(Article 21)
The Collective Agreement provides for a number of different kinds of leaves, including political leave, court leave and others. Some are with pay and some are without.
Education leaves are available to assist you in completing post-graduate work or furthering your education or training. It may be granted for a period of three to twelve months and may be extended for an additional 12 months. It may be further extended for 12 months if you are pursuing an advanced degree.
An education leave is unpaid, however, depending on the length of your leave, a grant of up to $12,500 is available. Additional support up to an amount equivalent to you salary is also available at the discretion of the Provost. You are expected to return to your employment at the U of S on completion of your educational leave or repay any grant money received and one-third of any additional support.
If you are in a probationary appointment at the time of your educational leave, your length of service as an employee at the U of S is uninterrupted, but the period of the leave does not contribute towards probationary service. If your leave is up to 12 months in duration and you performed no teaching during the year, the time for your tenure consideration will be extended by one year.
Leaves of absence are available for various reasons should you need one. These leaves are reviewed annually and normally not granted for periods of more than three consecutive years. You need to apply to your unit head no later than 6 months before the start of the leave. If your dean denies your leave without pay you may appeal to a member of the University community jointly appointed by the USFA and the employer.
Leaves without pay do not count towards probationary service.
You are eligible for leaves for short period of time for urgent personal reasons such as bereavement or family illness.
52 weeks of leave is available to a faculty member who is pregnant and declares in writing to be the primary caregiver, or who declares in writing to be the primary caregiver of a newborn or newly adopted child and who holds a probationary, tenured, without term, continuing or permanent status appointment.
If you hold a limited term appointment and have been employed at the U of S for one year preceding the expected date of birth or placement of the child you are eligible for a parental leave of 52 weeks or until the end of your appointment, whichever occurs earlier.
You can start your parental leave any time within a 52 week period that starts 8 weeks before the estimated or actual date of birth or placement of the child. It is up to when you would like to start you leave during this period, however, you must complete your leave within 52 weeks.
A parental leave is without pay. However, you will likely be eligible for Employment Insurance (EI) through the federal government and the U of S supplements this insurance up to 95% of your salary for a maximum of 35 weeks of your leave. If you have applied for and are found not to be eligible for EI solely because you do not meet the insurable employment test and hold a probationary, tenured, without term, continuing or permanent status appointment, the U of S will pay you the equivalent of 95% of your salary for 35 weeks of your leave.
During the 35 weeks that your Employment Insurance is supplemented, deductions will be made to cover your share of benefit costs. The employer will continue to make their share of contributions as well. During the unpaid portion of your parental leave, the University will maintain coverage for the compulsory group life insurance, long term disability, extended health and vision and the dental plan. You have the option of continuing to make pension contributions.
You need to give at least four weeks notice. Your notice needs to be in writing to the head of your academic unit. In it you need to specify the dates of the leave, the expected date of birth or placement of the child and any vacation you may wish to take.
If your appointment is probationary, you decide whether or not to count the period of your parental leave towards your probationary service. The decision as to whether or not to count period of this leave as probationary service, does not have to be made before you start the leave. In fact, we would suggest that the decision be made towards the end of the leave or shortly after you return to work. In this way you will have a good idea about whether you have been able to be productive during this time.
Yes. You may extend your parental leave by a leave without pay of up to one year.
If you are the secondary caregiver of a newborn or newly adopted child, you are entitled to 35 weeks of leave that must be completed within 52 weeks of the date of birth or placement of the child. The first week of this leave is with pay.
If you have been a Department Head or Assistant Dean for five consecutive years you are entitled to an administrative leave of 6 months or 12 months at 100% of salary. If you have served in this capacity for at least 3 consecutive years you are entitled to a leave of 6 months at 90% of salary. The process for an administrative leave is similar to the process for a sabbatical leave. –>