Returning from Parental Leave Sample Clauses

Returning from Parental Leave. Full-time employees returning from parental leave currently have a right ‘to request’ to convert to part-time employment on fixed term or ongoing basis. Where the employee wishes to do so, the Agreement would provide a right to return on a part-time basis for up to 6 months. A longer period of leave may be requested and approved by the CEO.
View SourceView Similar (2)
Returning from Parental Leave a) Clause 6.5 of the Award outlines the rights and obligations of an employee when returning from a period of parental leave. Where there is any inconsistency the provisions of this Agreement shall apply. b) An employee will notify the employer of their intention regarding returning to work after a period of parental leave at least six weeks prior to the expiration of this leave.
View SourceView Similar (2)
Returning from Parental Leave. Lonely Planet values employees returning to work after a period of Parental Leave and will support them in balancing their family and work responsibilities as much as possible. On return from Parental Leave, a Lonely Planet employee can request to work a 4- day (30-hour) week, up until their child’s second birthday. Requests for part-time work should be made in writing, at least 4 weeks prior to returning from parental leave. Consideration for approval will be based upon the employee’s family circumstances and the operational needs of the business (however, it would be very rare to decline such a request). Employees approved to work under this part-time arrangement may request that their part-time hours be extended beyond the 2-year period, or be made a more permanent arrangement by putting their request in writing at least 2 months before the 2-year period expires. Again, the employee’s circumstances, along with the operational and resource needs of the business will be considered by management in making a decision. Lonely Planet will also consider an employee’s request for other types of flexible, part-time return to work arrangements (such as the ability to work less than 4 days per week, or to work part-time for a short period of time before returning to full-
View Source
Returning from Parental Leave. For partial school year leaves, an employee on a parental leave of absence under this Section must confirm with human resources his/her intention to return from parental leave at least two (2) weeks prior to his/her approved leave end date. For full-year leaves, an employee on a parental leave of absence under this Section must confirm with human resources or his/her administrative designee in writing, his/her intention to return from parental leave at least six (6) weeks prior to the end of his/her leave. Upon return from a parental leave, the employee shall be returned to the former position held from which the employee was granted the leave, or an equivalent position should that position no longer be available or the School District determines the timing of the employee’s return would interfere with student achievement.
View Source
Returning from Parental Leave. (1) Employees will be required to confirm their intention of returning to work by notice in writing to STC not less than 4 weeks prior to the expiration of their period of Parental leave. (2) The employee is entitled to return to their former position upon return from parental leave. (a) If the position no longer exists, but there are more suitable alternative positions available that the employee is qualified for and capable of performing, the employee is entitled to be employed in a position comparable in status and pay to that of the former position.
View Source

Related to Returning from Parental Leave

  • Paid Parental Leave Employees who meet the eligibility requirements of the Seattle Municipal Code Chapter 4.27, “Paid Parental Leave,” may take leave for bonding with their new child.

  • 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. (b) A nurse who has taken a pregnancy leave under Article 11.07 is eligible to be granted a parental leave of up to thirty-five (35) weeks' duration, in accordance with the Employment Standards Act. A nurse who is eligible for a parental leave who is the natural father or is an adoptive parent may extend the parental leave for a period of up to twelve (12) months’ duration, consideration being given to any requirements of adoption authorities. In cases of adoption, the nurse 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 receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the nurse finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (c) The nurse shall be reinstated to her or his former position, unless that position has been discontinued, in which case the nurse shall be given a comparable job. (d) Nurses newly hired to replace nurses who are on approved parental leave may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Hospital, in a permanent position, the nurse shall be credited with seniority from date of hire subject to successfully completing her or his probationary period. The nurse shall be credited with ▇▇▇▇▇ worked (hours worked for nurses whose regular hours of work are other than the standard work day) towards the probationary period provided in Article 10.01 (a) to a maximum of 30 tours (225 hours for nurses whose regular hours of work are other than the standard work day). The Hospital will outline to nurses hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such employment. (e) On confirmation by the Employment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SUB) Plan, a nurse 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 20 of the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four (84%) percent of the nurse's regular weekly earnings and the sum of her or his 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 or he is in receipt of Employment Insurance parental benefits and shall continue while the nurse is in receipt of such benefits for a maximum period of ten

  • Parental Leave of Absence A. A female unit member may use any or all accumulated leave during pre- and post-natal care for that period of time she is temporarily disabled, as determined by the unit member and her physician. B. A female unit member desiring to use any or all accumulated leave during a period of pregnancy or postnatal care should state this in writing to the Office of Human Resources and Employee Relations. C. A female unit member who uses any or all accumulated leave as a temporary disability during pre- and post-natal care must return to active service as soon as her physical health permits according to her physician; unless she requests a leave of absence without pay or she resigns. D. A female unit member who does not wish to use any or all accumulated leave during pre- and/or postnatal care shall be granted a leave of absence without pay provided that a reasonable notice in writing to the Office of Human Resources and Employee Relations is made in advance. E. A unit member using a leave of absence without pay for pre-natal care, adoption, post-natal care and/or child rearing (not to exceed a period of one (1) year in duration) shall have the opportunity to continue benefit programs provided to unit members. Unit members with at least one (1) year experience with the ▇▇▇▇▇▇▇ County Board of Education will be required after the first twelve (12) weeks to assume the Board's share of the premium in addition to any premiums he/she theretofore paid for dependent coverage and shall be offered employment upon expiration of such leave in the first available position for which he/she is certified within two (2) years from the ending date of the leave, provided that a written, advanced request is made to the Office of Human Resources and Employee Relations for re-employment which includes the anticipated date of return. If the return is within ninety (90) duty days and such return is stipulated at the beginning of the leave, the same position shall be offered. F. Adoptive parents may use up to twelve (12) weeks in compliance with Family Medical Leave Act (FMLA) of accumulated leave for the purpose of adoption and/or bonding. G. If using combined sick leave and leave without pay unit members who have at least one (1) year experience with the ▇▇▇▇▇▇▇ County Board of Education will have premiums paid for a total of twelve (12) weeks per year in accordance with the terms of the FMLA, and have teaching position held prior to such leave.

  • Unpaid Parental Leave (a) An employee is entitled to a period of up to 52 weeks unpaid parental leave in respect of the: (i) birth of a child to the employee or employee’s partner; or (ii) adoption of a child who is not the natural child or step child of the employee or employee’s partner; is under the age of five (5); and has not lived continuously with the employee for six (6) months or longer.

  • 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.