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17.01 In respect to applications for leave
made pursuant to this Article, the employee may be required to provide
satisfactory validation of the circumstances necessitating such requests.
**
17.02 Bereavement Leave with Pay
For the purpose of this clause, immediate family is defined
as father, mother, (or alternatively stepfather, stepmother or foster parent) brother,
sister, spouse (including common-law partner residing with the employee), child
(including child of common-law partner) stepchild or ward of the employee,
grandparent, grandchild, father-in-law, mother-in-law, and relative permanently
residing in the employee's household or with whom the employee permanently
resides.
- When
a member of the employee's immediate family dies, an employee shall be entitled
to a single bereavement period of five (5) consecutive calendar days. Such
bereavement period, as determined by the employee, must include the day of the
memorial commemorating the deceased or must be taken within two (2) days
following the death. During such period the employee shall be paid for those
days which are not regularly scheduled days of rest for the employee. In
addition, the employee may be granted up to three (3) days' leave with pay for
the purpose of travel related to the death.
- An
employee is entitled to up to one (1) day's bereavement leave with pay for the
purpose related to the death of his son-in-law, daughter-in-law, brother-in-law
or sister-in-law.
- It
is recognized by the parties that the circumstances that call for leave in
respect of bereavement are based on individual circumstances. On request, the
deputy head of a department may, after considering the particular circumstances
involved, grant leave with pay for a period greater and/or in a manner
different than that provided for in clauses 17.02(a) and (b).
- If,
during a period of sick leave, vacation leave or compensatory leave, an
employee is bereaved in circumstances under which he or she would have been
eligible for bereavement leave with pay under paragraphs 17.02(a) or (b), the
employee shall be granted bereavement leave with pay and his or her paid leave
credits shall be restored to the extent of any concurrent bereavement leave
with pay granted.
17.03 Maternity Leave
without Pay
- An
employee who becomes pregnant shall, upon request, be granted maternity leave
without pay for a period beginning before, on or after the termination date of
pregnancy and ending not later than eighteen (18) weeks after the termination
date of pregnancy.
- Notwithstanding
paragraph (a):
- where the employee has not yet proceeded on
maternity leave without pay and her newborn child is hospitalized,
or
- where the employee has proceeded on
maternity leave without pay and then returns to work for all or part of the
period during which her newborn child is hospitalized,
the
period of maternity leave without pay defined in paragraph (a) may be extended
beyond the date falling eighteen (18) weeks after the date of termination of
pregnancy by a period equal to that portion of the period of the child's
hospitalization during which the employee was not on maternity leave, to a
maximum of eighteen (18) weeks.
- The
extension described in paragraph (b) shall end not later than fifty-two (52)
weeks after the termination date of pregnancy.
- The Employer may require an employee
to submit a medical certificate certifying pregnancy.
- An
employee who has not commenced maternity leave without pay may elect to:
- use earned vacation and compensatory leave
credits up to and beyond the date that her pregnancy terminates;
- use her sick leave credits up to and
beyond the date that her pregnancy terminates, subject to the provisions set
out in Article 16 Sick Leave. For purposes of this subparagraph, the terms "illness"
or "injury" used in Article 16 Sick Leave, shall include medical
disability related to pregnancy.
- An
employee shall inform the Employer in writing of her plans for taking leave
with and without pay to cover her absence from work due to the pregnancy at
least four (4) weeks in advance of the initial date of continuous leave of
absence during which termination of pregnancy is expected to occur unless there
is a valid reason why the notice cannot be given.
- Leave
granted under this clause shall be counted for the calculation of "continuous
employment" for the purpose of calculating severance pay and "service"
for the purpose of calculating vacation leave. Time spent on such leave shall
be counted for pay increment purposes.
