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 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.
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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) 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. CAP ON TOTAL DURATION OF NO-PAY LEAVE The maximum continuous period of No-Pay leave by an officer is capped at 5 continuous years.
Sample 1
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
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UNPAID INFANT CARE LEAVE. (1) 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

Related to UNPAID INFANT CARE LEAVE

  • Paid Leave (a) An employee who is a volunteer member of the Defence Force Reserves or the Cadet Force is entitled to paid leave of absence for Defence service, subject to the conditions set out hereunder.

  • Leave of Absence With respect to the Award, the Company may, in its sole discretion, determine that if you are on leave of absence for any reason you will be considered to still be in the employ of, or providing services for, the Company, provided that rights to the Restricted Shares during a leave of absence will be limited to the extent to which those rights were earned or vested when the leave of absence began.

  • Leave Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriateness of the Hospital'sSupplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment Insurance Commission, an employee who is on pregnancy leave as provided under this agreement and who is in receipt of Employment Insurance pregnancy benefits pursuant to Section of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five per cent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance pregnancy benefits during her leave 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 is in receipt of Employment Insurance pregnancy benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of weeks for a pregnancy leave. The employee's regularweekly be determined by multiplyingher regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. This provision only applies to employees with at least months of continuous service at the hospital prior to the commencement of the pregnancy leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment 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. Note: Effective April the SUB top-up level increases from Transfer of Pregnant employees may request to be transferred from their current duties if, in the professional opinion of the employee's physician the pregnancy may be at risk. If such a transfer is not feasible, the pregnant employee, if she so requests, will be granted an unpaid leave of absence before commencement of the current contractual maternity leave provisions. Parental Leave Parental leaves will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this agreement. Effective on confirmation by the Employment Insurance Commission of the appropriatenessof the Hospital'sSupplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment InsuranceCommission, an employeewho is on parental leave as provided under this agreement and who is in receipt of Employment Insuranceparental benefits pursuantto Section of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five per cent (75%) of her regular weekly earnings and the sum of her weekly Employment Insurance parental benefits during her leave 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 is in receipt of Employment Insurance parental benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of ten weeks for a parental leave. 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 parental leave times her normal weekly hours. This provision only applies to employees with at least months of continuous service at the hospital prior to the commencement of the parental leave. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment 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. Note: Effective April the SUB top-up level increases from Where an employee has become a natural father or has qualified to adopt a child and has at least months of service at the commencement of approved parental leave, such employee may be entitled to extend the parental leave up to an aggregate of six

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