Pregnancy / Parental Leave Policy -Ontario

Policy Intent

(Company Name) has adopted this policy to ensure that its full-time permanent employees are provided with paid time off to coincide with the birth or adoption of a child. The Pregnancy and Parental Leave Policy has been designed to allow our employees to recover from childbirth, bond with, and care for their newborn or adopted child, without fear of a negative impact on their employment status or opportunities with (Company Name).

This Policy Shall:

  1. Provide descriptions of employees eligible for Pregnancy and/or Parental Leave;
  2. Outline the procedure for requesting Pregnancy and/or Parental Leave;
  3. Determine the Benefits available to employees on Pregnancy and/or Parental Leave;
  4. Discuss the parameters for the maximum allowable duration of Pregnancy and/or Parental Leave.

Pregnancy/Parental Leave Eligibility Requirements

Permanent, full-time employees that have become a new parent in the following regards shall be eligible for either Pregnancy, or Parental Leave.

Pregnancy Leave

  • Biological birth mother

Parental Leave

  • Father
  • Adoptive Parent
  • Domestic Partner

Request for Pregnancy/Parental Leave Procedure

  • To ensure that (Company Name) can make the necessary arrangements to accommodate an employee taking Pregnancy or Parental Leave, employees are asked to provide four weeks notice before commencement of Leave. This is to help the company procure staffing solutions and to alleviate any additional work stress on other employees that may occur as a result of the employee’s absence.
  • Submission of a request for Pregnancy / Parental Leave shall be accompanied by any appropriate documentation.
  • Employees are expected to give four weeks notice regarding their expected date of return to work. Human Resources should be contacted as soon as possible in the event of any changes.

Benefits

  • Should the employee choose to continue with her/his health and disability insurance, or any other benefits made available by the company, the employee may continue to receive such benefits by continuing to pay any employee-paid portion of the monthly premiums.

Duration of Leave Parameters

  • Pregnancy leave can begin no earlier than 17 weeks prior to the expected due date of the baby.
  • Parental Leave can begin on the date of birth or adoption. As such, employees are expected to advise Human Resources of the exact start date. Parental leave can begin no later than 52 weeks after the initial date the child came into the employee’s care.
  • Employees who are pregnant are entitled to take Pregnancy Leave for up to 17 weeks of unpaid time off.
  • Employees who take pregnancy leave are entitled to up to 35 weeks parental leave.
  • Employees who do not take pregnancy leave are entitled to up to 37 weeks' parental leave.
  • In the event that the employee requires leave before the actual birth or adoption due to medical reasons or to fulfill legal adoption obligations, sick days shall be used up accordingly.
  • In the event that a mother gives birth to, or adopts a child (or children) that necessitates lengthy post-natal hospitalization, she shall have the option to delay all or part of their Pregnancy leave until the child (or children) may be released from the hospital’s care.
  • Pregnancy / Parental Leave must be taken in one continuous leave. Any employee that elects not to use the maximum amount of leave available shall not have the option of taking any unused leave time at a later date.
  • In the event that an employee requires more than the combined allotted 52 weeks of available Pregnancy / Parental leave, an extension may be made by Human Resources at their discretion.
  • In the event of a still-born child or miscarriage within the 17 week period prior to the expected due date, the employee is entitled to pregnancy leave.The pregnancy leave of an employee who has a miscarriage or stillbirth ends on the date that is the later of: 17 weeks after the leave began or6 weeks after the stillbirth or miscarriage.

Use of Sick Leave Benefits, Vacation and/or Family Medical Leave

  • In the event that an employee requires use of sick leave benefits at any time prior to the commencement of a Pregnancy/Parental leave period, the (Company Name) Sick Leave Policy shall apply.
  • After the paid Pregnancy / Parental leave has concluded, employees shall be allowed to use up any unpaid vacation time, and/or sick days.
  • In the event that a (Company Name) employee requires an extension of leave following a Pregnancy Leave, she may use Family Medical Leave to a maximum of eight (8) weeks, where medically substantiated.
  • (Company Name) employees that elect to extend their leave through the use of accrued Vacation time are required to comply with the (Company Name) Vacation Policy, and provide (XXXX) days/weeks notice, prior to the exhaustion of their Pregnancy Leave.
  • (Company Name) employees that elect to extend their leave through the use of Medical Leave are requested to provide (Company Name) with as much advance notice as is possibleprior to the exhaustion of their Pregnancy Leave.

Accrual of Benefits

(Company Name) employees on Pregnancy leave shall continue to accrue vacation leave time (only) and any applicable seniority while away on leave.

Legal Compliance

(Company Name) shall honor this policy in accordance with any applicable, governing laws. Employees that require Pregnancy / Parental Leave shall not be discriminated against, nor shall their salary or employment status at (Company Name) be negatively affected by it.

Acknowledgement & Agreement

I, (Employee Name), acknowledge that I have read and understand the Pregnancy/Parental Leave of (company name). Further, I agree to adhere to this Policy and will ensure that employees working under my direction adhere to these guiding principles. I understand that if I violate the rules/procedures outlined in this Policy, I may face corrective action, up to and including termination of employment.

Name:

Signature:

Date:

Witness: