Common use of Parental Leave Clause in Contracts

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers who take maternity Parental leave are entitledwill be granted in accordance with the provisions of the Employment Standards Act, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation except where amended in force at the time the leave is taken, whichever is greater.this provision; b) A new For the purposes of this Article, parent shall be defined to include a person with whom a child is placed for adoption and a person who has not taken maternity leave, including an adoptive parent, is entitled in a relationship of some permanence with a parent of a child and who intends to up to sixty-treat the child as his or her own; c) The employee will give written notification three (633) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before weeks prior to the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for together with the legal adoption expected date of a child.return; d) While on The employee has the right to extend the parental leave, leave to twelve (12) months in total. Written notice by the employee receiving supplementary to extend the parental leave will be given at least (2) weeks prior to the termination of the initially approved leave; e) Credit for service for purposes of salary increment, vacation, sick leave or any other benefits under any provisions of the Collective Agreement or elsewhere shall continue to participate in accrue during the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share entire period of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved In addition, credit for seniority for purposes of promotion, demotion, transfer or layoff shall continue to accrue the entire period of the parental leave shall accrue seniority.leave; g) A Continuing Employee who returns The Residence will continue to pay its share of the premiums of the subsidized employee benefits, including pensions, in which the employee is participating during the entire period of the parental leave; h) The employee's intention to return to work from parental leave on the date originally provided to the Residence shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave reconfirmed by written notification at least two (2) weeks in advance thereof; i) The employee shall be returned reinstated to her former duties, on the position held prior same department, and at the same rate of pay; j) Seniority for all purposes continues to accrue during pregnancy and parental leaves and, following the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with employee must be reinstated to the Supplementary Employment Benefit Plan will be prorated accordinglysame position if it still exists or to a comparable position if it does not. For clarityOn reinstatement, the total amount of parental employee must be paid at the rate paid when the leave allowance payments made in accordance with commenced or, if it is higher, at the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had rate the employee chosen would be earning if he or she had worked through the standard leave. The Residence will continue its benefit contribution during a pregnancy, adoption or parental leave. Employees must pay their portion if any of benefit coverage to the Employer on the first day of each calendar month, in advance.

Parental Leave. (a) Birth Upon request, birth mothers who take maternity pregnancy leave are entitled, upon request, to up to sixtythirty-one five (6135) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. (b) A Birth mothers who do not take pregnancy leave and other new parent who has not taken maternity leaveparents, including an adoptive parentadopting parents, is are entitled to up to sixty-three thirty- seven (6337) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. (c) The terms and conditions that apply to supplementary maternity pregnancy leave benefits as outlined in 22.03 b), c), d22.03(b),(c),(d) and (e) will also apply to new those parents who have not taken maternity pregnancy leave and for the legal adoption of a childchild provided that the claimant is eligible and approved for E.I. leave payments. Replacement or casual employees are not eligible for supplementary leave benefits. (d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. (e) The Employer will maintain the employee’s annual and sick leave credits while they’re he/she is on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. (f) An employee on approved parental leave shall accrue seniority. (g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers An employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ weeks immediately preceding the date of the birth of the child or the date the child first came into care or custody of the employee, shall be entitled to parental leave. A “parent” includes: the natural mother or father of the child; a person with whom a child is placed for adoption and a person who is in a relationship with the University before the commencement parent of the child and who intends to treat the child as his or her own. Parental leave must begin within thirty-five (35) weeks of the birth of the child or within 35 weeks of the day the child first came into the custody, care and control of the parent. For employees on pregnancy leave. c, parental leave will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to eighteen (18) The terms weeks in duration and conditions that apply to supplementary maternity leave benefits as outlined shall, in 22.03 b)all cases, c)be completed within fifty-three (53) weeks of the date the child is born, d) or comes into the custody, care and e) will also apply to new parents who have not taken maternity leave and control of a parent for the legal adoption first time. The employee shall give the Employer two (2) weeks written notice of a child. dthe date the leave is to begin. Parental leave ends eighteen (18) While weeks after it began or on parental leave, an earlier day if the employee receiving supplementary leave benefits shall continue to participate in gives the University benefit plans on a normal cost-sharing arrangementEmployer at least four (4) weeks written notice of that day. Benefits and benefit plan premiums will be based on During the nominal salary. For those employees not receiving supplementary parental leave benefitsperiod of leave, the Employer shall continue to pay the employer share Employer’s portion of applicable staff benefit plans hospital, medical, dental, group life, pension and other benefits included and prescribed by the Employment Standards Act if the employee agrees elects, in writing, to continue paying the employee their share of the premiums. e. Said employee contributions shall be due on the dates prescribed by the Employer at the commencement of the leave. Notwithstanding the above, an employee must complete 12 months of continuous service prior to the adoption of a child to be paid a supplemental Employment Insurance benefit. Subsequent to this qualification, an employee on Parental leave, for purposes of having adopted a child, and who is in receipt of Employment Insurance parental leave benefits shall be paid a supplemental Employment Insurance benefit. That benefit will be equivalent to the difference between eighty percent (80%) The of their regular weekly earnings and the sum of their weekly Employment Insurance benefits and any others. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Employer will maintain of the employee’s annual and sick leave credits while they’re on parental leaveEmployment Insurance cheque stub as proof that they are in receipt of such benefits for a maximum period of fifteen (15) weeks. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave regular weekly earnings shall be returned to the position held determined by multiplying their regular hourly rate on their last day worked prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date commencement of the leave does times their normal weekly hours. Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not exceed reduced or increased by payments received under the specified termination date plan (57 (13) (i) of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveEI Regulations).

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent An employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed in a bargaining unit position for at least thirteen (13) weeks’ weeks shall be entitled to a leave of absence without pay of up to thirty-five (35) weeks for the birth mother, or thirty-seven (37) weeks for other new parents following: (a) the birth of the child; or (b) the coming of the child into the custody, care and control of a parent for the first time. The parental leave of an employee who has taken pregnancy leave shall commence immediately upon the completion of her pregnancy leave unless the child has not yet come into the custody, care and control of a parent for the first time. In the latter case, the parental leave shall begin no later than thirty-five (35) weeks after the day the child came into the custody, care and control of a parent for the first time. The parental leave of an employee who has not taken pregnancy leave shall commence no later than thirty-five (35) weeks after the day the child is born or comes into the custody, care and control of a parent for the first time. If an employee intends to take parental leave immediately following her pregnancy leave, she shall notify her supervisor, in writing, prior to the commencement of her pregnancy leave. Otherwise an employee shall notify her supervisor, in writing, four (4) weeks prior to the commencement of such leave. Notice of parental leave shall also include the intended duration of such leave. An employee wishing to return from a parental leave prior to the original date of return shall notify the supervisor, in writing, at least four (4) weeks in advance, giving the revised date of return. An employee who wishes to follow a parental leave with a leave of absence without pay shall request the University before leave prior to the commencement of the parental leave. c. Departmental operating requirements shall be the major consideration in granting/rejecting such leave which shall not however be unreasonably denied. Where the combined leaves (pregnancy, parental, leave of absence without pay) do not exceed twelve (12) months, employees shall be reinstated in their former position. If the combined absence exceeds twelve (12) months, employees may, upon providing written confirmation of availability to return to work, use their seniority to obtain a position as provided for in Article 20 - Job Posting, for a maximum period of three (3) months following termination of the leave. The terms University and conditions that apply employee shall continue to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and pay their regular portions of the premiums for the legal adoption of a child. dEmployee Benefit Plans (Article 26) While on during pregnancy and/or parental leave, the employee receiving supplementary leave benefits shall . Employees may continue to participate in the Employee Benefit Plans (Article 26.01 - excluding York University benefit plans on Pension Plan) during a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary leave of absence without pay following parental leave benefitsby paying the total cost of applicable premiums to the University, in advance, monthly for any full month in which they do not work, subject to the Employer provision of the Plans, for a period not to exceed five (5) months. The Employee shall continue to pay the employer share accrue seniority for up to thirty-five (35) weeks during any combination of applicable staff benefit plans if the employee agrees to continue paying the employee share pregnancy, parental and/or leave of the premiumsabsence without pay. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, to up to sixtythirty-one five (6135) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three thirty- seven (6337) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b22.03(b), (c), (d) and (e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a‌ Section 1. A leave of absence shall be granted to employees who have completed their probationary period, for the purpose of giving birth or for the placement of a child under the age of 18 (or under the age of 23 if the child is mentally or physically disabled) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) for adoption. Section 2. The employee shall provide at least two weeks’ notice of the anticipated date of departure and state the date of the intention to return, by written request for such leave to the Chief. The request shall indicate the dates for which the employee desires for their parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greaterleave. b) A new parent who has Section 3. The employee shall agree not taken maternity leave, including an adoptive parent, to return to duty any earlier than the termination date set forth in their written request without the approval of the Chief unless the termination date is entitled to up to sixty-three within eight (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before 8) weeks after the commencement of the parental leave. cSection 4. The employee may elect to use their accumulated sick leave during their parental leave. ▇▇▇▇ leave shall be paid during the leave to the extent of the number of sick leave days the employee has accumulated. Section 5. The employee must notify the Chief in writing at least sixty (60) The terms and conditions that apply days prior to supplementary maternity the termination of their parental leave benefits as outlined of their intent to return to duty (unless a return date was indicated at the time of leave request). If the employee fails to notify the Chief in 22.03 b), c), dwriting within sixty (60) and e) will also apply days prior to new parents who have not taken maternity the termination of such leave and for thereafter fails to return to duty at the legal adoption termination of a child. d) While on parental such leave, the employee receiving supplementary shall be deemed to have resigned, and the obligation of the City to provide a position for her shall cease. Section 6. All benefits to which the employee was entitled at the time their leave benefits of absence commenced, including any unused sick leave, shall continue be restored to participate them upon their return to duty, and they shall be assigned to the same position which they held at the time such leave commenced, if such position is available, or, if it is not available, to a substantially equivalent position. The determination as to what constitutes a substantially equivalent position shall be made by the City in each case. The City shall not be required to restore an employee on parental leave to their previous or a similar position if other employees of equal length of service credit and status in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the same or similar position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.laid off due to economic conditions or other changes in operating conditions affecting

Parental Leave. 17.01 Normally upon four (4) weeks written notice but not less than two (2) weeks being given to the employer, an employee shall be granted leave of absence without pay as follows: (a) Birth mothers who take maternity leave are entitledAn employee, upon request, up to sixty-one (61parent and / or adopting parent) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed by the University for at least thirteen 9 consecutive months shall be entitled to not more than thirty-seven (1337) weeks’ weeks parental leave, without pay within the fifty-two (52) week period immediately following the birth (in the case of a non child bearing parent) or the placement of the child with the adoptive parent(s). (b) An employee, (parent and / or adopting parent) who has been employed by the University before for less than 9 consecutive months shall be entitled to not more than twenty-six (26) weeks parental leave, without pay within the commencement fifty-two (52) week period immediately following the birth (in the case of a non child bearing parent) or the placement of the child with the adoptive parent(s). (c) If employees are parents of the same child, one employee may take parental leave wholly or it may be shared. Both parents may access parental leave, however, the combination of leaves cannot exceed twelve (12) months. (d) The University will maintain its share of the Extended Health Care Plan, Group Dental Insurance, Group Life, Spousal and Dependant Life for any Employee granted Parental Leave to a maximum of three (3) months. (a) An employee granted leave without pay pursuant to sub-article 17.01 shall upon return to work, be returned to his/her former position or be placed in another comparable position at not less than the same salary and benefits that had accrued to her prior to commencing leave. (b) An employee should give an estimated return date when they give notice of the leave. c) The terms and conditions that apply . If they wish to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply change the intended return to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay work date they should notify the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held as soon as possible prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date return, but in any case must give four (4) weeks notice in writing of the term appointment. A Replacement Employee who returns his/her intentions. 17.03 An employee may be required to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts provide substantiation of eligibility for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up to sixtyAn employee shall receive twenty-one (6121) weeks’ parental hours of leave with pay for needs related to the birth or adoption of the employee's or employee's spouse's child. b) An employee requiring leave for reasons pertaining to the birth or adoption of a child joining their immediate family shall be granted up to thirty-five (35) weeks of leave without pay if the employee also took a period of maternity leave. If the employee did not take any maternity leave, the employee shall be entitled to thirty-seven (37) weeks of leave without pay, or as prescribed by legislation in force at the time the leave is takenprovided for under provincial legislation, whichever is greater. b) A new parent who has . Parental leave cannot taken maternity leavebe split. For greater clarity, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without paymust be taken in a single, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leaveunbroken stretch. c) A notice that leave will be requested under this clause shall be made at least three (3) months prior to the expected date of commencement of that leave. The terms and conditions that apply employee shall make every effort to supplementary maternity keep the Employer informed of leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity requirements. Notice of leave and for requirement may be waived by the legal adoption of a childEmployer. d) While on parental leave, The Employer may: i) defer the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary commencement of parental leave benefits, without pay at the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share request of the premiumsemployee; ii) require an employee to submit a birth certificate for the child or evidence of adoption. e) The Employer will maintain Parental leave without pay utilized by an employee-couple in conjunction with the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leavebirth or adoption of a child shall not exceed a total of seventy-two (72) weeks for both employees combined. f) An employee Leave granted under this clause shall be counted in the calculation of "continuous employment" for the purpose of calculating severance pay and vacation leave. Time spent on approved parental such leave shall accrue senioritybe counted for pay increment purposes. During such leave the Employer will continue to pay its applicable share of pension and benefit plans. g) A Continuing Employee An employee who returns provides the Employer with proof that he/she has applied for and is eligible to work from parental leave receive employment insurance benefits pursuant to applicable provisions of the Employment Insurance Act, shall be returned to the position held prior to the leave or paid a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan Plan. While in receipt of this allowance the employee shall continue to accumulate annual leave and sick leave credits. h) An applicant under sub-clause (g) shall sign an agreement with the Employer providing: i) that he/she will be prorated accordingly. For clarityreturn to work and remain in the Employer's employ for a period of at least six (6) months after her return to work; ii) that he/she will return to work on the date of the expiry of her parental leave, unless this date is modified with the Employer's consent. i) Should the employee fail to return to work as per the provisions of sub-clause (h) or for reasons other than death or disability or if the debt is waived by mutual agreement, the total employee recognizes that she is indebted to the Employer for the amount of received as parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveallowance.

Parental Leave. a7.5.1 The provisions of the Parental Leave and Employment Protection ▇▇▇ ▇▇▇▇ shall apply. 7.5.2 This Act provides that on written application an employee shall be entitled to unpaid parental leave provided that: (i) Birth mothers who take the employee has worked for the same employer for 52 weeks before the expected date of delivery or the date of adoption; and (ii) the employee has worked at least 10 hours per week during that period. 7.5.3 Parental leave is: (i) maternity leave are entitled, upon request, of up to sixty-one 18 weeks; (61ii) special leave of up to 10 days; (iii) paternity leave of up to 2 weeks’ ; and (iv) extended leave of up to 52 weeks. 7.5.4 The same leave provisions apply to parents adopting children of not more than 5 years of age. 7.5.5 Attention is drawn to the employment protection clauses of the Parental Leave and Employment Protection Act. 7.5.6 An employee absent on parental leave without pay, is required to give at least one month's notice of their intention to return to duty. This clause shall not apply in the case of an employee who has had a miscarriage or as prescribed by legislation in force stillbirth. In such cases the employee may elect to return to work immediately. 7.5.7 In addition to the provisions applying pursuant to the Parental Leave and Employment Protection Act the following shall apply: (i) any maternity leave taken shall not count against the extended leave entitlement; (ii) a female employee with less than 52 weeks service shall be entitled to 26 weeks leave from the date of birth and may be granted up to 26 weeks additional leave at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement discretion of the employer; (iii) employees intending to resign because of pregnancy or the birth of a child must be advised of their right to take parental leave.; c(iv) The terms and conditions that apply to supplementary maternity leave benefits as outlined may commence at any time during the pregnancy subject to the employee giving the employer one month's notice in 22.03 b)writing, c), d) and e) supported by a medical certificate. A shorter period of notice will also apply to new parents who have not taken maternity leave and for be accepted on the legal adoption recommendation of a childmedical practitioner. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. 21.01 Where an employee has or will have the actual care or custody of his/her newborn child, or an employee commenced proceedings to adopt a child or obtains an order for the adoption of a child, he/she shall be granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks. This leave without pay shall be taken during the fifty-two (52) week period immediately following the day the child was born or, in the case of adoption, within the fifty-two (52) week period from the date the child comes into the employee's care and custody. 21.02 An employee who intends to request parental leave without pay shall make every effort to provide reasonable notice to the Employer. In the case of an adoption, the employee shall notify the Employer as soon as the application for adoption has been approved by the adoption agency or legal guardianship and custody papers have been completed. 21.03 Leave granted under this Article shall be counted for the calculation of "continuous employment" and "continuous service", except for completion of an employee's probationary period. 21.04 After completion of six (6) months continuous employment, an indeterminate employee who has been granted parental leave without pay and who provides the Employer with proof that he/she has applied for and is in receipt of parental benefits pursuant to Section 23, Employment Insurance Act shall be paid a parental leave allowance. 21.05 A recipient under Article 21.04 shall sign an agreement with the Employer providing: (a) Birth mothers that he/she will return to work and remain in the Employer's employ for a period of at least six (6) months after his/her return to work; (b) that he/she will return to work on the date of the expiry of his/her parental leave without pay unless this date is modified with the Employer's consent. 21.06 Should the employee fail to return to work in accordance with the provisions of Article 21.05, except by reason of the employee's death, disability or lay-off, the employee recognizes and acknowledges that he/she is indebted to the Employer for the amount of parental leave allowance received. Should the employee not return for the full six (6) month period, the employee's indebtedness to the Employer shall be reduced on a prorated basis according to the number of months he/she has returned to work. 21.07 For the period of parental leave without pay taken by an employee who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental has not taken pregnancy leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental pregnancy leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms pay and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental received a pregnancy leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leaveallowance, the parental leave allowance payments made in accordance with shall be equivalent to 93% of the Supplementary Employment Benefit Plan will be prorated accordingly. employee's weekly rate of pay for the first two (2) weeks, and for an additional fifteen (15) weeks, payments equivalent to the difference between the employment insurance benefit the employee is eligible to receive and 93% of the employee's weekly rate of pay. 21.08 For claritythe period of parental leave without pay taken by an employee who has taken pregnancy leave without pay and received a pregnancy leave allowance, the total amount of parental leave allowance payments made will be equivalent to the difference between the employment insurance benefit she is eligible to receive and 93% of the employee's weekly rate of pay for a period of seventeen (17) weeks. 21.09 For a full-time employee the weekly rate of pay referred to in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.Articles 21.07 and

Parental Leave. (a) Birth mothers who take maternity leave are entitled, upon request, up The Employer agrees to sixty-one (61) weeks’ provide parental leave without paypay of up to thirty-seven (37) weeks to an employee, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leavereceived pregnancy leave under Article 20.1, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have and who has been employed for at least thirteen (13) weeks’ , in accordance with the University before the commencement of the Ontario Employment Standards Act. During such leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue the Dental, Basic Life Insurance, LTIP, and Supplementary Health and Hospital Insurance, including Vision/Hearing Care coverage provided under Article 21 of this agreement for a period of up to pay thirty-seven (37) weeks. Credits will continue to accumulate for this thirty-seven (37) week period. (b) To receive the employer share of applicable staff benefit plans if leave set out in Article 20.5 (a) above, an employee must supply the employee agrees to continue paying the employee share Employer with proof of the premiums. e) The Employer will maintain the employeechild’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from birth or an adoption certificate when applying for parental leave. f(a) An employee on approved entitled to parental leave shall accrue seniority. g) A Continuing Employee under Article 20.3 or 20.5 who returns provides the Employer with proof that he/she has applied for and is eligible to work from parental leave receive employment insurance benefits pursuant to Section 23 of the Employment Insurance Act, shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where paid an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Supplemental Unemployment Benefit Plan. (b) In respect of the period of parental leave, payments made according to the Supplemental Unemployment Benefit Plan will be prorated accordingly. consist of the following: For claritynatural fathers or adoptive parents only: (i) for the first two (2) weeks covering the employment insurance waiting period, payments equivalent to ninety-three percent (93%) of the total amount actual gross weekly pay for his/her classification which he/she was receiving on the last day worked prior to the commencement of the parental leave allowance leave, including any retroactive salary adjustment to which he/she may become entitled; and For natural and adoptive parents: (ii) up to a maximum of ten (10) additional weeks payments made in accordance with equivalent to the Supplementary Employment Benefit Plan during difference between the extended parental leave shall not exceed sum of the total amount that would have been paid had weekly employment insurance benefits the employee chosen is eligible to receive and any other earnings received by the standard employee, and ninety- three percent (93%) of the actual gross weekly pay for his/her classification which he/she was receiving on the last day worked prior to the commencement of the parental leave, including any retroactive salary adjustment to which he/she may become entitled.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up Unit Members may elect to sixty-one (61) weeks’ utilize 12 workweeks of parental leave without payin any 12-month period. For purposes of this section, “parental leave” means leave for the purpose of the birth of a child of a Unit Member, or the placement of a child with a Unit Member in connection with the adoption or ▇▇▇▇▇▇ care of the child by the Unit Member as prescribed provided by legislation in force at the time the leave is taken, whichever is greaterCalifornia Family Rights Act (CFRA) and Education Code 44977.5. b) A new parent who has not taken maternity A. Unit Members may elect to use sick leave during parental leave. If a Unit Member exhausts all available sick leave, including an adoptive parentaccumulated sick leave and continues to be absent under parental leave, is they shall be entitled to up to sixty-three (63) weeks’ differential pay as defined in Education Code during the remainder of the 12 workweeks. Differential pay for parental leave without pay, or as prescribed by legislation is in force at addition to any other differential pay provided under existing law. The amount of salary received shall be no less than 50 percent of their regular salary for the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement remaining portion of the 12-workweek period of parental leave. c1) The terms and conditions that apply to supplementary maternity For birthing mothers, the 12 workweeks of Parental Leave, within a 12-month period, shall commence the later of any pregnancy disability leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for or the legal adoption birth of a the child. d2) While For non-birthing parents, the 12 workweeks of Parental Leave, within a 12-month period, shall commence on the birth of the child or placement of the child in the Unit Member’s family. 3) Where both parents are employees of the district, the two parents are entitled to share a total of 12 workweeks of parental leave. B. Parental Leave may be taken intermittently during the 12-month period, but generally leave must be taken in two-week increments. Requests for leave of less than two-week periods shall be granted on two occasions, and may be granted on other occasions. C. Under this section Unit Members are entitled to 12 workweeks of Parental Leave per 12- month period. However, if a school year terminates before 12-workweeks of Parental Leave are exhausted, the employee receiving supplementary leave benefits shall continue to participate Unit Member may take the remainder of the 12-workweeks in the University benefit plans on a normal costsubsequent school year so long as it is taken with the 12-sharing arrangement. Benefits and benefit plan premiums will be based on month period under section A above. D. Unit Members may elect to use accumulated compensatory time during Parental Leave. E. A Unit Member is not required to meet the nominal salary. For those employees not receiving supplementary parental 1,250-hour requirement of Government Code section 12945.2 in order to qualify for leave benefits, the Employer under this section. F. The District shall continue to pay the employer share of applicable staff benefit plans Unit Member’s health benefits to the same extent as if the employee agrees was not on leave. However, if the Unit Member fails to continue paying return to work following the leave, and the failure was not due to the Unit Member’s health condition or circumstances beyond the control of the employee, the District may recoup from the employee share the cost of the premiums. e) The Employer will maintain premiums it paid on behalf of the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up to sixtyAn employee shall receive twenty-one (6121) weeks’ parental hours of leave without pay, with pay for needs related to the birth or as prescribed by legislation in force at adoption of the time the leave is taken, whichever is greateremployee's or employee's spouse's child. b) A new parent who has An employee requiring leave for reasons pertaining to the birth or adoption of a child joining their immediate family shall be granted up to thirty-five (35) weeks of leave without pay if the employee also took a period of maternity leave. If the employee did not taken take any maternity leave, including an adoptive parent, is the employee shall be entitled to up to sixtythirty-three seven (6337) weeks’ parental weeks of leave without pay. Parental leave cannot be split. For greater clarity, or as prescribed by legislation parental leave must be taken in force at the time the leave is taken whichever is greatera single, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leaveunbroken stretch. c) A notice that leave will be requested under this clause shall be made at least three (3) months prior to the expected date of commencement of that leave. The terms and conditions that apply employee shall make every effort to supplementary maternity keep the Employer informed of leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity requirements. Notice of leave and for requirement may be waived by the legal adoption of a childemployer. d) While on parental leave, The Employer may: i) defer the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary commencement of parental leave benefits, without pay at the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share request of the premiumsemployee; ii) require an employee to submit a birth certificate for the child or evidence of adoption. e) The Employer will maintain Parental leave without pay utilized by an employee-couple in conjunction with the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leavebirth or adoption of a child shall not exceed a total of seventy-two (72) weeks for both employees combined. f) An employee Leave granted under this clause shall be counted in the calculation of "continuous employment" for the purpose of calculating severance pay and vacation leave. Time spent on approved parental such leave shall accrue senioritybe counted for pay increment purposes. During such leave the Employer will continue to pay its applicable share of pension and benefit plans. g) A Continuing Employee An employee who returns provides the Employer with proof that he/she has applied for and is eligible to work from parental leave receive employment insurance benefits pursuant to applicable provisions of the Employment Insurance Act, shall be returned to the position held prior to the leave or paid a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan Plan. While in receipt of this allowance the employee shall continue to accumulate annual leave and sick leave credits. h) An applicant under sub-clause (g) shall sign an agreement with the Employer providing: i) that he/she will be prorated accordingly. For clarityreturn to work and remain in the Employer's employ for a period of at least six (6) months after her return to work; ii) that he/she will return to work on the date of the expiry of her parental leave, unless this date is modified with the Employer's consent. i) Should the employee fail to return to work as per the provisions of sub-clause (h) or for reasons other than death or disability or if the debt is waived by mutual agreement, the total employee recognizes that she is indebted to the Employer for the amount of received as parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveallowance.

Parental Leave. a(c) Birth mothers An employee who take maternity does not apply for leave are entitledof absence under Article 17:03 (b) (i) and who is otherwise entitled to pregnancy leave, shall be entitled to and shall be granted leave of absence in accordance with Article 17:03 (b) (ii) upon requestproviding the Employer, up before the expiry of two (2) weeks after she ceased to sixty-one (61) weeks’ parental leave without paywork, with a certificate of a legally qualified medical practitioner stating that she was not able to perform the duties of her employment because of a medical condition arising from her pregnancy, and giving the estimated day upon which, in his opinion, delivery will occur or as prescribed by legislation in force at the time the leave is taken, whichever is greateractual date of her delivery. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for During the legal adoption period of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share Employer's portion of applicable staff benefit plans if hospital, medical, dental, group life, pension and other benefits included and prescribed by the Employment Standards Act unless the employee agrees elects, in writing, not to continue paying the employee her share of the premiums. (e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The If a full time employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided at the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing normal pregnancy and or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental employee will be returned to her former job, former shift if designated. All employees who fill vacancies as a result of the above absences shall likewise be returned to their former permanent position. (f) When the Employer has suspended or discontinued operations during the leave allowance payments made of absence and has not resumed operations upon the expiry thereof, the Employer shall upon resumption of operations, reinstate the employee to her employment or to alternate work in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, established seniority system or practice of the total amount Employer in existence at the time the leave of parental leave allowance payments made absence began and in the absence of such a system or practice shall reinstate the employee in accordance with the Supplementary provisions of Article (e). (g) Such absence is not an illness under the interpretation of this Agreement, and credits on the accumulated sick leave plan and the weekly indemnity plan cannot be used. (h) Credits or service for the purpose of salary increments, vacations, or any other benefit included and prescribed under the Employment Benefit Plan Standards shall continue and seniority shall accumulate during the extended leave. (i) Upon expiry of seventeen (17) weeks pregnancy leave, an employee may immediately commence parental leave leave, as provided under subsection (j) of this provision. The employee shall not exceed give the total amount Employer, at least two (2) weeks notice, in writing, that would have been paid had the employee chosen the standard she intends to take parental leave.

