Supported Maternity Leave definition

Supported Maternity Leave is a Maternity Leave that is financially supported, with top-up payments as outlined in 31.19 below, for up to twenty (20) weeks.
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Supported Maternity Leave is a leave from work of up to twenty (20) weeks with top-up payment as outlined below. To qualify for Supported Maternity Leave a regular full-time or regular part-time employee must have been employed continuously for one year or more. Eligible employees will receive a top-up payment as specified below with the understanding that the employee is expected to work for the University for at least six (6) months following the date of her return from her Supported Maternity Leave (including additional leave such as parental leave or a leave of absence without pay after maternity leave). Should an employee quit and therefore not satisfy this condition, she shall be indebted to the University for the sum of the monies paid to her during her Supported Maternity Leave and will be required to repay these monies to the University. Supported Maternity Leave allowance as follows:
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Examples of Supported Maternity Leave in a sentence

  • With the permission of the Department Head, this time may be added on to the end of the Supported Maternity Leave.

  • Where an employee has been granted both Supported Maternity Leave and supported parental leave the total weeks eligible for top-up shall not exceed twenty (20) weeks.

  • To qualify for Supported Maternity Leave, an employee must have been employed continuously for 1 year or more, hold a current appointment of a year's duration or longer and be in receipt of EI maternity benefits.

  • An employee who takes supported parental leave is subject to the same rights and obligations as those granted for Supported Maternity Leave with the following amendments.

  • To qualify for Supported Maternity Leave, an employee must have been employed continuously for 1 year or more and hold a current appointment of a year's duration or longer.

  • If the average annual ROCE is greater than or equal to WACC plus 6%, all of the relevant Managing Director Performance Rights will vest.

  • In general, outside work activities are not allowed when they: • Prevent the Team Member from fully performing work for which he or she is employed at the Company, including overtime assignments.• Involve organizations that are doing or seek to do business with the Company, including actual or potential vendors or customers; or• Violate provisions of law or the Company's policies or rules.From time to time, Company Team Members may be required to work beyond their normally scheduled hours.

  • Where Supported Maternity Leave with Pay has been granted, the total leave with pay shall be twenty (20) weeks.

  • Should an employee quit and therefore not satisfy the 6-month condition, she shall be indebted to the University for the sum of the monies paid to her during her Supported Maternity Leave and will be required to repay these monies to the University.

  • An employee who takes supported parental leave is subject to the same rights and obligations as those granted for Supported Maternity Leave with the following amendments: Supported Parental Leave allowance as follows: Payment for Week 1 shall be dependent on whether the employee is required to serve a waiting period under EI regulations.

Related to Supported Maternity Leave

  • maternity leave means a period during which a woman is absent from work because she is pregnant or has given birth to a child, and at the end of which she has a right to return to work either under the terms of her contract of employment or under Part 8 of the Employment Rights Act 1996;

  • paternity leave means a period of absence from work on leave by virtue of section 80A or 80B of the Employment Rights Act 1996;

  • maternity or paternity leave of absence means, for Plan Years beginning after December 31, 1984, an absence from work for any period by reason of the Employee's pregnancy, birth of the Employee's child, placement of a child with the Employee in connection with the adoption of such child, or any absence for the purpose of caring for such child for a period immediately following such birth or placement. For this purpose, Hours of Service shall be credited for the computation period in which the absence from work begins, only if credit therefore is necessary to prevent the Employee from incurring a 1-Year Break in Service, or, in any other case, in the immediately following computation period. The Hours of Service credited for a "maternity or paternity leave of absence" shall be those which would normally have been credited but for such absence, or, in any case in which the Administrator is unable to determine such hours normally credited, eight (8) Hours of Service per day. The total Hours of Service required to be credited for a "maternity or paternity leave of absence" shall not exceed 501.

  • FMLA Leave means a leave of absence, which the Company is required to extend to an Employee under the provisions of the FMLA.

  • Pregnancy Leave means leave taken for purposes related to giving birth and/or recovering therefrom.

  • Approved Leave of Absence means a leave of absence that has been approved by the applicable Participating Company in such a manner as the Board may determine from time to time.

  • parental bereavement leave means leave under section 80EA of the Employment Rights Act 1996;

  • Authorized leave of absence means an unpaid, temporary cessation from active employment with the Employer pursuant to an established nondiscriminatory policy, whether occasioned by illness, military service, or any other reason.

  • Paid leave means time away from work by an employee for which the employee receives compensation. Paid leave is limited to sick time, vacation time, compensatory time, and leave that is provided as an aggregate amount for use at the discretion of the employee for any of these purposes. Paid leave does not include paid short-term or long-term disability, catastrophic leave, or similar types of benefits.

  • Parental leave means leave to bond and to care for a newborn child after birth or to bond and care for a child after placement for adoption or xxxxxx care, for a period of up to sixteen (16) weeks after the birth or placement.

  • Military caregiver leave means leave taken to care for a covered servicemember with a serious injury or illness.

  • FMLA means the Family Medical Leave Act of 1993, as amended.

  • Annual Leave and Clause 6.3 “Personal (Sick) Leave” of this Agreement.

  • Medically Necessary Leave of Absence means any change in enrollment at the post-secondary school that begins while the child is suffering from a serious illness or injury, is medically necessary, and causes the child to lose student status for purposes of coverage under the Plan.

  • Medical leave means leave from work taken by a covered individual that is made neces-

  • Intermittent Leave means leave taken in separate blocks of time due to a single qualifying reason.

  • Leave of Absence means absent from work with permission.

  • Leave means authorized absence from duty by an employee during his or her regular or normal hours of work;

  • Personal Leave means leave provided for:

  • USERRA means the Uniformed Services Employment and Reemployment Rights Act of 1994, as amended.

  • main phase employment and support allowance means an employment and support allowance where the calculation of the amount payable in respect of the applicant includes a component under section 2(1)(b) or 4(2)(b) of the Welfare Reform Act 2007 except in Part 1 of Schedule 1;

  • Family leave means a leave of absence from employment for one (1) of the following reasons: (1) The serious illness of an eligible employee; or (2) the serious illness of a member of an eligible employee’s immediate family. Family Leave, by itself or in combination with statutory Parental Leave (as opposed to contractual parental leave), may not exceed twelve (12) weeks in a twelve (12) month period beginning with the first day either type of leave is used. Leave taken under this Agreement will be credited against any such statutory entitlement to the full extent permitted by law.

  • Supported employment means the ongoing supports to participants who, because of their disabilities, need intensive ongoing support to obtain and maintain an individual job in competitive or customized employment, or self-employment, in an integrated work setting in the general workforce at or above the state’s minimum wage or at or above the customary wage and level of benefits paid by the employer for the same or similar work performed by individuals without disabilities. The outcome of this service is sustained paid employment at or above the minimum wage in an integrated setting in the general workforce in a job that meets personal and career goals. Supported employment services can be provided through many different service models.

  • Paid sick leave – means paid leave under the Emergency Paid Sick Leave Act.

  • Casual Worker means a worker engaged by the hour and who may be dismissed or leave the employer's service at any moment without notice and except as hereinafter provided shall not be engaged for more than 30 hours per week in ordinary hours.

  • converted employment and support allowance means an employment and support allowance which is not income-related and to which a person is entitled as a result of a conversion decision within the meaning of the Employment and Support Allowance (Existing Awards) Regulations 2008;