Maternity Leave Top-Up Sample Clauses

Maternity Leave Top-Up. Upon ratification of the collective agreement, teachers who are eligible and apply for Employment Insurance Maternity Leave Benefits are eligible for a top-up of their Employment Insurance Benefits for a maximum of six (6) weeks. This payment is in addition to the two seek SEB plan described in 38.2(a) above. To receive this supplement, an employee must supply the Board with adequate information from HRDC reflecting their weekly payment. The top-up pay will be the difference between what an employee received from Employment Insurance and their normal pay for the period (based on the number of instructional days in the six week period). Teachers shall not receive any top-up from the Board for any days that are not instructional days. The teacher’s normal pay for a week will be based on the number of instructional days in the particular week. The salary will be calculated using 1/194 of the teacher’s annual salary for each instructional day. No sick leave deduction will be made as a result of payments made under this article. Teachers who do not qualify for EI shall have the right to use six(6) weeks of sick leave, provided they have the appropriate sick leave entitlement. Notwithstanding, members may access the use of sick leave credits following childbirth for complications that are supported by a Doctor’s certificate. Such sick leave will be limited to six weeks from the date of delivery, subject to the amount of accumulated sick leave standing in the member’s credit.
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Maternity Leave Top-Up. Notwithstanding, members may access the use of sick leave credits following childbirth for complications that are supported by a Doctor’s certificate. Such sick leave will be limited to six weeks from the date of delivery, subject to the amount of accumulated sick leave standing in the member’s credit.
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Maternity Leave Top-Up. Notwithstanding the language of Article 18.07 (b) employees who were on strength as of February 12th, 2012 (including those employees who went on maternity leave prior to February 12th, 2012) and who receive the maternity leave allowance will only be required to return to work for a period of ten (10) working days following their maternity leave. Furthermore, employees who receive the maternity leave allowance but are unable to return to work for the period of time outlined in Article 18.07 (b) because they have been involuntarily posted to another location due to their spouse being transferred will not be indebted to NPF for the amount of the maternity leave allowance.
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Maternity Leave Top-Up. For those permanent full-time employees who are eligible for Employment Insurance (EI) and have been employed by Ornge for no less than fifty-two (52) continuous weeks, Ornge will pay 100% of their salary during the first week which is known as the waiting period of their pregnancy leave and top-up the EI payment to a total of 93% for a maximum of fifteen (15) weeks based on the rate of pay they receive on the last day worked, prior to the start of the leave. In order to be eligible for the Pregnancy Leave Top-Up plan the employee must: • Provide no less than six (6) weeks’ notice of intent to take Pregnancy Leave notwithstanding circumstances beyond the employee’s control. • Identify whether they are taking twelve (12) or eighteen (18) months leave. Note: During the Top-Up period all employee benefits and HOOPP premiums will deducted. Should the employee require other arrangements during this period they must contact their HR Coordinator.
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Maternity Leave Top-Up. For the duration of the Collective Agreement expiring March 31, 2015, the Parties hereby agree as follows:
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Maternity Leave Top-Up. Effective April 1, 2010 the following (Plan B) provision, upon application is applicable to employees commencing a maternity leave on or after April 1, 2010:
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Related to Maternity Leave Top-Up

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

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

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

  • 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 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/Paternity/Adoption Leave An Employee who is expecting the birth or adoption of a child shall be entitled to maternity/paternity/adoption leave without pay, provided she presents a medical certificate confirming the probable date of confinement, or in the case of adoption, gives the Employer notice of eligibility. Except in extenuating circumstances, the notice shall be submitted in writing at least twenty-eight (28) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave. The following conditions shall apply:

  • 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.

  • Maternity Disability Leave 14.1.13.1 This leave commences with the onset of disablement due to pregnancy. The employee may claim sick leave pay and/or extended disability pay for no more than that limited period of time when the employee’s physician certified in writing on the form provided by the District that she was actually physically disabled from performing her duties because of pregnancy, miscarriage, childbirth, or recovery there from.

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