Supported Parental Leave Sample Clauses

Supported Parental Leave. Supported Parental Leave is a leave from work of up to fifteen (15) weeks with a top-up payment as outlined below. To qualify for supported parental leave, a regular full-time or regular part-time employee must have been employed continuously for one year or more. Eligible employees will receive top-up provisions specified below with the understanding that the employee is expected to work for the University for at least six (6) months following the date of return from their supported parental leave (including additional leave such as a Leave of Absence Without Pay). Should an employee quit and therefore not satisfy this condition, they shall be indebted to the University for the sum of the monies paid to them during their supported parental leave and will be required to repay these monies to the University. The paid leave must be taken within seventy-eight (78) weeks of the birth of the baby or when the child first comes into the custody or care of the parent. Where an employee has been granted both Supported Pregnancy Leave and Supported Parental Leave the total weeks eligible for top-up shall not exceed twenty (20) weeks. An employee who takes supported parental leave is subject to the same rights and obligations as those granted for Supported Pregnancy Leave with the following amendments: Supported Parental Leave allowance as follows: Payment for Week 1 shall be dependent on whether the employee is required to serve a waiting period under EI regulations. If the employee is required to serve a waiting period of one (1) week (i) a) below will apply. If not, then (i) (b) will apply.
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Supported Parental Leave a) Supported Parental Leave is a leave from work of up to 15 weeks with top-up as specified below. To qualify for Supported Parental Leave with pay, an employee must have been
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Supported Parental Leave. General Supported Parental Leave constitutes Parental Leave for the purposes of the Employment Standards Act entitlement to Parental Leave. Supported Parental Leave in this Article is leave that is financially supported by the University, with top- up payments as outlined in Article 16.03.7 (d) for up to 15 weeks.
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Supported Parental Leave. (e) Eligibility for top-up payment for Weeks 1 and 2 will depend on whether the employee is required to serve a waiting period for the purposes of entitlement to E.I. benefits. If the employee is required to serve a waiting period of 1 2 weeks (i) a) below will apply. If not, then (i) b) below will apply. AGREED - DECEMBER 12, 2018
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Supported Parental Leave 
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Related to Supported Parental Leave

  • Paid Parental Leave 44.2 In addition, if the Employee is entitled to paid parental leave under the Paid Parental Leave Act 2010 (Cth) (PPL Act) as the primary carer of the child:

  • Extended Parental Leave 22.1 The Board shall grant an extension to the parental leave as provided in Article 21 in accordance with the terms and conditions outlined in this Article.

  • Unpaid Parental Leave (a) An employee is entitled to a period of up to 52 weeks unpaid parental leave in respect of the:

  • Parental Leave (a) A nurse 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 in this provision.

  • Maternity/Parental Leave The term of the temporary posting shall be for the term of the illness or maternity/parental leave but shall not exceed eighteen (18) continuous months.

  • Maternity and Parental Leave Employees are eligible for unpaid leave of absence from employment subject to the conditions in this article. Every employee who intends to take a leave of absence under this article will give at least four weeks' notice in writing to the Employer unless there is a valid reason why such notice cannot be given and will inform the Employer in writing of the length of leave intended to be taken. Each employee who wishes to change the effective date of approved leave will give four weeks' notice of such change unless there is a valid reason why such notice cannot be given.

  • Pregnancy and Parental Leave (a) Pregnancy/Parenting leave will be granted in accordance with the provisions of the Employment Standards Act, except where amended in this provision.

  • Pregnancy/Parental Leave Pregnancy/Parental Leave will be granted in accordance with the provisions of the Employment Standards Act as amended from time to time.

  • Parenting Leave Parenting Leave consists of Maternity Leave and Parental Leave. Parental Leave includes Paternity and Adoption Leave. An employee who qualifies for Maternity Leave may apply for such leave in accordance with Maternity Leave “Plan A” or Maternity Leave “Plan B” but not both.

  • Maternity Adoption and Parental Leave The following in part reflects the provisions of the Employment Standards Act on these matters. In all cases of dispute, and where the Act as amended from time to time is superior, the provisions of the Act will prevail.

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