Maternity/Adoption Clause Samples

Maternity/Adoption. Parental leave shall be defined as a period where an employee can demonstrate he/she was on leave related to the birth of a child or the adoption of a child, and such employee returned to work within a maximum of twelve (12) months.

Maternity/Adoption. In case of a leave of absence due to an adoption or maternity, up to twenty-five days (25) days of accumulated sick leave may be paid commencing on the date that the child is received or delivered.

Maternity/Adoption and Parental Leaves of Absence (i) To be eligible for maternity, adoption or parental leave an Employee must be currently employed with the Company and have worked at least sixteen (16) weeks in the last fifty-two (52) weeks immediately preceding the day on which the leave commences. (ii) The Employee shall submit an application for leave with as much advanced notice as possible. (iii) Seniority shall accumulate while on leave. (iv) Company service time will accumulate during the leave. However, the time on leave will not accumulate toward anniversary dates for pay increments. (v) Vacation and sick leave credits accumulated prior to commencement of the leave will be maintained, but will not accumulate while on leave. (vi) The leave must be taken within the period that starts twelve (12) weeks before the estimated date of birth or adoption and ends fifty-two (52) weeks after the actual date of birth or adoption. (vii) The Employee’s current position will be held open to return to upon expiration of the leave. (viii) Failure to return to work at the expiration of the leave shall result in automatic termination of employment. Extensions will be considered in cases of extenuating circumstances. (ix) Should the Employee wish to return to work prior to the expiration of the leave, the Employee is required to give ten (10) calendar days notice of the date of return. Employees returning early from maternity leave must supply medical certification stating that she is medically fit to perform her job. Maternity/Adoption Leave (i) A birth mother, or the primary caregiver of an adopted child, is entitled to eighteen (18) weeks unpaid leave. (ii) Employees requesting maternity leave must provide a medical certification which specifies that the Employee is pregnant and the estimated birth date. (iii) Employees requesting adoption leave must provide documentation from the adoption agency of the estimated date of adoption. (iv) A Supplementary Maternity Benefits (SMB) Plan is available to Employees on approved maternity leave. This plan applies for the period of leave that the Employee is in the seventeen

Maternity/Adoption. Each Employee shall notify Personnel of her pregnancy or pending adoption as soon as it is medically or legally established. Such notification shall be in writing and shall state his/her estimated due/adoption date. a. Upon written request, a full time Employee who has been employed by the district for at least twelve (12) months will be granted a leave of absence without pay of up to one (1) year for the purpose of child birth and child care, including adoption or placement of a child in ▇▇▇▇▇▇ care. Such request must be made at least four (4) weeks prior to commencement of the leave. If an Employee fails to make a timely request for such a leave, he/she may lose his/her eligibility for a Maternity/Adoption Leave. Said request must include a beginning date and an ending date. b. If an Employee does not begin his/her Maternity/Adoption Leave as scheduled, the Board may cancel the leave. c. If an Employee does not return from a Maternity/Adoption Leave as scheduled, he/she may be required to remain off work for the remainder of the school year. An Employee returning on time from a Maternity/Adoption Leave shall be returned to the position he/she held prior to the scheduled leave.

Maternity/Adoption. Parental Leave shall be without pay, but the Employer will continue to pay benefit premiums on behalf of the Executive Director for their leave (seventeen (17) weeks). Parental leave shall be without pay and benefits, except for the portion of leave during which the Executive Director has a valid health related reason for being absent from work and is also in receipt of sick leave, EI SUB Plan benefits, weekly indemnity or LTD. The Executive Director has the option of maintaining their benefits at their own expense with the carrier’s approval while on extended maternity/adoption/parental leave. The Executive Director will pay benefit costs in advance each month.

Maternity/Adoption. 17.17.1 Pregnancy shall be considered as any other temporary disability of a non- occupational nature. Upon proper request, any non-probationary permanent employee shall be allowed leave for maternity purposes. The employee must be placed on annual and/or sick leave insofar as such credit is accrued. Leave of absence without pay shall be granted for the remainder of the necessary absence up to twelve weeks after the end of the pregnancy. The employee must submit a verification of the date the pregnancy ended. 17.17.2 The Board shall provide its portion of the employee health and life insurance when the ESP is granted an extended maternity leave. However, this obligation shall not extend past the end of the fiscal year in which the maternity leave was initially granted. For maternity leave extending past this time, please see Section 24.1.6. This language in no way infringes upon or diminishes the rights of covered employees under the FMLA. 17.17.3 Prior to returning from maternity leave, each employee shall be required to submit a physician’s statement verifying that she is physically qualified to resume her normal duties. 17.17.4 Leave may also be granted for adoptive maternity/paternity up to twelve weeks. Permanent employees anticipating adoption of a child should submit proper and appropriate verification of intent to adopt with the request for leave.

Maternity/Adoption. AND PARENTAL LEAVE Effective until April 30, 2019

Maternity/Adoption. Parental Supplemental Allowance (a) A police officer who has been granted maternity/adoption/parental leave without pay shall be paid a Supplemental Allowance in accordance with paragraph (c), provided that the police officer: (i) has completed six (6) months of continuous employment before the commencement of the maternity/adoption/parental leave without pay; (ii) provides the Employer with proof that the police officer has applied for and is in receipt of maternity or parental benefits pursuant to Section 22 or Section 23 of the Employment Insurance Act in respect of insurable employment with the Employer; and (iii) has signed an agreement with the Employer stating that: (A) the police officer will return to work on the expiry date of the maternity/adoption/parental leave without pay unless the return to work date is modified by the approval of another form of leave; (B) within eighteen (18) months following the police officer’s return to work, as described in Clause (A), the police officer will work a minimum number of weeks, at full-time equivalent hours, equal to the number of weeks for which the police officer received the Supplemental Allowance. (C) Should the police officer fail to return to work in accordance with Clause (A), for reasons other than death, lay-off, early termination due to lack of work, or having become disabled, the police officer will be indebted to the Employer for the full amount of the Supplemental Allowance the police officer has received; (D) should the police officer return to work but fail to work the total number of weeks as specified in Clause (B) for reasons other than death, lay-off, early termination due to lack of work, or having become disabled, the police officer will be indebted to the Employer for the remaining number of weeks owing. (b) For the purpose of Clauses (a)(iii)(B) and (D), periods of leave with pay shall count as time worked. Periods of leave without pay during the police officer’s return to work will not be counted as time worked. (c) Supplemental Allowance payments shall be calculated and paid as follows: (i) where a police officer is subject to a waiting period of two (2) weeks before receiving Employment Insurance maternity or parental benefits, ninety-three percent (93%) of the police officer’s weekly rate of pay for each week of the waiting period, less any other monies earned during this period, and (ii) for fifteen (15) weeks during which the police officer receives a maternity or parental ben...