Page 45 - ORC Employee Handbook Jan19

3.14.3 More than one qualifying child
If you have more than one qualifying child, you may not take more than 14 weeks Parental Leave in
any 12-month period, unless the Company agrees otherwise. This restriction does not apply in the
case of multiple births including twins.

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 holiday 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.

Page 44 of 70