Transfer to a Safe. Job: Maternity Leave
Transfer to a Safe. Job Where in the opinion of a duly qualified medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the staff member make it inadvisable for the staff member to continue at her present work, the staff member shall, if the employer deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of parental leave. If the transfer to a safe job is not practicable, the staff member may, or the employer may require the staff member to, take leave for such period as is certified necessary by a duly qualified medical practitioner. Such leave shall be treated as Parental Leave for the purposes of subclauses (9), (10), (11) and (12) of this clause.
Transfer to a Safe. Job Where a risk assessment, based on a doctor’s certificate and SPARQ Solutions obligations under the Workplace Health and Safety Act, determines that the present work of a female employee, because of her pregnancy or breast feeding, provides a risk to the health or safety of the employee or her unborn or newborn child, temporary adjustment will be made to the employee’s working conditions or hours of work to avoid exposure to the risk. Where an adjustment is not practicable the employee will be transferred to a safe job which will not expose her to the risk. The alternate role will be comparable in classification and pay. If the transfer to a safe job is not practicable, the employee may request, or SPARQ Solutions may require the employee, to take leave as provided in this Agreement for as long as a doctor certifies it is necessary to avoid exposure to risk.
Transfer to a Safe. Job Where a team member is pregnant and, in the opinion of a registered medical practitioner, the team member is fit for work but it is inadvisable for the team member to continue at her present position because of illness or risks arising out of the pregnancy or hazards connected with that position, the team member will be transferred to an appropriate safe job, at the team member’s ordinary time earnings including any applicable loadings, allowances, overtime or penalties with no other change to the team member’s terms and conditions of employment. If there is no appropriate safe job available, the team member may take a period of paid leave (‘no safe job leave’) immediately, in accordance with the following:
Transfer to a Safe. Job, above, to the position which she held immediately before such transfer or in relation to an employee who has worked part-time during the pregnancy, the position she held immediately before commencing such part-time work.
Transfer to a Safe. Job If a pregnant staff member is fit for work, but illness or risks arising out of pregnancy or hazards connected with the work assigned to the staff member make it inadvisable for her to continue in her current position the Guild will:
Transfer to a Safe. Job If a pregnant Staff Member is fit for work, but illness or risks arising out of pregnancy or hazards connected with the work assigned to the Staff Member make it inadvisable for them to continue in their current position: the duties of the position will be modified; or the Staff Member will be transferred to a safe position at the same classification level; or the Staff Member will receive leave on Full Pay; for the duration of the risk period and in accordance with legislation. Where a Staff Member’s position is modified in accordance with Clauseclause 4241.8.1(a), or where a Staff Member is transferred to a safe position in accordance with Clauseclause 4241.8.1(b), all other terms and conditions of employment will be maintained.
Transfer to a Safe. Job Where in the opinion of a registered medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the employee to continue at her present work, the employee shall, if the Head of Agency deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave. If the transfer to a safe job is not practicable, the employee may, or the Head of Agency may require the employee to, take leave for such period as is certified necessary by a registered medical practitioner. Such leave shall be treated as maternity leave for the purposes of subclauses (j), (k), (l) and (m) hereof.
Transfer to a Safe. Job Where in the opinion of a duly qualified medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the teacher make it inadvisable for the teacher to continue at her present work, the teacher shall, if the employer deems it practicable, be transferred to a safe job at the rate and on the conditions attached to that job until the commencement of parental leave. If the transfer to a safe job is not practicable, the teacher may, or the employer may require the teacher to, take leave for such period as is certified necessary by a duly qualified medical practitioner. Such leave shall be treated as parental leave for the purposes of subclauses (10), (11), (12) and
Transfer to a Safe. Job Where an Employee is pregnant and, in the opinion of a registered medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the Employee make it inadvisable for the Employee to continue at their present work, the Employee will, if the Employer deems it practicable, be transferred to a safe job with no other change to the Employee’s terms and conditions of employment until the commencement of parental leave. If the Employer does not think it to be reasonably practicable to transfer the Employee to a safe job, the Employee may take no safe job paid leave, or the Employer may require the Employee to take no safe job paid leave immediately for a period which ends at the earliest of either: When the Employee is certified unfit to work during the six week period before the expected date of birth by a registered medical practitioner; or When the Employee’s pregnancy results in the birth of a living child or when the Employee’s pregnancy ends otherwise than with the birth of a living child. The entitlement to no safe job leave is in addition to any other leave entitlement the Employee has.
