Our tech team has launched updates to The Nest today. As a result of these updates, members of the Nest Community will need to change their password in order to continue participating in the community. In addition, The Nest community member's avatars will be replaced with generic default avatars. If you wish to revert to your original avatar, you will need to re-upload it via The Nest.
If you have questions about this, please email help@theknot.com.
Thank you.
Note: This only affects The Nest's community members and will not affect members on The Bump or The Knot.
Moms who are back to work - vacation policy Q
I need some insight. I've google -searched the heck out of it and can't find any info. I work for a small business so it's not very professional as far as policies go....anyway..
When you got back from maternity leave, did you still get all your vacation days as if you were employed for the past year, even though you weren't there?
Usually I get 3 weeks from Oct-Oct. Coming back in July, do I have to use my 3 weeks by next Oct and then get another 3 weeks for the following year? or is my vacation prorated, since Im only really working for 4 months of the year, do I only get 1/3 of my vacation, so 1 week of vacation until October?
What is your employer's policy. Since being on maternity leave means you're still an employee, I think I should get all my vacation time.
Re: Moms who are back to work - vacation policy Q
Thanks Ladies. That instilled some confidence on my part and I looked into it further. Found the Employment Standards Act and it sounds like i earned my vacation time and there should be no changes in my terms.
Employment considered continuous
If an employee is on any of the leaves referred to in this factsheet or is on jury duty, employment is considered continuous for the purposes of calculating annual vacation and termination entitlements, as well as for pension, medical or other plans of benefit to the employee.
With the exception of reservists? leave, an employer must continue to make payments to any such plans unless the employee chooses not to continue with his or her share of the cost of a plan.
The employee is entitled to all increases in wages and benefits that the employee would have received if not on leave.