Maternity or Paternity Leave. The term Maternity or Paternity Leave means that an Employee is absent from work because of the Employee's pregnancy; the birth of the Employee's child; the placement of a child with the Employee in connection with the adoption of such child by the Employee; or the need to care for such child for a period beginning immediately following the child's birth or placement as set forth above.
Maternity or Paternity Leave. 1. In case of maternity or paternity, the parent shall be granted leave according to Spanish law.
Maternity or Paternity Leave. In connection with local wage negotiations, the company shall also conduct a wage evaluation of employees who are absent due to maternity or paternity leave.
Maternity or Paternity Leave i. A woman employee on the production of a medical certificate/report by a recognized Medical Practitioner or Midwife indicating the expected date of her confinement is entitled to twelve (12) weeks maternity leave as stipulated in section 57 (1)the Labour Act, 2003 (Act 651).
Maternity or Paternity Leave. The term “Maternity or Paternity Leave” means an Employee’s absence from work because of (a) the Employee’s pregnancy; (b) the birth of the Employee’s child; (c) the placement of a child with the Employee in connection with the adoption of such child by the Employee; or (d) the need to care for such child for a period beginning immediately following the child’s birth or placement as set forth above.
Maternity or Paternity Leave. In the case of an Employee who is absent from Employment on account of (i) the Employee's pregnancy, (ii) the birth of a child of the Employee, (iii) the placement of a child with the Employee in connection with the adoption of the child by the Employee or (iv) an absence due to the need for caring for such child for a period beginning immediately following such birth or placement, the Plan shall treat as Hours of Service, solely for purposes of determining whether a Break in Service has occurred, the following hours:
Maternity or Paternity Leave. The Employer recognizes that an employee may need to be absent from work due to their pregnancy or the birth of their child, or the placement of a child in the event of an adoption. Should an employee's leave (sick and annual) be insufficient to cover their absence from work, the Employer may, on request, grant the employee an unpaid leave of absence not to exceed 1 year, but the employer is only obligated to continue the employee’s insurance coverage for up to six months and this leave will run concurrently with any applicable federal or Maine leave that has not already been exhausted. On completion of the leave of absence, the employee will be expected to return to work with no loss of those benefits which are based on seniority.
Maternity or Paternity Leave. A maternity or paternity leave shall be granted to an employee in the birth of his or her child or in the adoption of his or her child in accordance with the requirements of all applicable laws.
Maternity or Paternity Leave. Leave of absence without pay shall be granted to a classified employee for maternity or paternity reasons for a period not to exceed six (6) months. Maternity or Paternity Leave shall run concurrently with Parental Bonding Leave and shall not be construed as a break in service or employment, and rights accrued at the time the leave is granted shall be retained; however, vacation credits and sick leave credits shall not accrue during the unpaid period of absence. The unit member shall request such leave as soon as practicable, but under no circumstances less than one month prior to that date on which the leave is to begin, unless a verifiable emergency exists. All full time and part time unit members who have been employed for 12 months with Moorpark Unified School District are entitled to utilize this leave.
Maternity or Paternity Leave the employee should give at least 10 weeks’ written notice of the intention to take the leave and must, at least 4 weeks before proceeding on leave, give written notice of the dates on which they propose to start and end the period of leave. Adoption Leave – the employee should give written notice of any approval or other decision to adopt a child at least 10 weeks’ before the expected date of placement and must give written notice of the dates on which the employee proposes to start and end the period of leave as soon as practicable after the employee is notified of the expected date of placement of the child but at least 14 days before proceeding on leave. An employee may take any annual leave or long service leave (or any part of it) to which the employee is entitled instead of or in conjunction with parental leave. However, the total period of leave cannot be so extended beyond the maximum period of parental leave authorised by Part 4 of the Act (i.e. a total of 52 weeks).
