UNPAID INFANT CARE LEAVE Sample Clauses

UNPAID INFANT CARE LEAVE. Subject to the eligibility criteria as set out under the Children Development Co-Savings Act, a staff with newborn children below 2 years of age shall be entitled to apply for 6 working days of unpaid infant care leave per calendar year.
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UNPAID INFANT CARE LEAVE. (1) Subject to provisions of the Children Development Co-Savings Act, a staff with Singapore Citizen children shall be eligible for six days of unpaid infant care leave per calendar year subject to the qualifying criteria stipulated in the Act. (2) Regardless of the number of children, the total unpaid infant care leave entitlement for each parent is capped at 6 days per calendar year. For divorced or widowed parents, the leave entitlement will not be doubled.
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UNPAID INFANT CARE LEAVE. Staff with at least 3 months of service are entitled to take unpaid infant care leave in accordance with the Child Development Co-Savings Act.
Sample 1
UNPAID INFANT CARE LEAVE. (1) Subject to the eligibility criteria as set out under the Child Development Co-Savings Act, a staff with new-born children below 2 years of age shall be entitled to apply for 6 working days of unpaid infant care leave per calendar year. (2) For the purpose of this clause, “child” means the same as in sub- clause 34(3). (3) For staff on part-time employment, the unpaid infant care leave shall be pro-rated based on staff’s number of working hours per week under part-time, compared to the normal working hours per week under full-time. The entitlement and consumption of the leave for part-time staff shall be computed in hours (instead of in days).
Sample 1
UNPAID INFANT CARE LEAVE. (1) Subject to the provisions of the Child Development Co-Savings Act, a staff with Singapore Citizen children shall be eligible for six days of Unpaid Infant Care Leave per calendar year subject to the qualifying criteria stipulated in the Act. (2) For the purpose of this clause, “child” means the same as in sub- clause 34(3). (3) For staff on part-time employment, the unpaid infant care leave shall be pro-rated based on staff’s number of working hours per week under part-time, compared to the normal working hours per week under full-time. The entitlement and consumption of the leave for part-time staff shall be computed in hours (instead of in days).
Sample 1
UNPAID INFANT CARE LEAVE. A married officer with a Singapore Citizen child under the age of 2 years old is eligible for 6 days of unpaid infant care leave per year. The total number of days of such leave that an officer will be eligible for in respect of each child is 12 days.
Sample 1
UNPAID INFANT CARE LEAVE. A married officer with a Singapore Citizen child under the age of 2 years old will be eligible for 6 days of unpaid infant care leave per year. The total number of days that an officer will be eligible for in respect of each child is 12 days. This leave is granted per parent regardless of number of qualifying children, and will apply to a naturally born, adopted or step child. The qualifying period for the leave will be three months of service (or 90 days). The last day on which an officer is eligible for the leave will be the last day of the same calendar year (i.e. 31 Dec) where the child turns 2 years old. The maximum continuous period of No-Pay leave by an officer is capped at 5 continuous years.
Sample 1
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UNPAID INFANT CARE LEAVE. An employee is entitled to 6 days of unpaid infant care leave if: (i) the child is a Singapore citizen, (ii) the employee has served his employer for a continuous period of at least 3 months, and (iii) the child is below the age of 2.
Sample 1
UNPAID INFANT CARE LEAVE. The Company shall grant each working parent 6 days of unpaid infant care leave per calendar year if they have any child below the age of 2 years in accordance to the Child Development Co-Savings Act, provided the employee has served the Company for at least three months.
Sample 1

Related to UNPAID INFANT CARE LEAVE

  • Unpaid Leave Accrued compensatory time off may be used at the employee’s discretion, with management approval, after exhaustion of 100% sick leave (No. 3 above). However, FLSA compensatory time off shall not be counted against the employee’s four (4) month (nine [9] pay period [720 hours]) family or medical leave entitlement. Therefore, any use of FLSA compensatory time off under this Section shall extend the employee’s family or medical leave by the total amount of FLSA compensatory time off used.

  • Unpaid Leaves Employees on unpaid leaves may not participate in the matching program while on leave.

  • Unpaid Leave of Absence If an employee is on an unpaid leave of absence, then vacation leave, compensatory time, or sick leave cannot be used for the purpose of maintaining eligibility for an Employer Contribution by keeping the employee on a State payroll for one (1) working day per pay period.

  • Child Care Leave The Employer shall, upon her request, grant an employee: (i) Who is the natural parent of a newborn or unborn child, or (ii) Who is adopting or has adopted a child, a leave of absence without pay of thirty-seven (37) consecutive weeks or such a shorter period as the employee requests so as to enable the employee to care for the child An employee who is or will be a natural parent intending to take this childcare leave shall (iii) Provide the Employer with a medical doctor’s certificate specifying the probable date of delivery or the date upon which the birth has occurred and, (iv) In absence of an emergency, give four (4) weeks written notice to the Employer of the commencement date and duration of the leave. An employee who is a parent of the newborn, other than the birth mother, shall be granted three (3) days leave without loss of pay within a reasonable period of time surrounding the occasion of the birth of the child. While on child care leave, an employee shall retain her full employment status and continue to accumulate seniority. An employee who is an adoptive parent intending to take this leave shall: (v) Provide the Employer with the proof that a child has been or will be placed with the employee for the purpose of adoption, (vi) Notify the Employer of the commencement date and duration of the leave on being made aware of the date of placement with the employee for adoption, and (vii) In the absence of an emergency, give four (4) months notice to the Employer before the anticipated day on which a child will come into the employees care and custody in the case of private adoption or upon approval in accordance with the Family Services Act as a prospective adopting parent. Where a natural mother intends to take a child care leave in addition to a maternity leave, except if the newborn is hospitalized when an employee’s maternity leave expires, the employee is required to commence the child care leave immediately on expiration of the maternity leave unless the Employer and the employee otherwise agree. The child care leave may be taken by either natural or adoptive parents. Where both parents are employees it may be shared by the child’s parent’s but the leave is only thirty-seven (37) weeks in TOTAL, regardless of how it is divided, and it must be taken in a consecutive manner. The combined maternity leave of seventeen (17) weeks and child care leave thirty-seven (37) weeks taken by one or both parents cannot total more than fifty-two (52) weeks after that date. Child care leave shall begin not earlier than the date on which the newborn or adopted child came into the care and custody of the employee and end not later than fifty-two (52) weeks after that date.

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