Parental Leave. a(c) Birth mothers An employee who take maternity does not apply for leave are entitledof absence under Article 25:06(b) (i) and is otherwise entitled to pregnancy leave, shall be entitled to and shall be granted leave of absence in accordance with this article upon requestproviding the Employer before the expiry of two (2) weeks after she ceased to work, up with a certificate of a legally qualified medical practitioner stating that she was not able to sixty-one (61) weeks’ parental leave without payperform the duties of her employment because of a medical condition arising from her pregnancy, and giving the estimated day upon which, in his opinion, delivery will occur or as prescribed by legislation in force at the time the leave is taken, whichever is greateractual date of her delivery. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for During the legal adoption period of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share Employer's portion of applicable staff benefit plans if hospital, medical, dental, group life, pension and other benefits included and prescribed by the Employment Standards Act unless the employee agrees elects, in writing, not to continue paying the employee her share of the premiumspremium. (e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The If a full time employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided at the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended normal pregnancy and/or parental leave, the parental employee will be returned to her former job and former shift, if designated. All employees who fill vacancies as a result of the above absences shall likewise be returned to their former permanent position. (f) When the Employer has suspended or discontinued operations during the leave allowance payments made of absence and has not resumed operations upon the expiry thereof, the Employer shall upon the resumption of operations, reinstate the employee to her employment or to alternative work in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, established seniority system or practice of the total amount employer in existence at the time the leave of parental leave allowance payments made absence began and in the absence of such a system or practice shall reinstate the employee in accordance with the Supplementary provisions of Article (e). (g) Such absence is not an illness under the interpretation of this Agreement, and credits on the accumulated sick leave plan cannot be used. (h) Credits or service for the purpose of salary increments, vacations or any other benefit included and prescribed under the Employment Benefit Plan Standards Act shall continue and seniority shall accumulate during the extended leave. (i) Upon expiry of seventeen (17) weeks pregnancy leave, an employee may immediately commence parental leave leave, as provided under subsection (j) of this provision. The employee shall not exceed give the total amount Employer, at least two (2) weeks notice, in writing, that would have been paid had the employee chosen the standard she intends to take parental leave.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon a. Upon request, a bargaining unit member shall be entitled to an unpaid parental leave of absence for a period of up to sixty-one (611) weeks’ year. This parental leave without payshall be available for the birth of a child, the placement of a child for adoption or as prescribed by legislation ▇▇▇▇▇▇ care and for the first year care of a child. For such a leave, the provisions of the Family Medical Leave Act, set forth in force at this Article shall also apply. b. In the time case of the birth of a child, a bargaining unit member may commence this leave before or after the birth of the child. In the event of the child's death and upon the bargaining unit member's request, the parties to this Agreement may mutually agree to terminate the leave. c. A bargaining unit member shall notify the District in writing of his/her desire to take such a leave and his/her intent to return, no less than thirty (30) calendar days prior to the date on which the leave is takento begin or end. If the date of the birth or placement requires the leave to begin in less than thirty (30) calendar days, whichever is greaterthe bargaining unit member shall provide such notice upon receipt of the requisite information. b) d. The bargaining unit member and the District may mutually agree that a leave may be taken on either an intermittent or reduced leave schedule basis. A new parent reduced leave schedule means a leave schedule that reduces the bargaining unit member's regularly assigned hours in a workweek or workday. e. For bargaining unit members who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen twelve (1312) weeks’ with months by the University before District and who work at least half time, the commencement following conditions shall apply to twelve (12) weeks of the leave: i. Any health, dental, and/or vision insurance shall be continued, with the premiums paid by the District, at the level and under the conditions the same would have been provided if the bargaining unit member had continued in employment during the leave period. c) The terms and conditions that apply ii. If the bargaining unit member does not return to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for work after the legal adoption expiration of a child. d) While on parental the leave, the employee receiving supplementary leave benefits bargaining unit member shall continue to participate in reimburse the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on District for the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share cost of the premiumspremiums paid by the District for his/her insurance during the twelve (12) week period of the leave, unless the bargaining unit member did not return to work due to circumstances beyond his/her control. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave f. Upon return, a tenured bargaining unit member shall be returned to the same position held prior to from which the leave or was taken if such position exists, or, if such position has been eliminated, to an equivalent position for which he/she is certified and qualified. g. Upon return, a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave probationary bargaining unit member shall be returned to re-employed provided there is a vacancy for which the position held prior to bargaining unit member is certified and qualified. h. In case of reduction in staff during the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leaveperiod, the parental leave allowance payments made in accordance provisions at Article XVI shall govern for non- teaching professional staff. i. The Board reserves the right to fill a position which is vacant under the provisions herein with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavea long- term substitute.

Parental Leave. a) Birth mothers An Employee who take is not eligible for maternity leave are entitled, upon request, as described above and who has completed one (1) year of continuous service at the time of application shall be granted up to sixty-one twelve (6112) weeks’ months parental leave without pay, or as prescribed providing such leave is completed by legislation the end of the 52nd week following the birth of the child. The Employee shall provide proof of the birth of the child and shall give the University six (6) weeks’ notice in force at writing of the time expected day on which the leave is taken, whichever is greaterto commence. b(i) A new parent who has not taken maternity leaveAn Employee granted parental leave without pay as noted above, including shall be returned to the Employee’s former position or be placed in a comparable position for which the Employee is qualified provided that the Employee indicates intention to return to work by notifying the University four (4) weeks before the intended date of return. (ii) An Employee shall be granted two (2) days leave with pay to attend to the Employee’s spouse in the event of the childbirth. (iii) Should an adoptive parent, is entitled to up to sixty-three (63) weeks’ Employee commence parental leave without pay, or as prescribed by legislation in force at the time Employee may continue extended health care, dental, life insurance including accidental death and dismemberment and long term disability benefit coverage subject to the leave is taken whichever is greaterprovisions of the Carrier. If the Employee exercises the option to continue any of these benefits, provided they have been employed the Employee shall be responsible for at least thirteen 100% of the premium prepaid for the period of absence. (13iv) weeks’ Service with the University before continues to accrue for the commencement duration of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, up to a maximum of one (1) year, for the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans purposes of vacation entitlement and Employee award only. Employees do not accrue actual vacation hours while on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, from the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsUniversity. e(v) The Employer will maintain If more than one parent is employed by the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from University, only one parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall granted and may be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveshared by both parents.

Parental Leave. a) Birth mothers An Employee who take is not eligible for maternity leave are entitled, upon request, up to sixty-as described above and who has completed one (611) year of continuous service at the time of application shall be granted leave per the provisions of the Employment Standards Code and Regulations, except as otherwise listed below, providing such leave is completed by the end of the 52nd week following the birth of the child. (i) The Employee who intends to take parental leave shall provide proof of the birth of the child and shall give their Manager/Chair and Human Resources at least six (6) weeks’ parental leave without pay, or as prescribed by legislation notice in force at writing of the time expected day on which the leave is takento commence, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at specifying the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement proposed duration of the leave. c(ii) The terms and conditions that apply In the case of an Employee who is not the birth mother, s/he shall be entitled to supplementary maternity parental leave benefits as outlined pursuant to the statement in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a childArticle 23.1. d(iii) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary An Employee who commences parental leave benefits, may continue all benefits they are enrolled in prior to the Employer shall continue leave subject to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share provisions of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on Benefits Carrier during their parental leave. The employee will payment of benefit premiums shall be credited with vacation leave credits accrued during shared between the leave period upon Board and the employee’s return from parental leaveEmployee as per Article 27.1(c), Article 27.1(d), and Article 27.1(e). f(iv) An employee on approved Employee granted leave without pay for parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave reasons shall be returned to the Employee’s former position held prior to the leave or be placed in a comparable job if position for which the Employee is qualified provided that job no longer exists. A Term the Employee who returns indicates intention to return to work by notifying the University four (4) weeks before the intended date of return. (v) Service with the University continues to accrue for the duration of the parental leave, up to a maximum of one (1) year, for the purposes of vacation entitlement and Employee award only. Employees do not accrue actual vacation hours while on parental leave from the University. (vi) For Employees who are parents of the same child and both are employed by Mount Royal University, only one parental leave shall be returned granted and may be shared by both parents. (vii) An Employee shall be granted two (2) days leave with pay to attend to the position held prior to Employee’s spouse in the leave provided the expiry date event of the leave does not exceed the specified termination date birth of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavetheir child.

Parental Leave. a) Birth mothers who take maternity Parental leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation will be granted in force at accordance with the time the leave is taken, whichever is greater.provisions of the b) A new For the purposes of this article, parent shall be defined to include a person with whom a child is placed for adoption and a person who has not taken maternity leave, including an adoptive parent, is entitled in a relationship of some permanence with a parent of a child and who intends to up to sixty-three (63) weeks’ parental leave without pay, or treat the child as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leaveher own. c) The terms and conditions that apply Employee shall endeavour to supplementary maternity give written notification at least four (4) weeks, but not less than two (2) weeks prior to the commencement of her leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption together with her expected date of a childreturn. d) While on parental Credit for service for purposes of salary increment, vacation entitlement, sick leave, or any other benefits under any provisions of the employee receiving supplementary leave benefits Collective Agreement or elsewhere shall continue to participate in accrue during the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsleave. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued Credit for seniority for purposes of promotion, demotion, transfer or lay-off shall continue to accrue during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniorityDuring the Parental Leave the Employer will continue to make employer contributions to entitled benefits. g) A Continuing Employee who returns The employee shall endeavour to reconfirm her intention to return to work from parental leave on the date originally provided to the Employer by written notification at least four (4) weeks but not less than two (2) weeks, in advance thereof. If an employee intends to return on a date earlier than the original date of return she must give at least four (4) weeks notice. h) The employee shall be returned reinstated to her former position unless the position has been discontinued. If the position of the employee does not exist the Employer shall reinstate the employee to a comparable position subject to the position held prior following consideration for wages as stated in the Employment Standards Act. (i) The Employer shall pay a reinstated employee wages that are at least equal to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to great of: (i) the position held prior to wages the leave provided employee was most recently paid by the expiry date of Employer; or (ii) the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided wages that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall employee would be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid earning had the employee chosen worked throughout the standard parental leave. j) Pregnancy and Parental Leave may be extended from 12 to 24 months without loss of seniority. Article 21.01 c), d) & e) will not continue from 12 to 24 months.

Parental Leave. (a) Birth mothers An employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks immediately preceding the date the leave begins, shall be entitled to parental leave. (b) Parental leave must begin no later than fifty-two (52) weeks after the day the child is born or comes into the custody, care and control of the parent for the first time. For employees on pregnancy leave, parental leave will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to thirty-five (35) weeks in duration if the employee also took pregnancy leave and thirty-seven (37) weeks in duration if she did not. This plan will take effect on approval of HRDC. (c) The employee shall give the Employer two (2) weeks written notice of the date the leave is to begin unless exempt under the Employment Standards Act. Parental leave ends eighteen (18) weeks after it began or on an earlier day if the employee gives the Employer at least four (4) weeks written notice of that day. (d) For the purposes of parental leave, the provisions under (a) and (c) shall also apply. (e) An employee who is on parenting leave as provided under this Agreement, who has completed five (5) months of continuous service and has applied for and is in receipt of Employment Insurance parenting benefits pursuant to Section 23 of the Employment Insurance Act, 1997, as amended shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings (which for part-time employees shall include percentage-in-lieu, effective for leaves which commence after November 20, 2006) and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following receipt by the Employer of the employee’s Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy/parenting benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of ten (10) weeks’ with the University before . The employee’s regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave. cleave times her normal weekly hours. The normal weekly hours for an employee working less than seventy-five (75) hours bi-weekly shall be calculated by using the same period used for calculation of the Employment Insurance benefit. (currently 28 weeks) The terms and conditions that apply employee does not have any vested right except to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and receive payments for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leavecovered unemployment period. The employee will be credited with vacation leave credits accrued during plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the leave period upon the employee’s return from parental leaveplan. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that An employee who does not apply to supplementary maternity for leave benefits as outlined in 22.03 of absence under Article 17:03 (b), c)(i) and who is otherwise entitled to pregnancy leave, shall be entitled to and shall be granted leave of absence in accordance with Article 17:03 (b) (ii) upon providing the Employer, before the expiry of two (2) weeks after she ceased to work, with a certificate of a legally qualified medical practitioner stating that she was not able to perform the duties of her employment because of a medical condition arising from her pregnancy, and giving the estimated day upon which, in his opinion, delivery will occur or the actual date of her delivery. (d) and e) will also apply to new parents who have not taken maternity leave and for During the legal adoption period of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share Employer's portion of applicable staff benefit plans if hospital, medical, dental, group life, pension and other benefits included and prescribed by the Employment Standards Act unless the employee agrees elects, in writing, not to continue paying the employee her share of the premiums. (e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The If a full time employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided at the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing normal pregnancy and or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental employee will be returned to her former job, former shift if designated. All employees who fill vacancies as a result of the above absences shall likewise be returned to their former permanent position. (f) When the Employer has suspended or discontinued operations during the leave allowance payments made of absence and has not resumed operations upon the expiry thereof, the Employer shall upon resumption of operations, reinstate the employee to her employment or to alternate work in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, established seniority system or practice of the total amount Employer in existence at the time the leave of parental leave allowance payments made absence began and in the absence of such a system or practice shall reinstate the employee in accordance with the Supplementary provisions of Article (e). (g) Such absence is not an illness under the interpretation of this Agreement, and credits on the accumulated sick leave plan and the weekly indemnity plan cannot be used. (h) Credits or service for the purpose of salary increments, vacations, or any other benefit included and prescribed under the Employment Benefit Plan Standards shall continue and seniority shall accumulate during the extended leave. (i) Upon expiry of seventeen (17) weeks pregnancy leave, an employee may immediately commence parental leave leave, as provided under subsection (j) of this provision. The employee shall not exceed give the total amount Employer, at least two (2) weeks notice, in writing, that would have been paid had the employee chosen the standard she intends to take parental leave.

Parental Leave. (a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, The employee is entitled to up to sixty-three (63) weeks’ parental leave without pay, or in accordance with the Act as prescribed by legislation in force at the time date of execution of this Agreement, being the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement provisions set out in Appendix I or any future more beneficial provision of the Act. (b) The Employer must not fail to re-engage a casual employee because: (i) The employee or employee’s spouse is pregnant; or (ii) The employee is or has been immediately absent on parental leave (c) Notwithstanding anything to the contrary contained in this Agreement or the Act, for the avoidance of doubt, it is agreed that: (i) Should an employee on special maternity leave have a personal illness not related to the direct consequences of pregnancy; or (ii) An employee not then on maternity leave suffer an illness related to her pregnancy the employee may take paid personal leave under clause 17.3 or in addition to the special maternity leave or further unpaid personal leave. c(d) The terms and conditions Notwithstanding anything contained in the Act, it is agreed: (i) Any statutory declaration provided by an employee under section 271 of the Act shall not be required to include a statement that apply the employee intends to supplementary be the child’s primary care giver at all times while on maternity leave; (ii) An employee applying for special maternity leave benefits shall not be required to make a formal application as outlined in 22.03 b), c), drequired by section 269(1) and eof the Act; (iii) will also apply to new parents who have not taken An employee applying for special maternity leave and for upon the legal adoption end of the employee’s pregnancy otherwise than by the birth of a child.living child shall not be required to provide the statutory declaration referred to in section 269(3)(b) of the Act; and d(iv) While on parental leaveShould the Employer require an employee to provide a medical certificate under section 274(2) of the Act, the employee receiving supplementary shall be entitled to a period of personal/carer’s leave benefits shall continue in accordance with clause 17.3(a) as if it were a period of illness for the reasonable time required to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsobtain such certificate. (e) The Employer will maintain agrees to not give notice under section 277(2) of the employee’s annual and sick leave credits while they’re Act to any employee on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental maternity leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers who take maternity leave 38.1 Employees are entitled, upon request, up entitled to sixty-one (61) weeks’ parental leave without payin accordance with the provisions of the NES (refer to Chapter 2, or Part 2‐2, Division 5 of the Act). Where more favourable entitlements are provided in the following clauses of this Agreement then the more favourable entitlements will apply. 38.2 The entitlement to paid parental leave as prescribed by legislation this clause of this Agreement is additional to any entitlement an employee may have to paid parental leave under the Paid Parental Leave Act 2010 (Cth) 38.3 Paid parental leave a) In addition to the unpaid leave for eligible employees under the Act, permanent full‐time and part‐time employees may claim paid parental leave at ordinary pay, from the date the parental leave commences in force the following circumstances: (i) where there is compliance with the documentation requirements to the extent to which they apply; and (ii) immediately before the expected date of birth of the child, she has, or will have, completed at least 52 weeks of continuous service with the time the leave is taken, whichever is greater.employer b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ Paid parental leave without payfor eligible employees includes: (i) For leave commencing on or prior to 30 June 2012, nine (9) weeks paid maternity leave for the birth mother; (ii) For leave commencing on or as prescribed by legislation in force at prior to 30 June 2012, nine (9) weeks paid adoption leave for the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement initial primary carer of the adopted child; and (iii) For leave commencing on or after 1 July 2012, fourteen (14) weeks paid maternity leave for the birth mother; (iv) For leave commencing on or after I July 2012, fourteen (14) weeks paid adoption leave for the initial primary carer of the adopted child; and (v) 1 week paid partner leave. c) The terms and conditions that apply to supplementary maternity Paid partner leave benefits as outlined in 22.03 b), c), dwill be payable to: (i) and ethe father; or (ii) will also apply to new parents who have not taken maternity leave and for partner of the legal adoption birth mother; or (iii) partner of a the initial primary carer of an adopted child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits Partner includes same‐sex and benefit plan premiums will be based on the nominal salary. For those employees de facto partner but does not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsinclude former de facto partners. e) The Employer will maintain Any period of “paid no safe job leave” taken by an employee pursuant to the “Transfer to a Safe Job” provisions of the Act shall be deducted from the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental entitlement to paid maternity leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. aParental leaves will be granted in accordance with the provisions of the Employment Standards Act, 2000, except where amended in this Agreement. Effective on confirmation by the Employment Insurance Commission, of the appropriateness of the Hospital’s Supplemental Unemployment Benefit (SUB) Birth mothers plan and retroactive to date of confirmation by the Employment Insurance Commission, an employee who take maternity is on parental leave are entitledas provided under this Agreement and who is in receipt of Employment Insurance Parental Benefits pursuant to Section 22 of the Employment Insurance Act, 1996, shall be paid a supplemental unemployment benefit. Such payments shall be contingent upon requestproviding to CAMH proof that he or she is in receipt of employment insurance benefits pursuant to the Employment Insurance Act, up (Canada). In respect of the period of parental leave, payments made according to sixty-one the Supplementary Unemployment Benefit Plan will consist of the following: (61i) for the first two (2) weeks’ parental leave without pay, payments equivalent to eighty-four percent (84%) of the actual weekly rate of pay for his or as prescribed by legislation in force at her classification, which he or she was receiving on the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled last day worked prior to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c(ii) The terms up to a maximum of thirty-three (33) additional weeks, payments equivalent to the difference between the sum of the weekly EI benefits the employee is eligible to receive and conditions any other earnings received by the employee, and eighty-four percent (84%) of the actual weekly rate of pay for his or her classification, which he or she was receiving on the last day worked prior to the commencement of the leave. (iii) where the employee provides proof that apply to supplementary maternity leave benefits as outlined in 22.03 b)he or she is receiving an additional five (5) weeks of Employment Insurance because of a physical, c)psychological or emotional condition of the child requiring longer parental care, d) and e) then the employee will also apply receive an additional five (5) weeks of supplement as provided for in (b) above, (iv) the employee does not have any vested rights except to new parents who have not taken maternity leave and receive payments for the legal adoption covered unemployment period. The plan provides that payment in respect of a childguaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. d(v) While on effective January 1, 2001 or at such time as EI benefits are extended for an additional seventeen (17) weeks of parental leave, the employee receiving supplementary leave benefits shall continue be entitled to participate in receive the University benefit plans on a normal costSUB top-sharing arrangementup for the additional weeks as legislated. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary An employee upon written notice to CAMH at least four (4) weeks before she is scheduled to return from parental leave benefits, may extend the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share parental leave by an additional seventeen (17) weeks. It is understood that during any such extension of the premiums. e) The Employer will maintain parental leave, credit for service and seniority shall be suspended during such leave and the employee’s annual and sick leave credits while they’re on parental leaveanniversary date adjusted accordingly. The In addition the employee will be credited with vacation leave credits accrued during become responsible for full payment of subsidized employee benefits in which he or she is participating for the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveabsence.

Parental Leave. (a) Birth mothers who take maternity leave are entitledParental Leave will be granted in accordance with the provisions of the Employment Standards Act, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed except where amended by legislation in force at the time the leave is taken, whichever is greaterthis provision. (b) A new parent nurse who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ weeks and who is the parent of a child is entitled to parental leave of absence without pay for a maximum of thirty-five (35) weeks following: (i) the birth of a child; (ii) coming of the child into the care, custody and control of the parent for the first (1st) time. (c) The parties acknowledge that “parent” is defined by the Employment Standards Amendment Act (Pregnancy and Parental Leave) 1990 to include a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with the University before parent of the child and who intends to treat that child as his or her own. (d) The nurse shall give the Employer written notification at least four (4) weeks in advance of the anticipated date of commencement of the leave. c) The terms leave of absence and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b)of the expected date of return. If, c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption because of late receipt of confirmation of a child. d) While on parental leavepending adoption, the employee receiving supplementary finds it impossible to request the leave benefits shall continue to participate of absence in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefitswriting, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsrequest may be made verbally and subsequently verified in writing. (e) The A nurse not intending to return to work with the Employer will maintain is required to advise her/his supervisor in writing at least two (2) weeks prior to the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from expiry of his or her parental leave. (f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from nurse granted parental leave shall be returned reinstated to the her/his former position held prior and job duties, unless they have been discontinued. Unless she/he is subject to the leave or lay off, she/he shall be given a comparable job if that job no longer exists. in terms of level of responsibility and remuneration. (g) A Term Employee who returns nurse shall continue to work from parental leave shall be returned to the position held prior to the leave provided the expiry date accumulate seniority for a maximum period of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.thirty-five

Parental Leave. a) Birth mothers who take maternity Parental leave are entitledwill be granted, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at accordance with conditions contained in the time the leave is taken, whichever is greater. b) A new parent Employment Standards Act. An employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for completed at least thirteen (13) weeks’ weeks of service with the University before Employer and who is the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption parent of a child. d, is entitled to a leave of absence without pay following the birth of the child or the coming of the child into the employee’s custody, care and control for the first time. Parent includes a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with a parent of a child and who intends to treat the child as his or her own, and “child” has a corresponding meaning. Parental Leave may begin: • no earlier than the day the child is born or comes into the custody, care and control of the parent for the first time • no later than fifty-two (52) While on weeks after the day the child is born or comes into the employee’s custody, care and control for the first time Parental leave for an employee who also took pregnancy leave shall commence immediately following the expiry of the pregnancy leave if one is taken unless the child has not yet come into the custody, care and control of a parent for the first time. An employee wishing to take parental leave shall give the Employer written notice at least two (2) weeks before the day the leave is to begin. Parental leave ends thirty-five (35) weeks after it began for an employee who takes pregnancy leave and thirty-seven (37) weeks after it began for an employee who did not take pregnancy leave. Once an employee begins a pregnancy/parental leave, the leaves must be taken without interruption. An employee receiving supplementary on parental leave benefits shall will continue to participate in the University Employer’s benefit plans on a normal cost-sharing arrangementfor the period of their leave unless they elect in writing not to do so, provided that they continue to pay contributions, if any, for the period of such leave. Benefits Where an employee elects to make his or her pension contributions under existing practice, pensionable service shall also accrue and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsmake its contributions. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ 40.1 The City shall grant parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent to an Employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen a minimum of twelve (1312) weeks’ with continuous months. The period of leave shall normally be for thirty-seven (37) weeks except in extraordinary circumstances where the University before City shall consider an extension providing application is made prior to commencement of the thirtieth (30th) week of absence. 40.2 Application for parental leave should be submitted in writing to the Employee’s department head, if possible, not less than twelve (12) weeks prior to the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new 40.3 If both parents who have not taken maternity leave and work for the legal adoption City, they may share the leave to a maximum of a childthirty-seven (37) weeks. Parents may be granted leaves at the same time depending on the City’s operational requirements. d) While on 40.4 During the period of parental leave, the employee receiving supplementary leave benefits Employee shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue required to pay the employer share full premium (both the City and Employee share) for those health and insurance benefits the Employee chooses to participate in. This payment shall be made by post-dated cheques prior to the date of applicable staff benefit plans if the employee agrees to continue paying the employee share expected commencement of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave 40.5 Upon return to employment the Employee shall accrue senioritybe fully enrolled in the previously held health and insurance benefit plans and there shall be no required waiting period or medical examination except for optional life insurance. g) A Continuing Employee who returns 40.6 Employees returning to work from parental leave are requested to give the Employee’s department head four (4) weeks notice of the intention to return to work. 40.7 Upon return to employment the Employee shall be returned reinstated to the position held prior same or comparable classified position, as was in effect at the time that parental leave commenced and, provided the Employee returns to work, he shall be credited with full seniority and sick leave accumulations for the leave or a comparable job if that job no longer existsperiod of leave. A Term Further, provided the Employee who returns to work from parental for at least thirty (30) days, he shall be credited with full vacation accumulation for the period of leave. 40.8 Parental leave shall be returned to available within one (1) year from the position held prior to date that the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave child arrives home. 40.9 Parental Leave shall be returned granted to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made Employees in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveStandards Code and this Article.

Parental Leave. aAn employee who has been employed in a bargaining unit position for at least thirteen (13) Birth mothers who take maternity weeks shall be entitled to a leave are entitled, upon request, of absence without pay of up to sixty-one (61) weeks’ parental leave without payweeks if the employee also took pregnancy leave, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-sixty- three (63) weeks’ weeks for other new parents provided that it starts no later than seventy-eight (78) weeks following: (a) the birth of the child; or (b) the coming of the child into the custody, care and control of a parent for the first time. The parental leave of an employee who has taken pregnancy leave shall commence immediately upon the completion of her pregnancy leave unless the child has not yet come into the custody, care and control of a parent for the first time. If an employee intends to take parental leave immediately following their pregnancy leave, they shall notify their supervisor, in writing, prior to the commencement of pregnancy leave. Otherwise, an employee shall notify supervisor, in writing, four (4) weeks prior to the commencement of such leave. Notice of parental leave shall also include the intended duration of such leave. An employee wishing to return from a parental leave prior to the original date of return shall notify the supervisor, in writing, at least four (4) weeks in advance, giving the revised date of return. An employee who wishes to follow a parental leave with a leave of absence without pay, or as prescribed by legislation in force at the time pay shall request the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before prior to the commencement of the parental leave. c. Departmental operating requirements shall be the major consideration in granting/rejecting such leave which shall not however be unreasonably denied. Where the combined leaves (pregnancy, parental, leave of absence without pay) do not exceed twelve (12) months, employees shall be reinstated in their former position. If the combined absence exceeds twelve (12) months, employees may, upon providing written confirmation of availability to return to work, use their seniority to obtain a position as provided for in Article 20 - Job Posting, for a maximum period of three (3) months following termination of the leave. The terms University and conditions that apply employee shall continue to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and pay their regular portions of the premiums for the legal adoption of a child. dEmployee Benefit Plans (Article 26) While on during pregnancy and/or parental leave, the employee receiving supplementary leave benefits shall . Employees may continue to participate in the Employee Benefit Plans (Article 26.01 - excluding York University benefit plans on Pension Plan) during a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary leave of absence without pay following parental leave benefitsby paying the total cost of applicable premiums to the University, in advance, monthly for any full month in which they do not work, subject to the Employer provision of the Plans, for a period not to exceed five (5) months. The Employee shall continue to pay the employer share accrue seniority for up to thirty-five (35) weeks during any combination of applicable staff benefit plans if the employee agrees to continue paying the employee share pregnancy, parental and/or leave of the premiumsabsence without pay. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. The employer will top up the members on Pregnancy Leave or parental leave to Seventy percent (70%) up to a total maximum of (17) seventeen weeks. If the member combines the leaves (Pregnancy and Parental) the total weeks combined permitted is (17) seventeen weeks. (a) Birth mothers An employee who becomes a parent of a child is eligible to take maternity a parental leave are entitledin accordance with the provisions of the Employment Standards Act except where amended in this provision. (b) Parental Leave may begin as late as seventy-eight (78) weeks after the child is born or first comes into the employee’s custody, upon request, care and control. Parental Leave lasts up to sixty-one (61) weeks’ weeks for employees who take pregnancy leave, and sixty-three (63) weeks for those who do not. (c) A “parent” includes: • a birth parent; • an adoptive parent (whether or not the adoption has been legally finalized); or • a person who is in a relationship of some permanence with a parent of the child and who plans on treating the child as their own. This includes same- sex couples. (d) Employees newly hired to replace employees who are on approved parental leave without paymay be released and such release shall not be the subject of a grievance or arbitration. If retained by the Centre, in a permanent position, the employee shall be credited with seniority from date of hire subject to successfully completing her or as prescribed by legislation in force at his probationary period. The employee shall be credited with days worked towards the time the leave probationary period. The Centre will outline on posting to fill such temporary vacancies that it is taken, whichever is greatera Parental Leave of Absence replacement. b(e) A new parent who has not taken maternity During the parental leave, including an adoptive parent, is entitled to credit for seniority and credit for service for the purposes of salary increment and vacation shall continue for a period of up to sixty-three (63) weeks’ . In addition, the employer shall continue to pay its share of the benefits including employer pension contributions provided under the collective agreement during the period of parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greaterto a maximum of sixty- three (63) weeks, provided they have been employed the employee pays her/ his share. For part-time employees, seniority and service accumulation for at least thirteen the purpose of salary increment and proration shall be based on an average hours worked by the employee of in the previous six (136) weeks’ with months. In addition, the University before employer shall pay employer pension contributions provided under the commencement collective agreement during the period of parental leave to a maximum of ten (10) weeks for participating part-time employees. (f) In the event of an increment or general wage increase - retroactive or otherwise - falling due during the period of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary employee's rate of pay and vacation pay shall be recalculated and adjusted accordingly effective the date of increase. (g) When the leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefitsends, the Employer employer shall continue to pay the employer share of applicable staff benefit plans if reinstate the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position the employee most recently held prior with the employer, if it still exists, or to the leave or a comparable job position, if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave it does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavenot.

