This policy applies to all regular non-unionized administrative and support staff, with the exception of University Executives ("E").
2.1.1 An employee shall be entitled to the following bereavement leaves without loss of regular salary.
2.1.2 In the event of the death of a spouse or child, or the child of the spouse, the employee shall be entitled to five (5) consecutive working days.
2.1.3 In the event of the death of a mother, father, or, mother or father of the spouse, the employee shall be entitled to three (3) consecutive working days.
2.1.4 In the event of the death of a brother, sister, or, brother or sister of the spouse, the employee shall be entitled to three (3) consecutive calendar days.
2.1.5 In the event of the death of a grandparent or grandchild, the employee shall be entitled to two (2) consecutive calendar days.
2.1.6 In the event of the death of an aunt, uncle, nephew, niece, daughter-in-law or son-in-law, sister-in-law or brother-in-law the employee shall be entitled to one (1) working day.
2.1.7 One (1) additional day will be granted if the employee must travel more than 160 kilometers from his/her place of residence to attend the funeral.
2.1.8 In addition to the above, in the event of the death of an employee's spouse, child, father, mother, brother or sister, or the spouse's child, father, mother, brother or sister, the employee may take an unpaid leave, accumulated vacation and/or accumulated overtime, not to exceed fifteen (15) working days.
2.2.1 An employee will be entitled to five (5) working days of paid leave in the event of his/her marriage. The employee may add to this leave an unpaid leave, accumulated vacation and/or accumulated overtime, not exceeding fifteen (15) working days.
2.2.2 An employee shall be entitled to a paid leave on the day of the wedding of his/her father, mother, son, daughter, brother, sister or child of the spouse.
2.3.1 An employee shall be entitled to one (1) day of paid leave per financial year for the purpose of moving to a new permanent residence.
2.4.1 An employee will be granted paid leave if he/she is called to perform jury duty or to act as a witness in a legal proceeding in which he/she is not a party. However, the employee shall be required to remit to the University any pay received for the fulfillment of these duties. If such pay is greater than his/her regular salary, the University will reimburse the difference to the employee.
2.4.2 An employee will be granted paid leave if in the course of his/her duties, he/she is called upon to act as a witness in a legal proceeding in which he/she is not a party. The employee will be paid at the overtime rate for any period during which his/her presence is required in court outside of his/her regular hours of work.
2.4.3 If the presence of an employee is required in a civil, administrative, or penal court, in a legal proceeding in which he/she is a party, he/she shall be entitled to make use of any accumulated vacation, accumulated overtime or personal leave, or may apply for an unpaid leave.
- is married to the employee; or
- has been residing with and is publicly represented as the consort of the employee for at least one (1) year, or less than a year if a child has been born of the union.
3.2 When an employee is required to be absent for one of the reasons provided for under this policy, his/her supervisor must be informed as soon as possible.
3.3 Proof or certification of the facts must be provided by an employee if required by his/her supervisor.
3.4 Unless stipulated otherwise, "one (1) day of leave" is a full period of twenty-four (24) hours.
3.5 Social leaves will not be granted if they coincide with vacation or any other leave provided by University policy, except when an employee is called upon to act as a witness in a legal proceeding in which the employee is not a party but which pertains to University business.
4.1 An employee may be absent from work, without pay, for ten (10) days per year to fulfill obligations relating to the care, health or education of the employee’s child or the child of the employee’s spouse, or because of the state of health of the employee’s spouse, father, mother, brother, sister or one of the employee’s grandparents.
4.2 The leave referred to in paragraph 4.1 may be divided into days. A day may also be divided if the University consents thereto.
4.3 The employee must advise the University of the absence from work as soon as possible and take reasonable steps to limit the leave and the duration of the leave.
4.4An employee who is credited with three (3) months of uninterrupted service may be absent from work, without pay, for a period of not more than twelve (12) weeks over a period of twelve (12) months where he/she must stay with his/her child, spouse, spouse’s child, father, mother, brother, sister or grandparent because of a serious illness or a serious accident.
4.5 If a minor child of an employee who is credited with three (3) months of uninterrupted service has a serious and potentially mortal illness, attested by a medical certificate, the employee is entitled to an extension of the absence described in paragraph 4.4 which shall end at the latest one hundred and four (104) weeks after the beginning thereof.
4.6 The University will continue to pay its share of the costs of those benefit plans which the employee chooses to continue during the unpaid leave, subject to the employee’s regular payment of his/her contributions payable under those plans.
4.7 Upon their return to work at the end of the unpaid social leave, the employee will be reinstated into the position held at the commencement of the unpaid social leave. If the employee’s position has been abolished, the employee will be accorded all the rights and privileges that would have been granted had the employee been at work.
Revised March 2004.
Revised April 2005.
Revised June 1, 2015