Article 20 - Leaves

All members granted leave for any of the purposes shown below must arrange with ConnectionPoint for the continuation of employment benefits for which they are eligible during the period of leave. The University’s costs of benefit coverage during any paid leave will be paid by the University subject to any restrictions imposed by legislation or the benefit plan. The University’s costs of benefit coverage during any unpaid leave will be paid by the member, unless stated otherwise in the leave article. The benefit coverage is subject to any restrictions imposed by legislation or the benefit plan.

While there are no sabbatical leave provisions for members of the administrative staff, the University will consider applications from permanent or seasonal members for special leave for periods of up to twelve (12) months duration. The leave may be granted at full pay or partial pay and must be for a suitable purpose. To be eligible to apply for special leave, members must have held an appointment for a period of not less than six (6) years continuous service. An application for leave must be submitted to the Associate Vice-President, People and Chief Human Resources Officer at least six (6) months prior to the date the leave is to commence. The application will be considered by the Vice-President (Human Resources) in consultation with the Academic/Administrative Leader, Associate Vice-President, People and Chief Human Resources Officer and a nominee of the Association. The member shall be notified of the result of the consideration of the application within two (2) calendar months. A statement of the applicant's proposed program is to accompany the application and a report is to be submitted on return.

Permanent or seasonal members may apply to participate in the deferred salary leave plan in accordance with the conditions set forth in the regulations governing the plan. These regulations are subject to mutual agreement between the University and the Association and can be obtained from ConnectionPoint.

20.3.1 Leave, Development Opportunities

Where the University hosts events or learning opportunities in support of or alignment with our strategic priorities, people leaders will make reasonable efforts to support the attendance of interested employees without loss of pay or benefits, where the work will not be unreasonably disrupted.

20.3.2 Leave, Paid Education

Eligible members may apply for paid education leave to enroll in seminars, short courses, Indigenous culturally oriented development opportunities, and other similar instructional programs for the purpose of obtaining or enhancing skills and knowledge directly related to their employment at the University. Applications must be accompanied by a recommendation from the member’s People Leader and be submitted to the Academic/Administrative Leader at least four (4) weeks prior to the commencement of the proposed leave.

The Dean or Senior Administrative Head shall determine whether the training will be of sufficient benefit to the member and the University to qualify for paid education leave, and whether the effect on the normal operation of the member’s department is sufficiently minimal to permit this absence. Eligible members are defined as:

1. A permanent or seasonal employee in a greater than or equal to a 0.5 FTE position;
2. A term appointment that is greater than or equal to 0.5 FTE and is greater than or equal to a one-year appointment.

20.3.2.1 Requirement to Return

A member granted paid education leave is required to return to employment with the University following completion of the leave for a period of two (2) months for every month or part of a month of education leave taken, and shall sign a promissory note to this effect prior to proceeding on leave. Where a member does not complete this return to service commitment, the portion of the commitment completed, if any, shall be credited against the member’s promissory note and the balance of any salary benefit received shall be repayable to the University, in accordance with the terms specified in the promissory note, unless waived by the University.

20.3.3 Leave, Unpaid Education

The provisions of Article 20.3.1 do not apply to education leave requested for the purpose of commencing or continuing full-time studies toward a University degree, diploma or technical program. If granted, such leaves will normally be for up to a maximum of one (1) year, but may be reviewed with the consent of the Academic/Administrative Leader.

A letter of application must be submitted to the Academic/Administrative Leader at least three (3) months prior to the commencement of the proposed leave.

Leave of absence without pay may be granted to enable a member to spend time away from the University, subject to the approval of the Academic/Administrative Leader provided that the work of the department is not unreasonably disrupted. Upon written request from the member, the Academic/Administrative Leader or designate will provide written rationale for Leave Without Pay applications that are denied. Such leaves may be granted for up to a maximum of one (1) year. However, in special circumstances approved by the Academic/Administrative Leader and the Associate Vice-President, Human Resources, an extension of this one-year period may be granted.

Applications must be submitted to the people leader as early as possible, preferably not less than three (3) months prior to the date the leave is to commence. This requirement may be waived when short periods of leave are requested or in special circumstances approved by the people leader.

The University shall, upon written request from a member to the Academic/Administrative Leader, grant leave of absence without pay to be a candidate in federal, provincial, or municipal election. A member who is a candidate for office shall be entitled to take vacation at the time of an election in lieu of leave without pay. The request for such leave will be submitted as early as reasonably possible.

A member elected to public office shall be entitled to a leave of absence without pay during the term of office. The University agrees to permit the member to restrict the period of leave to coincide with legislative responsibilities if such partial absence will not seriously affect the member’s performance of duties.

A member summoned for court attendance or directed by the University to attend (e.g. jury duty or as a court witness), shall suffer no loss of salary while so attending. Remuneration paid to the member by the court must be remitted to the University within thirty (30) days of receipt.