17.04
Maternity Allowance
- An
employee who has been granted maternity leave without pay shall be paid a
maternity allowance in accordance with the terms of the Supplemental
Unemployment Benefit (SUB) Plan described in paragraph (c) to (i), provided
that she:
- has completed six (6) months of continuous
employment before the commencement of her maternity leave without pay,
- provides the Employer with proof that she
has applied for and is in receipt of maternity benefits under the Employment
Insurance or the Québec Parental Insurance Plan in respect of insurable
employment with the Employer
and
- has signed an agreement with the Employer
stating that:
- she
will return to work on the expiry date of her maternity leave without pay
unless the return to work date is modified by the approval of another form of
leave;
- following
her return to work, as described in section (A), she will work for a period
equal to the period she was in receipt of maternity allowance;
- should
she fail to return to work in accordance with section (A), or should she return
to work but fail to work for the total period specified in section (B), for
reasons other than death, lay-off, early termination due to lack of work or
discontinuance of a function of a specified period of employment that would
have been sufficient to meet the obligations specified in section (B), or
having become disabled as defined in the
Public Service Superannuation Act, she will be indebted to the Employer for
an amount determined as follows:
however, an employee whose specified period of
employment expired and who is rehired in any portion of the Core Public
Administration as specified in the Public Service Labour Relations Act
within a period of ninety (90) days or less is not indebted for the amount if
her new period of employment is sufficient to meet the obligations specified in
section (B).
- For
the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall
count as time worked. Periods of leave without pay during the employee's return
to work will not be counted as time worked but shall interrupt the period
referred to in section (a)(iii)(B), without activating the recovery provisions
described in section (a)(iii)(C).
- Maternity
allowance payments made in accordance with the SUB Plan will consist of the
following:
- where an employee is subject to a waiting
period of two (2) weeks before receiving Employment Insurance maternity
benefits, ninety-three per cent (93%) of her weekly rate of pay and the
recruitment and retention "terminable allowance" for each week of the
waiting period, less any other monies earned during this period,
and
- for each week that the employee receives a
maternity benefit under the Employment Insurance or the Québec Parental
Insurance Plan, she is eligible to receive the difference between ninety-three
per cent (93%) of her weekly rate of pay and the recruitment and retention "terminable
allowance" and the maternity benefit, less any other monies earned during
this period which may result in a decrease in her maternity benefit to which
she would have been eligible if no extra monies had been earned during this
period.
- At
the employee's request, the payment referred to in subparagraph 17.04(c)(i)
will be estimated and advanced to the employee. Adjustments will be made once
the employee provides proof of receipt of Employment Insurance or Québec
Parental Insurance Plan maternity benefits.
- The
maternity allowance to which an employee is entitled is limited to that
provided in paragraph (c) and an employee will not be reimbursed for any amount
that she may be required to repay pursuant to the Employment Insurance Act or
the Parental Insurance Act in Québec.
- The
weekly rate of pay referred to in paragraph (c) shall be:
- for a full-time employee, the employee's
weekly rate of pay on the day immediately preceding the commencement of
maternity leave without pay,
- for an employee who has been employed on a
part-time or on a combined full-time and part-time basis during the six (6) month
period preceding the commencement of maternity leave, the rate obtained by
multiplying the weekly rate of pay in subparagraph (i) by the fraction obtained
by dividing the employee's straight time earnings by the straight time earnings
the employee would have earned working full-time during such period.
- The
weekly rate of pay referred to in paragraph (f) shall be the rate and the
recruitment and retention "terminable allowance" to which the
employee is entitled for her substantive level to which she is appointed.
- Notwithstanding
paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately
preceding the commencement of maternity leave without pay an employee has been
on an acting assignment for at least four (4) months, the weekly rate shall be
the rate and the recruitment and retention "terminable allowance" she
was being paid on that day.
**
- Where
an employee becomes eligible for a pay increment or pay revision that would
increase the maternity allowance, the allowance shall be adjusted accordingly.
- Maternity
allowance payments made under the SUB Plan will neither reduce nor increase an
employee's deferred remuneration or severance pay.