Parental Leave. aEmployees shall at their request be granted a leave of ab- sence without pay for child-bearing and/or child-rearing for such period of time as they specify but not to exceed one (l) Birth mothers who take maternity year. Upon application, said leave are entitledmay be extend- ed up to, upon but not beyond, the beginning of the school year (September 1) following the child’s third birthday. Application for such leave shall be made as soon as possible but normally at least ninety (90) days prior to the effective date. Employees adopting an infant shall, at their request, up to sixty-one (61) weeks’ parental receive the same leave without pay, or pay as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate set forth in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefitsfirst paragraph above, the Employer which shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period commence upon the employee’s receiving de facto custody of said infant or earlier if necessary, to fulfill the requirements for the adoption. Application for adoption leave shall be made as soon as possible. For an employee whose total leave of absence without pay is twelve (12) calendar weeks or less, the employee shall be entitled to return from parental leave. fto his former position. If the former position is abolished or frozen, the employee will be reinstated to another position in the same class or comparable class through the transfer process provided the employee qualifies for the position. Nothing in this paragraph shall be construed to diminish the rights of employees pursuant to the federal and state Family and Medical Leave Acts. For an employee whose total leave of absence without pay is more than twelve (12) An weeks but less than one (1) year, the employee shall be entitled to return to work if their position has not been abolished, frozen or filled, or, if the position has been abolished or frozen or filled, placed on approved the re-employment list and shall be given preference for rehire over any other can- didate for his/her former position or comparable position for which the employee is qualified. Upon expiration of leave greater than one (1) year, an employee’s reassignment to active duty shall be contingent upon the existence of a vacancy for which the employee is qualified. Exceptions to the foregoing may be made in the case of an employee whose parental leave shall accrue seniority. g) A Continuing Employee who returns to work from begins during a given semester, as follows: If parental leave begins prior to October 1 or March 1 of a given semester, the employee shall be returned to the previ- ous position held prior to only at the leave or a comparable job if that job no longer existsbeginning of the following semester. A Term Employee who returns to work from If the parental leave begins on or after October 1 or March 1 of a given semester, the employee shall be returned to his previous position at the position held beginning of the following semester or of the next following semester. The above two exceptions shall apply provided that the employee notifies the Human Capital Officer of his inten- tion at least twenty (20) calendar days prior to the leave provided the expiry date start of the leave does not exceed the specified termination date semester of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavehis planned return.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up 32.1 Parental Leave shall be granted to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation employees in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement respect of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for birth or the legal adoption of a child. d32.2 All leave entitlements relating to the birth of a child shall also apply to adoption of a child. In the case of adoption, the date of placement shall be deemed equivalent to the date of birth. In the case of adoption, either parent may be considered as the primary care giver. 32.3 Employees, other than casual employees, who have completed at least 12 months continuous paid service prior to the commencement of Parental Leave shall be granted Parental Leave, subject to the conditions contained in this clause. 32.4 Employees who have not completed at least 12 months continuous paid service are not entitled to Parental Leave but may submit an application for leave without pay. Such applications will be dealt with on a case by case basis. 32.5 A female employee or the primary care giver in an adoptive arrangement shall be entitled to Parental Leave with pay at the ordinary rate: (i) While on Where the absence exceeds 12 weeks - for the first 12 weeks of that absence; and (ii) Where the absence is less than 12 weeks for the whole of that absence. Provided that, where the absence exceeds 24 weeks, and if requested by the employee, payment for parental leave may be made at half-pay for the first 24 weeks of the absence. 32.6 Employees are entitled to a total of 104 weeks unpaid or paid parental leave, consistent with clause 32.5, commencing from the date of birth, or placement of the child. 32.7 Employees who wish to take Parental Leave shall give the employer not less than four weeks' written notice of the proposed commencement date of Parental Leave. Such notice shall specify the date on which the employee receiving supplementary intends to return to work, and shall be supported by evidence of the anticipated date of birth or placement of the child. Employees are also required to provide a statutory declaration demonstrating a parental relationship to the child. In cases where both parents are in employment, a statutory declaration setting out the leave benefits arrangements made with their respective employers is required. In cases where the Applicant is the only parent employed, the statutory declaration should state this fact. Any variations to the nominated date of return to work require 4 weeks notice. 32.8 The total absence on Parental Leave shall continue to participate in not exceed 104 weeks from the University benefit plans date of commencement of such leave. Applications for further periods of leave without pay may be made under the Pulse existing guidelines for leave without pay. 32.9 Employees engaged on a normal costpart-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary time basis who are eligible for paid parental leave benefits, shall be entitled to payment for that leave pro rata to the Employer shall continue to pay the employer share fraction of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumstheir employment. e) The Employer will maintain the employee’s annual and sick leave credits while they’re 32.10 Payment for Parental Leave shall be made on parental leave. The employee will be credited with vacation leave credits accrued regular pay days falling during the leave period upon the employee’s return from of paid parental leave. f) An 32.11 In lieu of unpaid Parental Leave, an employee on approved parental may be granted available annual leave shall accrue seniority. g) A Continuing Employee who returns to work from parental and/or long service leave shall be returned standing to the position held prior to employee's credit at the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date commencement of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave such leave; provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended absence on parental leave shall not exceed 52 weeks in respect of any one confinement or adoption. 32.12 All leave entitlements shall continue to accrue in accordance with the total amount that would have been agreement during any period of paid had the employee chosen the standard parental leave. 32.13 For the purposes of long service leave, any period of parental leave counts as service. Parental Leave without pay taken in these circumstances does not count as service for incremental purposes. Periods of parental leave at full pay and at half pay are to be regarded as service for incremental progression. 32.14 Except in the case of employees who have completed ten years' service, any period of parental leave without pay does not count for long service leave purposes but does not break continuity of service for the purposes of long service. Where the employee has completed ten years' service, parental leave without pay shall count as service provided such leave does not exceed six months in which case the whole period of leave without pay shall not count as service. Parental leave without pay taken in these circumstances does not count as service for incremental purposes. Periods of parental leave at full pay and at half pay are to be regarded as service for incremental progression. 32.15 A public holiday which falls during a period of paid parental leave shall count as part of that leave. An employee shall be paid at the same rate for that day as the rate paid for the period of parental leave in which it falls. 32.16 Pregnant employees shall normally commence parental leave no later than 4 weeks prior to the anticipated date of the birth. Parental Leave may commence up to 20 weeks prior to the anticipated date of the birth or placement. 32.17 Where a pregnant employee continues to work during the last 4 weeks before the anticipated date of birth, medical certificates indicating fitness to undertake duties may be required. Where an employee seeks to recommence work earlier than six weeks after the date of birth of the child, a medical certificate indicating fitness to undertake duties may be required. 32.18 Except for 1 week at the time of the birth or placement of the child the parents may not normally be on parental leave at the same time. 32.19 A female employee whose child is stillborn may elect to take available sick leave following the birth, subject to the production of a suitable medical certificate. The employee may return to work earlier than planned provided that a least four weeks' notice of the return is given to the employer and she provides a medical certificate stating that she is fit to return to work.

Parental Leave. a) Birth mothers Parental leave will be granted in accordance with the provisions of the Employment Standards Act except where amended in this provision. b) An employee who take maternity is a parent of a child is entitled to a leave are entitledof absence without pay following the birth of a child or the child coming into the employee’s custody, upon requestcare and control for the first time, except where amended in this provision. c) An employee may begin parental leave no later than seventy-eight (78) weeks after the day the child is born, or comes into the employee’s custody, care and control for the first time. d) An employee who has taken pregnancy leave must begin their parental leave when their pregnancy leave ends unless the child has not come into the employee’s custody, care and control for the first time. e) An employee, who qualifies for parental leave, other than an adoptive parent, shall give written notification of at least two (2) weeks in advance of the date of the commencement of the leave and the expected date of return. f) An employee who has taken pregnancy leave under Article 21.01 is eligible to be granted a parental leave of up to sixty-one (61) weeks’ parental leave without payweeks duration, or as prescribed by legislation in force at accordance with the time the leave is taken, whichever is greater. b) A new parent Employment Standards Act. An employee who has not taken maternity leave, including an adoptive parent, pregnancy leave and who is eligible for parental leave shall be entitled to up to sixty-three (63) weeks’ parental weeks of leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leaveunder this provision. cg) The terms For the purposes of this article, parent shall be defined to include a person with whom a child is placed for adoption and conditions that apply to supplementary maternity leave benefits as outlined a person who is in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption a relationship of some permanence with a parent of a childchild and who intends to treat the child as their own. dh) While on parental leaveIn the case of adoption, the employee receiving supplementary who is an adoptive parent shall advise the Facility as far in advance as possible with respect to a prospective adoption and of having qualified to adopt a child and shall request the leave benefits shall continue to participate of absence in writing upon receipt of confirmation of the University benefit plans on a normal cost-sharing arrangementpending adoption. Benefits and benefit plan premiums will be based on If, because of late receipt of confirmation of the nominal salary. For those employees not receiving supplementary parental leave benefitspending adoption, the Employer shall continue employee finds it impossible to pay request the employer share leave of applicable staff benefit plans if absence in writing, the employee agrees to continue paying the employee share of the premiumsrequest may be made verbally and subsequently verified in writing. ei) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee Employees newly hired to replace employees who are on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall may be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave released and such release shall not exceed be the total amount that would have been paid had the employee chosen the standard parental leavesubject of a grievance or arbitration.

Parental Leave. (a) Birth mothers An Employee who becomes a parent of a child is eligible to take maternity a parental leave are entitledin accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) An Employee who has taken a pregnancy leave under Article 14.05 is eligible to be granted a parental leave, inclusive of their seventeen (17) week period of pregnancy leave, of up to fifty-two (52) weeks duration, in accordance with the Employment Standards Act. An Employee who is eligible for a parental leave who is the natural father or is an adoptive parent is eligible to be granted a parental leave for a period of up to thirty-five (35) weeks duration, in accordance with the Employment Standards Act. In cases of adoption, the Employee shall advise the Hospital as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at receipt of confirmation of the time the leave is taken, whichever is greaterpending adoption. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply Employee shall be reinstated to supplementary maternity leave benefits as outlined her former position, unless her former position has been discontinued, in 22.03 b), c), which case the Employee shall be subject to layoff. (d) Employees newly hired to replace Employees who are on approved parental leave may be released and such release shall not be the subject of a grievance or arbitration. The Hospital will outline to Employees hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such employment. (e) will also apply Seniority and credit for service for purposes of salary increment, vacation, sick leave or any other benefits under any provisions of the Collective Agreement or elsewhere shall continue to new parents who have not taken maternity leave and for accrue in accordance with the legal adoption of a child. d) While on Employment Standards Act during parental leave. In addition, the employee receiving supplementary leave benefits Employee shall be eligible to continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on in which she was participating prior to the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share commencement of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on her parental leave. The Prior to the commencement of her parental leave except where the employee has already so indicated as provided under Article 14.05 (f) above, the Employee shall indicate in writing those insured benefits including pension in which she does not wish to continue participating during the period of her leave. It will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts implicit for the extended parental leaveHospital that failure to provide such notification, in writing, by the parental leave allowance payments made Employee will indicate a desire to continue all benefits during this period, in accordance keeping with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.Section 51(1)

Parental Leave. (a) Birth mothers A NP who becomes a parent of a child is eligible to take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ a parental leave without payin accordance with the provisions of the Employment Standards Act, or as prescribed by legislation except where amended in force at the time the leave is taken, whichever is greaterthis provision. (b) A new parent NP who has not taken maternity leave, including an adoptive parent, a pregnancy leave under Article 15.07 is entitled eligible to be granted a parental leave of up to sixty-three (63) weeks duration (birth mothers who take pregnancy leave are entitled to up to 61 weeks and all other new parents are entitled up to 63 weeks’ leave), in accordance with the Employment Standards Act. A NP who is eligible for a parental leave without paywho is the natural father or is an adoptive parent may extend the parental leave for a period of up to one (1) year duration, or consideration being given to any requirements of adoption authorities. In cases of adoption, the NP shall advise the Employer as prescribed by legislation far in force at advance as possible with respect to a prospective adoption and shall request leave of absence, in writing, upon receipt of confirmation of pending adoption. If, because of late receipt of confirmation of the time pending adoption, the NP finds it impossible to request the leave is taken whichever is greaterof absence in writing, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leaverequest may be made verbally and subsequently verified in writing. (c) The terms and conditions that apply NP shall be reinstated to supplementary maternity leave benefits as outlined her or his former position, unless her or his former position has been eliminated in 22.03 b), c), which case she will be given notice of layoff pursuant to Article 14.12. (d) and e) will also apply NPs newly hired to new parents replace NP’s who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee are on approved parental leave may be released and such release shall accrue seniority. g) A Continuing Employee who returns to work from parental leave not be the subject of a grievance or arbitration. If retained by the Employer, in a permanent position, the NP shall be returned credited with seniority from date of hire subject to successfully completing her probationary period. The NP shall be credited with hours worked towards the probationary period under Article 14.01 to a maximum of 225 hours. The Employer will outline to NP’s hired to fill such temporary vacancies, the circumstances giving rise to the position held prior vacancy and the special conditions relating to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavesuch employment.

Parental Leave. (a) Birth mothers who take maternity leave are entitled, upon request, up The Employer agrees to sixty-one (61) weeks’ provide parental leave without paypay of up to thirty-seven (37) weeks to an employee, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leavereceived pregnancy leave under Article 20.1, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have and who has been employed for at least thirteen (13) weeks’ , in accordance with the University before the commencement of the Ontario Employment Standards Act. During such leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue the Dental, Basic Life Insurance, LTIP, and Supplementary Health and Hospital Insurance, including Vision/Hearing Care coverage provided under Article 21 of this agreement for a period of up to pay thirty-seven (37) weeks. Credits will continue to accumulate for this thirty-seven (37) week period. (b) To receive the employer share of applicable staff benefit plans if leave set out in Article 20.5 (a) above, an employee must supply the employee agrees to continue paying the employee share Employer with proof of the premiums. e) The Employer will maintain the employeechild’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from birth or an adoption certificate when applying for parental leave. f(a) An employee on approved entitled to parental leave shall accrue seniority. g) A Continuing Employee under Article 20.3 or 20.5 who returns provides the Employer with proof that they have applied for and is eligible to work from parental leave receive employment insurance benefits pursuant to Section 23 of the Employment Insurance Act, shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where paid an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Supplemental Unemployment Benefit Plan. (b) In respect of the period of parental leave, payments made according to the Supplemental Unemployment Benefit Plan will be prorated accordingly. consist of the following: For claritynatural fathers or adoptive parents only: (i) for the first two (2) weeks covering the employment insurance waiting period, payments equivalent to ninety-three percent (93%) of the total amount actual gross weekly pay for their classification which they were receiving on the last day worked prior to the commencement of the parental leave allowance leave, including any retroactive salary adjustment to which they may become entitled; and For natural and adoptive parents: (ii) up to a maximum of ten (10) additional weeks payments made in accordance with equivalent to the Supplementary Employment Benefit Plan during difference between the extended parental leave shall not exceed sum of the total amount that would have been paid had weekly employment insurance benefits the employee chosen is eligible to receive and any other earnings received by the standard employee, and ninety-three percent (93%) of the actual gross weekly pay for their classification which they were receiving on the last day worked prior to the commencement of the parental leave, including any retroactive salary adjustment to which they may become entitled.

Parental Leave. Parental leave will be granted in accordance with the Employment Standards Act of Ontario unless otherwise amended. (a) Birth mothers An Employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ weeks immediately preceding the date of birth of child or the date the child first came into care or custody of the Employee, shall be entitled to parental leave. (b) A "parent" includes: the natural mother or father of a child; a person with whom a child is placed for adoption and a person who is in a relationship with the University before parent of the child and who intends to treat the child as his or her own. (c) Parental leave must begin within thirty-five (35) weeks of the birth of the child or within thirty-five (35) weeks of the day the child first came into custody, care and control of the parent. For Employees on pregnancy leave, parental leave will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to eighteen (18) weeks in duration and shall, in all cases, be completed within fifty-three (53) weeks of the date the child is born, or comes into custody, care and control of a parent for the first time. (d) The Employee shall give the Employer two (2) weeks written notice of the date the leave is to begin. Parental leave ends thirty-five (35) weeks after it begins if the Employee also took pregnancy leave and thirty-seven (37) weeks after it begins if pregnancy leave not taken. If an Employee wishes to change when their leave ends, they must give the Employer a new written notice at least four (4) weeks in advance. (e) An Employee on parental leave who is in receipt of employment insurance parental leave benefits shall be paid a supplemental unemployment insurance benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings and the sum of her weekly employment insurance benefits. Such payment shall commence after the two (2) week employment insurance waiting period, if applicable, and shall continue while the Employee is in receipt of such benefits for a maximum period of ten (10) weeks. The Employee’s regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave. c) leave times her normal weekly hours. The terms and conditions that apply regular hourly rate shall be calculated to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share include all of the premiumsEmployee’s insurable earnings as defined by the Employment Insurance Act. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers An Employee who take is not eligible for maternity leave are entitled, upon request, up to sixty-as described above and who has completed one (611) year of continuous service at the time of application shall be granted leave per the provisions of the Employment Standards Code and Regulations, except as otherwise listed below, providing such leave is completed by the end of the 52nd week following the birth of the child. i. The Employee who intends to take parental leave shall provide proof of the birth of the child and shall give their Manager/Chair and Human Resources at least six (6) weeks’ parental leave without pay, or as prescribed by legislation notice in force at writing of the time expected day on which the leave is takento commence, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at specifying the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement proposed duration of the leave. c) The terms and conditions that apply ii. In the case of an Employee who is not the birth mother, s/he shall be entitled to supplementary maternity parental leave benefits as outlined pursuant to the statement in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a childArticle 23.1. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangementiii. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary An Employee who commences parental leave benefits, may continue all benefits they are enrolled in prior to the Employer shall continue leave subject to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share provisions of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on Benefits Carrier during their parental leave. The employee will payment of benefit premiums shall be credited with vacation leave credits accrued during shared between the leave period upon Board and the employee’s return from parental leaveEmployee as per Article 27.1(c), Article 27.1(d), and Article 27.1(e). f) iv. An employee on approved Employee granted leave without pay for parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave reasons shall be returned to the Employee’s former position held prior to the leave or be placed in a comparable job if position for which the Employee is qualified provided that job no longer exists. A Term the Employee who returns indicates intention to return to work by notifying the University four (4) weeks before the intended date of return. v. Service with the University continues to accrue for the duration of the parental leave, up to a maximum of one (1) year, for the purposes of vacation entitlement and Employee award only. Employees do not accrue actual vacation hours while on parental leave from the University. vi. For Employees who are parents of the same child and both are employed by Mount Royal University, only one parental leave shall be returned granted and may be shared by both parents. vii. An Employee shall be granted two (2) days leave with pay to attend to the position held prior to Employee’s spouse in the leave provided the expiry date event of the leave does not exceed the specified termination date birth of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavetheir child.

Parental Leave. aParental leaves will be granted in accordance with the provisions of the Employment Standards Act, 2000, except where amended in this Agreement. Effective on confirmation by the Employment Insurance Commission, of the appropriateness of the Hospital’s Supplemental Unemployment Benefit (SUB) Birth mothers plan and retroactive to date of confirmation by the Employment Insurance Commission, an employee who take maternity is on parental leave are entitledas provided under this Agreement and who is in receipt of Employment Insurance Parental Benefits pursuant to Section 22 of the Employment Insurance Act, 1996, shall be paid a supplemental unemployment benefit. Such payments shall be contingent upon requestproviding to CAMH proof that he or she is in receipt of employment insurance benefits pursuant to the Employment Insurance Act, up (Canada). In respect of the period of parental leave, payments made according to sixty-the Supplementary Unemployment Benefit Plan will consist of the following: (i) for the first one (611) weeks’ parental leave without payweek, payments equivalent to eighty-four percent (84%) of the actual weekly rate of pay for his or as prescribed by legislation in force at her classification, which he or she was receiving on the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled last day worked prior to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c(ii) The terms and conditions that apply up to supplementary maternity leave a maximum of thirty-four (34) additional weeks, payments equivalent to the difference between the sum of the weekly EI benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee is eligible to receive and any other earnings received by the employee, and eighty-four percent (84%) of the actual weekly rate of pay for his or her classification, which he or she was receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held last day worked prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date commencement of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still existsleave. Where an employee opts elects to receive parental leave benefits pursuant to Section 12(3)(b)(ii) of the Employment Insurance Act, the amount of any Supplemental Unemployment Benefit payable by the Hospital will be no greater than what would have been payable had the employee elected to receive the parental leave pursuant to Section 12(3)(b)(i) of the Employment Insurance Act. (iii) where the employee provides proof that he or she is receiving an additional five (5) weeks of Employment Insurance because of a physical, psychological or emotional condition of the child requiring longer parental care, then the employee will also receive an additional five (5) weeks of supplement as provided for in (b) above, (iv) the employee does not have any vested rights except to receive payments for the extended covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. An employee upon written notice to CAMH at least four (4) weeks before she is scheduled to return from parental leave may extend the parental leave by an additional seventeen (17) weeks. It is understood that during any such extension of the parental leave, credit for service and seniority shall be suspended during such leave and the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated employee’s anniversary date adjusted accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had In addition the employee chosen will become responsible for full payment of subsidized employee benefits in which he or she is participating for the standard parental leaveperiod of the absence.

Parental Leave. a41.4.1 An Employee who has completed her probationary period shall be granted Maternity Leave to a maximum of eighteen (18) Birth mothers who take maternity weeks. The leave are entitled, upon request, may commence up to sixtytwelve (12) weeks preceding the estimated date of delivery. The leave will include a period of at least six (6) weeks after the delivery. DynaLIFE will also grant additional leave of absence for a maximum of fifty-one two (6152) weeks leave. Request for an extension due to ill health of the mother or the child shall not be unreasonably denied. Such extension, when granted, shall not exceed an additional six (6) months. 41.4.2 A pregnant Employee will give as much advance written notice as possible. If an Employee is not able to provide six (6) weeks’ ' notice for a maternity leave, she shall give not less than two (2) weeks' written notice with a medical certificate. The notice must contain start and end date of the leave. A medical certificate certifying that she is pregnant and giving the estimated date of delivery will be forwarded to Human Resources along with the written notice. An Employee, with the agreement of her manager, may shorten the duration of the six (6) week period after the actual date of delivery by providing Human Resources with a medical certificate indicating that resumption of work by the Employee will not endanger her health. 41.4.3 An Employee who wishes to resume her employment at the end of the maternity/parental leave without payto which she is entitled must give her manager/Human Resources four (4) weeks' written notice of the day on which she intends to resume employment, or as prescribed by legislation and DynaLIFE will reinstate her in force the position she occupied at the time her maternity leave commenced, or provide her with alternative work of a comparable nature, at not less than the leave is taken, whichever is greatersame wages and other benefits that had accrued to her to the date that she commenced maternity leave. b) 41.4.4 A new parent pregnant Employee, who has not taken presents medical evidence from her physician that continued employment in her present position may be hazardous to herself or to her unborn child, may request a transfer to a more suitable position if one is available. DynaLIFE will, wherever possible, attempt to find a suitable position; however, where no suitable position is available, the Employee may request maternity leave as provided above. 41.4.5 Contributions to the group RRSP may be waived during an extended leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of and benefits do not accrue during the leave. c41.4.6 A father-to-be who has completed his probationary period shall upon written request be granted an unpaid leave to commence two (2) The terms weeks prior to the delivery or such shorter period as may be mutually agreed between the Employee and conditions that apply DynaLIFE. Such leave shall be without pay and benefits and shall not exceed fifty-two (52) weeks. Six (6) weeks written notice of the day on which he intends to supplementary maternity resume employment with DynaLIFE shall be given, and DynaLIFE will reinstate him in the position he occupied at the time his leave benefits as outlined in 22.03 b)commenced, c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption or provide him with alternative work of a child. d) While on parental leavecomparable nature, and not less than the employee receiving supplementary leave same wages and other benefits shall continue that had accrued to participate in him to the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental date that he commenced leave. f41.4.7 Group benefit coverage may continue for up to twelve (12) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave months provided the expiry date Employee pays both the Employee and Employer portions of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavebenefit premium costs.

Parental Leave. (a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent nurse who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ weeks and who is a parent of a child is entitled to parental leave without pay following the birth of the child or the coming of the child into the custody, care and control of a parent for the first time. Such nurse shall be entitled to sixty-three (63) weeks (provided the employee did not take pregnancy leave) of parental/adoption leave of absence without pay in accordance with the University before the commencement provisions of the leaveEmployment Standards Act of Ontario as may be amended from time to time, except as hereunder set out in this article. (b) A nurse will endeavour to provide as much advance notice in writing as possible, in any event, at least two (2) weeks in advance of the date the parental leave is to commence and end. Such leave must commence no later than seventy-eight (78) weeks after the child was born or came into the custody, care and control of the parent. (c) The terms and conditions that apply nurse shall re-confirm their intention to supplementary maternity leave benefits as outlined return to work or may request changes to the dates originally approved by written notification to be received by the Employer at least four (4) weeks in 22.03 b), c), advance thereof. The nurse shall be reinstated to their former position unless the position has been discontinued in which case they shall be placed in a comparable position. (d) Seniority and service shall continue to accrue during parental leave; however, the nurse will not be paid for named holidays occurring during such leaves of absence. Absence for parental/adoption leave shall be considered as service for the purpose of entitlement to increased vacation and sick leave credits. (e) will also apply to new parents who have not taken maternity leave and for During the legal nurse's parental/adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits nurse shall continue to participate in the University staff pension and benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental in which they are enrolled immediately prior to commencing their leave benefits, unless they give the Employer five (5) weeks advance written notice before their leave is to commence that they do not intend to do so. The nurse shall continue be required to pay the employer prepay their share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the any premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. (f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work nurse returning from parental leave shall be returned to paid at the position held same step in the salary scale that they had attained prior to going on such leave of absence. Should an anniversary increment fall during such leave of absence, the nurse shall receive their anniversary increment upon their return to employment. (g) A nurse newly hired to replace nurses who are on approved parental/adoption leave may be released and such release shall not be the subject of a grievance or a comparable job if that job no longer existsarbitration. A Term Employee who returns to work from parental leave If retained by the Employer, the nurse shall be returned to the position held prior to the leave provided the expiry credited with seniority from date of hire subject to successfully completing the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveprobationary period.

Parental Leave. a) Birth mothers An employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen 3) weeks immediately preceding the date of the birth of the child or the date the child first came into care or custody of the employee, shall be entitled to Parental Leave. A "parent" includes: the natural mother or father of the child, a person with whom a child is placed for adoption and a person who is in a relationship the parent of the child and who intends to treat the child as his or her own. Parental Leave must begin within thirty-five (1335) weeks’ with weeks of the University birth of the child or within thirty-five (35) weeks of the day the child came into the custody, care and control of the parent. For employees on pregnancy leave, parental leave will begin after pregnancy leave expires. Parental Leave shall be granted for up to eighteen (18) weeks in duration. The employee shall give the Employer two (2) weeks notice before the commencement date the leave is to begin. Parental Leave ends eighteen (18) weeks after it began or on the earlier day if the employee gives the Employer at least four (4) weeks written notice of that day. During the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption period of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefitsmaximum of eighteen (1 8) weeks, the Employer shall continue to pay the employer share Employer's portion of applicable staff benefit plans benefits as prescribed by the Standards Act if the employee agrees elects, in writing, to continue paying the employee her share of the premiums. e) The Employer will maintain . If deductions for the employee’s annual and sick leave credits while they’re 's share of the premiums are required, the employee shall such payments to the Employer on parental or before the first day of each month for the duration of the leave. The employee Should such payment not be received, it is understood that benefit coverage will be credited with vacation leave credits accrued terminated. Credits for service for the purpose of salary increments, vacation, or any other benefit included and prescribed under the Standards Act shall continue and seniority shall accumulate during the leave period upon to a maximum of eighteen (1 8) weeks. For the employee’s return purpose of Parental Leave, the provisions under the Pregnancy Leave shall also The Employer may grant a leave of absence if an employee requests it in writing from parental leave. f) An employee on approved parental the Administration and if the absence for leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to is for good and legitimate reason and does not unreasonably interfere with the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date efficient operation of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavehome.

Parental Leave. (a) Birth mothers who Parental Leave (birth related leave and adoption related leave) will be in accordance with the provisions contained in the National Employment Standards (NES) (Division 5 – Parental Leave and Related Entitlements). (b) In addition to the Parental Leave provisions contained in the NES and Paid Parental Leave paid by the Australian Government, the following shall apply. (c) Where a permanent Employee is eligible to access unpaid parental leave under the NES, the employee shall be entitled to take maternity one of the following types of paid parental leave: (d) Paid Parental Leave – where the employee will be the primary carer of the child at the birth or adoption of the child – 12 weeks paid leave are entitled, upon request, at ordinary pay from the date the parental leave commences. Parental leave may commence up to sixtysix weeks prior to the expected date of birth. (e) Paid Partner Leave – where the employee is the partner and non-one primary carer of (61f) weeks’ Maternity leave may commence up to nine weeks prior to the expected date of birth. It is not compulsory for an Employee to take this period off work. However, if an Employee decides to work during this period, it is subject to the Employee being able to satisfactorily perform the full range of normal duties. A request for evidence to support the health and well-being of the parent and the expected child may be requested by the Employer if the Employee would like to continue to work beyond the six (6) weeks pre-birth. (g) Such leave may be paid: (i) On a normal fortnightly basis; or (ii) At the rate of half pay over a period of twenty-four (24) weeks on a regular fortnightly basis. (iii) Annual and/or long service leave credits can be combined with periods of parental leave without payon half pay to enable an Employee to remain on full pay for that period. (h) An Employee must give their Employer written notice of the taking of parental leave. The notice must be given to the Employer at least ten (10) weeks before starting the leave, or if that is not practicable - as prescribed by legislation in force at soon as practicable. The notice must specify the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement intended start and end dates of the leave. c(i) The terms and conditions Any person who occupies the position of an Employee on parental leave must be informed that apply the Employee has the right to supplementary return to their former position. Additionally, since an Employee also has the right to vary the period of her maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal or adoption of a child. d) While on parental leave, offers of temporary employment should be in writing, stating clearly the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share temporary nature of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leavecontract of employment. The employee will duration of employment should also be credited with vacation leave credits accrued during set down clearly, to a fixed date or until the leave period upon the employee’s Employee elects to return from parental leaveto duty, whichever occurs first. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. aPursuant to M.G.L. C. 149, §105D, every full-time employee is entitled to eight weeks of unpaid leave for the purposes of giving birth, or for the court-ordered placement of a child under the age of 18 or under the age of 23 if the child is mentally or physically disabled, or for adoption if he or she complies with the following conditions: 1. She or he has completed at least three (3) Birth mothers who take maternity leave are entitled, upon request, up to sixtyconsecutive months of employment as a full-one time employee. 2. She or he gives at least two (612) weeks’ parental leave without pay, notice in writing of his or her expected departure date and notice that she or he intends to return to the job or as prescribed by legislation in force at soon as practicable if the time reasons for the leave is taken, whichever is greaterdelay are beyond the employee’s control. b) A new parent who has not taken maternity 3. If two employees give birth or adopt the same child, the two employees are entitled to an aggregate of eight (8) weeks of leave, including an adoptive parent, . 4. She or he is entitled to up return to sixty-three (63) weeks’ the same or a similar position without loss of status, pay, length of service credit and seniority, for which she or he was eligible on the date the leave commenced. However, Lincoln Public Schools will not be required to restore an employee on parental leave without pay, to the previous or as prescribed by legislation a similar position if other employees of equal length of service credit and status in force at the time the leave is taken whichever is greater, provided they same or similar positions have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and laid off due to economic conditions that apply to supplementary maternity leave benefits as outlined or other changes in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain operating conditions affecting employment during the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f5. Parental leave is without pay; all employees welcoming new children into their families are entitled to eight weeks of unpaid Parental Leave. Employees welcoming new children into their families may use accumulated family illness, vacation (if applicable), sick and personal days to receive pay for up to twenty-five (25) An days of paid Parental Leave. Any employee on with a documented medical need, one that qualifies for FMLA, may request approval of fifteen (15) additional paid Parental Leave days utilizing accumulated family illness, vacation (if applicable), sick and personal days, supported by medical evidence as shall be required by the Superintendent and consistent with the parties’ collective bargaining agreement. FMLA leave may be approved parental leave shall accrue seniorityto care for the employee’s self, a spouse or a child with proper notification from a health care provider. g6. The parties recognize that the Family Medical Leave Act (FMLA), as amended, may establish rights different from those expressed in this article. To the extent that this is true, the greater of those rights (i.e., FMLA rights vs. rights under this article) A Continuing Employee who returns to work from parental leave shall will control, but those greater rights will not be returned in addition to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavelesser rights.

