Unsupported Parental Leave a) An employee who has been employed with Queen's University for at least 13 weeks before the birth of a child, or 13 weeks before the child came into a parent's custody, care and control for the first time (e.g. Adoption), is entitled to a 63 week Unsupported Parental Leave.
Unsupported Parental Leave. (a) The amount of Unsupported Parental Leave available to an employee will depend on whether the employee has taken a Supported Parental Leave. Supported Parental Leave constitutes Parental Leave for the purposes of the Employment Standards Act entitlement to Parental Leave. Therefore, for an employee who has taken Supported Parental Leave, a further period of Unsupported Parental Leave is available, up to a maximum of 22 weeks.
Unsupported Parental Leave. An employee who has been employed with Queen's University for at least thirteen
Unsupported Parental Leave. An employee who has been employed with Queen's University for at least thirteen continuous (13) weeks before the birth of a child, or before the child came into a parent's custody, care and control for the first time (e.g. adoption), is entitled to up to thirty-seven (37) weeks of Unsupported Parental Leave. Both parents will be eligible to take a parental leave. Where both parents are employees of the University, both parents may take Unsupported Parental Leave at the same time. A "parent" includes a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with the parent of the child and who intends to treat the child as his or her own. Unsupported Parental Leave must begin no later than fifty-two (52) weeks after the day the child is born or comes into the custody, care and control of a parent for the first time. The amount of Unsupported Parental Leave available to an employee will change if the employee has taken a Supported Parental Leave as this type of leave falls under the umbrella of parental leave as outlined in the Employment Standards Act. During the period of the parental leave the University will continue the employee on full benefits if the employee so chooses. The employee is required to pay his/her share of the costs of the benefit plans in which he/she is enrolled during the full term of the leave. Upon return to work the employee is to return to their previous position and salary. If that position no longer exists, the employee will be placed in a comparable position with no loss of salary. Both seniority and vacation entitlement continue to accrue while the employee is on parental leave. Upon return to work the employee will be entitled to the same amount of vacation days as if he/she had worked. With the permission of the Department Head, this time may be added on to the end of the parental leave. An employee shall provide his/her Department Head, or designate, with as much advance notice as possible of the request for parental leave. In cases where the parental leave is an extension of the employee's pregnancy leave, the notice should take place at the same time as the application for maternity leave.
