USW Local 1998 (Appointed): Vacations & Leaves

 


Vacation


Paid vacation credits accrue on a monthly basis from your employment anniversary date and are based on years of service according to the following schedule:

Length of Service Monthly Accrual Rate
First 60 months 1.25 days/month
61 to 72 months 1.33 days/month
73 to 84 months 1.417 days/month
85 to 96 months 1.5 days/month
97 to 108 months 1.583 days/month
109 to 132 months 1.667 days/month
133 to 156 months 1.75 days/month
157 to 168 months 1.833 days/month
169 or more months 2.083 days/month

Leaves


Pregnancy 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 one-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 EI benefits. During pregnancy leave, full benefits will continue through regular payroll deductions.

Contact the Family Care Office for a pregnancy leave kit.


Primary Caregiver / Adoption Leave


After 13 weeks of service with the University, this leave is available to a parent, other than a birth parent, 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, the University will pay 95% of your regular salary during the one-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,  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 for the first time. Both parents will be eligible to take a parental leave as follows:

(i)   Birth Parents may take up to 35 weeks of parental leave;

(ii)  All other new parents may take up to 37 weeks of parental leave;

(iii) Or such shorter or longer period of time as might be required under the Employment Standards Act, 2000 from time to time.

If you take pregnancy leave, your parental leave commences when pregnancy leave ends or when the baby first comes into your custody, care, and control.

For all other new parents, parental leave must commence within fifty-two (52) weeks after birth, or after the child first comes into the custody, care and control of a parent, or such other time as may be specified under the Employment Standards Act, 2000 from time to time.

For employees with one (1) year of service or more, who have applied for and are in receipt of Employee Insurance parental benefits, the University will provide the following:

(i)   For an employee who has taken pregnancy leave, the difference between Employment Insurance parental benefits and ninety-five (95) percent of salary for ten (10) weeks;

(ii)  For an employee who takes parental leave for which a one (1) week waiting period has already been served in respect of the same child, the difference between Employment Insurance parental benefits and ninety-give (95) percent of salary for ten (10) weeks;

 (iii) For an employee who takes parental leave and is required to serve a one (1) week waiting period, ninety-five (95) percent of salary during the one (1) week waiting period and the difference between Employment Insurance parental benefits and ninety-five (95) percent of salary for eight (8) weeks.

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.

Parental Transition Week

an employee who is entitled to receive 95% paid salary during the one-week waiting period for Employment Insurance (EI) benefits will receive one paid week of leave immediately following the end of their EI pregnancy or parental leave (the end of their combined leaves for employees who take both pregnancy and parental leave). During the Parental Transition Week. employees will be paid 100 percent of their weekly salary.


Non – Birth Parent Leave

Non – birth parents are granted up to five days paid leave of absence upon the birth or adoption of a child. Leave must be taken within the first month of the birth or an adoption.


Sick Leave


Upon completion of your probationary period, you 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.


Bereavement Leave


You will be granted up to five days of paid leave in the event of the following deaths:

  • Spouse
  • Same-sex partner
  • Children (including step-children)
  • Grandchildren
  • Parents
  • Parents-in-law
  • Sibling (including step-brother, step-sister)
  • Sister-in-law or brother-in-law
  • Grandparents
  • Person whose death is comparable to that of an immediate family member

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 (EI) for which the employee is qualified during the one (1) week waiting period provided that the employee applies for and receives EI benefits.


Other Paid Leaves


Personal Leaves


You may request up to four (4) days, or eight (8) half-days, of paid personal leave each year. Personal leave may be used for a variety of circumstances, such as caring for family members, parent-teacher interviews, school trips or concerts, filling in for your child’s regular care giver, religious holidays, professional appointments, court appearances, moving, supplementing a bereavement leave, writing examinations, and responding to an emergency.


Jury and Witness Duty


If you are called for jury duty or if you are subpoenaed as a witness (excluding arbitration), you will receive an amount equal to your lost pay for the days you might have been working. You must provide the University with certification explaining the reason for your absence.


Unpaid Leaves of Absence


You may be granted an unpaid leave of absence for good reason, and if it does not interfere with operations, without loss of seniority for up to one year. To receive this benefit, you must make the request at least four weeks in advance and your absence must not unduly interfere with University operations. Leaves may be extended for good reason up to six additional calendar months if the University and the Union agree.


Union Leave


If you choose to accept an official position with the unternational union or within the local union, the University may grant a leave of absence for up to one year.


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.