Page 55 - My Clinic Employee Handbook Draft V.1

3.14.4 Postponement of Parental Leave by the Company
The Company may postpone the parental leave (prior to the signing of a confirmation document) if the Company
is satisfied that granting the leave would have a substantial adverse effect on the operation of the business. Any
such postponement will be for no greater than 6 months, and the Company will consult with you prior to giving
notice of the postponement to agree an alternative suitable date. The Company will notify you of its intention
to postpone (giving grounds for such postponement) at least 4 weeks before the proposed date of
commencement of Parental Leave.

The Company may only postpone the leave once in respect of any particular child, save and except that if the
reason for the postponement is a seasonal variation in the volume of work, the Company may postpone the
leave up to twice in respect of any particular child.

3.14.5 Abuse of Parental Leave
You must use any Parental Leave granted to take care of the qualified child.

If the Company has reasonable grounds to believe that the leave is being used other than to take care of the
qualified child, and after allowing you 7 days in which you may make representations on the matter, the
Company may terminate the leave on 7 days’ notice (such notice to specify the grounds for the termination of
leave, and the date of termination).

3.14.6 Refusal of Parental Leave
If the Company believes on reasonable grounds that you are not entitled to the Parental Leave, the
Company may notify you of its intention to refuse the leave, allowing you 7 days in which to make
representations on the matter. If the Company after considering your representations (if any), decides to refuse
the Parental Leave it will specify the reasons for such refusal.

3.14.7 Terms and Conditions of Employment
Your contract of employment will continue during parental leave as to the Company's duty of trust and
confidence to you, terms as to notice of termination, redundancy payments, disciplinary and grievance
procedures.
• You will remain bound by your duty of good faith to the Company and your duty not to disclose
confidential information relating to the Company, accept gifts or other benefits or participate
in any other business.
• You will remain employed during the Parental Leave and continue to accrue continuity of
service.
• You will continue to accrue holidays during Parental Leave.
• Any Parental leave will be unpaid.
• Any period of probation, training or apprenticeship may be suspended by the Company at its
discretion whilst you are on Parental Leave.
• On your return you will be entitled to return to your previous job or position, or if that previous
job or position is not your usual job or position, you will be entitled to return to work either to
that job or your usual job or position as soon as practicable.
• If because of an interruption or cessation of work at the date of expiry of Parental Leave it is
unreasonable to expect you to return at that date, you may return to work as soon as
reasonably practicable after the resumption of work.
• If it is not practicable to allow you to return to work the Company will offer you suitable
alternative work on terms or conditions of employment, which are not substantially less
favourable to you.

3.15 CARERS LEAVE
You may avail of temporary unpaid leave in order to personally provide full time care for a person who has been
medically certified to be in need of full-time attention. You must have at least 12 months continuous service to
avail of this. This entitlement is subject to receipt of a decision from a deciding officer of the Department of
Employment Affairs and Social Protection that the person whom you propose to provide full time care for a
relevant person within the meaning of the Social Welfare (Consolidation) Act, 1993 as amended.

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