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leave Policy 5 ll not count towards these rights. Your other terms and conditions of employment will not be less favourable than those which would have applied to you if you had not been on parental leave. Parentaltely before your parental leave was continuous with your period of employment immediately following your return to work. This means that the period Parental leave Policy 4 of your parental leave wiot be less favourable than it would have been if you had not been on parental leave. Your seniority, pension rights and other similar rights will be treated as if the period of your employment immediaployed before your absence, or, if it is not reasonably practicable, to another job which is both suitable and appropriate in the circumstances. 10.3.2 When you return to work your remuneration will nher job which is both suitable and appropriate in the circumstances. 10.3 Where the parental leave period is more than 4 weeks 10.3.1 In this situation you shall return to the job in which you were emyour additional maternity leave; and it is not reasonably practicable to permit you to return to that job at the end of your parental leave period. · in which case you are entitled to return to anoteave You shall return to the job in which you were employed before your absence unless: · it would not have been reasonably practicable for you to return to that job if you had returned at the end of d before your absence unless you took leave immediately after taking additional maternity leave. 10.2 Where the parental leave period is 4 weeks or less immediately after taking additional maternity lel Department will give you more details if you ask. 10 Right to return to job after leave 10.1 Where the parental leave period is 4 weeks or less You shall return to the job in which you were employe 9 Contractual rights during parental leave During parental leave your contract of employment will continue but there are very few contractual obligations which operate during this period. The Personne with the Company's Disciplinary Procedure. Behaving dishonestly in connection with requesting parental leave could amount to gross misconduct which may result in immediate termination of employment. for a child over 5 years of age or claiming leave for purposes other than caring for a child it will be treated as a disciplinary matter Parental leave Policy 3 and will be dealt with in accordancth or adoption of a child providing you give the notice stipulated at paragraph 5.2. 8 Claiming parental leave dishonestly If you claim parental leave dishonestly including attempting to claim leaveeave can be taken. 7.2 Position where leave is taken immediately after the child's birth or adoption The Company will not postpone leave if you wish your parental leave to start immediately on the birental leave you will be notified in writing within 7 days of receipt of your request for parental leave. You will be given the reason for the postponement and the alternative dates on which parental lalternative date when the parental leave can commence. The leave will not be postponed to a date later than 6 months from the original date requested. If the Company deems it necessary to postpone pararental leave 7.1 General position The Company reserves the right to postpone parental leave where the needs of the business make this necessary. The Company will attempt to agree with you a suitable en you leave the Company, you will be provided with a statement stating the number of days' parental leave you have taken with the Company which can be presented to a future employer. 7 Postponing pll be taken into account in calculating this period. The Company will expect you to declare any periods of leave with a previous employer either before or at the time of making a request for leave. Whf leave with other employers The period of 13 weeks' (or 18 weeks where disability living allowance is awarded) leave is the maximum you can take and periods of leave taken with a previous employer wie relevant); complete the absence request form and specify parental leave as the reason for absence; declare any periods of parental leave you have taken with a previous employer. · · · 6 Periods oce an appropriate birth or adoption certificate or such other documentation as the Company shall reasonably request; produce evidence of your child's entitlement to a disability living allowance (wherrental leave, you should: · provide the name of the child in respect of whom you wish to take leave, stating his/her date of birth and your relationship to him/her; Parental leave Policy 2 · prodution of the child. Where disability living allowance is awarded in respect of your child, the above notice periods are reduced to 21 days. 5.2.2 Information to be provided At the time of requesting patal leave immediately on the birth or adoption of a child you must request parental leave in the normal way and, in addition, give the Company 28 days' notice of the expected week of the birth or adopnt [and] [your line manager] of the dates when you wish your parental leave to start and end, at least 28 days in advance in order to account for unpaid leave on the payroll. If you wish to take paren be taken for a maximum of 18 weeks. 