Parental Leave. a6.7.1 This clause must be read with reference to the provisions of Schedule 12 (Paid maternity leave), and Schedule 10 (Family leave) Birth mothers who take of this Agreement. 6.7.2 Paid maternity or adoption leave – Continuing employees a. All female employees engaged on a continuing contract of employment shall be entitled to fourteen (14) weeks paid maternity leave on full pay or, if they are entitledthe primary care giver, upon request, up to sixty-one fourteen (6114) weeks’ parental weeks paid adoption leave without on full pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. bb. All male employees engaged on a continuing contract of employment will be entitled to fourteen (14) A new parent who has not taken weeks paid adoption leave on full pay where that employee will be the primary care giver for the child. c. The period of paid maternity leave or paid adoption leave will be the period of fourteen (14) weeks immediately following the date of commencement of leave. d. This period of paid leave, including an adoptive parentprescribed in clauses 6.7.2 (a), is entitled to up to sixty-three (63b), and (c) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement will be exclusive of any paid school vacation period and inclusive of public holidays which may fall during the leave. ce. The federal government’s paid parental leave scheme, implemented consistent with the legislation, shall not diminish the provisions of this clause. f. Superannuation and all other employee entitlements, continue to accrue during the employer-funded part of an employee’s period of paid parental leave referred to in clause 6.7.2 (a) and (b) above. g. As described in clause 6.7.4 below, employees may access leave without pay in accordance with provisions of the Schedule 10 (Family leave). The terms period of paid maternity/adoption leave will be included as part of the leave an employee is entitled to access in accordance with clause 6. h. Where an employee who is already on parental leave becomes pregnant and conditions that apply is otherwise eligible to supplementary receive paid maternity leave, she will be entitled to subsequent period(s) of paid maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply without any requirement to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leavefirst return to work. In such circumstances, the employee receiving supplementary leave benefits shall continue to participate in must still abide by the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on existing notification procedures when applying for the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share subsequent period of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The subsequent period of maternity leave is deemed to commence on the subsequent date of confinement or the end date of the prior period of parental leave, whichever is the sooner. Clause 6.7.2 (h) will, for Brisbane Catholic Education, commence 1 January 2013 such that an employee accessing any subsequent periods of maternity leave commencing on or after 1 January 2013 will be eligible to receive the payment as outlined in clause 6.7.2 (h). 6.7.3 Paid parental leave at half pay a. Paid parental leave may be accessed at half pay. In such circumstances the employee will be credited with vacation entitled to double the period of leave credits accrued during the leave period upon the employee’s return from parental leavewhich would otherwise be applicable. f) An employee on approved b. The period of paid parental leave shall accrue seniorityat half pay will be paid for at half the rate which would have been applicable if the employee was not accessing paid parental leave at half pay. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. c. Where an employee opts for the extended parental leave, the accesses paid parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan at half pay that employee will accrue all leave entitlements on a pro rata basis. d. Where an employee accesses paid parental leave at half pay and where a salary packaging agreement exists, this agreement will be prorated accordinglyhonoured or renegotiated. For clarity, Any associated costs will be borne by the total amount employee consistent with current salary packaging arrangements. e. A period of paid parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan at half pay will be inclusive of public holidays. A public holiday occurring during the extended a period of paid parental leave shall not exceed at half pay, and which falls on a day on which the total amount that subject employee would otherwise work, will be paid for at half the rate which would have been paid had applicable if the employee chosen was not accessing paid parental leave at half pay. f. The following provisions will apply to teachers who access paid parental leave at half pay: have been applicable if the standard employee was not accessing paid parental leaveleave at half pay.

Parental Leave. b) An Employee who does not apply for leave of absence under 17:02 (a) Birth mothers (i) and who take maternity leave are entitled, upon request, up is otherwise entitled to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity pregnancy leave, including an adoptive parent, is shall be entitled to up to sixty-three and shall be granted leave of absence in accordance with 17:02 (631) weeks’ parental leave without pay(a) (i) upon providing the Employer, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement expiry of two (2) weeks after she ceased to work, with a certificate from a legally qualified medical practitioner stating that she was not able to perform the leaveduties of her employment because of a medical condition arising from her pregnancy, and giving the estimated day upon which, in his/her opinion, delivery will occur , or, the actual date of her delivery. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for During the legal adoption period of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share Employer’s portion of applicable staff benefit plans medical, dental, group life, and other benefits included and prescribed by the Employment Standards Act if the employee agrees Employee elects, in writing, to continue paying the employee her share of the premiumspremiums and pays her portion by the fifteenth (15th) of the month that the premiums are due. d) An Employee who intends to resume her employment on the expiration of the leave of absence granted to her under this Article shall so advise the Employer when she requests the leave of absence. On her return to work the Employer shall reinstate the Employee to her position or provide her with alternative work of a comparable nature at not less than her wages at the time her leave of absence began. All Employees who fill vacancies as a result of the above absence shall likewise be returned to their former permanent positions. e) The When the Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued has suspended or discontinued operations during the leave period of absence and has not resumed operations upon the employee’s return from parental leaveexpiry thereof, the Employer shall upon resumption of operations, reinstate the Employee to her employment or to alternate work in accordance with the established seniority system or practice of the Employer in existence at the time the leave of absence began and in the absence of such a system or practice shall reinstate the Employee in accordance with the provisions of 17:02 (d). f) An employee on approved parental Such absence is not an illness under the interpretation of this Agreement, and sick leave shall accrue senioritybenefits can not be used. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts Credits for service for the extended purpose of salary increments, vacations, or any other benefit included and prescribed under the Employment Standards Act shall continue and seniority shall accumulate during the leave. Upon expiry of seventeen (17) weeks pregnancy leave, an Employee may immediately commence parental leave, as provided under the parental leave allowance payments made Parental Leave provisions of this Agreement. The Employee shall give the Employer at least two (2) weeks’ notice in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount writing that would have been paid had the employee chosen the standard she intends to take parental leave.

Parental Leave. (a) Birth mothers who take maternity An employee shall be granted a parental leave are entitlednot to exceed six (6) months when the employee becomes a biological parent or a child is placed in the employee's home pending adoption; ▇▇▇▇▇▇ care is not covered under parental leave but is provided through the FMLA provisions in accordance with Section 17.6. (b) The period of parental leave will normally begin no sooner than two (2) weeks prior to the date of the child’s expected arrival, upon requestunless prescribed by the attending physician for a stated medical condition. (c) At the request of the employee, up he or she shall be permitted to sixty-one use accrued annual leave for all or part of the parental leave. (61d) weeks’ When the employee is the child’s biological parent: (1) the employee shall be permitted to use accrued sick leave for two weeks prior to the anticipated delivery date and six weeks after the delivery date for vaginal delivery or eight weeks after the delivery date for delivery other than vaginal provided that a UCF Medical Certification Form has been provided that states that the employee cannot work or the employee is needed to assist the biological mother with basic medical or personal needs, safety, transportation, or to provide psychological support; (2) use of additional sick leave, beyond that provided for in the preceding paragraph, shall be permitted as necessary for the health of the employee or child if a UCF Medical Certification Form has been provided that states that the employee cannot work or the employee is needed to assist the biological mother with basic medical or personal needs, safety, transportation, or to provide psychological support; and (e) When the employee is not the child’s biological parent, parental leave shall normally be leave without pay; however, use of accrued sick leave shall be granted when a UCF Medical Certification Form has been provided that states that the child has a serious health condition or state that the employee is needed to provide basic medical or personal needs, safety, transportation, or as prescribed by legislation to provide psychological support. For adoption, documentation is also required to show that the child has been placed in force the employee’s home. (f) If the employee normally has an instructional assignment then, at the time request of the employee and with the permission of the employee’s supervisor: (1) the assignment may be changed to a non-instructional assignment for the academic semester during which the child is expected to arrive; or (2) the parental leave may be structured to begin at the start of academic semester during which the child is taken, whichever is greaterexpected to arrive. b(3) When an employee has exhausted parental leave and has used their FMLA entitlement prior to the end of the semester in which the child was born, an unpaid personal leave of absence may be granted until the end of the semester. A new parent who has not taken maternity Leave of Absence Request Form is required for a Personal Leave of Absence. While on an unpaid personal leave, including an adoptive parentthe employee may be required to pay the full premium cost for health and life insurance. (g) Following the submission of a Medical or Parental Leave Request Form and a UCF Medical Certification Form, is entitled the president or representative shall acknowledge to up the employee in writing the period of leave to sixty-three be granted, that such leave counts against the employee's unused FMLA entitlements in accordance with Section 17.6 of this Agreement, and the date of return to employment. (63h) weeks’ At the end of the approved parental leave without pay, or as prescribed by legislation in force and at the employee's request, the president or representative shall grant part-time leave without pay for a period not to exceed one (1) year from the child’s birth or placement of the child, unless the president or representative determines that granting such leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ would be inconsistent with the University before best interests of the commencement University. (i) Any illness caused or contributed to by pregnancy, when certified by a health care provider, shall be treated as a temporary disability and the employee shall be allowed to use accrued sick leave credits when such temporary disability is certified by a health care provider. In such a case, a Medical or Parental Leave Request Form and a UCF Medical Certification Form is required. Pregnancy shall not be considered a disability. (j) Upon agreement between the employee and the University, intermittent FMLA leave or a reduced work schedule may be approved for the birth of the employee's child or placement of a child with the employee for adoption in accordance with Section 17.6. (k) The employee must provide a UCF Intent to Return to Work and Medical Release Form when returning to work after delivery of a child. The Release Form must state that she is physically fit to return to work at the end of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. (a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without payThe Chief Administrative Officer, or as prescribed by legislation in force at his/her designate shall grant a leave-of-absence without pay for the time the leave is taken, whichever is greater. b) A new parent employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for with ADSAB at least thirteen (13) weeks’ weeks prior to qualifying for parental leave under the provisions of the Employment Standards Act. (b) The leave-of-absence shall be in accordance with the University before the commencement provisions of the leave. c) The terms Employment Standards Act. Vacation credits, seniority and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall service continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued accrue during the leave period upon the employee’s return from parental leave. f(c) Parental leave may begin, i) no earlier than the day the child is born or comes into the custody, care and control of the parent for the first time; and ii) no later than fifty-two (52) weeks after the day the child is born or comes into the custody, care and control of the parent for the first time. iii) the parental leave of a person who takes pregnancy leave must begin when the pregnancy leave ends unless the child has not yet come into the custody, care and control of a parent for the first time. Parental leave shall end thirty-five (35) weeks after it begins or on an earlier day if the person gives the employer at least four (4) weeks written notice of that day. iv) the parental leave of a person who does not take pregnancy leave shall end thirty-seven (37) weeks after it begins, or on an earlier day if the person gives the employer at least four (4) weeks written notice of that day. (d) An employee on approved parental leave shall accrue seniorityhave their benefit coverage continued unless they elect in writing not to do so. g(e) A Continuing Employee who returns An employee entitled to work from parental leave and who provides the Employer with proof that they have applied for and are eligible to receive Employment Insurance Benefits pursuant to the Employment Insurance Act, (Canada) shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where paid an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Unemployment Benefit Plan. This benefit applies to Employees who have not received an allowance for pregnancy leave under Article 25.3, with respect to the same event. (f) In respect of the period of parental leave, payments made according to the Supplementary Unemployment Benefit Plan will be prorated accordingly. For clarityconsist of the following: (i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the total amount actual weekly rate of parental leave allowance payments made in accordance with pay for their job classification, which they were receiving on the Supplementary Employment Benefit Plan during last day worked prior to the extended parental leave shall not exceed commencement of the total amount that would have been paid had the employee chosen the standard parental leave. (ii) up to a maximum of ten (10) additional weeks, payments equivalent to the difference between the sum of the weekly EI benefits the employee is eligible to receive and any other earnings received by the employee, and ninety-three (93%) of the actual weekly rate of pay for their job classification, which they were receiving on the last day worked prior to the commencement of the parental leave. (iii) for Part-time employees the actual weekly rate will be the average of thirteen (13) weeks earnings immediately preceding the start of the parental leave. (iv) Where the employee provides proof that they are receiving an additional five weeks of Employment Insurance Benefits because of the physical, psychological or emotional condition of the child, then the employee will also receive an additional five (5) weeks of supplement as provided for in (ii) above. (v) Where, during the term of this agreement, the Employment Insurance legislation is amended to provide up to fifteen (15) weeks entitlement, then the time period in sub-section

Parental Leave. a) Birth mothers Upon written notification of at least a month prior to the start of such a leave, any staff member who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ qualifies for parental leave under the Employment Standards Act shall be entitled to leave without paypay in accordance with the Employment Standards Act in connection with the birth of their child. Such leave will include the following conditions: i) an Employee will be permitted to continue all Employee benefits during this leave of absence, or as prescribed subject to the provisions of the applicable benefit plan, provided that they continue to pay their share, if any, toward premium contributions; however, benefits during any extension under subparagraph (iv) shall only continue if the Employee assumes responsibility for payment of the full premium costs in connection with their benefit coverage; ii) full seniority credits shall continue to accrue during this leave and shall be credited immediately upon the Employee’s return to work. Vacation credits will continue to accrue during the period of absence allowable in accordance with the provisions of the Employment Standards Act for pregnancy and parental leave; iii) when such leave has been agreed to by legislation in force at the time Employer and due to unforeseen circumstances the date that the leave is takenrequired is advanced or delayed, whichever is greatersuch change in start date shall be granted; iv) an Employee may request an extension of the leave of absence provided for herein which shall be considered by the Employer having regard to the needs of the Employer. b) A new parent who has not taken maternity leaveAn Employee may, including an adoptive parentwith the consent of the Society, is entitled to up to sixty-three shorten the duration of the unpaid leave of absence requested under paragraph (63a) above by providing the Employer with four (4) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement notice of the leavetheir intention to do so. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and Society shall provide an Employment Benefit Supplement for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. efor those Employees who do not qualify for top up under 15.02 (c) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.or

Parental Leave. (a) Birth mothers Parental leave is leave which is taken because of the expected birth or birth of a child to an employee or employee's spouse or the adoption of a child by an employee. (b) An employee who take maternity leave are entitled, upon request, up to sixty-has competed twelve (12) months and at least one thousand two hundred fifty (611,250) weeks’ hours of continuous employment shall be eligible for parental leave without paysubject to the following: (1) Application for such leave shall be made in writing to the Superintendent at least thirty (30) calendar days prior to the anticipated birth of the child provided in cases where the leave must begin in less than thirty (30) days, the employee shall provide such notice as practical. (2) The employee and the Superintendent shall agree upon a plan for the commencement and termination of such leave, taking into consideration the particular time factors that pertain. In no such event shall the leave exceed the balance of the school year in which it is commenced and one additional school year. An employee who is pregnant may continue in active employment as late into her pregnancy as she desires provided she is able to properly perform her regular duties. Notwithstanding the agreed upon plan, the parental leave shall commence on the actual date of the delivery date of the child or on such a date as prescribed by legislation the employee is unable to perform all of her duties on a continuing basis, whichever shall first occur. (3) Paid sick leave shall be available for that part of the leave which is due to the physical inability to work because of the pregnancy or childbirth. If the employee's absence begins because of such physical inability, the remainder of the leave shall be unpaid. No benefits shall be applicable to the leave period except for paid sick leave described above and insurance as described in force paragraph five (5) below. Any unused accumulated sick leave available at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before of the commencement of the leaveleave shall be available upon termination of such leave and return to employment in the District. (4) If by reason of parental leave, an employee shall work less than one hundred twenty (120) days during the period of July 1 through the following June 30, the employee shall not receive a salary increase on the following July 1. (5) To the extent permitted by existing insurance contracts, an employee on parental leave may retain all existing insurance benefits which are desired by the employee by paying all premiums due on a timely basis to the Business Office. (c) The terms and conditions An employee who shall adopt a child shall likewise qualify for parental leave as herein set forth, provided that apply a notice of intent to supplementary maternity adopt be given to the Superintendent at least thirty (30) days before the beginning of such a leave. If placement of a child requires that leave benefits must begin in less than thirty (30) days, the employee shall provide such notice as outlined in 22.03 b), c), soon as practical. (d) A male employee shall be entitled to a parental leave of absence. Such leave shall be unpaid and e) will also apply shall be subject to new parents who have not taken maternity all the applicable notices and other requirements of this section. Eligibility for such leave and shall arise upon the anticipated birth of a child which the employee has fathered or for the legal whom he is legally responsible or upon his adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. (e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved shall not be eligible for a successive parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had unless the employee chosen shall first return to full-time service in the standard parental leaveDistrict for at least one hundred twenty (120) compensated work days.

Parental Leave. a(c) Birth mothers An employee who take maternity does not apply for leave are entitledof absence under Article (b) (I) and is otherwise entitled to pregnancy leave, shall be entitled to and shall be granted leave of absence in accordance with Article 14.06 (b) (i) upon requestproviding the Employer before the expiry of two (2) weeks after she ceased to work, up with a certificate of a legally qualified medical practitioner stating that she was not able to sixty-one (61) weeks’ parental leave without payperform the duties of her employment because of a medical condition arising from her pregnancy, and giving the estimated day upon which, in his opinion, delivery will occur or as prescribed by legislation in force at the time the leave is taken, whichever is greateractual date of her delivery. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for During the legal adoption period of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share Employer’s portion of applicable staff benefit plans if hospital, medical, dental, group life, pension and other benefits included and prescribed by the Employment Standards Act unless the employee agrees elects, in writing, not to continue paying the employee her share of the premiumspremium. (e) The An employee who intends to resume her employment on the expiration of the leave of absence granted to her under this article shall so advise the Employer will maintain when she requests the leave of absence. If a full-time employee returns to work at the expiry of the leave, and the employee’s annual former permanent position still exists, the employee will be returned to her former job, former shift, if designated. All employees who fill vacancies as a result of the above absences will likewise be returned to their former permanent positions. (f) When the Employer has suspended or discontinued operations during the leave of absence and sick has not resumed operations upon the expiry thereof, the Employer shall upon the resumption of operations, reinstate the employee to her employment or to alternative work in accordance with the established seniority system or practice of the employer in existence at the time the leave credits while they’re on of absence began and in the absence of such a system or practice shall reinstate the employee in accordance with the provisions of Article (e). (g) Credits for service for the purpose of salary increments, vacations or any other benefit included and prescribed under the Employment Standards Act shall continue and seniority shall accumulate during the leave. (h) Upon expiry of seventeen (17) weeks pregnancy leave, an employee may immediately commence parental leave, as provided under subsection (j) of this provision. The employee will be credited with vacation leave credits accrued during shall give the leave period upon the employee’s return from Employer, at least two (2) weeks notice, in writing that she intends to take parental leave. f(i) An Effective for leaves commencing after May 1, 2006 an employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held must complete 10 months of continuous service prior to the expected date of birth to be paid a supplemental Employment Insurance Benefit. Effective upon confirmation of the SUB Plan by the Employment Insurance Commission an employee on pregnancy leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental is in receipt of Employment insurance pregnancy leave benefits shall be returned paid a supplemental Employment Insurance Benefit. That benefit will be the equivalent to the position held prior to difference between seven-five percent (75%) of her regular weekly earnings and the leave provided the expiry date sum of the leave does not exceed the specified termination date her weekly rate of the term appointmentEmployment Insurance Benefits. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarityIn any week, the total amount of parental leave allowance SUB payments made and the weekly rate of E.I. benefits will not exceed 75% of the employee’s normal weekly earnings. Such payment shall commence after the two week Employment Insurance waiting period and shall continue while the employee is in accordance with the Supplementary Employment Benefit Plan receipt of such benefits for a maximum period of forty (40) weeks. Vested Interest – employees do not have a right to SUB payments except for supplemental of E.I. benefits during the extended parental employment period as specified in the plan. The employee’s regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. Other Income – payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under this plan. The regular hourly rate shall not exceed be calculated to include all of the total amount that would have been paid had employee’s insurable earnings as defined by the employee chosen the standard parental leaveEmployment Insurance Act.

Parental Leave. a) Birth mothers 24.9.1 All Employees who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least completed thirteen (13) weeks’ with weeks of employment are entitled to parental leave without pay following the University birth of the child or the coming of the child into the custody, care, and control of a parent for the first time. The parental leave may begin no later than fifty-two (52) weeks after the day the child is born or comes into the Employee's custody, care and control for the first time, except that an Employee who has taken pregnancy leave must begin her parental leave when her pregnancy leave ends unless the child has not yet come into her custody, care and control for the first time. 24.9.1.1 An Employee’s parental leave may end thirty-five (35) weeks after it began if the Employee also took pregnancy leave and thirty-seven (37) weeks after it began, otherwise. 24.9.2 Employees planning to take parental leave must submit a written notice at least two (2) weeks before the commencement start of the leave; the Employee may shorten this leave by advising the Department Chair at least two weeks in advance. 24.9.3 Employees on parental leave continue to accumulate seniority as if they were actively at work. 24.9.4 The Employee and the employing Unit shall record in writing their joint understanding of the anticipated beginning and end dates of the leave. c) The terms and conditions that apply 24.9.5 If the end of the leave is within the existing contract, the returning Employee shall be reinstated to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and her previous position or shall be provided with alternative work of a comparable nature at the same rate of pay for the legal adoption remainder of a child. d) While on her appointment. Should the Employee return after the date of termination of the contract under which she took parental leave, the employee receiving supplementary leave benefits shall continue she will be eligible to participate apply for positions in the University benefit plans on a normal cost-sharing arrangementsemester following the start of the parental leave, as if she had been employed, without discrimination. Benefits and benefit plan premiums The start of the subsequent contract will be based on immediately following the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share end of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. (a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without payThe Chief Administrative Officer, or as prescribed by legislation in force at his/her designate shall grant a leave-of-absence without pay for the time the leave is taken, whichever is greater. b) A new parent employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for with ADSAB at least thirteen (13) weeks’ weeks prior to qualifying for parental leave under the provisions of the Employment Standards Act. (b) The leave-of-absence shall be in accordance with the University before the commencement provisions of the leave. c) The terms Employment Standards Act. Vacation credits, seniority and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall service continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued accrue during the leave period upon the employee’s return from parental leave. f(c) Parental leave may begin, (i) no earlier than the day the child is born or comes into the custody, care and control of the parent for the first time; and (ii) no later than fifty-two (52) weeks after the day the child is born or comes into the custody, care and control of the parent for the first time. (iii) the parental leave of a person who takes pregnancy leave must begin when the pregnancy leave ends unless the child has not yet come into the custody, care and control of a parent for the first time. Parental leave shall end thirty-five (35) weeks after it begins or on an earlier day if the person gives the employer at least four (4) weeks written notice of that day. (iv) the parental leave of a person who does not take pregnancy leave shall end thirty- seven (37) weeks after it begins, or on an earlier day if the person gives the employer at least four (4) weeks written notice of that day. (d) An employee on approved parental leave shall accrue seniorityhave their benefit coverage continued unless they elect in writing not to do so. g(e) A Continuing Employee who returns An employee entitled to work from parental leave and who provides the Employer with proof that they have applied for and are eligible to receive employment insurance benefits pursuant to the Employment Insurance Act, (Canada) shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where paid an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Unemployment Benefit Plan. (f) In respect of the period of parental leave, payments made according to the Supplementary Unemployment Benefit Plan will be prorated accordingly. For clarityconsist of the following: (i) for the first two (2) weeks, payments equivalent to ninety-three percent (93%) of the total amount actual weekly rate of parental leave allowance payments made in accordance with pay for their job classification, which they were receiving on the Supplementary Employment Benefit Plan during last day worked prior to the extended parental leave shall not exceed commencement of the total amount that would have been paid had the employee chosen the standard parental leave. (ii) up to a maximum of ten (10) additional weeks, payments equivalent to the difference between the sum of the weekly EI benefits the employee is eligible to receive and any other earnings received by the employee, and ninety-three (93%) of the actual weekly rate of pay for their job classification, which they were receiving on the last day worked prior to the commencement of the parental leave. (iii) for part-time employees the actual weekly rate will be the average of thirteen (13) weeks earnings immediately preceding the start of the parental leave. (iv) Where the employee provides proof that they are receiving an additional five weeks of employment insurance benefits because of the physical, psychological or emotional condition of the child, then the employee will also receive an additional five (5) weeks of supplement as provided for in (ii) above. (v) Where, during the term of this agreement, the Employment Insurance legislation is amended to provide up to fifteen (15) weeks entitlement, then the time period in sub- section (ii) will be amended accordingly. (g) Except for an employee to whom Article 25.3 applies, an employee on parental leave is entitled, upon application in writing at least two (2) weeks prior to the expiry of the leave, to a further consecutive leave of absence without pay but with accumulation of credits for not more than eight (8) weeks.

Parental Leave. a) Birth mothers who take maternity leave are entitledSubject to the provisions of the Employment Standards Act, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent a teacher who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed by the-Employer for at least thirteen (13) weeks will be entitled to a parental leave. September -August Parental leave must normally begin when pregnancy leave ends, or within fifty-two (52) weeks after the day the child is born or comes into the custody, care and control of a parent for the time. The teacher must give the Employer at least two (2) weeks written notice of the date the leave is to begin. The teacher may change the requested period of parental leave provided the teacher gives to the Employer at least four (4) weeks written notice of the day on which the. leave is to end. When requested, a pregnancy leave must be granted for up to seventeen (17) consecutive weeks’ with ; a parental leave must be granted for up to thirty-five (35) consecutive weeks, if the University before employee took a pregnancy leave, and thirty-seven (37) consecutive weeks, otherwise. Credit for experience towards salary increments and sick leave accumulation shall continue during such leaves. For the full period of any pregnancy or parental leave granted under this Article, the Employer agrees to continue its contributions to the premiums for the benefit plans in which the teacher was enrolled at the commencement of the leave. cleave unless the teacher requests otherwise, in writing. At the discretion of the Employer, pregnancy and parental leave may be granted to a teacher who has been employed with the Employer for less than thirteen (13) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption weeks. Upon expiration of a child. d) While on parental leaveleave granted under this Article, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave teacher shall be returned to given the position held prior to the leave or a comparable job leave, or, if that job position no longer exists, a comparable position at the same school, subject to the application of provisions. A Term Employee who returns For leaves granted under and the teacher shall endeavour to work from give the earliest possible notice of intent to return to duty, but must give written notice to the Principal at least (4) four weeks prior to returning to duty. An employee may request an extension of parental leave. Such extensions shall be subject to the approval of the Director. Such leave shall be returned considered to include any parental leave granted. Subject to the position held prior provisions and just cause provisions of this agreement, the Employer may not terminate or declare surplus or redundant an employee entitled to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointmentpregnancy and/or parental leave. A Replacement Employee who returns Part-time employees shall be entitled to work from pregnancy and parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary terms of the Employment Benefit Plan will be prorated accordinglyStandards Act. For clarity, Nothing in this article shall remove from an employee any entitlement under the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveStandards Act.

Parental Leave. aAfter completion of the probationary period, a leave of absence may be granted for the purpose of a nurse caring for a newborn, a newly adopted or a newly placed ▇▇▇▇▇▇ child, for a period of up to six (6) Birth mothers months without loss of benefits accrued prior to the date such leave commences. Eligible nurses (e.g., those who have worked at least 12 months and 1250 hours) who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ a parental leave without paywill be using their FMLA entitlement. If accrued PTO and EIB hours are available, a nurse must use accrued PTO and EIB hours, as provided in Employers PTO and EIB policies, as part of the Parental Leave. If accrued PTO and EIB hours are not available, the entire Parental Leave will be unpaid. Parental Leave shall be in addition to any Health Leave due to pregnancy-related disabilities. If the Employer employs both parents, the parents must split the twelve- (12) workweek FMLA entitlement between themselves. Parental Leave shall be completed within twelve (12) calendar months after the birth or as prescribed by legislation in force at placement for ▇▇▇▇▇▇ care or adoption. Provided the time the leave is taken, whichever is greater. b) A new parent who nurse has not taken maternity leavealready exhausted her/his FMLA entitlement, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed then for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption period of a child. d) While on parental leave, Parental Leave which counts toward the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefitsnurse's FMLA entitlement, the Employer and the nurse shall continue to their respective contributions towards the group medical/dental plan. Nurses who exhaust their FMLA entitlement before or during a Parental Leave may self-pay the employer share of applicable staff benefit plans if the employee agrees entire medical/dental plan premium under COBRA in order to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re such group insurance coverage during a Parental Leave. Nurses on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave Parental Leave shall be returned to their same or an equivalent job of like pay if they return at the conclusion of twelve (12) work weeks provided the nurse 's position held prior was not otherwise eliminated in a layoff. Thereafter, for the duration of any Parental Leave exceeding twelve (12) work weeks, upon requesting to return to work when there has not been a layoff, the nurse shall be offered the first available opening for which the nurse is qualified. When there has been a layoff, reinstatement will be according to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date recall provisions of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavethis Agreement.

Parental Leave. 48.1 Parental leave will be provided in accordance with the Parental Leave and Employment Protection Act 1987. 48.2 Where at the expected date of delivery (due date) or date which the employee expects to assume the care of a child with a view to adoption the employee will have completed 12 months service, the employee will be entitled to: (a) Birth mothers who take maternity 26 Weeks of primary carer leave if they are entitledthe primary carer of the child; (b) Two week’s partner’s leave if they are the partner of the child’s primary carer; (c) 52 weeks of extended leave (less the number of weeks taken as primary carer leave); and (d) Ten days’ special leave for use while they are pregnant. 48.3 Where at the expected date of delivery (due date) or date which the employee expects to assume the care of a child with a view to adoption the employee will have completed six months service, upon request, the employee will be entitled to: (a) 26 Weeks of primary carer leave if they are the primary carer of the child; (b) Two week’s partner’s leave if they are the partner of the child’s primary carer; and (c) Ten days’ special leave for use while they are pregnant. 48.4 Primary carer and extended leave may be shared with an eligible partner up to sixty-one the maximum entitlement. 48.5 Parental leave shall be granted subject to the following conditions: (61a) weeks’ All parental leave shall be granted to the employee as leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. (b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ An application for parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for must be made at least thirteen (13) weeks’ with the University one month before the commencement of the employee intends to commence parental leave. Whenever practicable a longer notice period is desirable. (c) The terms and conditions employee concerned must specify the length of time required for leave. It is the employer’s responsibility to ensure that apply to supplementary maternity existing staff/child ratios in the centre remain the same during the period of parental leave benefits as outlined in 22.03 b), c), by employing a reliever or relievers where necessary. (d) and If an employee on parental leave decides to resign, notice of that decision must be given at least one month before the leave period expires. (e) will also apply If an employee returns to new parents who have not taken maternity leave and for the legal adoption her/his employment after a period of a child. d) While on parental leave, the s/he shall maintain any service entitlements to holidays and leave as though service was unbroken, including any other service entitlement under this agreement including service entitlements under Part Three. (f) An employee receiving supplementary leave benefits shall continue returning to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary employment after parental leave benefitsshall be entitled to return to an equivalent position, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued unless there is a genuine redundancy situation during the leave period upon the employee’s return from of parental leave. f) An employee on approved parental leave shall accrue seniority. (g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, All the parental leave allowance payments made in accordance with provisions under this agreement shall also apply to employees employed for less than 10 hours per week, irrespective of the Supplementary provisions of the Parental Leave and Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of Protection Act 1987. (h) All parental leave allowance payments made provisions under this agreement shall also apply to employees who elect or are required to care in accordance with the Supplementary Employment Benefit Plan during role of parent or guardian for a child less than 12 months of age for whom the extended parental employee is not a natural or adoptive parent. (i) Parental leave shall not exceed apply, where entitlement is established, to all employees irrespective of the total amount that would have been paid had the employee chosen the standard parental leaveemployee’s gender, marital status or sexual orientation and in relation to a child to be born or, on adopting a child five years or younger.

Parental Leave. a) Birth mothers An employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ weeks immediately preceding the date of the birth of child or the date the child first came into care or custody of the employee, shall be entitled to parental leave. A "parent" includes: the natural mother or father of the child; a person with whom a child is placed for adoption and a person who is in a relationship with the University before the commencement parent of the child and who intends to treat the child as his or her own. Parental leave must begin within thirty-five (35) weeks of the birth of the child or within thirty-five (35) weeks of the day the child first came into the custody, care and control of the parent. For employees on pregnancy leave. c, parental leave will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to eighteen (18) The terms weeks in duration and conditions that apply to supplementary maternity leave benefits as outlined shall, in 22.03 b)all cases, c)be completed within fifty-three (53) weeks of the date the child is born, d) or comes into the custody, care and e) will also apply to new parents who have not taken maternity leave and control of a parent for the legal adoption of a child. d) While on parental leave, the first time. The employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, give the Employer shall continue two (2) weeks written notice of the date the leave is to pay the employer share of applicable staff benefit plans begin. Parental leave ends eighteen (18) weeks after it began or on an earlier day if the employee agrees to continue paying gives the employee share Employer at least four (4) weeks written notice of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordinglyday. For clarity, the total amount purposes of parental leave allowance payments made under Article Parental Leave, the provisions under and shall also The Employer shall grant leaves of absence to employees to attend Union Conventions, Seminars, Education Classes or other Union business. The Union agrees that such leave will not unduly affect the proper operations of the Nursing Home. In requesting such leaves of absence, the Union must give twenty- one (21) days clear notice to the Employer to be confirmed by the Union in accordance with writing. Employees on such leave of absence will be paid by the Supplementary Employment Benefit Plan Employer who will be reimbursed by the Union for the amount paid to the employees. While on unpaid Union leave of up to thirty (30) days, employees will be maintained on normal pay and benefits (including Pension), and the Union shall fully reimburse the Employer for wages, statutory benefits (i.e. El, and and Pension, but would not include Health and Welfare and Weekly Indemnity premiums (if applicable). Upon application by the Union in writing, the Nursing Home will give reasonable consideration to a request for leave of absence, without pay, to an employee elected or appointed to a full-time Union office. It is understood that not more than one employee in the bargaining unit may be on such leave at the same time. Such leave, if granted, shall be for a period of one (1) calendar year from the date of appointment unless extended for a further specific period by agreement of the parties. Seniority and service shall accumulate during such leave to the extended parental leave shall not exceed maximum provided, if any, under the total amount that would have been paid had provisions of the Collective Agreement. It will become the responsibility of the employee chosen for full payment, one (1) month in advance, of any applicable benefits in which the standard parental leaveemployee is participating during such leave of absence. It is agreed that for the purpose of coverage, such employees are deemed to be employed by the Union.

Parental Leave. (a) Birth mothers who take maternity leave are entitled, upon request, up The Employer agrees to sixty-one (61) weeks’ provide parental leave without paypay of up to thirty-seven (37) weeks to an employee, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leavereceived pregnancy leave under Article 20.1, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have and who has been employed for at least thirteen (13) weeks’ , in accordance with the University before the commencement of the Ontario Employment Standards Act. During such leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue the Dental, Basic Life Insurance, LTIP, and Supplementary Health and Hospital Insurance, including Vision/Hearing Care coverage provided under Article 21 of this agreement for a period of up to pay thirty-seven (37) weeks. Credits will continue to accumulate for this thirty-seven (37) week period. (b) To receive the employer share of applicable staff benefit plans if leave set out in Article 20.5 (a) above, an employee must supply the employee agrees to continue paying the employee share Employer with proof of the premiums. e) The Employer will maintain the employeechild’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from birth or an adoption certificate when applying for parental leave. f(a) An employee on approved entitled to parental leave shall accrue seniority. g) A Continuing Employee under Article 20.3 or 20.5 who returns provides the Employer with proof that he/she has applied for and is eligible to work from parental leave receive employment insurance benefits pursuant to Section 23 of the Employment Insurance Act, shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where paid an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Supplemental Unemployment Benefit Plan. (b) In respect of the period of parental leave, payments made according to the Supplemental Unemployment Benefit Plan will be prorated accordingly. consist of the following: For claritynatural fathers or adoptive parents only: (i) for the first two (2) weeks covering the employment insurance waiting period, payments equivalent to ninety-three percent (93%) of the total amount actual gross weekly pay for his/her classification which he/she was receiving on the last day worked prior to the commencement of the parental leave allowance leave, including any retroactive salary adjustment to which he/she may become entitled; AND For natural and adoptive parents: (ii) up to a maximum of ten (10) additional weeks payments made in accordance with equivalent to the Supplementary Employment Benefit Plan during difference between the extended parental leave shall not exceed sum of the total amount that would have been paid had weekly employment insurance benefits the employee chosen is eligible to receive and any other earnings received by the standard employee, and ninety-three percent (93%) of the actual gross weekly pay for his/her classification which he/she was receiving on the last day worked prior to the commencement of the parental leave, including any retroactive salary adjustment to which he/she may become entitled.

Parental Leave. Subject to the provisions of this Article, leave of absence not to exceed the following duration shall be provided: i) Fifty-two (52) consecutive weeks of parental leave; or ii) Fifty-four (54) consecutive weeks combined maternity and parental leave. [2017] a) Birth mothers The City will grant a leave of absence not to exceed fifty-two (52) continuous weeks to any employee who has completed seven (7) months of service with the City for the purpose of the actual care and custody of a child after becoming a natural or adoptive parent. The employee shall submit an application, in writing, stating the duration of leave requested, to their Department Head for parental leave at least four (4) weeks before the day on which leave is intended to commence except in the case of an employee intending to take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ in which case the employee shall submit their application for parental leave without pay, or as prescribed by legislation in force at the same time the leave is taken, whichever is greater.as their application for maternity leave. [2017] b) A new parent who has not taken Parental leave must commence no later than the first anniversary date of the birth or adoption of the child or the date on which the child comes into the actual care and custody of the employee. However, where an employee intends to take parental leave in addition to maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ the employee must commence the parental leave immediately on expiry of the maternity leave without pay, or as prescribed by legislation in force at a return to work after expiry of the time the maternity leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University and before the commencement of the parental leave. c) The terms and conditions that apply to supplementary maternity Parental leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity shall be considered leave and for the legal adoption of a childabsence without pay. d) While Sick leave credits will not accrue for any period of time the employee is absent on parental leave. e) The employee returning to work after parental leave shall provide the City with at least four (4) weeks of notice, in writing, prior to the date of returning to work except in the case of an employee taking more than seventeen (17) weeks of parental leave, in which case at least twelve (12) weeks of notice, in writing, shall be required. f) On return from parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on placed in a comparable position at not less than the nominal salary. For those employees not receiving supplementary same wages as their position prior to commencement of parental leave benefits, and without loss of seniority which had accumulated at the Employer shall continue to pay the employer share date of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumstheir departure. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. fg) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts remain eligible for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had promotion providing the employee chosen is available when required by the standard parental leaveDepartment.

Parental Leave. ai) Birth mothers An employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks immediately preceding the date the leave begins, shall be entitled to Parental Leave. ii) Parental Leave must begin no later than fifty-two (52) weeks after the day the child is born or comes into the custody, care and control of the parent. For employees on Pregnancy Leave, Parental Leave will begin immediately after Pregnancy Leave expires. Parental Leave shall be granted for up to thirty-five (35) weeks in duration if the employee also took Pregnancy Leave and thirty-seven (37) weeks in duration if she did not. iii) The employee shall give the Employer one (1) month written notice of the date the leave is to begin unless exempt under the Employment Standards Act. Parental Leave ends thirty-five (35) weeks after it began if the employee also took Pregnancy Leave and thirty-seven (37) weeks after it began if the employee did not, or on an earlier day if the employee gives the Employer at least four (4) weeks’ with written notice of that day. An employee who is on Parental Leave as provided under this Agreement and has applied for and is in receipt of Employment Insurance Parental benefits pursuant to the University before Employment Insurance Act, shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty- four percent (84%) of her regular weekly earnings and the sum of her weekly Employment Insurance benefits and any other earnings. Such bi-weekly payment shall commence following receipt by the Employer of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance Pregnancy/Parental benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of ten (10) weeks. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave. c) leave times her normal weekly hours. The terms and conditions that apply normal weekly hours for a part-time employee shall be calculated by using the same time period used for calculation of the Employment Insurance benefit. The employee does not have any vested right except to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and receive payments for the legal adoption covered employment insurance period. The plan provides that payments in respect of a child. d) While on parental leave, guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangementplan. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the The Employer shall continue to pay the employer share percentage in lieu of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain benefits for part-time employees and casual employees based on the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during normal weekly hours for the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date full duration of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveParental Leave.

Parental Leave. aParental leaves will be granted in accordance with the provisions of the Employment Standards Act (Ontario). 13.7.1 An employee who is a parent of a child is entitled to a leave of absence without pay following the birth of a child or the child coming into the employee’s custody, care and control for the first time, except where amended in this provision. 13.7.2 An employee may begin parental leave no later than fifty-two (52) Birth mothers weeks after the day the child is born, or comes into the employee’s custody, care and control for the first time. 13.7.3 An employee who take maternity has taken pregnancy leave are entitledmust begin her parental leave when her pregnancy leave ends unless the child has not come into the employee’s custody, upon requestcare and control for the first time. 13.7.4 An employee, who qualifies for parental leave, other than an adoptive parent, shall give written notification of at least two (2) weeks in advance of the date of the commencement of such leave and the expected date of return. 13.7.5 An employee who has taken pregnancy leave under Article 13.6 is eligible to be granted a parental leave of up to sixtythirty-one five (6135) weeks’ parental leave without payweeks duration, or as prescribed by legislation in force at accordance with the time the leave is taken, whichever is greater. b) A new parent Employment Standards Act. An employee who has not taken maternity pregnancy leave and who is eligible for parental leave shall be entitled to thirty-seven (37) weeks of leave under this provision. 13.7.6 For the purposes of this Article, parent shall be defined to include a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with a parent of a child and who intends to treat the child as his or her own. 13.7.7 In the cases of adoption, the employee who is an adoptive parent shall advise the Employer as far in advance as possible with respect to a prospective adoption and of having qualified to adopt a child, and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the employee finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. 13.7.8 Credits for service and seniority shall accumulate for a period of up to thirty-five (35) weeks after the parental leave began, if the employee also took pregnancy leave, including an adoptive parent, is entitled to up to sixtyand thirty-three seven (6337) weeks’ weeks after the parental leave without pay, or as prescribed by legislation in force at the time the leave began otherwise while an employee is taken whichever is greater, provided they on parental leave. (Note: 37 weeks includes 2 week waiting period which would have been employed for at least thirteen (13) weeks’ served if consecutive with the University before the commencement of the pregnancy leave). c) The terms and conditions that apply 13.7.9 Subject to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply any changes to new parents who the employee's status which would have occurred had he or she not taken maternity leave and for the legal adoption of a child. d) While been on parental leave, the employee receiving supplementary leave benefits shall continue be reinstated to participate her former duties, on the same shift in the University benefit plans on a normal cost-sharing arrangement. Benefits same department, and benefit plan premiums will be based on at the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share same rate of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumspay. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. (a) Birth mothers who take maternity Parental leave are entitledwill be granted in accordance with the provisions of the Employment Standards ▇▇▇ ▇▇▇▇, upon request, except where amended in this provision. The service requirements for eligibility for parental leave shall be thirteen (13) weeks of continuous service. (b) The Employer agrees to provide a parental leave of up to sixtythirty- five (35) weeks for the birth mother and thirty-one seven (6137) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave weeks for an employee who is taken, whichever is greater. b) A new parent who has not taken maternity leavea parent, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, following the birth of a child or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. (c) It is agreed that the union and the bargaining unit employees shall not be disadvantaged in any way by the amendments to the Ontario Employment Standards ▇▇▇ ▇▇▇▇ and Regulations. For greater clarity, the Collective Agreement provisions shall prevail. Where this Collective Agreement provides an employee(s) with a greater right, benefit, term or condition for parental leave that specific right(s), benefit(s), term(s) or condition(s) in question in the Agreement shall prevail. (d) While In the event the Ontario Employment Standards Act 2000 and Regulations are amended to provide a greater right, benefit, term or condition to an employee(s) with respect to pregnancy and parental leave than that which existed on March 31, 2000, each of such amended provisions shall be incorporated within this Collective Agreement. (e) An employee who qualifies for parent leave, other than an adoptive parent, shall give written notification at least two (2) weeks in advance of the date of commencement of such leave and the expected date of return. (f) An employee who is an adoptive parent shall advise the Employer as far in advance as possible of having qualified to adopt a child, and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of pending adoption the employee finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (g) An employee who is an adoptive parent may extend the parental leave for a period of up to twelve (12) months duration maximum, as may be required by the adoption agency concerned. Written notice by the employee for such extension will be given at least two (2) weeks prior to the termination of the initially approved leave. (h) An employee shall reconfirm his/her intention to return to work on the date originally approved in Article 26:04 (e) above by written notification received by the Employer at least two (2) weeks in advance thereof. (i) An employee who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 18 of the Employment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of their regular weekly earnings and the sum of their weekly Employment Insurance benefits. Such payment shall commence following completion of the two week employment Insurance waiting period, and receipt by the Employer of the employee’s Employment Insurance cheque stub as proof that they are in receipt of the Employment Insurance parental benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of ten (10) weeks. (j) The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or severance pay benefits are not reduced or increased by payment received under the plan. (k) Credits for service and seniority shall accumulate for a period of up to thirty-seven (37) weeks while an employee is on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans including an adoptive parent on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsas calculated in Article 26:04 (l) above. e(l) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns continue to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date pay its share of the leave does not exceed the specified termination date premiums of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an subsidized employee opts for the extended parental leavebenefits, the parental leave allowance payments made including pension, in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had which the employee chosen the standard parental leave.is participating, for a period of up to thirty-seven

Parental Leave. Pursuant to M.G.L. Chapter 149 Section 105D, an employee who has completed three (3) consecutive months of full-time employment shall be entitled to eight (8) weeks of parental leave for the purpose of: (a) Birth mothers who take maternity leave are entitledGiving birth, upon requestor (b) Placement of a child under the age of 18, up or under the age of 23 if the child is mentally or physically disabled, for adoption with the employee, Provided, however, that any two employees of the Harvard Public Schools shall only be entitled to sixty-one eight (61) weeks’ 8) weeks of parental leave without payin the aggregate for the birth or adoption of the same child. The employee shall give notice to the Building Principal, Superintendent, and Town of Harvard Finance Department of the employee’s anticipated date of departure and the employee’s intention to return. Such notice shall be provided at least two (2) weeks prior to the anticipated date of departure or as prescribed by legislation soon as practical if the delay in force providing notice is for reasons beyond the employee’s control. The Superintendent will grant parental leave upon application and will confirm in writing the approved dates of parental leave within ten (10) business days. Parental leave commences at the time of the birth of a child or the placement of the child for adoption and is in effect for the eight (8) calendar weeks (not school weeks) immediately following the birth/placement of the child. An employee taking parental leave but who did not give birth may commence parental leave any time during the first four (4) weeks immediately following the birth/placement of the child, and such leave is takenthen in effect for the eight (8) calendar weeks following commencement. Parental leave is unpaid; however, whichever is greatera female employee who has given birth to the child may use her accumulated sick leave to cover absences for childbirth and recovery from childbirth. Similarly, an employee who did not give birth may convert up to ten (10) days of accumulated sick leave towards the employee’s parental leave. The following scenarios are provided as examples of the use of sick leave by the birth mother: 1. If an employee’s maternity leave commences on December 1st, the eight (8) week maternity leave period would end on January 25th, even though the winter vacation and ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇ holiday take place during that period. The employee who has given birth to the child could apply sick days only to the school days during that time period for the period of her incapacity and recovery from childbirth. b) A new parent 2. If the employee’s leave commences on June 1, the employee who has given birth to the child could apply her sick days only to the work days between June 1st and the last day of work for teachers in June. The remaining approximately five weeks of parental leave would take place during the summer recess period and cannot taken maternity be carried over to the next school year. During the period of parental leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ health benefits shall be continued and the employee on parental leave without pay, or as prescribed by legislation in force at shall be responsible for the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement employee’s portion of the leave. c) The terms premiums for such health benefits. Employees wishing to extend leave beyond the approved (8) weeks of Parental Leave and conditions that apply take Child Rearing Leave under Section 6 below must contact the Town of Harvard to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for arrange payment of health insurance premiums. Upon the legal adoption expiration of a child. d) While on parental leave, the employee receiving supplementary leave is entitled to return to the same or a similar position without loss of benefits shall continue to participate in under the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based contract for which the employee was eligible on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain day the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned commenced, subject to the position held prior to the leave or exceptions in M.G.L. Chapter 149 Section 105D such as a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made layoff in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount provisions of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.Article X.

Parental Leave. (a) Birth mothers who take maternity Parental leave are entitledwill be granted in accordance with the provisions of the Employment Standards Act, upon request, up to sixty-one except where amended in this provision; (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new For the purposes of this Article, parent shall be defined to include a person with whom a child is placed for adoption and a person who has not taken maternity leave, including an adoptive parent, is entitled in a relationship of some permanence with a parent of a child and who intends to up treat the child as his or her own; (c) The employee will give written notification two (2) weeks prior to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave together with the expected date of return; (d) The employee has the right to extend the parental leave to twelve (12) months in total. Written notice by the employee to extend the parental leave will be given at least (2) weeks prior to the termination of the initially approved leave; (e) Credit for service for purposes of salary increment, vacation, sick leave or any other benefits under any provisions of the Collective Agreement or elsewhere shall continue to accrue during the entire period of the parental leave. c(f) In addition, credit for seniority for purposes of promotion, demotion, transfer or layoff shall continue to accrue the entire period of the parental leave; (g) The terms and conditions that apply Home will continue to supplementary maternity leave benefits as outlined pay its share of the premiums of the subsidized employee benefits, including pensions, in 22.03 b), c), dwhich the employee is participating during the entire period of the parental leave; (h) and eThe employee’s intention to return to work on the date originally provided to the Home shall be reconfirmed by written notification at least two (2) will also apply weeks in advance thereof; (i) Subject to new parents who any changes to the employee’s status which would have occurred had the employee not taken maternity leave and for the legal adoption of a child. d) While been on parental leave, the employee receiving supplementary leave benefits shall continue be reinstated to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based her former duties, on the nominal salary. For those employees not receiving supplementary same department, and at the same rate of pay; (j) Seniority for all purposes continues to accrue during pregnancy and parental leave benefitsleaves and, following the leave, the Employer shall continue employee must be reinstated to pay the employer share of applicable staff benefit plans same position if it still exists, or to a comparable position if it does not. On reinstatement, the employee agrees to continue paying must be paid at the rate paid when the leave commenced, or, if it is higher, at the rate the employee share of would be earning if he or she had worked through the premiums. e) leave. The Employer Home will maintain the employee’s annual and sick leave credits while they’re on continue its benefit contribution during a pregnancy, adoption or parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned Employees must pay their portion if any of benefit coverage to the position held prior to Employer on the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date first day of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leaveeach calendar month, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveadvance.

Parental Leave. aParental leaves will be granted in accordance with the provisions of the Employment Standards Act, 2000, except where amended in this Agreement. Effective on confirmation by the Employment I nsurance Commission, of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SU B) Birth mothers plan and retroactive to d ate of confirmation by the Employment Insurance Commission, an employee who take maternity is on parental leave are entitledas provided under this Ag reement and who is in receipt of Employment ▇▇▇▇ ▇▇▇▇▇ Parental Benefits pursuant to Section 22 of the Employment Insurance Act, 1996, shall be paid a supplemental unemployment benefit. Such payments shall be contingent upon requestproviding to CAMH p roof that he or she is in receipt of employment insurance benefits pursuant to the Employment Insurance Act, up (Canada). In respect of the period of parental leave, payments made according to sixty-one the Supplementary Unemployment Benefit Plan will consist of the following: (61i) for the first two (2) weeks’ parental leave without pay, payments equivalent to eighty-four percent (84%) of the actual weekly rate of pay for his or as prescribed by legislation in force at her classification, which he or she was receiving on the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled last day worked prior to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c(ii) The terms up to a maximum of thirty-th ree (33) additional weeks, payments equivalent to the difference between the sum of the weekly El benefits the employee is eligible to receive and conditions any other earnings received by the employee, and eighty-four percent (84%) of the actual weekly rate of pay for his or her classification, which he or she was receiving on the last day worked prior to the commencement of the leave. (iii) where the employee p rovides proof that apply to supplementary maternity leave benefits as outlined in 22.03 b)he or she is receiving an additional five (5) weeks of Employment Insurance because of a physical, c)psychological or emotional condition of the child requiring longer parenta l care, d) and e) then the employee will also apply receive an additional five (5) weeks of supplement as p rovided for in (b) above, (iv) the employee does not have any vested rights except to new parents who have not taken maternity leave and receive payments for the legal adoption covered unemployment period. The plan p rovides that payment in respect of a childguaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. d(v) While on effective January 1, 2001 or at such time as El benefits are extended for an additional seventeen (17) weeks of parental leave, the employee receiving supplementary leave benefits shall continue be entitled to participate in receive the University benefit plans on a normal costSUB top-sharing arrangement. Benefits and benefit plan premiums will be based on up for the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsadditional weeks as legislated . e(d) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The An employee will be credited with vacation leave credits accrued during the leave period upon the employee’s written notice to CAMH at least four (4) weeks before she is scheduled to return from parental leave. f) An employee on approved leave may extend the parental leave shall accrue seniority. gby an additional seventeen (17) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if weeks. It is understood that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date during any such extension of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, credit for service and seniority shall be suspended during such leave and the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated employee's anniversary date adjusted accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had In addition the employee chosen will become responsible for full payment of subsidized employee benefits in which he or she is participating for the standard parental leaveperiod of the absence.

Parental Leave. a) Birth mothers An employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ weeks immediately preceding the date of the birth of child or the date the child first came into care or custody of the employee, shall be entitled to parental leave. A includes: the natural mother or father of the child; a person with whom a child is placed for adoption and a person who is in a relationship with the University before the commencement parent of the child and who intends to treat the child as his or her own. Parental leave must begin within thirty-five weeks of the birth of the child or within weeks of the day the child first came into the custody, care and control of the parent. For employees on pregnancy leave. c) The terms , parental leave will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to eighteen weeks in duration and conditions that apply to supplementary maternity leave benefits as outlined shall, in 22.03 b)all cases, c)be completed within fifty-three weeks of the date the child is born, d) or comes into the custody, care and e) will also apply to new parents who have not taken maternity leave and control of a parent for the legal adoption of a child. d) While on parental leave, the first time. The employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, give the Employer shall continue two weeks written notice of the date the leave is to pay the employer share of applicable staff benefit plans begin. Parental leave ends eighteen weeks after it began or on an earlier day if the employee agrees to continue paying gives the employee share employer at least four weeks written notice of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordinglyday. For clarity, the total amount purposes of parental leave allowance payments made under Article Parental Leave, the provisions of shall also apply. ARTICLE OF ABSENCE FOR UNION BUSINESS The Employer shall grant leave of absence to employees to attend Union Conventions, seminars, Education Classes, or other Union business. The Union agrees that such leave will not unduly affect the proper operations of the nursing home. In re- questing such leave of absence, the Union must give twenty-one days clear notice to the Employer, to be confirmed by the Union in accordance with writing. Employees on unpaid union leave of up to thirty will be maintained on normal pay and benefits (including Pension), and the Supplementary Employment Benefit Plan during Union will fully reimburse the extended parental Employer for wages, statutory benefits and and Pension, but would not include Health Welfare and weekly indemnity premiums (if applicable). Upon application by the Union in writing, the Nursing Home will give reasonable consideration to a request for leave shall of absence, without pay, to an employee elected or appointed to a full-time union office. It is understood that not exceed the total amount that would have been paid had the employee chosen the standard parental leave.more than one

Parental Leave. (a) Birth mothers who take maternity Parental leave are entitledwill be granted in accordance with the provisions of the Employment Standards Act, upon request, up to sixty-one except where amended in this provision; (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new For the purposes of this Article, parent shall be defined to include a person with whom a child is placed for adoption and a person who has not taken maternity leave, including an adoptive parent, is entitled in a relationship of some permanence with a parent of a child and who intends to up to sixty-treat the child as his or her own; (c) The employee will give written notification three (633) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before weeks prior to the commencement of the leave together with the expected date of return; (d) The employee has the right to extend the parental leave to twelve (12) months in total. Written notice by the employee to extend the parental leave will be given at least (2) weeks prior to the termination of the initially approved leave; (e) Credit for service for purposes of salary increment, vacation, sick leave or any other benefits under any provisions of the Collective Agreement or elsewhere shall continue to accrue during the entire period of the parental leave. c(f) In addition, credit for seniority for purposes of promotion, demotion, transfer or layoff shall continue to accrue the entire period of the parental leave; (g) The terms and conditions that apply Residence will continue to supplementary maternity leave benefits as outlined pay its share of the premiums of the subsidized employee benefits, including pensions, in 22.03 b), c), dwhich the employee is participating during the entire period of the parental leave; (h) and eThe employee's intention to return to work on the date originally provided to the Residence shall be reconfirmed by written notification at least two (2) will also apply weeks in advance thereof; (i) Subject to new parents who any changes to the employee's status which would have occurred had the employee not taken maternity leave and for the legal adoption of a child. d) While been on parental leave, the employee receiving supplementary leave benefits shall continue be reinstated to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based her former duties, on the nominal salary. For those employees not receiving supplementary same department, and at the same rate of pay; (j) Seniority for all purposes continues to accrue during pregnancy and parental leave benefitsleaves and, following the leave, the Employer shall continue employee must be reinstated to pay the employer share of applicable staff benefit plans same position if it still exists, or to a comparable position if it does not. On reinstatement, the employee agrees to continue paying must be paid at the rate paid when the leave commenced or, if it is higher, at the rate the employee share of would be earning if he or she had worked through the premiums. e) leave. The Employer Residence will maintain the employee’s annual and sick leave credits while they’re on continue its benefit contribution during a pregnancy, adoption or parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned Employees must pay their portion if any of benefit coverage to the position held prior to Employer on the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date first day of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leaveeach calendar month, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveadvance.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up The Employer shall grant parental leave-of-absence without pay to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent an employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ weeks continuous service. An employee requesting such leave must give the Employer at least two (2) weeks written notice of the date the leave is to begin. The leave-of-absence shall be in accordance with the University before the commencement provisions of the leave. cEmployment Standards Act. Parental leave will be up to thirty five weeks An employee is entitled to Pregnancy and Parental Leave of up to fifty-two (52) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leaveweeks, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal costfirst thirty-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefitsfive (35) weeks, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees did not take Pregnancy Leave, will be deemed to continue paying be Parental Leave as provided in the employee share Employment Standards Act. Parental Leave may begin: No earlier than the day the child is born or comes into the custody, care and control of the premiums. eparent for the first time; and No later than thirty-five (35) The Employer will maintain weeks after the employee’s annual day the child is born or comes into the custody, care and sick leave credits while they’re on parental leavecontrol of the parent for the first time. The parental leave of an employee will be credited with vacation who takes pregnancy leave credits accrued during must begin when the pregnancy leave period upon ends unless the employee’s return from parental leave. f) child has not yet come into the custody, care and control of a parent for the first time. An employee on approved parental entitled to leave shall accrue seniority. g) A Continuing Employee under this Article, who returns provides the Employer with proof that has applied for and is eligible to work from parental leave receive Unemployment Insurance Benefits pursuant to the Employment Insurance Act, (Canada), shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where paid an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Insurance Benefit Plan will be prorated accordinglyPlan. For clarity, In respect of the total amount period of parental leave allowance leave, payments made in accordance with according to the Supplementary Employment Benefit Insurance Benefits Plan will consist of the following: For the first two (2) weeks, payment equivalent to ninety-three percent (93%) of the actual weekly rate of pay for classification, which was receiving on the last day worked prior to the commencement of the parental leave; and Up to a maximum of thirty-three (33) additional weeks, payments equivalent to the difference between the sum of the weekly benefits the employee is eligible to receive and any other earnings received by the employee, and ninety-three of the actual weekly rate of pay for classification, which was receiving on the last day worked prior to the commencement of parental leave. The maximum period an employee is entitled to supplementary unemployment benefits plan payments, through any combination of pregnancy and parental leave arising from the birth of a child, is fifty- two (52) weeks. For an employee granted leave under this Article, the Employer agrees to continue to pay all Hospital, Medical, Dental and Insurance premiums and pension contributions on the same basis as if the employee had been working during the extended parental leave leave. The employer shall not exceed the total amount that would have been paid had the employee chosen the standard continue to pay Transportation Allowance to eligible employees on Pregnancy or parental leave., or a combination of both for a maximum period of eighteen weeks. An employee granted leave under this Article shall continue to accumulate seniority but shall only earn vacation credits for the first

