Unpaid Special Maternity Leave. (a) A pregnant Employee is entitled to a period of unpaid special maternity leave if the Employee is not fit for work during that period because the Employee:
Unpaid Special Maternity Leave d) Except for leave provided under clause 6.13 - Partner Leave of this Agreement, only one parent can proceed on Maternity, Adoption or Other Parent Leave at any one time.
Unpaid Special Maternity Leave. If, because of an illness associated with her pregnancy an employee is unable to continue to work because:
Unpaid Special Maternity Leave. Except for leave provided under sub-clause 6.16.3f) and clause 6.17 - Partner Leave of this Agreement, only one parent can proceed on maternity, adoption or other parent leave at any one time. Where less than the 52 weeks’ maternity leave is taken paid or unpaid, the unused portion of the leave cannot be banked or preserved in any way. Notwithstanding sub-clause 6.14.4c)above, paid maternity leave may be taken in more than one period by an Employee who meets the requirements of sub-clause 6.14.5d).
Unpaid Special Maternity Leave. A pregnant Employee is entitled to a period of unpaid special maternity leave if the Employee is not fit for work during that period because the Employee: has a pregnancy-related illness; or has been pregnant and the pregnancy ends within twenty-eight (28) weeks of the expected date of birth of the child otherwise than by a living child; and has not utilised personal leave for the period. An Employee must give the Employer notice of the taking of unpaid special maternity leave. The notice must: be given to the Employer as soon as practicable (which may be a time after the leave has started); and advise the Employer of the period, or expected period, of the leave. An Employee who has given notice of the taking of unpaid special maternity leave must, if required by the Employer, give the Employer evidence that would satisfy a reasonable person that the leave is taken for a reason specified in subclause 34.9(a). Without limiting subclause 34.9(d), the Employer may require the evidence referred to in that subclause to be a medical certificate. An Employee's entitlement to twelve (12) months of unpaid maternity leave provided at subclause 34.5 is not reduced by the amount of any unpaid special maternity leave taken by the Employee while the Employee was pregnant.
Unpaid Special Maternity Leave. Entitlement to unpaid special maternity leave
Unpaid Special Maternity Leave. (d) Except for leave provided under subclause 40.3(f) and clause 41 - Partner Leave, only one parent can proceed on maternity, adoption or other parent leave at any one time.
Unpaid Special Maternity Leave. A pregnant Employee is entitled to a period of unpaid special maternity leave if the Employee is not fit for work during that period because the Employee: has a pregnancy related illness; or has been pregnant and the pregnancy ends within 28 weeks of the expected date of birth of the child otherwise than by a living child; and has not utilised sick leave for the period. An Employee must give the Employer notice of the taking of unpaid special maternity leave. The notice must: be given to the Employer as soon as practicable (which may be a time after the leave has started); and advise the Employer of the period, or expected period, of the leave. An Employee who has given notice of the taking of unpaid special maternity leave must, if required by the Employer, give the Employer evidence that would satisfy a reasonable person that the leave is taken for a reason specified in 6.14.8 a). Without limiting 6.14.8d), the Employer may require the evidence referred to in that sub-clause to be a medical certificate. An Employee’s entitlement to 52 weeks’ of unpaid maternity leave provided at 6.14.4is not reduced by the amount of any unpaid special maternity leave taken by the Employee while the Employee was pregnant. Interaction with Other Leave Entitlements An Employee proceeding on unpaid maternity leave may elect to substitute any part of that leave with accrued annual and/or accrued long service leave. Where annual and/or long service leave is substituted that leave shall form part of the 52 weeks’ maternity leave entitlement. Sick leave is not payable on a period of paid or unpaid maternity leave. Extended Unpaid Maternity Leave An Employee is entitled to apply for leave without pay following maternity leave (“extended unpaid maternity leave”) to extend their leave by up to two years. Approval for an extension to unpaid maternity leave will be subject to all other available leave entitlements being exhausted. Where both parents work for the Public Sector the total combined period of extended unpaid maternity, adoption or other parent leave shall not exceed two years. The Employer is to agree to a request for extended unpaid maternity leave unless: the Employer is not satisfied that the request is genuinely based on the Employee’s parental responsibilities; or agreeing to the request would have an adverse impact on the conduct of operations or business of the Employer and those grounds would satisfy a reasonable person. The Employer is to give the Employee writte...
Unpaid Special Maternity Leave. 5.3.1. A female Employee may take unpaid special maternity leave if they are unfit to work as a result of a pregnancy related illness or if the pregnancy ends for a reason other than the birth of a living child, within twenty-eight (28) weeks of the expected birth date (for example, if a child is still born).
Unpaid Special Maternity Leave. An eligible pregnant Employee is entitled to take unpaid special maternity leave if the Employee is not fit for work because of: a pregnancy-related illness; or the pregnancy ends, not in the birth of a living child, within 28 weeks of the expected date of birth. An Employee must give their Employer notice they are taking unpaid special maternity leave as soon as possible (which may be after the leave has started), and the expected period of leave. An Employer may require evidence that would satisfy a reasonable person (e.g. a medical certificate). The entitlement to unpaid parental leave is not reduced by the amount of any unpaid special maternity leave taken by the Employee while they are pregnant. Transfer to a safe job or ‘no safe job leave’: A pregnant Employee has an entitlement to be a transferred to an ‘appropriate safe job’. An appropriate safe job is a job that has: the same ordinary hours of work as the Employee’s present position; or a different number of ordinary hours agreed to by the Employee. This entitlement applies if the Employee has provided evidence (e.g. a medical certificate) that would satisfy a reasonable person that they are fit for work, but that it is inadvisable for them to continue in their present position during a period because of: – illness or risks arising out of the pregnancy or – hazards connected with that position. If this requirement is met and there is an appropriate safe job available, the Employee must be transferred to that job for the risk period, with no other change to the Employee’s terms and conditions of employment. The Employer must pay the Employee at their full rate of pay for the position they were in before the transfer and for the hours they work during the risk period. If there is no appropriate safe job available, and the Employee is entitled to unpaid parental leave then the Employee is entitled to take paid ‘no safe job leave’ for the risk period, and be paid at their Base Rate of Pay for ordinary hours of work during the risk period. If there is no appropriate safe job available, and the Employee is not entitled to unpaid parental leave then the Employee is entitled to take unpaid ‘no safe job leave’ for the risk period. If an Employee is on paid no safe job leave during the six week period before the expected date of birth, the Employer may ask the Employee to give the Employer a medical certificate stating whether they are fit for work. The Employer may require the Employee to take a pe...