5.2 Procedure for notifying a request to take parental leave 5.2.1 Notice to be given If you wish to take parental leave you should notify the Personnel Departmeement to 13 weeks' leave, but a week's leave for these purposes is the average hours you work in a week. 5.1.4 Where disability living allowance is awarded in respect of your child, parental leave canfor the purposes of calculating your 12 weeks' leave entitlement although you will continue to be paid as normal for the time you work. 5.1.3 If you work part-time or variable hours you have an entitl take more than 4 weeks in any year. If you are permitted to take leave in blocks of one week but you actually take leave for a shorter period (eg one or two days) that will constitute a week's leave n a daily basis. 5 Taking time off for parental leave 5.1.1 Parental leave can be taken for a maximum of 13 weeks for each child. 5.1.2 You may take parental leave in blocks of one week. You may notn for parents of a disabled child Where disability living allowance is awarded in respect of your child, your parental leave entitlement may be taken up to the child's 18th birthday and may be taken ohe case of paragraph 2.3.3 above, within 5 years of obtaining formal responsibility for a child under the Children Act 1989 or the Children (Scotland) Act 1995. Parental leave Policy 1 4.2 Positioirth of the child; 4.1.2 in the case of paragraph 2.3.2 above, within 5 years of the date when the child is placed for adoption; or until the child's 18th birthday, whichever is the sooner; 4.1.3 in ttake parental leave it may only be taken for the purposes of caring for such child. 4 General position Parental leave must be taken: 4.1.1 in the case of paragraph 2.3.1 above, within 5 years of the bchild; or 2.3.2 have adopted a child under the age of 18; or 2.3.3 have acquired formal parental responsibility for a child. 3 The permitted reason for taking parental leave Where you are eligible to ous service with the Company at the beginning of the requested leave period. 2.3 Eligibility criteria To be eligible for parental leave you must: 2.3.1 be a parent named on the birth certificate of a eave Regulations 1999. 2 Entitlement to parental leave 2.1 Pay All periods of parental leave are unpaid. 2.2 Continuous service requirement To qualify for parental leave you must have 1 year's continund Conditions" found at findlegalforms.com. Parental leave policy 1 Aim The purpose of this policy is to inform all employees of their entitlement to parental leave under the Maternity and Parental LIABILITY, WHETHER IN CONTRACT, STRICT LIABILITY, OR TORT (INCLUDING NEGLIGENCE OR OTHERWISE) ARISING IN ANY WAY OUT OF THE USE OF THESE MATERIALS. The use of these materials is subject to the "Terms aPLARY, OR CONSEQUENTIAL DAMAGES (INCLUDING, BUT NOT LIMITED TO, PROCUREMENT OF SUBSTITUTE GOODS OR SERVICES; LOSS OF USE, DATE OR PROFITS; OR BUSINESS INTERRUPTION) HOWEVER USED AND ON ANY THEORY OF LN NO EVENT WILL: I) FLF, ITS AGENTS, PARTNERS, OR AFFILIATES; OR II) THE PROVIDERS, AUTHORS OR PUBLISHERS OF ITS MATERIALS, BE RESPONSIBLE OR LIABLE FOR ANY DIRECT, INDIRECT, INCIDENTAL, SPECIAL, EXEM-IS." FLF DOES NOT GIVE ANY EXPRESS OR IMPLIED WARRANTIES OF MERCHANTABILITY, SUITABILITY OR COMPLETENESS FOR ANY OF THE MATERIALS FOR YOUR PARTICULAR NEEDS. THE MATERIALS ARE USED AT YOUR OWN RISK. Ivice. An attorney/solicitor should be consulted for all serious legal matters. No Attorney-Client / Solicitor-Client relationship is created by use of these materials. THESE MATERIALS ARE PROVIDED "ASER: FindLegalForms, Inc. ("FLF") is not a law firm and does not provide legal advice. The use of these materials is not a substitute for legal advice. Only an attorney / solicitor can provide legal adent on return Within the document you will see square brackets. Where you see these square brackets you will need to delete the brackets and insert the name of the specific person requested. DISCLAIMfollowing: · · · · · · · · who can take parental leave how much leave can be taken when parental leave can be taken evidence required notice periods of leave rights to return to work terms of employmity or paternity leave to which employees may be entitled around the time of the birth of their child. This parental leave policy is suitable for use in England, Wales and Scotland and deals with the with their employer, to take unpaid leave to look after a child. Parental leave can be taken up to the child's fifth birthday (18th birthday if the child is disabled) and is in addition to any maternCOMMENTARY PARENTAL LEAVE POLICY Our parental leave policy describes the rights of both male and female employees (including parents who have adopted), who have completed one year's continuous service