Common use of Supported Parental Leave Clause in Contracts

Supported Parental Leave. Supported Parental Leave is a leave from work of up to fifteen (15) weeks with a top-up payment as outlined below. To qualify for supported parental leave, a regular full-time or regular part-time employee must have been employed continuously for one year or more. Eligible employees will receive top-up provisions specified below with the understanding that the employee is expected to work for the University for at least six (6) months following the date of return from their supported parental leave (including additional leave such as a Leave of Absence Without Pay). Should an employee quit and therefore not satisfy this condition, they shall be indebted to the University for the sum of the monies paid to them during their supported parental leave and will be required to repay these monies to the University. The paid leave must be taken within seventy-eight (78) weeks of the birth of the baby or when the child first comes into the custody or care of the parent. Where an employee has been granted both Supported Pregnancy Leave and Supported Parental Leave the total weeks eligible for top-up shall not exceed twenty (20) weeks. An employee who takes supported parental leave is subject to the same rights and obligations as those granted for Supported Pregnancy Leave with the following amendments: Supported Parental Leave allowance as follows: Payment for Week 1 shall be dependent on whether the employee is required to serve a waiting period under EI regulations. If the employee is required to serve a waiting period of one (1) week (i) a) below will apply. If not, then (i) (b) will apply.

Supported Parental Leave. Supported Parental Leave is a leave from work of up to fifteen (15) weeks with a top-up payment as outlined below. To qualify for supported parental leave, a regular full-time or regular part-time employee must have been employed continuously for one year or more. Eligible employees will receive top-up provisions specified below with the understanding that the employee is expected to work for the University for at least six (6) months following the date of return from their his/her supported parental leave (including additional leave such as a Leave of Absence Without Pay). Should an employee quit and therefore not satisfy this condition, they he/she shall be indebted to the University for the sum of the monies paid to them him/her during their his/her supported parental leave and will be required to repay these monies to the University. The paid leave must be taken within seventyfifty-eight two (7852) weeks of the birth of the baby or when the child first comes into the custody or care of the parent. Where an employee has been granted both Supported Pregnancy Maternity Leave and Supported Parental Leave supported parental leave the total weeks eligible for top-up shall not exceed twenty (20) weeks. An employee who takes supported parental leave is subject to the same rights and obligations as those granted for Supported Pregnancy Maternity Leave with the following amendments: Supported Parental Leave allowance as follows: Payment for Week Weeks 1 and 2 shall be dependent on whether the employee is required to serve a waiting period under EI regulations. If the employee is required to serve a waiting period of one two (12) week weeks (i) a) below will apply. If not, then (i) (b) will apply.

Supported Parental Leave. Supported Parental Leave is a leave from work of up to fifteen (15) weeks with a top-up payment as outlined below. To qualify for supported parental leave, a regular full-time or regular part-time employee must have been employed continuously for one year or more. Eligible employees will receive top-up provisions specified below with the understanding that the employee is expected to work for the University for at least six (6) months following the date of return from their his/her supported parental leave (including additional leave such as a Leave of Absence Without Pay). Should an employee quit and therefore not satisfy this condition, they he/she shall be indebted to the University for the sum of the monies paid to them him/her during their his/her supported parental leave and will be required to repay these monies to the University. The paid leave must be taken within seventyfifty-eight two (7852) weeks of the birth of the baby or when the child first comes into the custody or care of the parent. Where an employee has been granted both Supported Pregnancy Maternity Leave and Supported Parental Leave supported parental leave the total weeks eligible for top-up shall not exceed twenty (20) weeks. An employee who takes supported parental leave is subject to the same rights and obligations as those granted for Supported Pregnancy Maternity Leave with the following amendments: Supported Parental Leave allowance as follows: Payment for Week 1 shall be dependent on whether the employee is required to serve a waiting period under EI regulations. If the employee is required to serve a waiting period of one (1) week (i) a) below will apply. If not, then (i) (b) will apply.