Professional & Managerial Staff (1-5): Vacations & Leaves


Vacation

Paid vacation credits accrue on a monthly basis from your employment anniversary date according to the following schedule:

 Years of Service Months of Service Monthly Accrual Rate
0 to 11.0 0 to 132 1.667
11.1 to 13.0 133 to 156 1.750
13.1 to 14.0 157 to 168 1.833
14.1 or more 169 or more 2.083

Leaves

Pregnancy / Maternity Leave

If you are pregnant, and have been with the University for 13 weeks prior to delivery, you are entitled to a leave of absence up to 17 weeks. You must present a certificate from your doctor or midwife confirming the pregnancy and probable delivery date.

If you have one year of service or more, the University will pay 95% of your salary during the two-week waiting period for Employment Insurance (EI) benefits. and for up to the next 16 weeks, the University will pay the difference between EI benefits and 95% of your salary. For employees with less than one year of service, the University will pay the above noted top-up, pro-rated according to the percentage of a whole year and FTE that the employee worked before the first day of the leave.  In both of these instances, the top-up will only be paid provided that the employee applies for and receives Employment Insurance benefits.

During pregnancy and maternity leave, full benefits will continue through regular payroll deductions. Contact the Family Care office for a Maternity Leave kit.

Primary Caregiver / Adoption Leave

After 13 weeks of service with the University, this leave is available to a parent, other than the biological mother, who has the responsibility for primary childcare immediately following the birth of a child, or the arrival of a child into the custody, care and control of a parent.

With one year of service or more, you are eligible for the University Supplemental Unemployment Benefit (SUB), which pays 95% of your regular salary during the two-week waiting period for Employment Insurance (EI) benefits. For the next 16 weeks, the University will pay the difference between EI benefits up to 95% of your regular salary, provided you successfully receive EI benefits. The balance of the leave, up to 19 weeks, may be taken as unpaid parental leave.

For employees with less than one year of service, the University will pay the above noted top-up, pro-rated according to the percentage of a whole year and FTE that the employee worked before the first day of the leave. In both of these instances, the top-up will only be paid provided that the employee applies for and receives Employment Insurance benefits.

During primary caregiver/adoption leave, your full benefits will continue through regular payroll deductions. Contact the Family Care Office for a Primary Caregiver/Adoption Leave kit.

Parental Leave

After 13 weeks of service with the University, you are entitled to a parental leave following the birth of a child or the arrival of a child into your custody, care and control. Birth mothers may take 35 weeks of parental leave. All other new parents, such as birth fathers, adoptive parents and same-sex partners, may take up to 37 weeks of parental leave.

If you take pregnancy leave, your parental leave will begin either at the end of the pregnancy leave or when the baby first comes into your custody, care and control.

For other parents, parental leave must start within the 52 weeks following the baby’s birth, or after the child first comes into the custody, care and control of a parent.

If you have one or more years of service, you are eligible for the University Supplemental Unemployment Benefit (SUB), which pays 95% of your regular salary during the two-week waiting period for Employment Insurance (EI). For the next eight weeks, the University will pay the difference between EI up to 95% of your regular salary, provided you successfully receive EI benefits. During the paid portion of your parental leave, full benefits will continue through regular payroll deductions.

Please note: This provision is not available if you have taken Primary Caregiver Leave/Adoption Leave. Contact the Family Care Office for a Parental Leave kit.

Paternity Leave

Fathers and same-sex parents are granted up to five days paid leave of absence upon the birth or adoption of a child.

Sick Leave

Staff members who have completed three (3) months of continuous (staff appointed) service are eligible for paid sick leave up to 15 weeks when the absence is due to unavoidable illness or injury not compensable under Workplace Safety and Insurance Act provisions.

If you are sick beyond the 15-week period, you may apply for long term disability.

Compassionate Care Leave

The University will grant compassionate care leave to employees who take a leave of absence under the Family Medical Leave provisions of the Employment Standards Act of Ontario. For employees with one (1) year of service or more the University will pay the equivalent of the weekly Employment Insurance benefit for which the employee is qualified during the two (2) week waiting period provided that the employee applies for and receives Employment Insurance benefits.

Other Paid Leaves

Professionals/Managers are expected to schedule their own work to meet the requirements of their position and to arrange their work schedules to accommodate both their University obligations and their family care responsibilities, health care appointments, religious observances, bereavement leave, and other personal needs.

See: Personal Leave Guidelines for more information

Unpaid Leaves of Absence

You may be granted an unpaid Educational Leave for 12 months.

With supervisor approval, you may also be granted Personal and Professional Development Leave for up to six months or for a longer period with the approval of the Department/Division Head.

After three years, you are eligible for a Self-Funded Leave ranging from three months to one year without pay, providing that the reason for the self-funded leave is consistent with the Income Tax Act Regulations. Leading up to your leave, a portion of your salary is set aside and will be paid to you during your absence from work. Learn more about self-funded leave.

Part-Time Status for Family Care

If you are a full-time employee who has continuous responsibility for child and family care, you may request part-time status for a defined period. If the request is granted, you will arrange the percentage of your work appointment and its duration with your Department Head or Division Head. Salary and benefits will be prorated according to your new appointment.