Department Policy Number
120 006
Effective Date
Revised July 1, 2005
Revised October 1, 2002
Purpose
This policy outlines staff member's access to maternity, parental and adoption leave and any benefits related to these leaves.
Definitions
Maternity leave - a
combination of health related and voluntary leave for female staff members
Parental/Adoption Leave - leave following the birth or adoption
(both parents may access this leave)
Maternity Top-up - supplements the employment insurance benefit
while on a valid health related absence due to pregnancy
AUFA - Athabasca University Faculty Association
AUPE - Alberta Union of Provincial Employees, Local 069
CUPE - Canadian Union of Public Employees, Local 3911
Academic/Professional Staff - permanent and term Academic
and Professional staff who are members of AUFA
Excluded Contract Staff - Executive, Management and Professional
staff who are exempt from the AUFA agreement
Support Staff - permanent and temporary staff who are members
of AUPE, Local 069
Excluded Support Staff - support staff who are exempt from the
AUPE agreement
Policy
The University supports staff and their new family members by providing leave and benefit provisions.
Regulation
The provisions as stated in the Employment Standards Code pertaining to maternity, parental and adoption leave.
The provisions as stated by Human Resources Development Canada in relation to supplements to Employment Insurance benefits.
Procedure
| 1.0 | General |
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1.1
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Eligible staff members shall
be granted up to fifteen (15) weeks maternity leave and up to thirty-seven
(37) weeks parental leave. |
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| 1.2 | Eligible staff members
shall be granted up to thirty-seven (37) weeks parental/adoption leave within
a fifty-two (52) week period immediately following the birth (in the case
of the father or same-sex partner) or the placement of the child with the
adoptive parent(s). If staff members are parents of the same child, both
parents may access parental leave, however, the combination of leaves cannot
exceed twelve (12) months. |
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| 1.3 |
CUPE indefinite term employees
who have been employed for more than fifty-two (52) weeks shall be eligible
as per 1.1 and 1.2 above. |
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| CUPE
indefinite term employees who have been employed for less than fifty-two
(52) weeks shall be granted up to twenty-six (26) weeks maternity leave
without pay, or twenty-six (26) weeks parental or adoption leave without
pay within the fifty-two (52) week period immediately following birth (in
the case of the father or same-sex partner) or the placement of the child
with the adoptive parent(s). If staff members are parents of the same child,
both parents may access parental leave, however, the combination of leaves
cannot exceed six (6) months. |
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| 1.4 |
Leave for eligible term and
temporary staff shall not extend beyond their appointment end date. |
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| 1.5 |
All leaves are without pay
unless noted under Maternity Top-Up and other remuneration sections that
follow. |
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| 2.0 |
Eligibility |
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| 2.1 |
Permanent and term Academic/Professional
and Excluded Contract Staff members who have completed one (1) year of
continuous service at the time of leave commencement. |
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| 2.2 |
Permanent and temporary Support
and Excluded Support staff members who have completed nine (9) months
of continuous service at the time of leave commencement. |
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| 2.3 | CUPE indefinite
term employees. |
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| 2.4 |
Casual staff, whether academic/professional
or support, are not eligible. |
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| 3.0 | Application |
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| 3.1 |
Permanent and term Academic/Professional
and Excluded Contract Staff must provide the supervisor with at least
twenty (20) working days notice in writing of the date upon which he or
she intends to commence leave. |
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| 3.2 | Permanent and temporary
Support and Excluded Support staff must provide the supervisor with at least
two (2) weeks notice in writing of the date upon which he or she intends
to commence leave. |
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| 3.3 | CUPE indefinite
term employees must provide the supervisor with at least two (2) weeks notice
in writing of the date upon which he or she intends to commence leave. |
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| 4.0 |
Maternity Top-up |
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Pregnancy is a legitimate health
related reason for females to take leave from work and as such, should
be compensated. To be eligible for the Maternity Top-up payment, the staff
member will be required to submit satisfactory medical evidence verifying
their valid health related reason for being absent from work and must
prove she is in receipt of Employment Insurance (including 2 week waiting
period). |