Parental Leave. ‌ (a) Birth mothers Parental leave is leave which is taken because of the expected birth or birth of a child to an employee or employee's spouse or the adoption of a child by an employee. (b) An employee who take maternity leave are entitled, upon request, up to sixty-has competed twelve (12) months and at least one thousand two hundred fifty (611,250) weeks’ hours of continuous employment shall be eligible for parental leave without paysubject to the following: (1) Application for such leave shall be made in writing to the Superintendent at least thirty (30) calendar days prior to the anticipated birth of the child provided in cases where the leave must begin in less than thirty (30) days, the employee shall provide such notice as practical. (2) The employee and the Superintendent shall agree upon a plan for the commencement and termination of such leave, taking into consideration the particular time factors that pertain. In no such event shall the leave exceed the balance of the school year in which it is commenced and one additional school year. An employee who is pregnant may continue in active employment as late into her pregnancy as she desires provided she is able to properly perform her regular duties. Notwithstanding the agreed upon plan, the parental leave shall commence on the actual date of the delivery date of the child or on such a date as prescribed by legislation the employee is unable to perform all of her duties on a continuing basis, whichever shall first occur. (3) Paid sick leave shall be available for that part of the leave which is due to the physical inability to work because of the pregnancy or childbirth. If the employee's absence begins because of such physical inability, the remainder of the leave shall be unpaid. No benefits shall be applicable to the leave period except for paid sick leave described above and insurance as described in force paragraph five (5) below. Any unused accumulated sick leave available at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before of the commencement of the leaveleave shall be available upon termination of such leave and return to employment in the District. (4) If by reason of parental leave, an employee shall work less than one hundred twenty (120) days during the period of July 1 through the following June 30, the employee shall not receive a salary increase on the following July 1. (5) To the extent permitted by existing insurance contracts, an employee on parental leave may retain all existing insurance benefits which are desired by the employee by paying all premiums due on a timely basis to the Business Office. (c) The terms and conditions An employee who shall adopt a child shall likewise qualify for parental leave as herein set forth, provided that apply a notice of intent to supplementary maternity adopt be given to the Superintendent at least thirty (30) days before the beginning of such a leave. If placement of a child requires that leave benefits must begin in less than thirty (30) days, the employee shall provide such notice as outlined in 22.03 b), c), soon as practical. (d) A male employee shall be entitled to a parental leave of absence. Such leave shall be unpaid and e) will also apply shall be subject to new parents who have not taken maternity all the applicable notices and other requirements of this section. Eligibility for such leave and shall arise upon the anticipated birth of a child which the employee has fathered or for the legal whom he is legally responsible or upon his adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. (e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved shall not be eligible for a successive parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had unless the employee chosen shall first return to full-time service in the standard parental leaveDistrict for at least one hundred twenty (120) compensated work days.

Parental Leave. (a) Birth mothers who take maternity leave are entitledParental Leave will be granted in accordance with the provisions of the Employment Standards Act, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed except where amended by legislation in force at the time the leave is taken, whichever is greaterthis provision. (b) A new parent nurse who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeksweeks and who is the parent of a child is entitled to parental leave of absence without pay following: the birth of a child; or the coming of the child into the nurses’ care, custody and control for the first time. A nurse is eligible to be granted up to sixty-one (61) weeks of parental leave without pay if the nurse also took pregnancy leave, sixty-three (63) weeks otherwise. (c) The parties acknowledge that “parent” is defined by the Employment Standards Act, as amended, to include a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with the University before parent of the child and who intends to treat that child as his or her own. (d) The nurse shall give the Employer written notification at least four (4) weeks in advance of the anticipated date of commencement of the leave of absence and of the expected date of return. If, because of late receipt of confirmation of a pending adoption, the employee finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (e) A nurse not intending to return to work with the Employer is required to advise her/his supervisor in writing at least two (2) weeks prior to the expiry of his or her parental leave. (f) A nurse granted parental leave shall be reinstated to her/his former position and job duties, unless they have been discontinued. Unless she/he is subject to lay off, she/he shall be given a comparable job in terms of level of responsibility and remuneration. (g) A nurse shall continue to accumulate seniority for a maximum period of sixty-one (61) weeks if the nurse’s absence is due to parental leave and if the nurse also took pregnancy leave, sixty-three (63) weeks if the nurse did not. In addition, the employer will continue to pay its share of the premiums of the subsidized employee benefits in which the nurse is participating for up to sixty-one (61) weeks from the commencement of the parental leave and if the nurse also took pregnancy leave, sixty-three (63) weeks if the nurse did not, unless the nurse does not intend to pay her/his contributions. c(h) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b)On confirmation by the Employment Insurance Commission of the appropriateness of the Employer’s Supplemental Unemployment Benefit (SUB) Plan, c), d) and e) will also apply to new parents a nurse who have not taken maternity leave and for the legal adoption of a child. d) While is on parental leaveleave as provided under this Agreement and who is in receipt of Employment Insurance parental benefits pursuant to Section 23 of the Employment Insurance Act, the employee receiving supplementary leave benefits shall continue to participate in the University be paid a bi-weekly supplemental employment benefit. That benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share equivalent of the premiums. edifference between eighty-four percent (84%) The Employer will maintain of her/his regular weekly earnings and the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued sum of her/his weekly Employment Insurance Benefits during the leave and any other earnings. Such payment shall commence following completion of the one (1) week Employment Insurance waiting period, and receipt by the Employer of the nurse’s Employment Insurance cheque stub as proof that she/he is in receipt of Employment Insurance parental benefits and shall continue while the employee is in receipt of such benefits for a maximum period upon the of twelve (12) weeks. The employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave regular weekly earnings shall be returned to the position held determined by multiplying her/his regular hourly rate on her/his last day worked prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date commencement of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall times her/his normal weekly hours. (a) Family Medical Leave will be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made granted in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.the

Parental Leave. (a) Birth mothers A regular employee who take maternity leave are entitledhas twelve (12) months of continuous service shall, upon her written request, up be granted Maternity Leave to sixtybecome effective eight (8) weeks immediately preceding the date of delivery or such shorter period as may be requested by the employee, provided that she commences Maternity Leave no later than the date of delivery. Maternity Leave shall be without pay and benefits except for the portion of Maternity Leave during which the employee has a valid health-one related reason for being absent from work and is also in receipt of sick leave, supplementary unemployment benefits or long term disability benefits. Maternity leave shall not exceed twelve (6112) weeks’ parental leave without paymonths unless an extension is granted by the Employer. Request for an extension shall not be unreasonably denied. Such extension, or as prescribed by legislation in force at the time the leave is takenwhen granted, whichever is greatershall not exceed an additional three (3) months. (b) A new parent pregnant employee whose continued employment in her position may be hazardous to herself or to her unborn child, in the written opinion of her physician, may request a transfer to a more suitable position if one is available. Where no suitable position is available, the employee may request Maternity Leave as provided above, if the employee is eligible for such leave. In the event that such Maternity Leave must commence in the early stages of pregnancy which results in a need for an absence from work longer than twelve (12) months the employee may request further leave without pay and benefits as provided by the General Leave Article. (c) A father-to-be who has not taken maternity leavecompleted twelve (12) months of continuous service shall, including upon his written request, be granted an adoptive parentunpaid leave of absence for the purpose of parenting duties, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at provided that the time the initial application for such leave is taken whichever is greater, provided they have been employed for at least thirteen made four (134) weeks’ with weeks prior to the University before the expected commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental Such leave shall not exceed six (6) months. (d) An employee absent on Parental Leave shall provide the total amount Employer with two (2) weeks written advance notice of their readiness to return to work, following which the Employer will reinstate the Employee in the same position held by the Employee immediately prior to taking such leave and at the same step in the salary scale or provide the Employee with alternate work of a comparable nature at not less than the same step in the salary scale and other benefits that would have been paid had accrued to the employee chosen Employee up to the standard parental date the Employee commenced the leave.

Parental Leave. The Employer will top up the members on Parental leave to eighty-four percent (84%) up to a total maximum of ten (10) weeks. (a) Birth mothers An Employee who becomes a parent of a child is eligible to take maternity a parental leave are entitled, upon request, in accordance with the provisions of the Employment Standards Act. (b) A “parent” includes: i) A birth parent; ii) An adoptive parent (whether or not the adoption has been legally finalized); or iii) A person who is in a relationship of some permanence with a parent of the child and who plans on treating the child as their own. This includes same sex couples. (c) An Employee who has taken a pregnancy leave under Article 11.03 is eligible to be granted a parental leave of up to sixty-one (61) weeks’ parental leave without payduration, or as prescribed by legislation in force at accordance with the time the leave is taken, whichever is greaterEmployment Standards Act. b(d) A new parent An employee who has not taken maternity leave, including an adoptive parent, a pregnancy leave under Article 11.03 is entitled to take up to sixty-three sixty (63) weeks’ of parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c(e) In cases of adoption, the Employee shall advise the OFC as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the Employee finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (f) The terms Employee shall be reinstated to her or his former position, unless that position has been discontinued, in which case the Employee will have rights under the layoff clause. (g) Employees newly hired to replace Employees who are on approved parental leave may be released and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have such release shall not taken maternity leave and for be the legal adoption subject of a childgrievance or arbitration. If retained by the OFC, in a permanent position, the Employee shall be credited with seniority from date of hire subject to successfully completing her or his probationary period. The Employee shall be credited with days worked towards the probationary period. The OFC will outline on posting to fill such temporary vacancies that it is a MLOA replacement. d(h) While on During the parental leave, credit for seniority and credit for service for the employee receiving supplementary leave benefits purposes of salary increment and vacation shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefitscontinueSSS. (i) In addition, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee its share of the premiums. e) The Employer will maintain benefits provided under the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued collective agreement during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, provided the parental leave allowance payments made Employee pays her/his share. (j) For part time Employees, seniority and service accumulation for the purpose of salary increment and proration shall be based on an average hours worked by the Employee of in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarityprevious six (6) months. (k) In the event of an increment or general wage increase – retroactive or otherwise – falling due during the period of the pregnancy leave, the total amount Employee’s rate of parental leave allowance payments made in accordance with pay and vacation pay shall be recalculated and adjusted accordingly effective the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavedate of increase.

Parental Leave. aAn employee with two or more years of service with the District (referred to as “employee” for purposes of this Section only) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ shall be granted parental leave without paypay subject to the following conditions: a) Normally, the employee shall advise the Superintendent or as prescribed by legislation in force at the time Superintendent’s designee of the leave is takenpregnancy no later than the fifth month of the pregnancy. At such time, whichever is greaterthe employee shall provide a written statement from an obstetrician or physician indicating the expected date of delivery. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled Application for such leave shall be made in writing to up to sixty-three (63) weeks’ parental leave without pay, the Superintendent or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for Superintendent’s designee at least thirteen ninety (1390) weeks’ with calendar days prior to the University before the commencement anticipated birth of the leavechild. c) The terms employee and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and the Superintendent or the Superintendent’s designee shall agree upon a plan for the legal adoption commencement and termination of such leave, taking into consideration the continuity of workflow, medical factors, and the pertinent time factors. Unless earlier termination of such leave is mutually agreed upon, the leave shall terminate at the end of the fiscal year in which it commences or, at the request of the employee and with the Superintendent’s approval, at the end of the following fiscal year. The initial agreement on the plan for the commencement and termination of the leave may include the balance of the current fiscal year and the next fiscal year. Should the employee request a leave for the balance of a childfiscal year only and then desire an extension of leave for the next full fiscal year, a second request shall be submitted for the Superintendent’s review and approval. The Superintendent’s approval shall not be unreasonably or arbitrarily denied. A fiscal year is July 1 to June 30. d) While on Sick leave shall not be applicable during the period of an unpaid parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary provided that parental leave benefits, the Employer shall continue to pay the employer share may commence immediately upon use of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumssick leave for maternity disability purposes. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The An employee will be credited with vacation leave credits accrued during may terminate the leave period upon in the employee’s return from parental leaveevent of the death of the child or for other emergency reason. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work Upon return from parental leave that lasts less than one full fiscal year, the employee shall be returned to placed in the same position held that he/she had prior to going on the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for If the extended parental leave, same position does not exist or if the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For claritylasts one full fiscal year or longer, the total amount of parental leave allowance payments made employee shall be placed in accordance with a position for which the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveBoard determines he/she is qualified and suited.

Parental Leave. a‌ Employees who are seeking leave due to the birth, adoption, or fostering of a child of the employee, who will serve as the primary and/or coequal caregiver of the child, may be entitled to Parental Leave following the conclusion of Leave as outlined in paragraph three (3), subject to the following conditions: 1. Application for Parental Leave shall be submitted to the Human Resources Department at least one hundred twenty (120) Birth mothers who take maternity calendar days prior to the anticipated arrival of the child. 2. At the time of application the employee must designate all of his/her/their leave are entitledintentions. 3. Leave may be taken as follows: a. If eligible for Family and Medical Leave Act (FMLA) the employee will be entitled to twelve (12) weeks of leave as outlined in Article V, upon request, Section 5.3. OR b. If the employee is not eligible under the provisions of the Family and Medical Leave Act he/she will be entitled to leave for up to sixty-one (6112 weeks as follows: 1) weeks’ parental leave without pay, or as prescribed by legislation in force at the During this time the leave is taken, whichever is greateremployee must use any accumulated benefit time. b2) A new parent who has The board will continue to pay health insurance premiums as if not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the on leave. c3) The terms After all benefit time has been exhausted, the employee shall pay for the employee and conditions that apply to supplementary maternity leave benefits employer share of insurance premiums. 4. At the conclusion of Leave as outlined in 22.03 bparagraph three (3), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue may request an unpaid Parental Leave up to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. eforty (40) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leaveweeks. The employee will be credited with vacation leave credits accrued during responsible for maintaining all of his/her health insurance premium benefits, if he/she so desires, by making the leave period upon the employee’s return from parental leaveappropriate payments to Human Resources as outlined in their application for Parental Leave. f) 5. An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns is granted a Parental Leave will return to work from parental leave shall be returned to his/her former position at the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to conclusion of the leave provided the expiry date employee returns by the fifth week or earlier of the semester in which he/she/they wishes to return. 6. In the event that the leave does not exceed ends after the specified termination date fifth week of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leavesemester, the parental college retains the right to keep the employee on leave allowance payments made in accordance with until the Supplementary Employment Benefit Plan will be prorated accordinglystart of the following semester. 7. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave This section shall not exceed be applicable if the total amount that would have been paid had the employee chosen the standard parental leavechild is attending school (except kindergarten).

Parental Leave. ‌ Parental leave is provided to enable employees to give birth to or care for a newborn or newly- adopted child. It includes primary care-giver, special maternity, secondary care-giver or adoption leave. Refer to Shire policies and procedures/NES. 8.4.1 Who is entitled to parental leave? 8.4.2 What parental leave entitlements do I receive? (a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeksHave completed at least 12 months’ parental leave without pay, or as prescribed by legislation in force at continuous service with the time Shire immediately before the date the leave is taken, whichever is greater.; and (b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixtyBe the ‘primary care-three giver’ for the child; or (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and Be the ‘secondary care-giver’ for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during considered to be the leave period upon ‘primary care-giver’ of a child if: (a) The child is in the employee’s return from care for the relevant period; and (b) The employee meets the child’s physical needs more than anyone else during the relevant period. Employees may be entitled to request a further 12 months’ unpaid parental leave immediately following the first period, subject to the Shire’s reasonable business requirements. In addition, partners may be eligible for unpaid parental leave along with the primary care- giver, for a period of up to eight weeks, in accordance with applicable policies and legislation. 8.4.3 Does the Shire provide paid parental leave.? f) An employee on approved A $ 200 taxable payment is available to ‘eligible casual employees’ requesting parental leave. Employees may also be eligible to receive government-funded paid parental leave shall accrue seniority. g) A Continuing Employee who returns entitlements in accordance with the Paid Parental Leave Act 2010 (Commonwealth), as amended, repealed or replaced from time to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still existstime. Where an employee opts receives government-funded paid parental leave this is included as part of their unpaid parental leave period under this clause. 8.4.4 Do I accrue leave whilst on parental leave? 8.4.5 What employee requirements are there for primary care-giver leave? 8.4.6 What employee entitlements are there for special maternity leave? 8.4.7 What employee requirements are there for secondary care-giver leave? 8.4.8 What employee requirements are there for adoption leave? (a) is, or will be, under 16 as at the day of placement, or the expected day of placement, of the child; and (b) has not, or will not have, lived continuously with the employee for a period of 6 months or more as at the day of placement, or the expected day of placement, of the child; and (c) is not (otherwise than because of the adoption) a child of the employee or the employee’s spouse or de facto partner. The employee will notify the Shire at least ten weeks in advance of the date of commencement of adoption leave and the period of leave to be taken. An employee may commence adoption leave prior to providing such notice, where through circumstances beyond the control of the employee, the adoption of a child takes place earlier. Before commencing adoption leave, an employee will provide the Shire with a statutory declaration stating: • The employee is seeking adoption leave to become the primary care-giver of the child; • Particulars of any period of adoption leave sought or taken by the employee's spouse; and • That for the extended parental leaveperiod of adoption leave the employee will not engage in any conduct inconsistent with their contract of employment. The Shire may require an employee to provide confirmation from the appropriate government authority of the placement. Where the placement of a child for adoption with an employee does not proceed or continue, the parental leave allowance payments made employee will notify the Shire immediately and the Shire will nominate a time not exceeding four weeks from receipt of notification for the employee's return to work. An employee will not be in accordance with breach of this clause as a consequence of failure to give the Supplementary Employment Benefit Plan will be prorated accordingly. For claritystipulated periods of notice if such failure results from a requirement of an adoption agency to accept earlier or later placement of a child, the total amount death of parental a spouse, or other compelling circumstances. An employee seeking to adopt a child is also entitled to up to two (2) days unpaid leave allowance payments made in accordance with for the Supplementary Employment Benefit Plan during purpose of attending any compulsory pre-adoption interviews or examinations as are necessary as part of the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveadoption procedure. 8.4.9 What happens upon my return to work? 8.4.10 Can I request to vary my working arrangements upon my return to work?

Parental Leave. aAn employee who becomes a parent of a child is eligible to take a Parental Leave in accordance with the provisions of the Employment Standards Act, except where amended by this provision. The employee shall be reinstated to her former position, unless her former position has been in which case she shall be given a comparable job. For the purposes of Parental Leave, the provisions under Pregnancy Leave and (e) Birth mothers who take maternity shall also apply. Maternity or adoption leave with pay shall be granted pursuant to the Employment Standards Act subject to the following conditions: An employee shall be entitled to twenty-five (25) weeks paid leave provided she requests such leave two (2) weeks in advance of the expected date of commencing leave. The Employer shall pay the first two (2) weeks of leave at seventy-five percent (75%) of the current rate. The twenty-five (25) week entitlement under shall be topped by the Employer so that the employee receives seventy-five percent (75%)of her current The employee shall give at least two (2) weeks notice of her intention to return to work, however her leave shall not end before the expiration of six (6) weeks following the actual delivery date unless other arrangements are entitled, upon request, made with the Employer. Additional leave without pay up to sixty-one a maximum total of twelve (6112) months shall be granted provided the employee makes such request in advance. On return to work the employee shall be reinstated to her former position including location and shift. The Employer will continue to make her contributions towards subsidized Employee benefits in which the employee is participating and the employee’s seniority, service and all other benefits will to accumulate. leave will be granted in accordance with the Employment Standards Act as amended from time to time and as follows: The service requirement for eligibility for leave shall be thirteen (13) weeks. The employee shall give written notification at least two (2) weeks advance of the date of commencement of such leave and four (4) weeks notice of the expected date of return, and shall supply a certificate from a legally qualified medical practitioner stating the expected birth date. This requirement shall be waived in the event of pregnancy complications, premature birth or the sudden coming into care of an adoptive child. The employee has the right to pregnancy leave of up to seventeen (17) weeks in total. An employee shall be allowed to commence her pregnancy leave at any time up to seventeen (17) weeks before the expected date of delivery. An employee who has been granted pregnancy leave is also entitled to a further eighteen (18) weeks of unpaid parental leave, to begin immediately upon completion of approved pregnancy leave. At least two (2) weeks’ notice of an employee’s intent to take such leave is required. Pregnancy leave and parental leave without pay, or as prescribed by legislation shall not exceed thirty-five (35) weeks in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for total. Other parents with at least thirteen (13) weeks’ weeks service with the University before Employer may commence a parental leave of up to eighteen (18) weeks duration at any time up to thirty-five (35) weeks after the birth of the child or the coming into care control and custody of the child for the first time. Upon returning from the leave, the employee shall be reinstated to her former position unless the position has been in which case she shall be given a comparable job. An employee shall continue to accumulate seniority and service and shall participate in the following benefits: pension, life insurance, and dental throughout pregnancy and parental leave provided she agrees to contribute her share of premiums, if any. Parents shall be defined to include adoptive parents and a person in a relationship of some permanence with the natural or adoptive mother or father of the child who intends to treat the child as his or her own. On confirmation by the Unemployment Insurance Commission of the appropriateness of the Home’s Supplemental Unemployment benefit (SUB)Plan, an employee who is on parentallpregnancy leave as provided under this Agreement who is in receipt of Unemployment Insurance benefits pursuant to Section of the Unemployment Insurance Act, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between seventy-five percent (75 of her regular weekly earnings and the sum of her weekly Unemployment Insurance Benefits and any other earnings. Such payment shall commence following completion of the two week Unemployment Insurance waiting period, and receipt by the Home of the employee’s Unemployment Insurance benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of twenty-five (25) weeks. For clarification, fifteen (15) weeks is for pregnancy leave and ten (10) weeks is for parental leave. The employee’s regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave. c) The terms and conditions that apply leave times her normal weekly hours. Clarity note: In awarding the leave entitlement in Article above, the Board does not intend to supplementary maternity limit the right of the employee to request, or the right of the Employer in its discretion to grant, additional unpaid leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption purposes of a childthis Article. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. (a) Birth mothers An employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks immediately preceding the date the leave begins, shall be entitled to parental leave. (b) Parental leave must begin no later than sixty-three (63) weeks after the day the child is born or comes into the custody, care and control of the parent for the first time. For employees on pregnancy leave, parental leave will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to sixty-one (61) weeks in duration if the employee also took pregnancy leave and sixty-three (63) weeks in duration if she did not. This plan will take effect on approval of HRDC. (c) The employee shall give the Employer two (2) weeks written notice of the date the leave is to begin unless exempt under the Employment Standards Act. Parental leave ends sixty-three (63) weeks after it began or on an earlier day if the employee gives the Employer at least four (4) weeks written notice of that day. (d) For the purposes of parental leave, the provisions under (a) and (c) shall also apply. (e) An employee who is on parenting leave as provided under this Agreement, who has completed five (5) months of continuous service and has applied for and is in receipt of Employment Insurance parenting benefits pursuant to Section 23 of the Employment Insurance Act, 1997, as amended shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between seventy-five percent (75%) of her regular weekly earnings (which for part-time employees shall include percentage-in-lieu, effective for leaves which commence after November 20, 2006) and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following receipt by the Employer of the employee’s initial confirmation of Employment Insurance payment (or more frequently where the payment changes) as proof that she is in receipt of Employment Insurance pregnancy/parenting benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of ten (10) weeks’ with the University before . The employee’s regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a times her normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leaveweekly hours. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where normal weekly hours for an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.working less than seventy-five

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent An employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ 3 consecutive months as a full-time employee, shall be entitled to 8 weeks of parental leave for the purpose of giving birth or for the placement of a child under the age of 18, or under the age of 23 if the child is mentally or physically disabled, for adoption with the University before employee who is adopting or intending to adopt the child; provided, however, that any 2 employees of the same employer shall only be entitled to 8 weeks of parental leave in aggregate for the birth or adoption of the same child. The employee shall give at least 2 weeks' notice to the employer of the anticipated date of departure and the employee's intention to return, or provide notice as soon as practicable if the delay is for reasons beyond the individual's control. The employee shall be restored to the employee's previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of the leave. An employee on parental leave for the adoption of a child shall be entitled to the same benefits offered by the employer to an employee on parental leave for the birth of a child. The parental leave may be with or without pay at the discretion of the employer. If the employer agrees to provide parental leave for longer than 8 weeks, the employer shall not deny the employee the rights under this section unless the employer clearly informs the employee, in writing, prior to the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, and prior to any subsequent extension of that leave, that taking longer than 8 weeks of leave shall result in the denial of reinstatement or the loss of other rights and benefits. The employer shall not be required to restore an employee on parental leave to the previous or a similar position if other employees of equal length of service credit and status in the same or similar positions have been laid off due to economic conditions or other changes in operating conditions affecting employment during the employee's parental leave; provided, however, that the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue retain any preferential consideration for another position to pay the employer share of applicable staff benefit plans if which the employee agrees to continue paying the employee share may be entitled as of the premiums. e) The Employer will maintain date of the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue not affect the employee's right to receive vacation time, sick leave, bonuses, advancement, seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to , length of service credit, benefits, plans or programs for which the position held prior to employee was eligible at the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date or any other advantages or rights of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned employment incidental to the position held prior to the leave provided employment position; provided, however, that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed be included, when applicable, in the total amount computation of the benefits, rights and advantages; and provided further, that the employer need not provide for the cost of any benefits, plans or programs during the parental leave unless the employer provides for such benefits, plans or programs to all employees who are on a leave of absence. Nothing in this section shall be construed to affect any bargaining agreement or company policy which provides for greater or additional benefits than those required under this section. Unlike the Family Medical Leave Act (FMLA), the Massachusetts Parental Leave Act does not specifically address school employees who do not work during the summer months. We also have found no caselaw addressing this issue. However, the statute does provide that the leave is “for the purpose of” giving birth or placement of a child for adoption. In addition, the statute uses the term “weeks,” not “work weeks.” Until the time caselaw or the law changes, Blackstone- Millville Regional School District would have been paid had argue this language reveals the employee chosen legislature’s intent that the standard parental leave8 week period is calculated inclusive, not exclusive, of summer months.

