During Maternity Leave Sample Clauses

During Maternity Leave. Keeping in touch days You can work for up to 10 mutually agreed days without bringing your maternity leave to an end. These days are known as “Keeping in Touch” (KIT) days. The 10 day maximum is the same regardless if you work on a full or part time basis. Work done in a “Keeping in Touch” day is any work done under your contract of employment and may include training or any activity undertaken to “Keep in Touch” with the workplace. If, for example, you attend a three hour training session to “keep in touch”, you will have used one of your 10 KIT days. You will receive your normal pay for these “Keeping in touch” days on a pro rata basis, even during unpaid maternity leave. If you decide to attend a “Keeping in Touch” day whilst you are receiving SMP and/or OMP, then this will be offset against your normal pay for the day. You can never receive more than full pay on any of these days. Keeping in Touch days can be worked either before or after the birth. However, there is a period of two weeks following the birth of your child where, by law, you are unable to carry out any work. This is called the compulsory maternity period. If you work more than the allocated 10 days, you will lose your SMP for any work done in that week. Your head teacher must inform HR if this situation arises. Your school will need to send your KIT dates on a C288 or email to the Shared Service team so that your pay can be adjusted appropriately. It would be good practice prior to starting maternity leave to have a conversation with your manager to investigate the opportunities and protocol that may arise for any opportunities for KITs in the future. What if you do not want to work a “Keeping in Touch” day? There is no requirement for you to undertake work. Your head teacher cannot insist that you carry out any work and if they do, you are protected from suffering any detriment or being dismissed for refusing to do so. Equally, you cannot insist on being given any work to do if there is no appropriate work at your school. Any “Keeping in Touch” day should therefore be through mutual agreement. If you decide to work a “Keeping in Touch day” this does not mean that your maternity leave will be extended. Reasonable contact You and your head teacher, or designated member of staff, are actively encouraged to make reasonable contact during maternity leave to discuss such issues as your return to work, special arrangements to be made or update you on opportunities at work. This does not const...
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During Maternity Leave. A supplementary allowance equal to the difference between ninety-three percent (93%) of their weekly salary and the benefits received from QPIP to a maximum of eighteen (18) weeks; The employee eligible to QPIP maternity benefits is also entitled to an additional period of two (2) weeks of maternity leave that shall be taken at the end of the QPP benefits period. During this two (2) weeks period, the employee shall receive an allowance equivalent to ninety-three percent (93%) of their regular weekly salary. The employees who have been granted this additional leave are entitled to those two (2) weeks of leave in addition to the parental leave. Those two (2) weeks are not taken into account for the purpose of calculating the parental leave, which has a maximum duration of two (2) years.
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During Maternity Leave. A supplementary allowance equal to the difference between ninety- three percent (93%) of her regular weekly salary and the QPIP benefit received for a maximum period of eighteen (18) weeks;
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During Maternity Leave. Employees shall continue to accrue entitlement to paid annual leave during maternity leave. They should take any outstanding annual leave that may be due to them before the commencement of maternity leave. If the employee’s maternity leave will continue into the next holiday year, any holiday entitlement that cannot reasonably be taken before starting their maternity leave can be carried over and must be taken within three months of returning to work unless the employee’s manager agrees otherwise. The employee should try to limit carry over to one week’s holiday or less. Carry over of more than one week is at the employer’s discretion. The employee should discuss their holiday plans with their employer in good time before starting their maternity leave. All holiday dates are subject to approval by the employee’s manager. If the employee is a member of the pension scheme, the employer shall make employer pension contributions during OML and any period of paid AML, based on the employee’s normal salary, in accordance with the pension scheme rules. Any employee contributions the employee makes will be based on the amount of any maternity pay they are receiving, unless they inform their employer that they wish to make up any shortfall.
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During Maternity Leave. 9.1 Except for terms relating to pay, the Players terms and conditions of employment remain in force during maternity leave.
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During Maternity Leave 
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Related to During Maternity Leave

  • 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.

  • Maternity Leave (a) An employee is entitled to maternity leave of up to 17 weeks without pay.

  • Paid Maternity Leave Upon written request to the Chair/Xxxx/Director indicating the expected date of delivery, a female employee shall be entitled to paid maternity leave of up to seventeen thirty-fifths of the period of her Appointment Contract(s). Requests for Maternity Leave will be made as soon as practicable, and normally no later than one month before the intended start-date of the leave.

  • Paternity Leave (a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

  • MATERNITY LEAVE OF ABSENCE A Maternity Leave of Absence will be granted, subject to the following:

  • Maternity/Paternity Leave Solely for purposes of determining whether the Employee incurs a Break in Service under any provision of this Plan, the Advisory Committee must credit Hours of Service during an Employee's unpaid absence period due to maternity or paternity leave. The Advisory Committee considers an Employee on maternity or paternity leave if the Employee's absence is due to the Employee's pregnancy, the birth of the Employee's child, the placement with the Employee of an adopted child, or the care of the Employee's child immediately following the child's birth or placement. The Advisory Committee credits Hours of Service under this paragraph on the basis of the number of Hours of Service the Employee would receive if he were paid during the absence period or, if the Advisory Committee cannot determine the number of Hours of Service the Employee would receive, on the basis of 8 hours per day during the absence period. The Advisory Committee will credit only the number (not exceeding 501) of Hours of Service necessary to prevent an Employee's Break in Service. The Advisory Committee credits all Hours of Service described in this paragraph to the computation period in which the absence period begins or, if the Employee does not need these Hours of Service to prevent a Break in Service in the computation period in which his absence period begins, the Advisory Committee credits these Hours of Service to the immediately following computation period.

  • Maternity and Paternity Leave It is understood that maternity leave for female employees shall be granted with no loss of seniority for such period of time as her doctor shall determine that she is physically or mentally unable to return to her normal duties-and maternity leave must comply with applicable state and federal laws. A light duty request, certified in writing by a physician, shall be granted in compliance with state or federal laws, if applicable. Light duty requests shall also be made through the Employer’s “Light Duty for Pregnant Workers” program. Paternity leave shall be granted in accordance with Section 6 of this Article with the exception of employees not able to meet the qualifications set out in Section 6, who shall be granted leave not to exceed one (1) week. Notwithstanding any provision to the contrary in any Supplement, Rider, or Addenda, an employee shall be allowed to designate in any vacation year paid time off up to twenty (20) days, to be used in the next vacation year, in accordance with this paragraph. Any paid time off that is provided on a weekly basis can only be banked in weekly increments. The accrued paid time off may be used in the next vacation year to cover any period of time that (1) the employee is determined to be unable to perform her job due to pregnancy (for the father, time off is requested due to the birth) and (2) is not covered by the FMLA, existing disability plans or other paid time off. If the accrued time off is not used in that year, it will be paid to the employee within two

  • Employment During Unpaid Maternity Leave (g) Where less than the 52 weeks Other Parent Leave is taken paid or unpaid, the unused portion of the leave cannot be banked or preserved in any way.

  • Maternity Leave Allowance (a) An employee who qualifies for maternity leave pursuant to Clause 26.01, shall be paid a maternity leave allowance in accordance with the Supplemental Unemployment Benefit (SUB) Plan, as set out in Letter of Understanding #1. In order to receive this allowance, the employee must provide to the Employer proof that the employee 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.

  • Maternity Maternity leaves, not to exceed six (6) months, shall be granted at the request of the employee.

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