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| 4.1 | A staff member shall
receive up to 100% of her regular earnings for the period in which she would
be entitled to sick leave benefits. Regular maternity leave will commence
following this health related period (to a maximum of 52 weeks from date
of delivery). |
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| 5.0 |
Other Remuneration |
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All staff are provided with
a Record of Employment (ROE) once they are in a no pay status from the
University. This form is part of the application process for eligible
staff to apply for Employment Insurance benefits. In addition to EI benefits: |
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| 5.1 | Permanent Academic/Professional
and Excluded Contract Staff shall be paid his or her regular salary for
a three (3) month period commencing at the beginning or end of leave. |
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| 5.2 | Term Academic/Professional
and Excluded Contract Staff (appointments greater than five years) shall
be paid his or her regular salary for a three (3) month period commencing
at the beginning or end of leave. |
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| 5.3 | CUPE indefinite
term employees shall be entitled to five (5) days special leave with pay. |
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The earnings stated in 5.1
through 5.3 above may affect the staff members Employment Insurance benefits
and must be reported to Employment Insurance accordingly. |
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| 6.0 |
Benefits |
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For the health related period
of maternity leaves, the University and staff member will continue to
pay the same portions of the benefit premiums and pension contributions
they paid while the staff member was working. |
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| 6.1 | Permanent and term
(appointments greater than 5 years) Academic/ Professional and Excluded
Contract Staff benefit premiums shall be maintained by the University (cost-shared
for part-time) for the voluntary period of leave. |
|
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Pension contributions will
continue during the three (3) month paid leave. The staff member may elect
to continue to contribute both their and the University's share during
the voluntary period of leave or purchase the service upon return from
leave. |
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| 6.2 | Term (appointments
less than 5 years) Academic/Professional and Excluded Contract Staff benefit
premiums can be maintained at the staff member's expense during the voluntary
period of leave. |
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The staff member may elect
to continue to contribute both their and the University's share of pension
during the voluntary period of leave or purchase the service upon return
from leave. |
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| 6.3 | Permanent and Temporary
Support and Excluded Support staff benefit premiums shall be maintained
by the University (cost-shared for part-time) for the voluntary period of
leave. Dental premiums may be continued at the staff member's expense. |
|
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The staff member may elect
to continue to contribute their share of pension during the voluntary
period of leave and the University will continue it's share up to a lifetime
maximum of twelve (12) months leave; the staff member may elect to purchase
their pensionable service upon return from leave. |
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| 7.0 | Return to Work |
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| 7.1 | Permanent and term
Academic/Professional and Excluded Contract Staff must provide the supervisor
with at least twenty (20) working days notice in writing prior to the date
he or she wishes to return to work. |
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| 7.2 | Permanent and temporary
Support and Excluded Support staff must provide the supervisor with at least
four (4) weeks notice in writing of the date he or she intends to return
to work. |
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| 7.3 |
CUPE indefinite term employees
must provide the supervisor with at least four (4) weeks notice in writing
of the date he or she intends to return to work. |
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Approved By
Executive Group; March 18, 2003.
Amended Date/Motion No.
Related References, Policies and Procedures
Article 26 - AUPE Collective Agreement
Article 16 - AUFA/AUGC Terms and Conditions
Articles 16, 17 and 18 - CUPE Collective Agreement
Applicable Legislation/Regulation
Employment Standards Code
Human Resources Development Canada
Alberta Human Rights and Citizenship Commissions
Responsible Position/Department
This policy is maintained and administered by Human Resources; Learning Services Tutorial administers this policy as it relates to the CUPE agreement. For further information, please contact the Return to Work & Benefits Coordinator (Human Resources) or the Coordinator (Learning Services).
Keywords
Maternity Top-up
Health related absence
Voluntary leave
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K.
Zimmermann , Office of the President, September 2005
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