Parental Leave. (a) Birth mothers Employees are entitled to parental leave in accordance with the provisions of the Fair Work Act 2009, as amended from time to time. (b) Permanent Employees eligible for parental leave (12 months continuous service) in accordance with subclause (a) shall be entitled to the following paid parental leave: (i) Subject to sub-clause (b)(ii) below, 13 weeks paid parental or adoption leave where an Employee is the primary carer of a child, or two weeks paid partner leave for the Employee who take maternity leave are entitledis not the primary carer of the child; (ii) From 1 July 2025, upon requestwhere an Employee is the primary carer of a child, up they will be entitled to sixty-one (61) 14 weeks’ of paid parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the adoption leave. c(iii) For the avoidance of doubt, an Employee who gives birth to a stillborn child (at or after 20 weeks gestation) or who gives birth to a live baby who subsequently dies, during or before the period of intended leave, will be entitled to the full amount of paid parental leave. In either of these circumstances, paid partner leave/primary carer leave will also apply. (iv) The payment provided in this Agreement shall not be reduced in terms and conditions that apply of its monetary value by the Commonwealth Government’s scheme of publicly funded paid parental leave under the Paid Parental Leave Act 2010. For avoidance of doubt the value of the paid parental leave provided under this Agreement will be in addition to supplementary maternity the value of the 18 weeks paid parental leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for paid at the legal adoption of a childFederal minimum wage. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e(v) The Employer will maintain continue to make superannuation contributions in accordance with clause 12 while an Employee is on paid parental or adoption leave, or paid partner leave. (c) In accordance with the employee’s annual and sick leave credits while they’re on parental leave. The employee will provisions of s.73 of the Act, a pregnant Employee shall be credited with vacation leave credits accrued entitled to work during the 6 week period before the estimated date of birth of the child, provided that if requested by the DON or nominee, the Employee shall provide a statement from her medical practitioner or midwife to the effect that continuing employment until the date of birth is not a risk to the Employee or the unborn child. In addition, the Employee may take all accrued annual leave prior to a return to work from parental and adoption leave or paid partner leave. (d) Right to request (i) An Employee entitled to parental leave pursuant to the provisions of clause 22 may request the Employer to allow the Employee: (1) to extend the 52 weeks of unpaid parental leave by a further continuous period of leave not exceeding 12 months; (2) to return from a period of parental leave on a part-time basis until the child reaches school age; to assist the Employee in reconciling work and parental responsibilities. (ii) The Employer shall consider the request having regard to the Employee’s circumstances and, provided the request is genuinely based on the Employee’s parental responsibilities, may only refuse the request on reasonable grounds related to the effect of the workplace or the Employer’s business. Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service. (iii) Employee’s request and the Employer’s decision to be in writing The Employee’s request and the Employer’s decision made under sub- clauses (d)(i) and (ii) must be recorded in writing (iv) Request to return to work part-time Where an Employee wishes to make a request under sub-clause (d)(i)(2), such a request must be made as soon as possible but no less than seven weeks prior to the date upon which the employee’s Employee is due to return to work from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. aParental Leave, without pay, permits natural or adoptive parents to take time off without pay to adjust to their new familial responsibilities and to care for their new child. Where a Cabin Crew Member has, or will have, actual care and custody of a child, the Cabin Crew Member shall be entitled to Parental Leave equivalent to thirty-seven (37) Birth mothers weeks’ in a twelve (12) month period, or sixty-three (63) weeks over a period of eighteen (18) months, commencing: i) On the expiration of any leave of absence taken by the Cabin Crew Member under Article 12.08 b), or, ii) On the Day the child is born, or, iii) On the Day the child comes into their actual care and/or custody. Should a Cabin Crew Member share a parental leave with their spouse who take maternity is also an Employee of Canadian North, such shared leave are entitled, upon request, up to sixtyshall not exceed seventy-one (6171) weeks’ , commencing as above. In addition, the following will apply: iv) Where a Cabin Crew Member commences legal proceedings under the laws of a province or territory to adopt a child (including fostering for the purposes of adoption) or obtains an order under the laws of a province or territory for the adoption of a child, (including fostering for the purposes of adoption) that Cabin Crew Member shall be granted parental leave without payleave, or as prescribed by legislation in force at commencing on the time Day the leave is taken, whichever is greaterchild comes into the Cabin Crew Member’s care. v) The aggregate amount of leave of absence that may be taken under Articles 12.08 b) A new parent who has and c) in respect of a birth or adoption of any one child shall not taken maternity leave, including an adoptive parent, is entitled to up to exceed sixty-three (63) weeks’ parental . vi) Cabin Crew who intend to take a leave without pay, of absence under Article 12.08 b) or as prescribed by legislation in force at c) shall give the time the leave is taken whichever is greater, provided they have been employed for Company at least thirteen four (134) weeks’ with notice in writing, unless there is a valid reason why such notice cannot be given, and indicate the University before length of leave to be taken. vii) Cabin Crew who intend to take or are on a leave of absence under Article 12.08 b) or c) shall give at least four (4) weeks’ notice in writing to the commencement Company of any change in the length of leave intended to be taken, unless there is a valid reason why that notice cannot be given. viii) Cabin Crew who take a leave of absence under Article 12.08 b) or c) shall, should they so request in writing, be informed in writing of every employment, promotion or Training opportunity within Inflight Services that arises during the period when the Cabin Crew Member is on leave of absence and for which the Cabin Crew Member is qualified. ix) Cabin Crew who take a leave of absence under Article 12.08 b) or c) shall be reinstated to the Classification and the Base that the Cabin Crew Member occupied when the leave of absence commenced. x) The health and disability benefits of Cabin Crew who take, a leave of absence under Article 12.08 shall continue during the entire period of the leave, provided that the requirements of Article 12.08c) xi) are met. cxi) The terms A Cabin Crew Member taking a leave of absence under Article 12.08 shall be required to prepay (including credit card authorization or post-dated cheques) the Company, their share of contributions to any of the Company’s benefit plans. Where a Cabin Crew Member does not prepay their share of contributions to the plans, their coverage shall cease for all group insurance coverage.‌ xii) Upon their return to work, for the purpose of determining the entitlement to health and conditions that apply to supplementary maternity leave disability benefits as outlined for Cabin Crew in 22.03 b), c), d) and e) will also apply to new parents who respect of whom contributions have not taken maternity leave and for the legal adoption of a child. dbeen paid as per paragraph xi) While on parental leaveabove, the employee receiving supplementary leave benefits employment of such Cabin Crew shall continue be deemed to participate in have been continuous with employment before the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employeeCabin Crew Member’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. fxiii) An employee For the purposes of calculating benefits of a Cabin Crew Member who takes a leave of absence under Article 12.08, other than benefits referred to in paragraph c) xii) above, employment on approved parental leave the Cabin Crew Member’s return to work shall accrue senioritybe deemed to be continuous with employment before the Cabin Crew Member’s absence. gxiv) A Continuing Employee who returns Notwithstanding the above, a Cabin Crew Member may request all previous year earned vacation that was scheduled within the period of the leave and all Statutory Holidays and carry-over Days off owed to work from parental be taken either at the commencement or end of child care leave, or may bid on open vacation slots. Should there be no open vacation slots available or the Cabin Crew Member fails to advise the Company of their preference, their vacation will be assigned immediately following their date of return. Such slot will not be deemed to be available as per Article xv) In situations where a Cabin Crew Member requires a personal leave beyond the parameters of the Maternity/Parental Leave provisions outlined in this Article, such leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made managed in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance Article 12.09 with the Supplementary Employment Benefit Plan during the extended parental leave exception that such requests shall not exceed the total amount that would have been paid had the employee chosen the standard parental be granted priority over any other requests for personal leave.

Parental Leave. a) Birth mothers who take maternity a. Parental leave are entitledwill be granted in accordance with the provisions of the Employment Standards Act, upon request, up to sixty-one (61) weeks’ except where amended in this provision. b. The service requirement for eligibility for parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with weeks of continuous service. c. The parental leave of an employee who takes a pregnancy leave must begin when the University before pregnancy leave ends unless the child has not yet come into the custody, care or control of a parent for the first time. d. Parental leave may begin no more than thirty-five (35) weeks after the day the child is born or comes into the custody, care and control of a parent for the first time. e. The employee shall give written notification two (2) weeks prior to the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity of her request for leave and for together with her expected date of return. In the legal adoption case of a child. d) While on parental leavean adoption, the employee receiving supplementary shall advise the Hospital as far in advance as possible of having qualified to adopt a child, and shall request the leave benefits of absence in writing upon receipt of confirmation of the pending adoption. f. Credits for service and seniority shall continue accumulate for a period of up to participate in thirty-five (35) weeks after the University benefit plans parental leave began, if the employee also took pregnancy leave, and up to thirty-seven (37) weeks after the parental leave began otherwise, while the employee is on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based parental leave on the nominal salarybasis of what the employee’s normal regular hours of work would have been. For those employees not receiving supplementary parental leave benefits, the Employer shall The Hospital will continue to pay the employer its share of applicable staff benefit plans the premiums of the subsidized employee benefits, including pension, as applicable, in which the employee is participating for a period of up to thirty-five (35) weeks after the parental leave began, if the employee agrees to continue paying also took pregnancy leave, and thirty-seven (37) weeks after the parental leave began otherwise, provided the employee supplies post-dated cheques for their share of the premiumspremium, if any. eg. The employee shall be reinstated to her former position, if available, or given a comparable position at not less than her wages when she began her leave of absence. h. On the date of confirmation by the Employment Insurance Commission of the appropriateness of the Employer's Supplemental Employment Benefit (SEB) Plan, an employee commencing parental leave after such date, as provided under this Agreement, who has applied for and who is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act, shall be paid a supplemental employment benefit. That benefit will be equivalent to ninety-three percent (93%) of her regular weekly earnings and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two week employment insurance waiting period and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance parental benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of ten (10) weeks. The employee's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours. The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. The plan is financed by the Employer and separate accounting record of benefits paid from the plan will be kept by the Employer. The Employer will maintain inform in writing, the employee’s annual Canada Employment and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned Immigration Commission of any changes to the position held prior to plan within thirty (30) days after the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry effective date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavechange.

Parental Leave. (a) Birth mothers The parental provisions of the NES are varied such that: (i) for an Employee who take maternity is entitled to take, and does take, unpaid birth - related leave are entitled, upon request, up to sixty-one (61) weeks’ parental or adoption - related leave without pay, or as prescribed by legislation in force under section 70 of the Act at the time of birth of the child or at the time of placement of the child in the case of adoption, and who is or will be the primary carer of the child, the first 20 weeks of that leave is taken, whichever is greater.will be paid leave; b(ii) A new parent who has not taken maternity leave, including an adoptive parent, Employee with service of at least the amount prescribed in section 67(1) or (2) of the Act whose spouse or de facto partner gives birth to a child or adopts a child is entitled to up to sixty-three (63) weeks’ parental paid leave without pay, or as prescribed by legislation in force at for ten College Days around the time of the child’s birth or adoption; (iii) If an Employee specified in 8.2(a)(ii) has completed less than 12 months continuous service but has successfully achieved the probationary requirements of the College, they will be entitled to five (5) days paid leave is taken whichever is greater, provided they have been employed around the time of the child’s birth or adoption. (iv) the rate of payment for at least thirteen (13) weeks’ with paid leave under this clause will be the University Employee's permanent fraction of time plus any regular allowances payable immediately before the commencement of commencing the leave. c(b) The terms and conditions that apply to supplementary maternity leave benefits as outlined If an Employee receives a payment under this clause in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption respect of a child. d) While on period of parental leave, and the employee receiving supplementary Employee subsequently takes a further period of parental leave benefits shall continue in respect to participate the birth or placement of another child, the Employee will not be entitled to a further payment under this clause unless the Employee has returned to work at the College, which need not be their substantive position, for at least 6 months or the equivalent of a College year. (c) Any paid leave taken in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums accordance with clause 8.2(a)(i) will not count as service for any purpose. (d) Employer superannuation contributions will be based made on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share payments of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from paid parental leave. f(e) An employee on approved Employee's entitlement to paid leave under clause 8.2(a) does not affect, and is not affected by, an Employee's entitlement to paid parental leave shall accrue seniorityunder the Paid Parental Leave Act 2010 (Cth), or any other instrument. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. aA. Any active employee who becomes pregnant will be permitted to be absent from work and use the Sick Leave provisions as outlined in Section 7.02, above, during the period of disability. B. Following the conclusion of any pregnancy-related disability, or in the event any active employee adopts a child and such child is less than one (1) Birth mothers who year of age at the time of adoption; or, with respect to a father, following the birth of a child; the active employee may apply for permission to take maternity Parental Leave. Requests for permission to take Parental Leave must be made at least thirty (30) calendar days prior to the date on which the Parental Leave is to begin. Notification for leave are entitled, in the case of adoption shall be given as soon as possible prior to receiving custody of the child. Parental Leave shall be granted upon request, provided that the following conditions are met: 1. Parental Leave shall be granted for up to sixty-one (61) weeks’ parental leave the remainder of the school year during which the child is born or adopted. A "school year" is defined as July 1 - June 30. Parental Leave shall be extended through the next school year at the request of the employee. 2. Any and all Parental Leaves are without pay, or as prescribed by legislation and the employee will not receive credit during the period of such leave for the purpose of advancement on the salary schedule. 3. The active employee must state specifically, in force writing, at the time the leave is takenrequested, whichever is greaterthe expected length of such requested leave and the anticipated date on which the active employee will return to work. b4. Parental Leave will not exempt an employee from decisions regarding probationary status and/or staff reduction under this Agreement. Upon return of the employee from Parental Leave, he/she will be assigned to his/her exact- same position, so long as the position exists. If the exact-same position does not exist, the employee will be returned to a comparable position. 5. Insurance benefits may be purchased by the employee during the leave by remitting the cost of the benefits, on a monthly basis, to the Board Treasurer. 6. An employee may return to active employment prior to the anticipated date of return by submitting a notice of their intent at least thirty (30) A new parent who has calendar days prior to their amended date of return. 7. In the event an employee does not taken maternity leave, including an adoptive parent, is entitled return to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force work at the time the leave is taken whichever is greaterindicated in his/her request for ▇▇▇▇▇▇▇▇ Leave, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply said employee will forego any right to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate position in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsSchool District. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up Employer Paid Parental Leave is in addition to sixty-one (61) weeks’ parental leave without the Australian Government Paid Parental Leave Scheme as varied from time to time. Full time and part time Employees may claim Employer Paid Parental Leave at ordinary pay, from the date the Parental Leave commences in the following circumstances: First claim: where eligible for unpaid Parental Leave; and Second and subsequent claims: where an Employee having returned to work from a period of Parental Leave has completed 3 months of continuous service prior to each claim. For the purposes of the calculation of “ordinary pay” for Paid Parental Leave purposes, an Employee will be paid the higher of: The average of the ordinary hours actually worked by the Employee in the 12-month period ending at the commencement of Parental Leave; or as prescribed The ordinary hours worked by legislation in force the Employee at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before of the commencement of the leave. cParental Leave. Employer Paid Parental Leave includes: 9 weeks (or 18 weeks at half pay) The terms and conditions that apply to supplementary paid maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal birth mother; 9 weeks (or 18 weeks at half pay) paid adoption leave for the initial primary carer of a the adopted child. d) While on parental ; and 2 weeks paid partner leave, the employee receiving supplementary . Paid Partner leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share payable to: The father; or Partner of the premiums. e) The Employer birth mother; or Partner of the initial primary carer of an adopted child. Partner includes same-sex and de facto partner or former de facto partner. Any period of “Paid no safe job leave” taken by an Employee pursuant to the “Transfer to a Safe Job” provisions of the Act will maintain be deducted from the employeeEmployee’s annual and sick leave credits while they’re on parental entitlement to paid maternity leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns CLAUSE 38 – COMMUNITY SERVICE LEAVE Employees are entitled to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made Community Service Leave in accordance with the Supplementary Employment Benefit Plan will provisions of the NES. Eligible community service activities: Entitle an Employee, acting reasonably, to be prorated accordinglyabsent from employment for periods including: Time when the Employee engages in the activity; Reasonable travelling time associated with the activity; Reasonable rest time immediately following the activity. Includes: Jury service (including attendance for jury selection) that is required by or under a law of the Commonwealth, a State or a Territory; or A voluntary emergency management activity; or An activity prescribed in regulations made for the purpose of Section 109(4) of the Act. There is no limit on the amount of unpaid Jury Service Leave an Employee can take in a 12-month period of employment. Employees, other than casuals, are entitled to be paid: For claritythe first 10 days when absent from work in one or more periods to attend jury service for a jury service summons. The difference between what the Employee received as jury service pay and the base rate of pay for the Employee’s ordinary hours of work in the period or periods. Where the duration of jury service for a jury service summons exceeds 10 days, the Employer agrees to assist the Employee as far as is reasonably practical to maintain their regular income. The assistance may include flexibility of rosters; access to Annual Leave and/or Long Service Leave. The Employer may require the Employee to provide evidence that would satisfy a reasonable person: That the Employee took all necessary steps to obtain any amount of jury service pay to which they were entitled; and Of the total amount of parental leave allowance payments made jury service pay, paid or payable to the Employee. No payment is required where evidence is required by the Employer and not provided by the Employee. An Employee engages in accordance a VEMA if: They voluntarily participate; The activity involves dealing with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would an emergency or natural disaster; They are a member of, or have been paid had the employee chosen the standard parental leavea member like association with a Recognised Emergency Management Body (REMB); and The REMB requests their participation.

Parental Leave. (b) An employee who does not apply for leave of absence under (a) Birth mothers (i) and who take maternity is otherwise entitled to pregnancy leave, shall be entitled to and shall be granted leave are entitledof absence in accordance with 23.02 (a) (i) upon providing the Employer, before the expiry of two ( 2) weeks after she ceased to work, with a certificate of a legally qualified medical practitioner stating that she was not able to perform the duties of her employment because of a medical condition arising from her pregnancy, and giving the estimated day upon requestwhich, up in his opinion, delivery will occur or the actual date of her delivery. (c) An employee who intends to sixtyresume her employment on the expiration of the leave of absence granted to her under this article shall so advise the Employer when she requests the leave of absence. If a full-one time employee returns to work at the expiry of the normal pregnancy or parental leave, and the employee's former permanent position still exists, the employee will be returned to her former job, and former shift if her shift was designated. All employees who fill vacancies as a result of the above absences shall likewise be returned to their former permanent positions. (61d) weeks’ parental When the Employer has suspended or discontinued operations during the leave without payof absence and has not resumed operations upon the expiry thereof, the Employer shall upon resumption of operations, reinstate the employee to her employment or as prescribed by legislation to alternate work in force accordance with the established seniority system or practice of the Employer in existence at the time the leave is taken, whichever is greaterof absence began and in the absence of such a system or practice shall reinstate the employee in accordance with the provisions of 23.02 (c). b(e) A new parent who has not taken maternity leaveCredits for service for the purpose of movement through the salary increments, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without payvacation grids, or any other benefit included and prescribed under the Employment Standards Act 2000 as prescribed by legislation in force at the it may be amended from time the leave is taken whichever is greaterto time, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of shall continue and seniority shall accumulate during the leave. c(f) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b)Upon expiry of seventeen (17) weeks pregnancy leave, c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on an employee may immediately commence parental leave, as provided under the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share Parental Leave provisions of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leavethis agreement. The employee will be credited with vacation leave credits accrued during shall give the leave period upon the employee’s return from employer at least two (2) weeks' notice, in writing that she intends to take parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers An employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ weeks immediately preceding the date of the birth of child or the date the child first came into care or custody of the employee, shall be entitled to parental leave. A "parent" included: the natural mother or father of the child, a person with whom a child is placed for adoption and a person who is in a relationship with the University before parent of the child and who intends to treat the child as his or her own. Parental leave must begin within thirty-five weeks of the birth of the child or within weeks of the day the child first came into the custody, care and control of the parent. For employees on pregnancy leave, parental leave will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to eighteen weeks duration and shall, in all cases, be completed within fifty-one (51) weeks of the date the child is born, or comes into the custody, care and control of a parent for the first time. The employee shall give the Employer two weeks written notice of the date the leave is to begin. Parental leave ends eighteen (18) weeks after it began or on an earlier day if the employee gives the Employer at least four (4) weeks written notice of that day. For the purposes of parental leave under article Parental Leave, the provisions under and shall also apply. ARTICLE HEALTH AND INSURANCE BENEFITS The Employer agrees to pay one hundred percent (100%) the Of premiums, single-family rate, whichever is applicable. The contributions shall be payable to all present employees on the basis of their current participation in and all new employees who join the Employer's group. The Employer will provide a Life Insurance plan for each employee. The Employer will pay one hundred percent of the cost of this plan. Any employee who wishes to purchase additional life insurance up to may do so. The full cost of the premium will be deducted from the employee's payroll. The Employer agrees to pay one hundred percent (100%) of the cost of a Weekly Indemnity Plan providing the following benefits: first day accident, eighth day sickness, seventeen weeks coverage, sixty-six and two-thirds percent of weekly earnings. Weekly Indemnity participation is voluntary for all employees. Employees will be advised of their options in writing and will make their initial choice regarding participation at time of hire, within the eligibility period. An employee who does not enrol at time of hire or within the eligibility period who has withdrawn, may enrol at the sign up opportunities in January and July each year subject to evidence of insurability satisfactory to the carrier. Notwithstanding above; an employee who averages over sixty-six hours paid in any period six month pro-rata period shall be automatically enrolled at the commencement of the leave. c) next sign up period, an employee who is successful in a job posting where the scheduled hours are over sixty-six every two weeks, will be automatically enrolled within one month of the successful posting, an employee with an increase in their percentage of twenty percent or greater, above the period immediately prior, may enrol at the commencement of the next sign up period without evidence of insurability. Cheques sent to employees home address. The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b)Employer will provide a major medical, c), d) and e) will also apply to new parents no co-insurance plan for employees covered by this agreement who have not taken maternity leave and completed their probationary period. The Employer agrees to pay one hundred percent (100%) of the billed rate, whichever is applicable, for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to employees who participate in the University benefit plans on a normal cost-sharing arrangementplan. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, Effective as soon as practical the Employer shall continue implement a Drug Card providing a deductible per prescription with a dispensing fee cap, The Employer agrees to provide a Vision Care Plan (similar to the Blue Cross months Plan) and agrees to one hundred percent (100%) of the billed premium €or employees who participate in the plan. If an employee is otherwise covered the Employer shall not be obligated to contribute. The Employer agrees to pay one hundred percent (100%) of a Dental Plan The fee schedule will be maintained one calendar year behind the employer share of applicable staff benefit plans if the employee current year. The Employer agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leaveimplement a Hearing Aid Plan. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave Hearing Aide lifetime benefit shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.be

Parental Leave. (a) Birth mothers who take maternity leave are entitledEffective on confirmation by the Canada Employment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SUB) Plan, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent an employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks is eligible for parental leave, whether they become a parent through the birth of their child, through adoption, or if they are in, or enter into, a relationship of some permanence with a parent of a child, and they intend to treat the child as their own. Such leave must commence within thirty-five (35) weeks of the day the child was born, or becomes into custody, care and control of the employee for the first time. Parental leave for an employee who has taken pregnancy leave must commence at the end of the pregnancy leave unless the chi Id has not come into the care of the parent by that time. (b) An employee must give at least two (2) weeks notice of the date that the parental leave is to begin. Where the child comes into the custody, care and control of the employee for the first time sooner than expected, the leave will begin on the day the employee stops working, and notice must be provided within two (2) weeks of stopping work. (c) Parental leave ends eighteen (18) weeks after it began or on an earlier day if the employee gives the Hospital at least four (4) weeks written notice of that day. In the case of adoption, the employee who is an adoptive parent may request that parental leave to be extended to twenty-four (24) weeks duration. (d) An employee on parental leave, as provided under this Agreement, who has applied for and is in receipt of Employment Insurance parental Benefits, pursuant to Section 22 of the Employment Insurance Act, shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between ninety-three percent (93%) of her regular weekly earnings and the sum of her weekly Employment Insurance Benefits and any other earnings. Such payment shall commence following completion of the one (1) week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she is in receipt of Unemployment Insurance Parental Benefits, and shall continue while the employee is in receipt of such benefits for a maximum period of eleven (11) weeks’ with the University before . The employee's regular weekly earning shall be determined by multiplying her regular hourly rate on her last day worked, prior to the commencement of the leave. c) The terms and conditions , times her normal weekly hours plus any wage increase or salary increment that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue would be entitled to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees if he or she were not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The For clarity, an employee will be credited with vacation leave credits accrued entitled to wage rate increases that impact the wage rate paid on her last day worked prior to the commencement of the leave. In addition to the foregoing, the Hospital will pay the employee 93% of her normal weekly earnings during the first one week period of the leave period upon while waiting to receive Employment Insurance Benefits. The employee does not have any vested right except to receive payments for the covered unemployment period. The Plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. (e) Where an employee has given written notice to begin either a pregnancy or parental leave, that notice may be changed to an earlier or later date by the giving of at least two (2) weeks notice. Where notice to end a leave has been given, that notice may be changed to either an earlier or later date if the employee gives at least four (4) weeks’ notice. (f) Employees will continue to be enrolled in all pension and benefit plans included in Article 22 of this agreement unless the employee gives the Hospital written notice that the employee does not intend to pay the employee’s return from contribution, if any, to such benefit plans. The Hospital will continue to contribute its share of any premiums for such benefits while the employee continues absence on pregnancy or parental leave, unless the employee gives written notice that they do not intend to pay their contribution, if any. Employees who choose to pay their portion, if any, of the premium for such benefit plans may make such arrangements with the Hospital as are mutually satisfactory, but failing such arrangements, it would be expected that the employee would make such payments by post dated cheques. f) An employee on approved parental leave shall accrue seniority. (g) A Continuing Employee who returns to work from parental leave The employee shall be returned re-instated when the leave ends to the position held prior the employee most recently held, on the same shift and at the same rate of pay, if it still exists, or to the a comparable position, if it does not. (h) It is understood that during pregnancy leave or a comparable job if that job no longer existsparental/adoption leave, seniority shall continue to accrue. A Term Employee who returns to work from parental leave Credit for service for the purpose of vacation entitlements shall be returned accumulated, however, vacation pay would be proportional to hours worked in the position held prior to the vacation year. Sick leave provided the expiry date of the leave does credits for part- time employees will not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan accrue during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavesuch period.

Parental Leave. a) Birth mothers who take For purposes of this Article, references to an employee refer to all people. For clarification purposes, this Article does not address policy or procedure on maternity disability before and/or after birth. This Article describes leave are entitled, upon request, up to sixty-one (61) weeks’ only for purposes of caring for a child in the circumstances described below. Section 1. All employees can request parental leave without payconsistent with state and federal laws, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) Article 14 and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a childLibrary’s Parental Leave Guidelines. dSection 2. Employees may elect to use all vacation, and/or applicable sick leave as defined in Article 14, Section 1, or compensatory time, then unpaid leave of absence, with the combined leave time not to exceed six (6) While on parental leave, the employee receiving supplementary months and consistent with state and federal leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumslaws. e) The Employer will Section 3. Employees on leave without pay shall be granted the opportunity to maintain the employee’s annual retirement and sick leave credits while they’re on parental leavedeath benefits as well as medical and dental plans pursuant to rules and regulations regarding such continuation in effect at that time. Section 4. The employee will be credited returned to their former position if the position still exists at the end of parental leave, consistent with vacation leave credits accrued during the leave period upon Library’s Parental Leave Guidelines. If the position no longer exists, the employee shall be notified of the first available position in the employee’s regular classification that is at least at the same hours as the employee’s former position. However, the process to determine qualifications shall not unnecessarily delay an employee’s return from to work. An employee wishing to return to their position must state so in writing when requesting parental leave. Seniority shall continue to accrue during parental leave. f) An Section 5. If an employee on approved parental leave shall accrue is scheduled to return from leave during a layoff process, the employee will be returned to their former position if available, or to their former classification if they have sufficient seniority. If the employee does not, they will be placed on the recall list in order of seniority. gSection 6. At least twelve (12) A Continuing Employee who returns to work from weeks before the expected date of parental leave to care for a newborn child, the employee shall be returned notify their supervisor/manager and the Library Human Resources DirectorDirector of Employee Relations, by written note from the employee's physician, of the expected date of birth, intent to take parental leave, and the position held prior to length of the leave. The employee and supervisor/manager will schedule the leave in the best interests of the employee and the department. Section 7. At least twelve (12) weeks before the date of adoption or arrival of a comparable job if that job no longer exists▇▇▇▇▇▇ child, the employee will notify the Library Human Resources DirectorDirector of Employee Relations and supervisor/manager in writing of the intent to take parental leave, including date of adoption/fostering and length of leave. A Term Employee who returns to work from Application for parental leave shall must be returned to accompanied by a statement from the position held prior to adoption agency or adoption/▇▇▇▇▇▇ agency facilitator confirming the leave provided the expiry expected date of adoption/expected ▇▇▇▇▇▇ date. In the event of an adoption or ▇▇▇▇▇▇ date not being known, parental leave can begin as soon as can be reasonably scheduled between the employee and the applicable manager which, under normal circumstances, shall begin no later than six (6) weeks after the date of adoption or fostering. In unusual circumstances, the Library may authorize parental leave to start at any time up to one (1) year after the date of adoption/fostering. Section 8. In the event of the terminal illness of a child under age eighteen (18), the employee may take parental leave at any time during the illness, provided that the time does not exceed the specified termination date six (6) month limit, and the employee has submitted a request to take parental leave in writing to the Library Human Resources DirectorDirector of Employee Relations and supervisor/manager as soon as possible after the employee knows of the term appointmentnature of the illness and the intent to take parental leave. A Replacement Employee who returns Application for parental leave must be accompanied by a licensed health care practitioner’s statement indicating the nature of the terminal illness and its expected duration, if known. Section 9. If an employee on parental leave wishes to return to work from earlier than originally scheduled, the employee must notify the Library Human Resources DirectorDirector of Employee Relations in writing. The employee will then be placed on a call back list until their former position becomes vacant or the original parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the positiondate expires, whichever occurs first. A Casual Employee who returns to work from If an employee on parental leave shall wishes to extend their leave past the return date originally planned, and the Library agrees to such an extension, the employee's return rights will be returned to governed by Article 15, Section 3. Section 10. Parental leave will be granted once per birth, adoption, or ▇▇▇▇▇▇ care, and is granted as a continuous leave, rather than short blocks of time. Parental leave cannot be taken within one (1) year of the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended conclusion of previous parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the except where an employee chosen the standard parental leavehas used less than twelve (12) weeks within a twelve (12) month period.

Parental Leave. a) Birth mothers who take maternity Parental leave are entitledwill be granted, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at accordance with conditions contained in the time the leave is taken, whichever is greater. b) A new parent Employment Standards ▇▇▇ ▇▇▇▇. An employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for completed at least thirteen (13) weeks’ weeks of service with the University before Employer and who is the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption parent of a child., is entitled to a leave of absence without pay following the birth of the child or the coming of the child into the employee’s custody, care and control for the first time. Parent includes a person with whom a child is placed for adoption and a person who is in a relationship of some permanence with a parent of a child and who intends to treat the child as his or her own, and “child” has a corresponding meaning. Parental Leave may begin: da) While on no earlier than the day the child is born or comes into the custody, care and control of the parent for the first time; and b) no later than fifty-two (52) weeks after the day the child is born or comes into the employee’s custody, care and control for the first time. Parental leave for an employee who also took pregnancy leave shall commence immediately following the expiry of the pregnancy leave if one is taken unless the child has not yet come into the custody, care and control of a parent for the first time. An employee wishing to take parental leave shall give the employer written notice at least two weeks before the day the leave is to begin. Parental leave ends thirty-five (35) weeks after it began for an employee who takes pregnancy leave and thirty-seven (37) weeks after it began for an employee who did not take pregnancy leave. Once an employee begins a pregnancy/parental leave, the leaves must be taken without interruption. An employee receiving supplementary on parental leave benefits shall will continue to participate in the University Employer’s benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on for the nominal salary. For those employees period of their leave unless they elect in writing not receiving supplementary parental leave benefitsto do so, the Employer shall provided that they continue to pay contributions, if any, for the employer share period of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental such leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for elects to make his or her pension contributions under existing practice, pensionable service shall also accrue and the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave employer shall not exceed the total amount that would have been paid had the employee chosen the standard parental leavecontinue to make its contributions.

