Can you please advise what would be the effect on my application if I resign on my current job? I have submitted my full docs to London office last 27 May 2010 but not yet received my 2nd AOR. I'm feed up with my current employer.I been working also as part time consultant and accountant (not declared in my papers) I want to take rest for a while (i'm pregnant) but I am the PA. Is there any negative effect? Shall I go ahead with my resignation or wait for further advice from VO? PLEASE ADVISE...........
TAKE REST.
You require at least 6 months completely rest.
It will not affect on your file. They will understand your problems.
You know, what is the rules in Canada if she is pregnant and working.....
Maternity leave
In Canada, maternity benefits for working mothers and parents remain the responsibility of the federal government. Canada's Employment Insurance (EI) gives paid maternity leave for 15 weeks. To receive maternity benefits the woman is required to have worked for 600 hours in the last 52 weeks or since your last claim. A woman need to prove your pregnancy by signing a statement declaring the expected due or actual date of birth.
If your baby is hospitalized, then the 17 week limit can be extended for every week your child is in the hospital up to 52 weeks — following the week of the child's birth.
Parental Benefits
Parental benefits are payable either to the biological or adoptive parents while they are caring for a new-born or an adopted child, up to a maximum of 35 weeks. To receive parental benefits you are required to have worked for 600 hours in the last 52 weeks or since your last claim. You must sign a statement declaring the newborn's date of birth, or, when there is an adoption, the child's date of placement for the purpose of the adoption, and the name and address of the adoption authority.
Parental Leave in Canada
Parental leave in Canada is designed to allow new parents to take the necessary time off work to care for their newborn children without jeopardizing their careers. The maximum period of leave, applicability to adoption and other issues may vary from province-to-province; therefore, it is important to find out your precise rights in your province of work, with the help of a Canadian Labour and Employment lawyer. This short note will explain those areas of law common throughout Canada, and flag those issues where the law varies from province to province.
Two kinds of leave in Canada
New parents in Canada are actually entitled to two kinds of leave: "pregnancy leave" and "parental leave."
"Pregnancy" leave (also sometimes called "maternity leave") is designed to provide a period of leave for women who have been pregnant, in order to allow them to recover from the physical consequences of the birthing process. In Canada pregnant women are eligible for pregnancy leave. All of the provinces and territories provide for a pregnancy leave of 17 weeks, except for Saskatchewan (18 weeks) and Alberta (15 weeks). You may start your pregnancy leave before your due date (anywhere from 11 - 17 weeks prior to your due date, depending upon your province). Finally, in the unfortunate event of a miscarriage and stillbirth, four provinces explicitly state that women are still entitled to pregnancy leave (B.C., Newfoundland, Ontario, and Saskatchewan) - the other provincial statutes, while silent, would likely allow it as well.
"Parental leave" is designed to provide a period of leave for a parent of either gender to allow them to bond with their new child and begin the child-rearing process. Parental leave in Canada ranges from between 35-37 weeks and, in some provinces, may be shared between two parents.
Pay during Pregnancy and Parental Leave
A new parent in Canada is not entitled to be paid during his or her pregnancy or Ontario parental leave of absence. Some Ontario Canadian employers have agreed to pay part of an employee's salary during pregnancy or parental leave, but there is no obligation on the employer to do so. Some provinces (B.C. and Ontario) require the employer to continue paying its share of contributions to health and other benefit plans during pregnancy or parental leave. In other provinces, employees may continue to participate in benefit plans only if they pay the entire cost of the premiums. This may be of some small benefit to Ontario employees if the cost of replacement benefits is higher than paying for the employer's benefit plan.
However, new parents are entitled to Employment Insurance during pregnancy and parental leave. New Canadian parents must have worked a minimum of 600 hours of "insurable employment" in the last 52 weeks prior to the claim for benefits. Pregnant women in Canada are entitled to 15 weeks of benefits, and parents of either gender are entitled to up to an additional 35 weeks of EI benefits. If you include the two-week waiting period, this means that a new mother is entitled to one full year on EI benefits. As of today, EI will pay 55% of a person's salary, up to a maximum of $413 per week.
Rights when returning from pregnancy and parental leave
All provinces in Canada prohibit employers from dismissing, laying off, suspending, disciplining or otherwise penalizing employees because they take pregnancy or parental leave. Employers in Canada are allowed to dismiss an employee for reasons unrelated to the leave (i.e. a plant shutdown or general downsizing); however, when an employee is dismissed during their leave, it raises a suspicion that the dismissal was related to the leave, and the Canadian employer's actions will be subject to intense scrutiny.
When an employee in Canada returns from pregnancy or parental leave, he or she is entitled to return to work. In Ontario, Nova Scotia and Prince Edward Island, an employee is entitled to return to his or her pre-leave position, unless the position no longer exists. In other Canadian provinces, the employee must be reinstated to the position they held prior to taking leave, or to a "comparable" position. A "comparable" position is one that involves work of a comparable nature when considering: the location of the job, hours of work, quality of working environment, degree of responsibility, the pay, job security, possibility of advancement, and prestige.
Finally, employees on pregnancy and parental leave may continue to accrue seniority or service during their leave, as well as other employment benefits. The precise rights vary significantly from province to province. Most provinces in Canada allow employees to continue to accrue service during their leave periods for pension and other benefit purposes. Some provinces also allow employees to continue to accrue seniority while on leave. Finally, a number of provinces (including Ontario and B.C.) state that employees must be reinstated from their leave at a wage rate that is equal to the rate they would have received had they not been on leave. This means that, in some provinces in Canada, employees on leave receive annual increases or even merit increases while on leave
Source:
http://www.canadian-lawyers.ca/understand-your-legal-issue/family-law/1036284/
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