Shared parental leave and adoption leave Sample Clauses

Shared parental leave and adoption leave. 2.1 The 2016 contract shares a number of common schedules with the NHS Staff Handbook. As a result of negotiations via the NHS Staff Council, with full BMA involvement, shared parental leave will now be available as an enhanced occupational benefit as opposed to the basic statutory entitlement. This means that the rate of pay will be equivalent to that for occupational maternity leave, and doctors who rotate between different employers will be eligible to receive both this occupational pay and the statutory pay where relevant. There is also clarity that rotating doctors are eligible for occupational adoption leave and pay, and a requirement to receive time in lieu when a keeping in touch (KiT) or shared parental leave in touch (SPLiT) day is worked on a day of paid leave. Breaks in service while on approved OOP (out of programme), on an honorary contract or in a placement with a non-NHS employer in a crown dependency will now be disregarded so they don’t affect eligibility for maternity, adoption and shared parental leave.
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Related to Shared parental leave and adoption leave

  • Parental Leave/Adoption Leave An employee will be granted unpaid parental leave for a period up to and including thirty-five (35) weeks, upon request and verification of:

  • Maternity Leave and Parental Leave 8.9.1.1 For the benefits of the Employment Standards Act to apply during the statutory periods set out by the Act, employees must ensure that the appropriate certificate indicated in that Act is signed by a duly qualified medical practitioner and submitted to the appropriate Xxxx or Director.

  • Maternity, Parental and Adoption Leave Employees are eligible for unpaid leave of absence from employment subject to the conditions in this article. Every employee who intends to take a leave of absence under this article shall give at least 30 days' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and shall inform the Employer in writing of the length of leave intended to be taken. Each employee who wishes to change the effective date of approved leave shall give four weeks' notice of such change unless there is a valid reason why notice cannot be given.

  • Extended Parental Leave 22.1 The Board shall grant an extension to the parental leave as provided in Article 21 in accordance with the terms and conditions outlined in this Article.

  • Maternity Adoption and Parental Leave The following in part reflects the provisions of the Employment Standards Act on these matters. In all cases of dispute, and where the Act as amended from time to time is superior, the provisions of the Act will prevail.

  • Parental and Adoption Leave Shall refer to the following leaves which include female biological parents, male biological parents, male adoptive parents and female adoptive parents:

  • Maternity Leave/Parental Leave Adoption Leave (Effective for maternity and/or parental leaves that commenced before May 1, 2019)

  • Pregnancy, Parental and Adoption Leave The Board provides pregnancy, parental and adoption leave for employees for such period before and after delivery or adoption of a child as will serve the interest of the students, the Board and the employee concerned, and in conformity with the requirements of the Employment Standards Act. Pregnancy is regarded as a normal health condition and not as sickness. No distinction is made between illness resulting from pregnancy and other types of illness for the purpose of sick leave coverage.

  • Maternity/Adoption/Parental Leave a) In accordance with the Saskatchewan Employment Act an employee shall be granted maternity, adoption, and/or parental leave of absence without pay.

  • Paid Parental Leave 44.2 In addition, if the Employee is entitled to paid parental leave under the Paid Parental Leave Act 2010 (Cth) (PPL Act) as the primary carer of the child:

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