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St. Thomas University Policy Name: Leaves of Absence (Administrative and Support Staff)
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Sick Leave An employee who is unable to report to work due to an illness or injury will make a reasonable attempt to contact his or her immediate supervisor before the start of the working day on which he or she is unable to report to work. Sick leave shall accumulate at the rate of 1.25 days per month to a maximum of 240 days. Employees appointed on or before the 15th day of the month shall begin accumulating sick leave credits from the first day of the month. An employee appointed on any date after the 15th day of the month shall begin to accumulate sick leave credits from the first of the month following the appointment. Sick leave entitlements for employees appointed prior to June 30, 2001 will be based on 1.25 days per month less sick time taken during the period of employment. The minimum amount of sick leave entitlement effective July 1, 2001 for employees appointed prior to June 30, 2001 will not be less than 75 days and will not exceed 240 days. In the case of a family illness when the employee is expected to attend to the needs of a sick spouse, child or parent, leave up to a total of three (3) days per year may be charged to the employee's sick leave. Sick leave credits cannot be used as a substitute for vacation credits. No sick leave credits will accumulate for a month in which an employee misses 11 or more working days except if the employee is on vacation. Employees terminating their services shall not be entitled to receive payment for accrued sick leave credits. An employee may be required, by the immediate supervisor or the director of human resources, to provide a certificate from a legally qualified medical practitioner to support any claim for sick leave from three (3) to ten (10) days. A medical certificate must be submitted to the director of human resources for claims beyond ten (10) days. Maternity Leave Female members of the University support staff will be entitled to leave for childbirth consistent in timing and duration with the Employment Standards Act of New Brunswick. The maximum period of the leave is 15 weeks, plus a two week waiting period, for a total of 17 weeks. The employee advises her immediate supervisor in writing of her intention to take maternity leave including the anticipated date of delivery and duration of the leave four months prior to the commencement of the leave. In order to continue receiving income, the employee must apply for Employment Insurance (EI) maternity benefits. EI maternity benefits will commence after the two week waiting period. Benefits are payable for a maximum of 15 weeks. EI will pay 55% of the employee's salary up to a maximum of $413/week. During the two week waiting period, the University will pay a SUB payment equal to 95% of the employee's salary. After the waiting period has expired, the University will continue to pay the employee a SUB payment, above the 55% paid by EI or maximum EI benefit, to equal 95% of her salary. The SUB payment will continue for a maximum of 15 weeks or until the expiration of EI maternity benefits whichever occurs first. Parental Leave Biological parents of a newborn child may be eligible to receive EI parental benefits. The benefits are payable for up to 35 weeks subject to certain limitations under the Employment Insurance Act. If the employee qualifies, EI will pay 55% of the employee's salary, up to a maximum of $413/week for the duration of the parental leave. Employees are required to establish and advise their immediate supervisor and the University of the proposed dates for parental leave four months prior to starting the leave. Adoption Leave Upon request by an employee, the University shall grant adoption leave for a period of up to 35 weeks plus a two week waiting period for a total of 37 weeks at the time of placement of one or more children for the purposes of adoption pursuant to the laws governing adoption for the Province of New Brunswick and granted the employee qualifies for adoption leave under the EI SUB Plan. It is recognized that there may be very little notice provided by the agency; however, it is expected that the employee will provide as much notice as possible to his or her immediate supervisor as to the length of the leave and the date that the leave will begin. During the two week waiting period, the University will pay a SUB payment equal to 95% of the employee's salary. After the waiting period has expired, the University will continue to pay the employee a SUB payment, above the 55% paid by EI or maximum EI benefit, to equal 95% of her salary. The SUB payment will continue for a maximum of 15 weeks or the expiration of EI parental benefits whichever occurs first. No employee will suffer any loss of benefits during maternity, parental or adoption leave. Vacation credits will not accumulate while an employee is on maternity, parental or adoption leave. Arrangements to continue benefits while on leave must be made with the human resources office. Compassionate Leave It is recognized that certain emergencies may arise in an employee's personal or family life which may require absence from the University for a limited period of time. Before departure, the employee will notify her/his immediate supervisor who may authorize leave for an appropriate period of time. An employee who is absent from work due to the death and funeral of an employee's spouse, parent, sister, brother, child, mother-in-law, father-in-law, sister-in-law, brother-in-law, grandparent, grandchild, or other relative living with the employee will normally be granted leave with pay up to a maximum of three (3) days. An additional two (2) days, with or without pay, may be approved for traveling and/or funeral arrangements. Court Leave An employee who is required to serve as juror or to attend as a witness in a court of justice or before any legal statutory body in Canada with power to compel the attendance of witnesses before it, will be paid the difference between the employee's normal earnings and the payment the employee receives for such service. The employee will present proof of service and the amount of payment received. The employee will give the supervisor as much notice as possible for court leave. Convocation Leave In the event than an employee or a close relative of an employee, is the recipient of a degree at a Convocation or Encaenia, the employee will be allowed one half day off with pay to attend. Leave Without Pay Leave of absence, without pay, may be considered in certain circumstances. These leaves must be approved by the immediate supervisor in the first instance, and the President. At the employer's discretion, such leave may include continued participation in group insurance plans, if the employee continues makes the required contributions.
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