17.05
Special Maternity Allowance for Totally Disabled Employees
- An
employee who:
- fails to satisfy the eligibility
requirement specified in subparagraph 17.04(a)(ii) solely because a concurrent
entitlement to benefits under the Disability Insurance (DI) Plan, the Long-Term
Disability (LTD) Insurance portion of the Public Service Management Insurance Plan
(PSMIP) or the Government Employees
Compensation Act prevents her from receiving Employment Insurance or Québec
Parental Insurance Plan maternity benefits;
and
- has satisfied all of the other eligibility
criteria specified in subparagraph 17.04(a), other than those specified in
sections (A) and (B) of subparagraph 17.04(a)(iii);
shall
be paid, in respect of each week of maternity allowance not received for the
reason described in subparagraph 17.05(a)(i), the difference between ninety-three
per cent (93%) of her weekly rate of pay and recruitment and retention "terminable
allowance", and the gross amount of her weekly disability benefit under
the DI Plan, the LTD Plan or via the Government
Employees Compensation Act.
- An
employee shall be paid an allowance under this clause and under clause 17.04
for a combined period of no more than the number of weeks during which she
would have been eligible for maternity benefits under the Employment Insurance
or the Québec Parental Insurance Plan had she not been disqualified from
Employment Insurance or Québec Parental Insurance Plan maternity benefits for
the reasons described in subparagraph 17.05(a)(i).
17.06
Parental Leave without Pay
- Where an employee has or will have the
actual care and custody of a new-born child (including the new-born child of a
common-law partner), the employee shall, upon request, be granted parental
leave without pay for a single period of up to thirty-seven (37) consecutive
weeks in the fifty-two (52) week period beginning on the day on which the child
is born or the day on which the child comes into the employee's care.
- Where
an employee commences legal proceedings under the laws of a province to adopt a
child or obtains an order under the laws of a province for the adoption of a
child, the employee shall, upon request, be granted parental leave without pay
for a single period of up to thirty-seven (37) consecutive weeks in the fifty-two
week (52) period beginning on the day on which the child comes into the
employee's care.
- Notwithstanding
paragraphs (a) and (b) above, at the request of an employee and at the
discretion of the Employer, the leave referred to in the paragraphs (a) and (b)
above may be taken in two periods.
- Notwithstanding paragraphs (a) and
(b):
- where the employee's child is hospitalized
within the period defined in the above paragraphs, and the employee has not yet
proceeded on parental leave without pay,
or
- where the employee has proceeded on
parental leave without pay and then returns to work for all or part of the
period during which his or her child is hospitalized,
the
period of parental leave without pay specified in the original leave request
may be extended by a period equal to that portion of the period of the child's
hospitalization during which the employee was not on parental leave. However,
the extension shall end not later than one hundred and four (104) weeks after
the day on which the child comes into the employee's care.
- An
employee who intends to request parental leave without pay shall notify the
Employer at least four (4) weeks in advance of the commencement date of such
leave.
- TheEmployer may:
- defer the commencement of parental leave
without pay at the request of the employee;
- grant the employee parental leave without
pay with less than four (4) weeks' notice;
- require an employee to submit a birth
certificate or proof of adoption of the child.
- Leave
granted under this clause shall count for the calculation of "continuous
employment" for the purpose of calculating severance pay and "service"
for the purpose of calculating vacation leave. Time spent on such leave shall
count for pay increment purposes.
17.07
Parental Allowance
- An
employee who has been granted parental leave without pay, shall be paid a
parental allowance in accordance with the terms of the Supplemental
Unemployment Benefit (SUB) Plan described in paragraphs (c) to (i), providing
he or she:
- has completed six (6) months of continuous
employment before the commencement of parental leave without pay,
- provides the Employer with proof that he
or she has applied for and is in receipt of parental, paternity or adoption
benefits under the Employment Insurance or the Québec Parental Insurance Plan
in respect of insurable employment with the Employer,
and
- has signed an agreement with the Employer
stating that:
- the employee
will return to work on the expiry date of his/her parental leave without pay,
unless the return to work date is modified by the approval of another form of
leave;
- following his
or her return to work, as described in section (A), the employee will work for
a period equal to the period the employee was in receipt of the parental
allowance, in addition to the period of time referred to in section 17.04(a)(iii)(B),
if applicable;
- should he or
she fail to return to work in accordance with section (A) or should he or she
return to work but fail to work the total period specified in section (B), for
reasons other than death, lay-off, early termination due to lack of work or
discontinuance of a function of a specified period of employment that would
have been sufficient to meet the obligations specified in section (B), or
having become disabled as defined in the
Public Service Superannuation Act, he or she will be indebted to the
Employer for an amount determined as follows:
however, an employee whose specified period of
employment expired and who is rehired in any portion of the Core Public
Administration as specified in the Public Service Labour Relations Act
within a period of ninety (90) days or less is not indebted for the amount if
his or her new period of employment is sufficient to meet the obligations
specified in section (B).