Parental Leave. a) Birth mothers Upon written notification of at least a month prior to the start of such a leave, any staff member who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ qualifies for parental leave under the Employment Standards Act shall be entitled to leave without paypay in accordance with the Employment Standards Act in connection with the birth of their child. Such leave will include the following conditions: i) an employee will be permitted to continue all employee benefits during this leave of absence, or as prescribed subject to the provision of the applicable benefit plan, provided that they continue to pay their share, if any, toward premium contributions; however, benefits during any extension under subparagraph (iv) shall only continue if the employee assumes responsibility for payment of the full premium costs in connection with their benefit coverage; ii) full seniority credits shall continue to accrue during this leave and shall be credited immediately upon the employee's return to work. Vacation credits will continue to accrue during the period of absence allowable in accordance with the provisions of the Employment Standards Act for pregnancy and parental leave; iii) when such leave has been agreed to by legislation in force at the time Employer and due to unforeseen circumstances the date that the leave is takenrequired is advanced or delayed, whichever is greatersuch change in start date shall be granted; iv) an employee may request an extension of the leave of absence provided for herein which shall be considered by the Employer having regard to the needs of the Employer. b) A new parent who has not taken maternity leaveAn employee may, including an adoptive parentwith the consent of the Society, is entitled to up to sixty-three shorten the duration of unpaid leave of absence requested under paragraph (63a) above by providing the Employer with four (4) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement ' notice of the leavetheir intention to do so. c) The terms and conditions that apply to supplementary maternity Society shall provide an Employment Benefit Supplement for parental leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees who do not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. equalify for top up under 15.02 (c) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.or

Parental Leave. The SCEC will grant parental leave as required by Massachusetts General Laws, Ch.149, Sec. 105D (a) Birth mothers who take maternity leave are entitledFor the purposes of this section, upon request, up to sixty-one an ''employer'' shall be defined as in subsection 5 of section 1 of chapter 151B. (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent An employee who has completed the initial probationary period set by the terms of employment, not taken maternity leaveto exceed 3 months, including an adoptive parentor, if there is entitled to up to sixty-three (63) weeks’ parental leave without payno such probationary period, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have has been employed by the same employer for at least thirteen (13) weeks’ 3 consecutive months as a full-time employee, shall be entitled to 8 weeks of parental leave for the purpose of giving birth or for the placement of a child under the age of 18, or under the age of 23 if the child is mentally or physically disabled, for adoption with the University before employee who is adopting or intending to adopt the child; provided, however, that any 2 employees of the same employer shall only be entitled to 8 weeks of parental leave in aggregate for the birth or adoption of the same child. The employee shall give at least 2 weeks' notice to the employer of the anticipated date of departure and the employee's intention to return or provide notice as soon as practicable if the delay is for reasons beyond the individual's control. The employee shall be restored to the employee's previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of the leave. An employee on parental leave for the adoption of a child shall be entitled to the same benefits offered by the employer to an employee on parental leave for the birth of a child. The parental leave may be with or without pay at the discretion of the employer. If the employer agrees to provide parental leave for longer than 8 weeks, the employer shall not deny the employee the rights under this section unless the employer clearly informs the employee, in writing, prior to the commencement of the parental leave, and prior to any subsequent extension of that leave, that taking longer than 8 weeks of leave shall result in the denial of reinstatement or the loss of other rights and benefits. (c) The employer shall not be required to restore an employee on parental leave to the previous or a similar position if other employees of equal length of service credit and status in the same or similar positions have been laid off due to economic conditions or other changes in operating conditions affecting employment during the employee's parental leave; provided, however, that the employee on parental leave shall retain any preferential consideration for another position to which the employee may be entitled as of the date of the leave. c(d) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue not affect the employee's right to receive vacation time, sick leave, bonuses, advancement, seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to , length of service credit, benefits, plans or programs for which the position held prior to employee was eligible at the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date or any other advantages or rights of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned employment incidental to the position held prior to the leave provided employment position; provided, however, that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed be included, when applicable, in the total amount computation of the benefits, rights and advantages; and provided further, that would have been paid had the employee chosen employer need not provide for the standard cost of any benefits, plans or programs during the parental leaveleave unless the employer provides for such benefits, plans or programs to all employees who are on a leave of absence. Nothing in this section shall be construed to affect any bargaining agreement or company policy which provides for greater or additional benefits than those required under this section. (e) Every employer shall post and keep posted in a conspicuous place upon its premises a notice describing this section and the employer's policies related to this section.

Parental Leave. aL10.01 Article L10.01 - L10.15 shall apply only to Teachers employed in a Continuing Education Credit Course assignment at the time of commencement of the parental leave. L10.02 Parental Leaves granted under the provisions of Article L10.01 shall be in accordance with the provisions of Sections 46 through 47 of The Employment Standards Act, R.S.O. 2000, as amended. L10.03 The Board shall grant to a Teacher who becomes a parent, provided said Teacher has been in its employ at least thirteen (13) Birth mothers who take maternity weeks immediately prior to the requested start date of the leave, a Parental Leave. L10.04 A mother requesting a Parental Leave must commence that leave are entitled, upon request, on the date following the conclusion of her Pregnancy Leave. L10.05 The other parent requesting a Parental Leave may commence that leave anytime within the seventy-eight (78) week period following the actual date of birth. The request may be for up to sixty-one (61) weeks’ parental weeks if a pregnancy leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not been taken maternity leave, including an adoptive parent, is entitled to and for up to sixty-three (63) weeks’ parental weeks if a pregnancy leave without payhas not been taken. The term L10.06 Requests for Parental Leave shall be made in writing on the Application for Pregnancy Leave/Parental Leave Form and submitted to the Associate Director, Organizational Support Services or designate as prescribed by legislation far in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen advance as possible but in no case any later than two (132) weeks’ with the University weeks before the commencement requested start date of the leave. L10.07 The written request for a Parental Leave shall contain: (a) the commencement date of the Parental Leave, (b) the termination date of the Parental Leave; and (c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption date or expected date of a birth of the child. d) While on parental leaveL10.08 A Parental Leave shall be without salary or allowances. L10.09 The Teacher who is participating in the Benefit Plan may opt not to continue benefits during the leave period by providing written notice to the Associate Director, the employee receiving supplementary leave benefits shall continue Organizational Support Services or designate that they do not intend to participate in the University benefit plans on Benefit Plan. L10.10 Provided that such alteration does not contravene the provisions of the Act, a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on Teacher may alter the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue requested start date of a Parental Leave: (a) to pay the employer share of applicable staff benefit plans an earlier date if the employee agrees Teacher gives the Associate Director, Organizational Support Services or designate at least two (2) weeks written notice before the earlier start date; or (b) to continue paying an earlier date if the child comes into the custody, care and control of a parent for the first time sooner than the expected date of delivery and the Teacher provides the Associate Director, Organizational Support Services or designate with written notification within two (2) weeks after the employee share of starts the premiumsleave; or (c) to a later date if the Teacher gives the Associate Director, Organizational Support Services or designate at least two (2) weeks written notice before the date the leave was to begin. e) The Employer will maintain L10.11 A Teacher may alter the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified requested termination date of a Parental Leave: (a) to an earlier date if the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to Teacher gives the position held prior to Associate Director, Organizational Support Services or designate at least four (4) weeks written notice before the leave provided that was to end and the Continuing later date does not contravene the provisions of The Employment Standards Act, R.S.O. 2000; or (b) to a later date if the Teacher gives the Associate Director, Organizational Support Services or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to designate at least four (4) weeks written notice before the leave provided that was to end and the work still exists. Where an employee opts for later date does not contravene the extended parental leaveprovisions of The Employment Standards Act, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveR.S.O. 1990.

Parental Leave. Pursuant to M.G.L. Chapter 149 Section 105D, an employee who has completed three (3) consecutive months of full-time employment shall be entitled to eight (8) weeks of parental leave for the purpose of: (a) Birth mothers who take maternity leave are entitledGiving birth, upon requestor (b) Placement of a child under the age of 18, up or under the age of 23 if the child is mentally or physically disabled, for adoption with the employee The employee shall give notice to sixty-one the Building Principal, Superintendent, and Town of Harvard Finance Department of the employee's anticipated date of departure and the employee's intention to return. Such notice shall be provided at least two (612) weeks’ weeks prior to the anticipated date of departure or as soon as practical if the delay in providing notice is for reasons beyond the employee's control. The Superintendent will grant parental leave without pay, or as prescribed by legislation upon application and will confirm in force writing the approved dates of parental leave within ten (10) business days. Parental leave commences at the time of the birth of a child or the placement of the child for adoption and is in effect for the eight (8) calendar weeks (not school weeks) immediately following the birth/placement of the child. An employee taking parental leave but who did not give birth may commence parental leave any time during the first four (4) weeks immediately following the birth/placement of the child, and such leave is takenthen in effect for the eight (8) calendar weeks following commencement. Parental leave is unpaid; however, whichever is greateran employee who has given birth to the child may use accumulated sick leave to cover absences for childbirth and recovery from childbirth. Similarly, an employee who did not give birth may convert up to twenty (20) days of accumulated sick leave towards the employee's parental leave. The following scenarios are provided as examples of the use of sick leave by the birth mother: 1. If an employee's maternity leave commences on December 1st, the eight (8) week maternity leave period would end on January 25th, even though the winter vacation and ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇ holiday take place during that period. The employee who has given birth to the child could apply sick days only to the school days during that time period for the period of her incapacity and recovery from childbirth. b) A new parent 2. If the employee's leave commences on June 1, the employee who has given birth to the child could apply her sick days only to the work days between June 1st and the last day of work for teachers in June. The remaining approximately five weeks of parental leave would take place during the summer recess period and cannot taken maternity be carried over to the next school year. During the period of parental leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ health benefits shall be continued and the employee on parental leave without pay, or as prescribed by legislation in force at shall be responsible for the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement employee's portion of the leave. c) The terms premiums for such health benefits. Employees wishing to extend leave beyond the approved (8) weeks of Parental Leave and conditions that apply take Child Rearing Leave under Section 6 below must contact the Town of Harvard to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for arrange payment of health insurance premiums. Upon the legal adoption expiration of a child. d) While on parental leave, the employee receiving supplementary leave is entitled to return to the same or a similar position without loss of benefits shall continue to participate in under the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based contract for which the employee was eligible on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain day the employee’s annual and sick 's leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned commenced, subject to the position held prior to the leave or exceptions in M.G.L. Chapter 149 Section 105D such as a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made layoff in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount provisions of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.Article X.

Parental Leave. a) Birth mothers who take maternity leave are entitled, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent An employee who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ 3 consecutive months as a full-time employee, shall be entitled to 8 weeks of parental leave for the purpose of giving birth or for the placement of a child under the age of 18, or under the age of 23 if the child is mentally or physically disabled, for adoption with the University before employee who is adopting or intending to adopt the child; provided, however, that any 2 employees of the same employer shall only be entitled to 8 weeks of parental leave in aggregate for the birth or adoption of the same child. The employee shall give at least 2 weeks' notice to the employer of the anticipated date of departure and the employee's intention to return, or provide notice as soon as practicable if the delay is for reasons beyond the individual's control. The employee shall be restored to the employee's previous, or a similar, position with the same status, pay, length of service credit and seniority, wherever applicable, as of the date of the leave. An employee on parental leave for the adoption of a child shall be entitled to the same benefits offered by the employer to an employee on parental leave for the birth of a child. The parental leave may be with or without pay at the discretion of the employer. If the employer agrees to provide parental leave for longer than 8 weeks, the employer shall not deny the employee the rights under this section unless the employer clearly informs the employee, in writing, prior to the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on parental leave, and prior to any subsequent extension of that leave, that taking longer than 8 weeks of leave shall result in the denial of reinstatement or the loss of other rights and benefits. The employer shall not be required to restore an employee on parental leave to the previous or a similar position if other employees of equal length of service credit and status in the same or similar positions have been laid off due to economic conditions or other changes in operating conditions affecting employment during the employee's parental leave; provided, however, that the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue retain any preferential consideration for another position to pay the employer share of applicable staff benefit plans if which the employee agrees to continue paying the employee share may be entitled as of the premiums. e) The Employer will maintain date of the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue not affect the employee's right to receive vacation time, sick leave, bonuses, advancement, seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to , length of service credit, benefits, plans or programs for which the position held prior to employee was eligible at the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date or any other advantages or rights of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned employment incidental to the position held prior to the leave provided employment position; provided, however, that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed be included, when applicable, in the total amount computation of the benefits, rights and advantages; and provided further, that the employer need not provide for the cost of any benefits, plans or programs during the parental leave unless the employer provides for such benefits, plans or programs to all employees who are on a leave of absence. Nothing in this section shall be construed to affect any bargaining agreement or company policy which provides for greater or additional benefits than those required under this section. Unlike the Family Medical Leave Act (FMLA), the Massachusetts Parental Leave Act does not specifically address school employees who do not work during the summer months. We also have found no caselaw addressing this issue. However, the statute does provide that the leave is “for the purpose of” giving birth or placement of a child for adoption. In addition, the statute uses the term “weeks,” not “work weeks.” Until the time caselaw or the law changes, Blackstone-Millville Regional School District would have been paid had argue this language reveals the employee chosen legislature’s intent that the standard parental leave8 week period is calculated inclusive, not exclusive, of summer months.

Parental Leave. aAn employee who has been employed in a bargaining unit position for at least thirteen (13) Birth mothers who take maternity weeks shall be entitled to a leave are entitled, upon request, of absence without pay of up to sixty-one (61) weeks’ parental leave without payweeks if the employee also took pregnancy leave, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-sixty- three (63) weeks’ weeks for other new parents provided that it starts no later than seventy-eight (78) weeks following: (a) the birth of the child; or (b) the coming of the child into the custody, care and control of a parent for the first time. The parental leave of an employee who has taken pregnancy leave shall commence immediately upon the completion of her pregnancy leave unless the child has not yet come into the custody, care and control of a parent for the first time. If an employee intends to take parental leave immediately following her pregnancy leave, she shall notify her supervisor, in writing, prior to the commencement of her pregnancy leave. Otherwise an employee shall notify her supervisor, in writing, four (4) weeks prior to the commencement of such leave. Notice of parental leave shall also include the intended duration of such leave. An employee wishing to return from a parental leave prior to the original date of return shall notify the supervisor, in writing, at least four (4) weeks in advance, giving the revised date of return. An employee who wishes to follow a parental leave with a leave of absence without pay, or as prescribed by legislation in force at the time pay shall request the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before prior to the commencement of the parental leave. c. Departmental operating requirements shall be the major consideration in granting/rejecting such leave which shall not however be unreasonably denied. Where the combined leaves (pregnancy, parental, leave of absence without pay) do not exceed twelve (12) months, employees shall be reinstated in their former position. If the combined absence exceeds twelve (12) months, employees may, upon providing written confirmation of availability to return to work, use their seniority to obtain a position as provided for in Article 20 - Job Posting, for a maximum period of three (3) months following termination of the leave. The terms University and conditions that apply employee shall continue to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and pay their regular portions of the premiums for the legal adoption of a child. dEmployee Benefit Plans (Article 26) While on during pregnancy and/or parental leave, the employee receiving supplementary leave benefits shall . Employees may continue to participate in the Employee Benefit Plans (Article 26.01 - excluding York University benefit plans on Pension Plan) during a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary leave of absence without pay following parental leave benefitsby paying the total cost of applicable premiums to the University, in advance, monthly for any full month in which they do not work, subject to the Employer provision of the Plans, for a period not to exceed five (5) months. The Employee shall continue to pay the employer share accrue seniority for up to thirty-five (35) weeks during any combination of applicable staff benefit plans if the employee agrees to continue paying the employee share pregnancy, parental and/or leave of the premiumsabsence without pay. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. (a) Birth mothers An Employee who has completed ninety (90) days of continuous employment shall, with at least fourteen (14) calendar days written notice, be granted leave without pay and benefits for the purpose of adopting a child or for parenting duties following the birth of a child. Parental leave can be taken by the birth mother, the other parent, adoptive parents, or both parents shared between them. Parental leave shall not exceed sixty- two (62) weeks unless mutually agreed otherwise between the Employer and the Employee. (b) The Employee may commence parental leave: (i) following the end of their sixteen (16) weeks maternity leave; or (ii) up to two (2) weeks prior to the expected delivery date of the child; or (iii) from any date after delivery or adoption of the child provided that the leave shall end seventy-eight (78) weeks from the birth of the child or date of adoption; or (iv) upon one (1) days notice for the purposes of adoption, provided that application for such leave was made when the adoption was approved and the Employer is kept informed of the progress of the adoption proceedings. (c) An Employee requesting an extension of parental leave and who has unused vacation entitlement may be required to take the vacation pay as a part, or all, of the period of the extension. (d) Subject to Article 32.05(e), an Employee on maternity leave are entitledor parental leave shall provide the Employer with at least fourteen (14) calendar days notice of readiness to return to work, upon request, following which the Employer will reinstate the Employee in the same or an equivalent position at not less than the same step in the pay scale and other benefits that accrue to the Employee up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided date they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the commenced leave. c(e) The terms and conditions In the event that apply to supplementary during the period of an Employee's maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a child. d) While on or parental leave, the employee receiving supplementary position from which the Employee is on such leave benefits shall continue has been eliminated due to participate in reduction of the University benefit plans working force or discontinuation of an undertaking or activity and the Employer has not increased the working force or resumed operations on a normal cost-sharing arrangement. Benefits the expiry of the Employee's maternity leave or parental leave Article 16: ▇▇▇▇▇▇ and benefit plan premiums Recall will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsapplied. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. a) Birth mothers who take maternity a. Parental leave are entitledwill be granted in accordance with the provisions of the Employment Standards Act, upon request, up to sixty-one (61) weeks’ except where amended in this provision. b. The service requirement for eligibility for parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with weeks of continuous service. c. The parental leave of an employee who takes a pregnancy leave must begin when the University before pregnancy leave ends unless the child has not yet come into the custody, care or control of a parent for the first time. d. Parental leave may begin no more than thirty-five (35) weeks after the day the child is born or comes into the custody, care and control of a parent for the first time. e. The employee shall give written notification two (2) weeks prior to the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity of her request for leave and for together with her expected date of return. In the legal adoption case of a child. d) While on parental leavean adoption, the employee receiving supplementary shall advise the Hospital as far in advance as possible of having qualified to adopt a child, and shall request the leave benefits of absence in writing upon receipt of confirmation of the pending adoption. f. Credits for service and seniority shall continue accumulate for a period of up to participate in thirty-five (35) weeks after the University benefit plans parental leave began, if the employee also took pregnancy leave, and up to thirty-seven (37) weeks after the parental leave began otherwise, while the employee is on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based parental leave on the nominal salarybasis of what the employee’s normal regular hours of work would have been. For those employees not receiving supplementary parental leave benefits, the Employer shall The Hospital will continue to pay the employer its share of applicable staff benefit plans the premiums of the subsidized employee benefits, including pension, as applicable, in which the employee is participating for a period of up to thirty-five (35) weeks after the parental leave began, if the employee agrees to continue paying also took pregnancy leave, and thirty-seven (37) weeks after the parental leave began otherwise, provided the employee supplies post-dated cheques for their share of the premiumspremium, if any. eg. The employee shall be reinstated to her former position, if available, or given a comparable position at not less than her wages when she began her leave of absence. h. On the date of confirmation by the Employment Insurance Commission of the appropriateness of the Employer's Supplemental Employment Benefit (SEB) The Employer Plan, an employee commencing parental leave after such date, as provided under this Agreement, who has applied for and who is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act, shall be paid a supplemental employment benefit. That benefit will maintain be equivalent to ninety-three percent (93%) of her total average weekly earnings based on block 15B of the Record of Employment used to qualify for EI benefits, which is the best 14 weeks of earnings of the past year, less her weekly rate of employee insurance benefits. Such payment shall commence following completion of the two week employment insurance waiting period and receipt by the Hospital of the employee’s annual 's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance parental benefits, and sick leave credits shall continue while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.is in receipt of such benefits for a maximum period of ten

Parental Leave. A Maternity Leave a) Birth mothers An employee who take has at least 12 months continuous employment and who becomes pregnant shall be entitled to a period of up to 52 weeks unpaid maternity leave are entitledprovided that such leave shall not extend beyond the child's first birthday. This entitlement shall be reduced by any period of paternity leave taken by the employee's spouse in relation to the same child and, upon request, apart from paternity leave of up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force week at the time the leave is takenof confinement, whichever is greatershall not be taken concurrently with paternity leave. b) A new parent who has not taken The period of maternity leaveleave shall be unbroken and shall, including an adoptive parentimmediately following confinement, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement include a period of the six weeks compulsory leave. c) The terms and conditions that apply period of leave may be lengthened once only by the employee, giving 14 days notice in writing, stating the period by which the leave is to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and for the legal adoption of a childbe lengthened. d) While The period of leave may, with the consent of Canon, be shortened by the employee. e) Provided the aggregate of any leave does not exceed 52 weeks, an employee may, in lieu of or in conjunction with maternity leave, take any annual leave or long service leave or any part thereof to which she is entitled. f) Paid sick leave or other paid authorised absences (excluding annual leave or long service leave), shall not be available to an employee during her absence on parental leave. g) Absence on parental leave shall not break the continuity of service of an employee, but shall not be included in calculating the period of service for any purpose. h) An employee on parental leave may terminate employment at any time during the period of leave by giving two (2) weeks notice. i) An employer shall not terminate the employment of an employee on the ground of pregnancy or of absence on parental leave, but otherwise the employee receiving supplementary leave benefits shall continue rights of an employer in relation to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees termination of employment are not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiumsaffected. ej) The Employer will maintain An employee shall confirm the intention of returning to work by giving notice in writing to Canon of not less than four weeks prior to the expiration of her period of parental leave. k) An employee’s annual and sick leave credits while they’re , upon returning to work after parental leave, shall be entitled to the position which was held immediately before proceeding on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the Where such a position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave , but there are other positions available which the employee is qualified for and is capable of performing the employee shall be returned entitled to the a position held prior as nearly comparable in status and pay to the leave provided the expiry date that of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the former position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leave.

Parental Leave. aAn employee who is the primary care giver to a child (whether a child of the employee or the employee's spouse or an Adopted Child or ▇▇▇▇▇▇ Child placed with the employee) Birth mothers who take maternity leave are entitled, upon request, will be entitled to up to sixty-one (61) weeks’ 12 months' unpaid parental leave. The period of unpaid parental leave without payunder clause 10.1 is in addition to any paid parental leave provided under this Agreement. An employee may request an extension of the period of unpaid parental leave for a further period of up to 12 months in accordance with the NES. Miscellaneous parental leave does not count as service for any purpose, but does not break continuity of service. Nothing in this Agreement affects an employee's entitlements to paid or unpaid parental leave (however described) under Commonwealth legislation, including the Fair Work Act 2009, the Maternity Leave (Commonwealth Employees) Act 1973 and Parental Leave Act 2010. RETURN TO WORK FOLLOWING PARENTAL LEAVE Upon returning to work following a period of maternity/adoption/▇▇▇▇▇▇/permanent care leave, an employee is entitled to return to: the employee’s pre-parental leave duties; or if those duties no longer exist – an available position for which the employee is qualified and suited at the same classification and pay as applied pre-parental/maternity leave. Where this is not practical, Geoscience Australia will seek to redeploy the employee in accordance with clause 1. For the purposes of this clause 11, "pre-parental leave duties" means the duties the employee performed: if the employee was moved to safe duties because of her pregnancy – immediately before the move; or if the employee began working part-time because of her pregnancy – immediately before the part-time employment began; or otherwise – immediately before the employee commenced maternity or parental leave. PUBLIC HOLIDAYS Employees will be entitled to the following public holidays: New Year's Day (1 January); Australia Day (26 January); Good Friday; Easter Monday; Anzac Day (25 April); the Queen's Birthday (on the day on which it is celebrated in a State or Territory or a region of a State or Territory); Christmas Day (25 December); Boxing Day (26 December); any other day, or as part-day, declared or prescribed by legislation or under a law of a State or Territory to be observed generally within the State or Territory, or a region of the State or Territory, as a public holiday, other than a day or part-day, or a kind of day or part-day, that is excluded by the Fair Work regulations from counting as a public holiday. If under a State or Territory law, a day or part day is substituted for one of the public holidays listed above, then the substituted day or part day is the public holiday. The CEO and an employee may agree on the substitution of a day or part day that would otherwise be a public holiday, having regard to operational requirements. An employee, who is absent on a day or part-day that is a public holiday in force at the time place where the leave employee is taken, whichever is greater. b) A new parent who has not taken maternity leave, including an adoptive parentbased for work purposes, is entitled to up be paid for the part or full day absence as if that day or part-day was not a public holiday, except where that person would not normally have worked on that day. Where a public holiday falls during a period when an employee is absent on leave (other than recreation leave or paid personal/carer's leave) there is no entitlement to sixty-three receive payment as a public holiday. Payment for that day would be in accordance with the entitlement for that form of leave (63) weeks’ parental e.g. if on long service leave without on half pay, or as prescribed by legislation in force at the payment is on half pay). CHRISTMAS CLOSEDOWN DAYS Employees will be provided with time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ with the University before the commencement of the leave. c) The terms and conditions that apply to supplementary maternity leave benefits as outlined in 22.03 b), c), d) and e) will also apply to new parents who have not taken maternity leave and off for the legal adoption of a child. d) While on parental leave, ordinary working days between Christmas Day and New Year’s Day and the employee receiving supplementary leave benefits shall continue to participate in the University benefit plans on a normal cost-sharing arrangement. Benefits first ordinary working day after New Year’s Day and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefits, the Employer shall continue to pay the employer share paid in accordance with their ordinary hours of applicable staff benefit plans if the employee agrees to continue paying the employee share of the premiums. e) The Employer will maintain the employee’s annual and sick leave credits while they’re on parental leave. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) A Continuing Employee who returns to work from parental leave shall be returned to the position held prior to the leave or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still existswork. Where an employee opts is absent on leave, payment for the extended parental leave, the parental leave allowance payments made Christmas closedown provision will be in accordance with the Supplementary Employment Benefit Plan entitlement for that form of leave, (e.g. if on long service leave at half pay, payment is at half pay). There will be prorated accordingly. For clarity, no deduction from recreation leave or personal/carer’s leave credits for the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveclosedown days.

Parental Leave. a) Birth mothers An employee who take maternity leave are entitledbecomes a parent, upon request, up to sixty-one (61) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken, whichever is greater. b) A new parent and who has not taken maternity leave, including an adoptive parent, is entitled to up to sixty-three (63) weeks’ parental leave without pay, or as prescribed by legislation in force at the time the leave is taken whichever is greater, provided they have been employed for at least thirteen (13) weeks’ weeks immediately preceding the date of the birth of child or the date the child first came into care or custody of the employee, shall be entitled to parental leave. A includes: the natural mother or father of the child; a person with whom a child is placed for adoption and a person who is in a relationship with the University before the commencement parent of the child and who intends to treat the child as his or her own. Parental leave must begin within thirty-five weeks of the birth of the child or within thirty-five weeks of the day the child first came into the custody, care and control of the parent. For employees on pregnancy leave. c) The terms , parental leave will begin immediately after pregnancy leave expires. Parental leave shall be granted for up to eighteen weeks in duration and conditions that apply to supplementary maternity leave benefits as outlined shall, in 22.03 b)all cases, c)be completed within fifty-three weeks of the date the child is born, d) or comes into the custody, care and e) will also apply to new parents who have not taken maternity leave and control of a parent for the legal adoption first time. The employee shall give the Employer two weeks written notice of a child. d) While the date the leave is to begin. Parental leave ends eighteen weeks after it began or on parental leave, an earlier day if the employee receiving supplementary gives the employer at least four weeks written notice of that day. , shall also apply. If required by the Employer, an employee shall be entitled to leave of absence with pay and without loss of seniority and benefits shall continue to participate in upgrade his or her employment qualifications. Where employees are required by the University benefit plans on a normal cost-sharing arrangement. Benefits and benefit plan premiums will be based on the nominal salary. For those employees not receiving supplementary parental leave benefitsEmployer to take courses to upgrade or acquire new employment qualifications, the Employer shall continue to pay the employer share full costs associated with the courses. The Administrator may grant a request for unpaid leave of applicable staff benefit plans if absence to upgrade employment qualifications, provided that she receives at least one month's notice in writing unless impossible and provided that such a leave may be arranged without undue inconvenience to the employee agrees to continue paying the employee share normal operations of the premiums. e) The Employer will maintain Nursing Home. Applicants, when applying, must indicate the employee’s annual date of departure and sick leave credits while they’re on parental leavespecific date of return. The employee will be credited with vacation leave credits accrued during the leave period upon the employee’s return from parental leave. f) An employee on approved parental leave shall accrue seniority. g) ARTICLE BULLETIN BOARDS A Continuing Employee who returns to work from parental leave bulletin board shall be returned available to the position held prior Union for the posting of Union notices. All such notices must be signed by a officer and submitted to the leave Home Administrator, or a comparable job if that job no longer exists. A Term Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided the expiry date of the leave does not exceed the specified termination date of the term appointment. A Replacement Employee who returns to work from parental leave shall be returned to the position held prior to the leave provided that the Continuing or Term Employee who was being replaced has not returned to the position. A Casual Employee who returns to work from parental leave shall be returned to the assignment held prior to the leave provided that the work still exists. Where an employee opts his designate, for the extended parental leave, the parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan will be prorated accordingly. For clarity, the total amount of parental leave allowance payments made in accordance with the Supplementary Employment Benefit Plan during the extended parental leave shall not exceed the total amount that would have been paid had the employee chosen the standard parental leaveapproval before posting.