 104 weeks if SBS approves an extension); and (b) applies in satisfaction of, and not in addition to, unpaid parental leave under the FW Act. 22.4.6 If a Secondary Carer subsequently becomes a Primary Carer because their Partner ceases to be a Primary Carer within 12 months after the birth or placement of their child, they may be entitled to primary carer’s leave in accordance with clause 22.
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Secondary Carer’s Leave. An Employee who is the secondary care giver to a child and takes unpaid parental leave is entitled to payment for three (3) weeks of that leave.
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Secondary Carer’s Leave. (a) Permanent Employees will be eligible for two weeks of paid Secondary Carer’s leave (Secondary Carer’s Leave) if they are the secondary care giver of the child, to be taken at the time of the birth or in the case of adoption leave, at the time of placement. (b) The Company will pay two weeks full pay of Secondary Xxxxx’s Leave and this will include Superannuation paid on the base pay the Employee would have received if they had not been on Secondary Carer’s Leave. Secondary Carer’s Leave must be taken in one continuous period.
Sample 1
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Related to Secondary Carer’s Leave

  • Carer’s Leave An employee may use up to 10 days accrued sick days as carers leave to tend to the care for members of the employee’s immediate household. The leave will be subject to the employee providing reasonable proof of the need for the use of xxxxx’s leave. In circumstances where the employee has exhausted all of the paid leave, a further 2 days unpaid leave may be taken.

  • Unpaid Carer’s Leave 17.1 This clause applies to permanent and casual Employees. 17.2 Permanent and casual Employees are entitled to a period of up to 2 days unpaid carer's leave for each permissible occasion. A permissible occasion occurs when a member of the Employee's immediate family, as defined in clause 15.2.4, or household requires care or support because of a personal illness or injury or an unexpected emergency. 17.3 An Employee is expected to comply with the notice and documentation requirements under clause 15.3, to the extent to which they apply to the Employee. 17.4 A permanent Employee is only entitled to unpaid carer's leave if the Employee has exhausted all of their paid sick and paid xxxxx's leave entitlement.

  • Personal/Carer’s Leave 18.1 Entitlement to paid personal/carer’s leave a) Paid personal leave will be available to an Employee (other than casual Employees) when they are absent due to: (i) personal illness or injury (sick leave); or (ii) for the purposes of caring for an immediate family or household member who is sick and requires the Employee's care and support (carer's leave). b) The amount of personal leave to which an Employee is entitled is as follows: (i) Upon commencement of employment Employees will automatically be credited with 5 days Personal and/or Xxxxx’s leave. After 6 months of employment, the leave will begin to accrue progressively up until it reaches 10 days at the conclusion of 12 months employment. (ii) Once the Employee has completed one year of continuous employment, the Employee shall be credited with a further ten days personal leave entitlement at the beginning of the Employee's second and subsequent year, which subject to clause 18.1(f) hereof, shall commence on the anniversary of engagement. c) In any year unused personal leave accrues. d) An Employee will inform the Company of the Employee's inability to attend for duty, and need to take personal leave, as soon as practicable. e) An Employee shall prove to the Company's satisfaction that the Employee’s Personal/Xxxxx’s leave is/was justified. Such evidence may be a medical practitioner’s certificate, or a statutory declaration. An Employee will not be required to provide such evidence for single days of absence but only where two or more consecutive days of absence are taken. f) If an Employee’s employment is terminated by the Company and is re-engaged within a period of six months, then the Employee's unclaimed balance of sick leave shall continue from the date of re-engagement. In such case the Employee's next year of service will commence after a total of twelve months has been served with that Company excluding the period of interruption in service from the date of commencement of the previous period of employment or the anniversary of the commencement of the previous period of employment, as the case may be. g) Unpaid carer’s leave will be in accordance with the NES. 18.2 Immediate family or household a) The entitlement to use personal leave for the purpose of carer's or compassionate leave is subject to the person being either: (i) a member of the Employee's immediate family; or (ii) a member of the Employees' household. b) The term immediate family includes: (i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the Employee; or (ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the Employee.

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • Family Care Leave In accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick leave or other paid time off to care for a family member (as defined above) who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.

  • Xxxxx’s leave 22.2.1 In normal circumstances an employee is not entitled to take carer's leave where another person has taken simultaneous leave to care for the same person. 22.2.2 The employee must, if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another. 22.2.3 The employee must where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee must notify the Employer by telephone of such absence at the first opportunity on the day of the absence. 22.2.4 The same considerations in quantum of carer’s leave applicable to part time Employees may be extended to eligible casuals but on an unpaid basis

  • Family Care and Medical Leave An unpaid Family Care and Medical Leave shall be granted, to the extent of and subject to the restrictions as set forth below, to an employee who has been employed for at least twelve (12) months and who has served for 130 workdays during the twelve (12) months immediately preceding the effective date of the leave. For purposes of this Section, furlough days and days worked during off-basis time shall count as "workdays". Family Care and Medical Leave absences of twenty (20) consecutive working days or less can be granted by the immediate administrator or designee. Leaves of twenty (20) or more consecutive working days can be granted only by submission of a formal leave application to the Personnel Commission.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

  • Extended Child Care Leave Upon written notification, no later than four weeks prior to the expiration of the aggregate leave taken pursuant to Clauses 21.1 (Maternity Leave) and 21.2 (Parental Leave), an employee will be granted a further unpaid leave of absence not to exceed one year. An employee wishing continued coverage under any applicable benefit plans will pay the total premium costs while on extended child care leave. An employee on extended child care leave will provide the Employer with at least one month's written notice of return from such leave. Upon return from extended child care leave, an employee will be placed in their former position.

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