Unpaid special pregnancy leave Sample Clauses

Unpaid special pregnancy leave. (a) A pregnant employee is entitled to unpaid leave (“unpaid special pregnancy leave”) during any period that the Employee is not fit for work because: (i) the Employee has a pregnancy related illness; or (ii) the pregnancy ends without the birth of a living child within 28 weeks before the expected date of birth. (b) In any such case of unfitness for work, the pregnant Employee can take any personal leave to which they are entitled instead of unpaid special pregnancy leave. (c) A pregnant Employee must give the employer notice of the taking of unpaid special pregnancy leave. The notice: (i) must be given as soon as practicable (whether before or after the commencement of the leave); and (ii) must advise the Employer of the period or expected period of the leave. (d) The Employer can require the pregnant Employee to provide reasonable evidence that the Employee has become entitled under this clause to unpaid special pregnancy leave (including by the provision of a medical certificate). (e) The entitlement of a pregnant Employee to parental leave under this clause is not reduced by any period of unpaid special pregnancy leave taken by the Employee while pregnant. (f) Special pregnancy leave is not required to be taken in a continuous period with parental leave. (g) Clause 33.20 – Effect of parental leave on the contract of employment applies to unpaid special pregnancy leave in the same way as it applies to parental leave, with any necessary modifications. Special provisions relating to adoption
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Unpaid special pregnancy leave. (a) A pregnant employee is entitled to unpaid leave (“unpaid special pregnancy leave”) during any period that the employee is not fit for work because — (i) the employee has a pregnancy related illness; or (ii) the pregnancy ends without the birth of a living child within 28 weeks before the expected date of birth. (b) In any such case of unfitness for work, the pregnant employee can take any personal leave to which they are entitled instead of unpaid special pregnancy leave. (c) A pregnant employee must give the employer notice of the taking of unpaid special pregnancy leave. The notice — (i) must be given as soon as practicable (whether before or after the commencement of the leave); and (ii) must advise the employer of the period or expected period of the leave. (d) The employer can require the pregnant employee to provide reasonable evidence that the employee has become entitled under this clause to unpaid special pregnancy leave (including by the provision of a medical certificate). (e) The entitlement of a pregnant employee to parental leave under this clause is not reduced by any period of unpaid special pregnancy leave taken by the employee while pregnant. (f) Special pregnancy leave is not required to be taken in a continuous period with parental leave. (g) clause 42.20 -Effect of parental leave on the contract of employment applies to unpaid special pregnancy leave in the same way as it applies to parental leave, with any necessary modifications. Special provisions relating to adoption
Sample 1
Unpaid special pregnancy leave. An employee or eligible casual employee who is entitled to unpaid parental leave is entitled to have superannuation contributions made in respect of the period of unpaid parental leave taken to a maximum of 24 weeks.
Sample 1
Unpaid special pregnancy leave. 6.17.2 An Employee or eligible Casual Employee who is entitled to unpaid parental leave is entitled to have superannuation contributions made in respect of the period of unpaid parental leave taken to a maximum of 24 weeks. 6.17.3 Superannuation contributions made under this clause will be calculated: a) in respect of the period of unpaid parental leave taken or 24 weeks; whichever is lesser; b) based on the amount that would have been paid to the Employee had they taken paid maternity leave, paid adoption leave or paid other parent leave for that period, in accordance with the following; and exclusive of shift and weekend penalties: for Full Time Employees – the ordinary working hours at the time of commencement of parental leave; for Part Time Employees – an average of the hours worked by the Employee over the preceding 12 months; or their ordinary working hours at the time of commencement of parental leave, whichever is greater; or for eligible Casual Employees – an average of the hours worked by the eligible Casual Employee over the preceding 12 months; 6.17.4 Superannuation contributions will be paid: a) to the Employee’s superannuation fund in respect of which superannuation contributions for that Employee are made; and b) at the time that the period of unpaid parental leave in respect of which the contributions are payable concludes. 6.17.5 Superannuation contributions will be made in accordance with the State Superannuation Act 2000 and the State Superannuation Regulations 2001.
Sample 1