- For
the purpose of sections (a)(iii)(B), and (C), periods of leave with pay shall
count as time worked. Periods of leave without pay during the employee's return
to work will not be counted as time worked but shall interrupt the period
referred to in section (a)(iii)(B), without activating the recovery provisions
described in section (a)(iii)(C).
- Parental
Allowance payments made in accordance with the SUB Plan will consist of the
following:
- where an employee is subject to a waiting
period of two (2) weeks before receiving Employment Insurance parental
benefits, ninety-three per cent (93%) of his/her weekly rate of pay and the
recruitment and retention "terminable allowance", for each week of
the waiting period, less any other monies earned during this period;
- for each week the employee receives
parental, adoption or paternity benefits under the Employment Insurance or the
Québec Parental Insurance Plan, he or she is eligible to receive the difference
between ninety-three per cent (93%) of his or her weekly rate of pay and the
recruitment and retention "terminable allowance" and the parental,
adoption or paternity benefit, less any other monies earned during this period
which may result in a decrease in his/her parental, adoption or paternity
benefit to which he or she would have been eligible if no extra monies had been
earned during this period;
- where an employee has received the full
eighteen (18) weeks of maternity benefit and the full thirty-two (32) weeks of
parental benefit under the Québec Parental Insurance Plan and thereafter
remains on parental leave without pay, she is eligible to receive a further
parental allowance for a period of two (2) weeks, ninety-three per cent (93%)
of her weekly rate of pay and the recruitment and retention "terminable
allowance" for each week, less any other monies earned during this period.
- At
the employee's request, the payment referred to in subparagraph 17.07(c)(i)
will be estimated and advanced to the employee. Adjustments will be made once
the employee provides proof of receipt of Employment Insurance or Québec
Parental Insurance Plan parental benefits.
- The
parental allowance to which an employee is entitled is limited to that provided
in paragraph (c) and an employee will not be reimbursed for any amount that he
or she is required to repay pursuant to the Employment
Insurance Act or the Parental Insurance Act in Québec.
- The weekly rate of pay referred to in paragraph (c) shall
be:
- for a full-time employee, the employee's
weekly rate of pay on the day immediately preceding the commencement of
maternity or parental leave without pay;
- for an employee who has been employed on a
part-time or on a combined full-time and part-time basis during the six (6) month
period preceding the commencement of maternity or parental leave without pay,
the rate obtained by multiplying the weekly rate of pay in subparagraph (i) by
the fraction obtained by dividing the employee's straight time earnings by the
straight time earnings the employee would have earned working full-time during
such period.
- The
weekly rate of pay referred to in paragraph (f) shall be the rate and the
recruitment and retention "terminable allowance" to which the
employee is entitled for the substantive level to which she or he is appointed.
- Notwithstanding
paragraph (g), and subject to subparagraph (f)(ii), if on the day immediately
preceding the commencement of parental leave without pay an employee is performing
an acting assignment for at least four (4) months, the weekly rate shall be the
rate and the recruitment and retention "terminable allowance", the
employee was being paid on that day.
**
- Where
an employee becomes eligible for a pay increment or pay revision that would
increase the parental allowance, the allowance shall be adjusted accordingly.
- Parental
allowance payments made under the SUB Plan will neither reduce nor increase an
employee's deferred remuneration or severance pay.
- The
maximum combined, shared maternity and parental allowances payable under this
collective agreement shall not exceed fifty-two (52) weeks for each combined
maternity and parental leave without pay.
