Taking Primary Caregiver leave Sample Clauses

Taking Primary Caregiver leave. 23.3.5.1 If the Employee is the birth-mother and she will be the first Primary Caregiver, her period of birth-related parental leave must start no sooner than 20 weeks before the expected date of birth and must start no later than the date of birth. 23.3.5.1.1 However, if a pregnant Employee continues to work during the six-week period immediately preceding the expected date of birth, the Employer may require the Employee to provide a medical certificate stating that she is fit to perform her normal duties. If the Employee provides such a certificate, she may continue to work. If the Employee does not provide such a medical certificate within 7 days, or provides a medical certificate stating that the Employee is not fit to perform her normal duties, the Employer may require the Employee to commence Primary Caregiver leave. 23.3.5.2 If the Employee is not the birth-mother and they will be the first Primary Caregiver, their period of parental leave must start on the date of birth/placement. 23.3.5.3 If the Employee is the second Primary Caregiver, their period of parental leave must start immediately following the end of the first Primary Caregiver’s period of parental leave. 23.3.5.4 Primary Caregiver leave must be taken in a single continuous period (except keeping in touch days and any part-time Primary Caregiver leave taken in accordance with clause 23.3.2.2). 23.3.5.5 Any paid Primary Caregiver leave must end before the child’s first birthday (birth-related leave) or first anniversary of placement (adoption-related leave) unless the Employee is taking a portion of their leave at half pay in accordance with clause 23.3.2.3, in which case the end date will be extended accordingly.
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Taking Primary Caregiver leave. 41.7.1 If the employee is the pregnant parent and they will be the first Primary Caregiver, their period of birth-related parental leave must start no sooner than 20 weeks before the expected date of birth and must start no later than the date of birth. 41.7.1.1 However, if a pregnant employee continues to work during the 6-week period immediately preceding the expected date of birth, the University may require the employee to provide a medical certificate stating that they are fit to perform their normal duties. If the employee provides such a certificate, they may continue to work. 41.7.1.2 If the employee does not provide such a medical certificate within 7 days or provides a medical certificate stating that the employee is not fit to perform their normal duties, the University may require the employee to commence Primary Caregiver leave. 41.7.2 If the employee is not the pregnant parent and they will be the first Primary Caregiver, their period of parental leave must start on the date of birth/placement. 41.7.3 If the employee is the second Primary Caregiver, their period of parental leave must start immediately following the end of the first Primary Caregiver’s period of parental leave. 41.7.4 Primary Caregiver leave must be taken in a single continuous period (except keeping in touch days) and any part-time Primary Caregiver leave taken in accordance with clause 41.4.2. 41.7.5 Any paid Primary Caregiver leave must end before the child’s first birthday (birth-related leave) or first anniversary of placement (adoption-related leave) unless the employee is taking a 50% paid leave in accordance with clause 41.4.3, in which case the end date must be no later than 14 weeks after the child’s first birthday or anniversary of placement.
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Related to Taking Primary Caregiver leave

  • Military Caregiver Leave The employer shall grant an employee who is a family member of a covered service member an unpaid leave of up to twenty-six (26) weeks (inclusive of the twelve (12) weeks granted under 1. above) in a single twelve (12) month period to care for the covered service member who has a serious illness or injury incurred in the line of duty on active duty.

  • 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.

  • Family and Medical Leave (FMLA FMLA leave shall be granted pursuant to applicable law.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to a permanent teacher, long-term occasional teacher or teacher hired into a term position under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended. b) The teacher will provide to the employer such evidence as necessary to prove entitlement under the Employment Standards Act. c) A teacher contemplating taking such leave(s) shall notify the employer of the intended date the leave is to begin and the anticipated date of return to active employment. d) Seniority and experience continue to accrue during such leave(s). e) Where a teacher is on such leave(s), the Employer shall continue to pay its share of the benefit premiums, where applicable. To maintain participation and coverage under the Collective Agreement, the teacher must agree to provide for payment for the teacher’s share of the benefit premiums, where applicable. f) In order to receive pay for such leaves, a teacher must access Employment Insurance and the Supplemental Employment Benefit (SEB) in accordance with g) to j), if allowable by legislation. An employee who is eligible for E.I. is not entitled to benefits under a school board’s sick leave and short term disability plan. g) The Employer shall provide for permanent teachers, long-term occasional teachers and teachers hired into a term position who access such Leaves, a SEB plan to top up their E.I.

  • 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.

  • Health Leave Any regular employee of the District may, at the discretion of the Board, be granted a leave of absence without pay for reasons of health, such leave to be specified for a period of not more than one year. Such leave may be extended in case of serious health conditions.

  • 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.

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Family and Medical Leave The Employer shall provide employees with the benefits of the Family and Medical Leave Act on a fair and equitable basis in accordance with applicable law and regulation.

  • Students with Disabilities The Charter School shall comply with all federal special education laws and regulations, including Section 504 of the Rehabilitation Act of 1973, Title II of the Americans with Disabilities Act, and the Individuals with Disabilities Education Act.

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