SUPERANNUATION ON UNPAID PARENTAL LEAVE Sample Clauses

SUPERANNUATION ON UNPAID PARENTAL LEAVE. 6.14.1 In this clause, “unpaid parental leave” means: a) unpaid maternity leave, which includes unpaid maternity leave, unpaid special maternity leave and extended unpaid maternity leave under clause 6.10; b) unpaid adoption leave under clause 6.11; and c) unpaid other parent leave under clause 6.12 of this Agreement. 6.14.2 An Employee or eligible casual Employee who is entitled to unpaid parental leave is entitled to have superannuation contributions made in respect of the period of unpaid parental leave taken to a maximum of 12 weeks. 6.14.3 Superannuation contributions made under this clause will be calculated: a) in respect of the period of unpaid maternity leave, unpaid adoption leave or unpaid other parent leave taken or 12 weeks; whichever is lesser; b) based on the amount that would have been paid to the Employee had they taken paid maternity leave, paid adoption leave or paid other parent leave for that period and in accordance with the following: i. for full time Employees – the ordinary working hours at the time of commencement of parental leave; ii. for part time Employees – an average of the hours worked by the Employee over the preceding 12 months; or their ordinary working hours at the time of commencement of parental leave, whichever is greater; or iii. for eligible casual Employees – an average of the hours worked by the eligible casual Employee over the preceding 12 months; exclusive of shift and weekend penalties. 6.14.4 Superannuation contributions will be paid: a) to the Employee’s superannuation fund in respect of which superannuation contributions for that Employee are made; and b) at the time that the period of unpaid parental leave in respect of which the contributions are payable concludes. 6.14.5 Superannuation contributions will be made in accordance with the State Superannuation Act 2000 and the State Superannuation Regulations 2001.
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SUPERANNUATION ON UNPAID PARENTAL LEAVE. (1) A practitioner or eligible casual practitioner who is entitled to unpaid parental leave is eligible for superannuation contributions to be paid for up to 12 weeks of unpaid parental leave. Superannuation contributions under this clause will be: (a) paid on the first 12 weeks of unpaid parental leave taken by the practitioner or, if a practitioner takes less than 12 weeks, on the total period actually taken; (b) payment pursuant to this clause cannot continue beyond the expiry date of a practitioner’s contract; (c) made directly into the practitioner’s nominated superannuation account following the conclusion of the period of leave in relation to which contributions are payable; and (d) made in accordance with the State Superannuation Act 2000 (WA), State Superannuation Regulations 2001 (WA) and applicable superannuation fund rules. (2) Superannuation contributions will be calculated in accordance with the following: (a) for full time practitioners, the ordinary working hours at the time of commencement of parental leave; (b) for part time and/or sessional practitioners, an average of the hours worked by the practitioner over the preceding 12 months; or their ordinary working hours at the time of commencement of parental leave, whichever is greater; or (c) for eligible casual practitioners, an average of the hours worked by the eligible casual employee over the preceding 12 months, exclusive of shift and weekend penalties.
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SUPERANNUATION ON UNPAID PARENTAL LEAVE. In this clause, “unpaid parental leave” means:
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SUPERANNUATION ON UNPAID PARENTAL LEAVE. ‌ (1) In this clause, "Unpaid Parental Leave" means:
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SUPERANNUATION ON UNPAID PARENTAL LEAVE. 48E.1 In this clause, "
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SUPERANNUATION ON UNPAID PARENTAL LEAVE. 27.1. In this clause, “Unpaid Parental Leave” means up to 52 weeks’ Unpaid Parental Leave, pursuant to clause 39 – Parental Leave, subclauses 2(a) and 4(c) of the Award:
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SUPERANNUATION ON UNPAID PARENTAL LEAVE. (a) Where an employee takes a period of unpaid parental leave as the primary carer and returns to work at Yarra Trams, upon their return to work, Yarra Trams will make an additional contribution to the Employee’s nominated superannuation fund. (b) The contribution amount will be calculated as the value of superannuation that would have been calculated on the employee’s base weekly wage at the time of commencement of the parental leave; (c) This will only apply to unpaid leave taken in the first 12 months parental leave. That is, a maximum superannuation contribution equivalent to the contribution on 38 weeks base salary will be payable.
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SUPERANNUATION ON UNPAID PARENTAL LEAVE. In this clause, “unpaid parental leave” includes unpaid special maternity leave under
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Related to SUPERANNUATION ON UNPAID PARENTAL LEAVE

  • Unpaid Parental Leave (a) An employee is entitled to a period of up to 52 weeks unpaid parental leave in respect of the: (i) birth of a child to the employee or employee’s partner; or (ii) adoption of a child who is not the natural child or step child of the employee or employee’s partner; is under the age of sixteen; and has not lived continuously with the employee for six months or longer.