Related to Unpaid special pregnancy leave

  • Pregnancy Leave (a) Pregnancy leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision. The service requirement for eligibility for pregnancy leave shall be thirteen (13) weeks of continuous service. (b) The employee shall give written notification at least two (2) weeks in advance of the date of commencement of such leave and the expected date of return. At such time she shall also furnish the Hospital with the certificate of a legally qualified medical practitioner stating the expected birth date. (c) The employee shall reconfirm her intention to return to work on the date originally approved in subsection (b) above by written notification received by the Hospital at least two (2) weeks in advance thereof. (d) Effective on confirmation by the Canada Employment Insurance Commission of the appropriateness of the Hospital's Supplementary Unemployment Benefit (SUB) Plan, an employee who is on pregnancy leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance pregnancy benefits pursuant to Section 23 of the Employment Insurance Act, shall be paid a supplemental unemployment benefit for a period not exceeding fifteen (15) weeks. The supplement shall be equivalent to the difference between ninety-three percent (93%) of her normal weekly earnings and the sum of her weekly unemployment insurance benefits and any other earnings. Receipt by the Hospital of the employee's unemployment insurance cheque stubs shall constitute proof that she is in receipt of Employment Insurance pregnancy benefits. The employee's normal weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours plus any wage increase or salary increment that she would be entitled to receive if she were not on pregnancy leave. In addition to the foregoing, the Hospital will pay the employee ninety-three percent (93%) of her normal weekly earnings during the first two (2) week period of the leave while waiting to receive Employment Insurance benefits. 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. (e) Credits for service and seniority shall accumulate for a period of up to seventeen

  • Extended Leaves Paragraph 1: General Provisions: The superintendent may recommend extended leave for any purpose. In making such recommendations, the superintendent will consider the available replacements and potential benefits to the district, as well as the nature of the request. All recommendations for extended leave must be submitted to the Board for final determination and shall state beginning and ending dates, when possible.

  • Pregnancy Leave Benefits Where superior provisions exist, as a result of the meshing of the 2012 MOU with any superior provisions that existed in the 2008-2012 collective agreements, they must be incorporated into the common central provisions in Article 11.2 of Part A of this agreement and the resulting article placed in Part B of this agreement.

  • Annual Leave Loading During a period of annual leave an employee will receive a loading of 17.5 per cent calculated on the employee’s normal hourly rate of pay and the daily fares allowance if applicable. The loading will also apply to proportionate leave on lawful termination.

  • Extended Leave Extended leaves of absence of at least three (3) but not more than five (5) years may be granted in accordance with Minnesota law. Notwithstanding any other provision of this Agreement, retention and accrual of all rights and benefits for ASF Members on extended leave shall be governed by Minnesota Statute Section 136F.43.

  • Xxxx Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are reappointed. Whenever a person becomes ineligible for reemployment, and such person has not been re-employed, then, if at the point of layoff such person was eligible to receive a sick leave accrual payoff, such person shall be paid for existing sick leave accruals in accordance with Section 1408 of this Agreement.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

  • Special maternity leave (a) Where the pregnancy of an employee not then on maternity leave terminates after 28 weeks other than by the birth of a living child, then the employee may take unpaid special maternity leave of such periods as a registered medical practitioner certifies as necessary. (b) Where an employee is suffering from an illness not related to the direct consequences of the confinement, an employee may take any paid sick leave to which she is entitled in lieu of, or in addition to, special maternity leave. (c) Where an employee not then on maternity leave suffers illness related to her pregnancy, she may take any paid sick leave to which she is then entitled and such further unpaid special maternity leave as a registered medical practitioner certifies as necessary before her return to work. The aggregate of paid sick leave, special maternity leave and parental leave, including parental leave taken by a spouse, may not exceed 52 weeks.

  • Unpaid Carer’s Leave 17.1 This clause applies to permanent and casual Employees. 17.2 Permanent and casual Employees are entitled to a period of up to 2 days unpaid carer's leave for each permissible occasion. A permissible occasion occurs when a member of the Employee's immediate family, as defined in clause 15.2.4, or household requires care or support because of a personal illness or injury or an unexpected emergency. 17.3 An Employee is expected to comply with the notice and documentation requirements under clause 15.3, to the extent to which they apply to the Employee. 17.4 A permanent Employee is only entitled to unpaid carer's leave if the Employee has exhausted all of their paid sick and paid xxxxx's leave entitlement.

  • Maternity Leave Allowance ‌ (a) An employee who qualifies for maternity leave pursuant to Clause 21.1, shall be paid a maternity leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer, proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan, the maternity leave allowance will consist of 15 weekly payments equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee and 85% of the employee's basic pay.

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