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Flexible Work Options at McGill

The future is flexible

 

Discover more about the FWA Pilot Program and other flexible work options for employees.

 

FWA

What: FWA (Flexible Work Arrangements) is a pilot program intended to contribute to the development of a flexible work culture in support of employee well-being.

Who: Eligible administrative and support staff can submit a request to participate. See guidelines for details.

Why: Employees today are increasingly looking to their employers to provide some form of flexible work arrangement to make their work and personal lives easier to manage. McGill University is no exception to this trend. Indeed, flexible work arrangements have emerged as a significant theme of proposed action within the staff-led My Healthy Workplace Learning Communities, launched in May 2019. It also emerged as one way that McGill can step in, beyond remediation measures provided by the government, to support employees affected by current and upcoming mobility complications in Greater Montreal.

In addition to contributing to quality of life, flexible work arrangements can be a factor in sustainability efforts, in line with McGill’s Vision 2020 Climate and Sustainability Action Plan. Reducing or shifting the time of commutes to avoid congestion can play a role in lessening greenhouse gas emissions.

How: Consult the Guidelines and program details.

TAWA

Temporary Alternate Work Arrangements (TAWAs) are agreements with individual employees that offer flexibility by temporarily reducing weekly hours worked. The standard reference period is for one year starting May 1st, however alternate start/end dates and shorter time periods are possible with approval.

Click here for more information. For further questions, feel free to contact your local HR representative.

Family Days

Following a successful pilot project, MPEX (Management, Professional and Excluded) and MUNACA employees may continue to use up to 3 of their 9 paid sick days each year to care for certain sick relatives, even when the employees themselves are not ill.

Read the FAQs for details.

Deferred Salary Leave

A deferred leave allows an employee to have their salary spread out over given period of time, in order to benefit from a deferred salary leave period. It includes an initial contribution period by the employee followed by a leave.

For more about eligibility and procedure:

For further questions, feel free to contact your local HR representative.

Part-time Extended Parental Leave

An employee who returns to work before the maximum two-year duration of an extended parental leave may request a part-time extended parental leave for their return.

The employee has the right to have up to 2.5 days per week and must work a minimum of 14 hours per week.

For more about eligibility and procedure:

  • MUNACA employees can consult Article 31.37 of the Collective Agreement.
  • Regular non-unionized non-academic staff can consult Article 6.1.5 of the Extended Parental Leave section of the Parental Leaves policy.

For further questions, feel free to contact your local HR representative.

Unpaid Leave of Absence

In cases not provided for by other leave policies, an employee who, for a valid reason, wishes to obtain an unpaid leave of absence should submit a written request for approval to the Dean or Senior Administrative Head in their area. The University will not refuse such a leave without valid grounds.

For more about eligibility and procedure:

For further questions, feel free to contact your local HR representative.

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