  • Paid Parental Leave 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:

  • Maternity Adoption and Parental Leave For the purposes of granting Maternity, Adoption and Parental Leave, the provisions of the Canada Labour Code and of its Regulations shall apply.

  • Maternity and Parental 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 will give at least four weeks' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and will 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 will give four weeks' notice of such change unless there is a valid reason why such notice cannot be given.

  • Parental Leave Allowance ‌ (a) An employee who qualifies for parental leave pursuant to Article 35.03, shall be paid a parental leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer proof of application and eligibility 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 parental leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan and subject to leave apportionment pursuant to Article 35.03(b), the parental leave allowance will consist of a maximum of ten (10) weekly payments, equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee, and seventy-five (75) percent of the employee’s basic pay.

  • Extended Parental Leave An Extended Parental Leave (including adoption leave) is granted to a teacher and is for a period not to exceed two (2) years. The duration of the leave shall be subject to consultation between the Board and the teacher and the return date shall normally coincide with the beginning of a term.

  • Parental Leave (a) A nurse who becomes a parent of a child is eligible to take a parental leave in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) A nurse who has taken a pregnancy leave under Article 11.07 is eligible to be granted a parental leave of up to thirty-five (35) weeks' duration, in accordance with the Employment Standards Act. A nurse who is eligible for a parental leave who is the natural father or is an adoptive parent may extend the parental leave for a period of up to twelve (12) months’ duration, consideration being given to any requirements of adoption authorities. In cases of adoption, the nurse shall advise the hospital as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the nurse finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (c) The nurse shall be reinstated to her or his former position, unless that position has been discontinued, in which case the nurse shall be given a comparable job. (d) Nurses newly hired to replace nurses who are on approved parental leave may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Hospital, in a permanent position, the nurse shall be credited with seniority from date of hire subject to successfully completing her or his probationary period. The nurse shall be credited with xxxxx worked (hours worked for nurses whose regular hours of work are other than the standard work day) towards the probationary period provided in Article 10.01 (a) to a maximum of 30 tours (225 hours for nurses whose regular hours of work are other than the standard work day). The Hospital will outline to nurses hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such employment. (e) On confirmation by the Employment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SUB) Plan, a nurse who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four (84%) percent of the nurse's regular weekly earnings and the sum of her or his weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she or he is in receipt of Employment Insurance parental benefits and shall continue while the nurse is in receipt of such benefits for a maximum period of ten (10) weeks. The nurse's regular weekly earnings shall be determined by multiplying her or his regular hourly rate on her or his last day worked prior to the commencement of the leave times her or his normal weekly hours. The normal weekly hours for a part-time employee shall be calculated by using the same time period used for calculation of the Employment Insurance benefit (currently 26 weeks). The employee does not have any vested right except to receive payments for the covered employment period. The plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

  • Family Medical Leave Act (FMLA A. The State acknowledges its commitment to comply with the spirit and intent of the leave entitlement provided by the FMLA and the California Family Rights Act (CFRA) referred to collectively as "FMLA." The State and the Union recognize that on occasion it will be necessary for employees of the State to take job- protected leave for reasons consistent with the FMLA. As defined by the FMLA, reasons for an FMLA leave may include an employee's serious health condition, for the care of a child, spouse, or parent who has a serious health condition, and/or for the birth or adoption of a child. B. For the purposes of providing the FMLA benefits the following definitions shall apply: 1. An eligible employee means an employee who meets the eligibility criteria set forth in the FMLA; 2. An employee's child means any child, regardless of age, who is affected by a serious health condition as defined by the FMLA and is incapable of self care. "Care" as provided in this section applies to the individual with the covered health condition;

  • Pregnancy and Parental Leave (a) Pregnancy/Parenting leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) If possible the employee shall give written notification at least one (1) month in advance of the date of commencement of such leave and the expected date of return. (c) The employee shall reconfirm her intention to return to work on the date originally approved in subsection (b) above by written notification received by the Employer at least four (4) weeks in advance thereof. The employee shall be reinstated to her former position, unless the position has been discontinued in which case she shall be given a comparable job. (d) An employee who is on pregnancy leave as provided under this Agreement, who has completed five (5) months of continuous service and has applied for and is in receipt of Employment Insurance pregnancy/ parental benefits pursuant to the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings (which for part-time employees shall include percentage-in-lieu) and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following receipt by the Employer of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy/ parenting benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of seventeen (17) weeks. The employee will endeavour to provide a copy of the Employment Insurance cheque stub within two (2) weeks of receipt of the employee’s EI benefit. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. The normal weekly hours for an employee working less than seventy-five

  • Family Medical Leave Act The Board shall pay its share of the premiums for up to a total of twelve (12) weeks per year during an approved, qualifying leave in accordance with the Family Medical Leave Act.

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