Employees may take up to 52 weeks parental leave and have that time
recognized for purposes of paid and annual leave, severance pay, sick leave,
and step progression.
This policy applies to all employees. Bargaining unit employees should also
consult their respective collective agreements.
|Parental Leave||unpaid leave granted to either parent following the birth or adoption of a child|
It is the responsibility of individual departments to:
It is the responsibility of employees to:
Dates for the commencement of parental leave and for returning to work should be agreed upon by the employee and supervisor. Changes to either agreed upon dates require at least 2 weeks notice, where possible.
A pregnant employee may be awarded sick leave for illness that is a result of or may be associated with pregnancy prior to the scheduled commencement date of maternity leave or the birth of the child, whichever occurs first.
A pregnant employee who has not commenced parental leave may, subject to the
approval of the Deputy Minister, elect to use earned paid leave, annual leave or
other accumulated leave (except sick leave) beyond the date that the pregnancy
Employees who take parental leave may have up to 52 weeks recognized for the purposes of:
Employees who take more than 52 weeks parental leave, will not receive any credit for purposes of paid or annual leave, sick leave, severance pay and step progression for the period in excess of 52 weeks.
Employees who take parental leave may continue their Group Medical and Group Life Insurance premiums for a maximum of 52 weeks where the:
Upon return to work, employees may have the period of leave credited for pension purposes. Employees who elect, within 90 days, may purchase the period of leave by paying contributions that would have been paid had the employee not gone on leave. The Employer will match this amount. Employees who elect to purchase after 90 days will be required to pay the full actuarial cost of the service.
Last Policy Update: July 21, 2003