17.08
Special Parental Allowance for Totally Disabled Employees
- An
employee who:
- fails to satisfy the eligibility
requirement specified in subparagraph 17.07(a)(ii) solely because a concurrent
entitlement to benefits under the Disability Insurance (DI) Plan, the Long-Term
Disability (LTD) Insurance portion of the Public Service Management Insurance
Plan (PSMIP) or via the Government
Employees Compensation Act prevents the employee from receiving Employment
Insurance or Québec Parental Insurance Plan benefits;
and
- has satisfied all of the other eligibility
criteria specified in subparagraph 17.07(a), other than those specified in
sections (A) and (B) of subparagraph 17.07(a)(iii);
shall be
paid, in respect of each week of benefits under the parental allowance not
received for the reason described in subparagraph 17.08(a)(i), the difference
between ninety-three per cent (93%) of the employee's rate of pay and the
recruitment and retention "terminable allowance", and the gross
amount of his or her weekly disability benefit under the DI Plan, the LTD Plan
or via the Government Employees
Compensation Act.
- An
employee shall be paid an allowance under this clause and under clause 17.07
for a combined period of no more than the number of weeks during which the
employee would have been eligible for parental, paternity or adoption benefits
under the Employment Insurance or the Québec Parental Insurance Plan, had the
employee not been disqualified from Employment Insurance or Québec Parental
Insurance Plan benefits for the reasons described in subparagraph 17.08(a)(i).
17.09 Leave without Pay for the Care of
Immediate Family
Subject to operational requirements, an
employee shall be granted leave without pay for family-related needs in
accordance with the following conditions:
-
For the purpose of this clause, immediate family is defined as spouse (or
common-law partner resident with the employee), children (including foster
children or children of spouse or common-law partner) parents (including step-parents
or foster parent) or any relative permanently residing in the employee's
household or with whom the employee permanently resides.
-
Subject to paragraph (a), up to five (5) years leave without pay during an
employee's total period of employment in the Public Service may be granted for
the personal long-term care of the employee's family. Leave granted under this
paragraph shall be for a minimum period of three (3) weeks.
-
An employee shall notify the Employer in writing as far in advance as possible
but not less than four (4) weeks in advance of the commencement date of such
leave, unless, because of urgent or unforeseeable circumstances, such notice
cannot be given;
-
leave granted under this clause for a period of more than three (3) months
shall be deducted from the calculation of continuous employment for the
purposes of calculating severance pay and from the calculation of service for
the purposes of calculating vacation leave;
-
time spent on such leave shall not be counted for pay increment purposes.
17.10 Leave without Pay for Personal Needs
Leave without pay will be granted for
personal needs, in the following manner:
-
subject to operational requirements, leave without pay for a period of up to
three (3) months will be granted to an employee for personal needs;
-
subject to operational requirements, leave without pay of more than three (3) months
but not exceeding one (1) year will be granted to an employee for personal
needs;
-
an employee is entitled to leave without pay for personal needs only once under
each of (a) and (b) of this clause during his total period of employment in the
Public Service; leave without pay granted under this clause may not be used in
combination with maternity, parental leave without the consent of the Employer;
- leave granted under (a) of this clause shall be counted for
the calculation of continuous employment for the purpose of calculating
severance pay and service for the purpose of calculating vacation leave. Time
spent on such leave shall be counted for pay increment purposes;
-
leave without pay granted under (b) of this clause shall be deducted from the
calculation of continuous employment for the purpose of calculating severance
pay and service for the purpose of calculating vacation leave for the employee
involved. Time spent on such leave shall not be counted for pay increment
purposes.
17.11
Leave without Pay for Relocation of Spouse
-
At the request of an employee, leave without pay for a period of up to one (1) year
shall be granted to an employee whose spouse or common-law partner is
permanently relocated and up to five (5) years to an employee whose spouse or
common-law partner is temporarily relocated.
-
Leave without pay granted under this clause shall be deducted from the
calculation of continuous employment for the purpose of calculating severance
pay and service for the purpose of calculating vacation leave for the employee
involved except where the period of such leave is less than three (3) months.
Time spent on such leave which is for a period of more than three (3) months
shall not be counted for pay increment purposes.
