温尼伯大亚愽国际app下载学

政策:育产,收养和育儿假,以外的支持人员

EFFECTIVE DATE:

1995年4月1日(取代了1994年8月1日的政策)

权威:

VICE-PRESIDENT (FINANCE & ADMINISTRATION)

目的:

这一政策的目的是定义maternity, adoption and parental leave benefits provided by the University and to establish the regulations pertaining to such leave.

范围:

This policy and the procedures outlined herein apply to all support staff who are excluded from bargaining units. For employees who are members of a bargaining unit, consult the corresponding article in the appropriate collective agreement.

RESPONSIBILITY:

The Director of Human Resources is responsible for the communication, administration, and interpretation of this policy.

POLICY:

A.产假休假

1)资格

为了有资格获得产妇/收养休假,员工必须:

(a)已在持续或会议的职位上成功完成了他/她的试用期,要求根据支持人员的雇用政策,要求固定的工作周为50%或以上的常规工作周;
(b)以书面形式向适当的经理提交请假申请至少四(4)周,然后在拟议的假期开始之前;
(c) in the case of maternity leave, provide the appropriate manager with a certificate from a duly qualified medical practitioner certifying that she is pregnant and specifying the estimated date of delivery;
(d) in the case of adoption leave, provide the appropriate manager with a statutory declaration that he/she is or is to be the primary caregiver of an adopted child during the period of the leave. The primary caregiver is the person assuming the major portion of the responsibility for care of the child.

2) Duration

An employee who qualifies is entitled to and shall be granted maternity/adoption leave as follows:

(a) a period not exceeding seventeen (17) weeks except as described below;
(b)在产假的情况下,一段时间为17(17)周,再加上一个等于医疗证书指定的估计交货日和实际交货日期之间的额外期限,如果在日期之后发生交货证书中提到;
(c)产假必须不迟于交货日期开始。收养假将在收养的一周内开始。休假必须在连续一个时期内休假。

3)返回工作

An employee who wishes to resume his/her employment on the expiration of a maternity/adoption leave granted in accordance with the above shall be reinstated by the University in the position occupied by him/her at the time such leave commenced or in a comparable position with not less than the same wages and benefits.

4)产假/收养休假福利

在孕妇/收养期期间津贴计算如下:

(a) for the first two (2) weeks the employee shall receive ninety-five percent (95%) of the employee's weekly salary;
(b)最多最多十五(15)个星期,该员工应获得相当于他/她有资格获得的失业保险每周福利差额,而他/她有95%(95%)的付款根据补充失业福利计划的每周工资;
(c) for an adoption leave the employee shall receive payments equivalent to the difference between Unemployment Insurance benefits he/she is eligible to receive and ninety-five percent (95%) of the employee's weekly salary for a maximum of up to ten (10) additional weeks, and if;
i) the adopted child is six (6) months of age or older at the time of the child's arrival at the employee's home or actual placement with the employee for the purpose of adoption; and
ii)医生或授予孩子证明孩子患有身体,心理或情感状况的机构,需要额外的父母护理;
然后,雇员应获得相当于他/她收到的失业保险福利和他/她每周的九十五(95%)的付款,每增加一周的薪水(95%),他/她将收到失业保险福利最多五(5)个星期。
(d)U.I.C.的款项组合福利加上从所有来源收到的任何收益都不能超过雇员每周工资的百分之九十五(95%)。

一个员工是必需的to return to work upon the expiration of the maternity/adoption leave or any additional parental leave for an equivalent period of service to the maternity/adoption leave taken. An employee receiving the maternity/adoption leave benefits will be required to sign an agreement acknowledging that failure to return to work for the time period specified above will result in a requirement for repayment of the salary received during the leave.

5) Vacation Entitlement

在产假期间,服务应累积。出于审判期结束,周年纪念日和度假权利的目的,应将产假视为无薪的休假。假期权利将在产假期间累积,但在收养假期期间不会产生。

6) Staff Benefits

大学和雇员在休假期间应继续对养老金计划和员工福利计划的捐款,最高为17(17)周。员工的捐款将从应付产假/收养假津贴中扣除。在计算养老金福利的计算中,应为多年的服务时,应为期限最多17(17)周的假期期间。

B. PARENTAL LEAVE

1)资格

Every employee a) who,
i) in the case of a female employee, becomes the natural mother of a child; or
ii)就男性雇员而言,成为孩子的天生父亲,或者是对他新生孩子的实际照顾和监护;或者
iii)根据省法律收养孩子;和
b) who completes 12 consecutive months of employment with the University immediately prior to the date on which the leave commences; and
c)至少在申请书中指定的一天之前的4周之前,向适当的经理提交了书面申请申请育儿假,因为员工打算开始休假的日期,并应授予并应授予没有薪水的缺席,包括连续17周的连续期限。

2) Duration

Except as provided below, parental leave must commence no later than the first anniversary date of the birth or adoption of the child or of the date on which the child comes into the actual care and custody of the employee.

Where an employee intends to take parental leave in addition to maternity or adoption leave, the employee must commence the parental leave immediately following the expiry of the maternity or adoption leave without a return to work.

3)返回工作

An employee who wishes to resume his/her employment on the expiration of parental leave granted in accordance with the above shall be reinstated by the University in the position occupied by the employee at the time such leave commenced or in a comparable position with not less than the same wages and benefits.

4) Other Benefits

With respect to other benefits provided by other policies or benefit plans, a parental leave will be treated as a leave of absence without pay. An employee must prepay both the employee and University shares of benefit premiums if coverage is to be extended during the leave.

< Back to Employment Policies

< Back to Human Resources Home Page

Baidu