17.12 Leave with Pay for Family-related Responsibilities
-
For the purpose of this clause, family is defined as spouse (or common-law
partner resident with the employee); children (including foster children or
children of spouse or common-law partner); parents (including step-parents or
foster parents); or any relative permanently residing in the employee's
household or with whom the employee permanently resides.
-
The Employer shall grant leave with pay under the following circumstances:
- an employee is expected to make every
reasonable effort to schedule medical or dental appointments for family members
to minimize or preclude his absence from work, however, when alternative
arrangements are not possible an employee shall be granted leave for a medical
or dental appointment when the family member is incapable of attending the
appointment by himself, or for appointments with appropriate authorities in
schools or adoption agencies; an employee requesting leave under this provision
must notify his supervisor of the appointment as far in advance as possible;
- leave with pay to provide for the
immediate and temporary care of a sick or elderly member of the employee's
family and to provide an employee with time to make alternative care
arrangements where the illness is of a longer duration;
- leave with pay for needs directly related
to the birth or to the adoption of the employee's child;
-
The total leave with pay that may be granted under sub clauses 17.12(b)(i),
(ii) and (iii) shall not exceed thirty-seven decimal five (37.5) hours in a
fiscal year.
17.13
Court Leave with Pay
Leave with pay shall be given to every
employee, other than an employee already on leave without pay, on education
leave, or under suspension who is required:
-
to be available for jury selection;
-
to serve on a jury;
or
-
by subpoena or summons to attend as a witness in any proceeding held:
- in or under the authority of a court of
justice or before a grand jury;
- before a court, judge, justice, magistrate
or coroner;
- before the Senate or House of Commons of
Canada or a committee of the Senate or House of Commons otherwise than in the
performance of the duties of his position;
- before a legislative council, legislative
assembly or house of assembly, or any committee thereof that is authorized by
law to compel the attendance of witnesses before it;
or
- before an arbitrator or umpire or a person
or body of persons authorized by law to make an inquiry and to compel the attendance
of witnesses before it.
17.14
Personnel Selection Leave with Pay
Where an employee participates in a
personnel selection process, including the appeal process where applicable, for
a position in the Public Service, as defined in the Public Service Labour Relations Act, the employee is entitled to
leave with pay for the period during which the employee's presence is required
for purposes of the selection process, and for such further period as the
Employer considers reasonable for the employee to travel to and from the place
where his presence is so required. This clause applies equally in respect of
personnel selection processes related to deployment.
17.15
Injury-on-duty Leave with Pay
An employee shall be granted injury-on-duty
leave with pay for such reasonable period as may be determined by the Employer
where it is determined by a Provincial Workmen's Compensation Board that he is
unable to perform his duties because of:
-
personal injury accidentally received in the performance of his duties and not
caused by the employee's wilful misconduct;
-
sickness resulting from the nature of his employment;
or
- exposure to hazardous conditions in the course of his
employment;
if the employee agrees to pay to the
Receiver General of Canada any amount received by him for loss of wages in
settlement of any claim he may have in respect of such injury, sickness or
exposure.
17.16
Leave with or without Pay for Other Reasons
At its discretion, the Employer may grant
leave with or without pay for purposes other than those specified in this
Agreement.
**
17.17 Volunteer Leave
Subject to operational requirements as
determined by the Employer and with an advance notice of at least five (5)
working days, the employee shall be granted, in each fiscal year, a single
period of up to seven decimal five (7.5) hours of leave with pay to work as a
volunteer for a charitable or community organization or activity, other than
for activities related to the Government of Canada Workplace Charitable
Campaign.
The leave will be scheduled at times
convenient to both the employee and the Employer. Nevertheless, the Employer
shall make every reasonable effort to grant the leave at such times as the
employee may request.
**
17.18
Personal Leave
Subject to operational requirements as
determined by the Employer and with an advance notice of at least five (5)
working days, the employee shall be granted, in each fiscal year, a single
period of up to seven decimal five(7.5) hours of leave with pay for reasons of
a personal nature.
The leave will be scheduled at times
convenient to both the employee and the Employer. Nevertheless, the Employer
shall make every reasonable effort to grant the leave at such times as the
employee may request.