Parents who are caring for a newborn or newly adopted child are eligible for maternity, adoption, or parental leave as outlined below:

20.7.1 Leave, Maternity

A pregnant member is entitled to maternity leave. The pregnant member is required to apply for this leave at least four (4) weeks prior to the commencement of the leave. The length and timing of the leave shall be consistent with the provisions in The Saskatchewan Employment Act (The Act).

In addition, the leave must commence on the date of the infant’s birth or at any time during the thirteen (13) weeks period prior to the infant’s estimated date of birth and shall be of uninterrupted duration.

The member must provide a certificate from a qualified medical practitioner to ConnectionPoint. The certificate must confirm the pregnancy and give the estimated date of birth.

20.7.2 Leave, Adoption

A member who declares in writing to be the adoptive parent of an adopted child is entitled to adoption leave. The length and timing of the leave shall be consistent with the provisions in The Act.

As per The Act, the member is required to apply for this leave at least four (4) weeks prior to the date the member begins to care for the child (“care date”). If the member cannot give four (4) weeks’ notice, the University will accept as much notice as is given to the adoptive parents by Saskatchewan Social Services or the adoption agency.

The leave must commence on the care date, or at any time during the thirteen (13) week period prior to the estimated care date, and shall be of uninterrupted duration.

The member must provide official confirmation of custody to ConnectionPoint.

20.7.3 Leave, Parental for Maternity or Adoption

A member who qualified for maternity or adoption leave is also entitled to parental leave without pay. The length and timing of the leave shall be consistent with the provisions in The Act.

The parental leave is in conjunction with the maternity or adoption leave and must be taken in one continuous period.

20.7.4 Leave, Parental for Parents other than those described in 20.7.1 and 20.7.2

A member who did not qualify for maternity or adoptive leave and who declares to be the parent of a newborn infant or of an adopted child is entitled to parental leave without pay. The length and timing of the leave shall be consistent with the provisions in The Act. This leave shall be of uninterrupted duration.

As per The Act, the member is required to apply for this leave at least four (4) weeks prior to the commencement of the leave or as soon as possible in extenuating circumstances.

The member must provide official confirmation of the infant’s birth or an official confirmation of custody of the adopted child to ConnectionPoint.

20.7.5 Supplemental Benefits Plan

After twelve (12) months of continuous service at the university, a member who qualifies for a leave as defined under Article 20.7.1, 20.7.2, 20.7.3, or 20.7.4 and is in receipt of Employment Insurance (EI) benefits is eligible to receive supplemental benefits. The Employer will provide a supplemental benefit of 95% (inclusive of EI) of weekly earnings (based on their pre-leave earnings) for a period of up to twenty-one (21) weeks (including the one (1) week waiting period).

In no case will the total amount of supplemental benefits, employment gross benefits, and any other employment earnings received by the member exceed 95% of the member’s regular weekly earnings (based on their pre-leave earnings).

20.7.6 Benefit Coverage

During the paid portion of the leave, the member and the University shall pay their respective shares of the cost of continuing benefit coverage. During the unpaid portion of the leave, benefits will be handled as if the member is on leave without pay.

20.7.7 Vacation

Annual vacation may be taken as an extension of any Article 20.7 leave.

The member’s vacation accumulation date will not be adjusted for the length of any Article 20.7 leave. A member eligible for the Supplemental Benefits Plan (Article 20.7.5) is also eligible to accrue annual paid vacation, as per Article 19.2, at their full appointment rate (FTE) for the period during which they collect the Supplemental Benefits Plan.

Unpaid annual vacation will accumulate at the rate defined inArticle 19.2 for the portion of any Article 20.7 leave that is not covered by the Supplemental Benefits Plan, or for the entire leave for members who do not qualify for the Supplemental Benefits Plan.

20.7.8 Increments

The member’s increment eligibility will be adjusted for the length of any leaves in Article 20.7 that exceed their defined duration.

20.7.9 Reinstatement and Return to Work

The member is guaranteed job reinstatement to the same position or, if that position no longer exists, to a substantially similar position and under similar terms and conditions, with no reduction in salary or benefits.

A member, who has been granted a leave, should notify their department or unit in writing at least fourteen (14) days prior to the day on which they intend to return to work, unless otherwise mutually agreed.

A member will be granted reasonable leave of absence for urgent personal reasons such as bereavement, serious family illness, etc. Permission should be obtained from the Academic/Administrative Leader prior to taking such leave so that arrangements can be made to carry on the member’s duties during the absence. Upon receipt of written application for the leave, the Academic/Administrative Leader, taking the particular circumstances of the situation into consideration, will authorize the leave with or without pay and benefits. Leaves will not be unreasonably denied.

In order to meet the needs of a member to attend to emergent, personal or family situations, a maximum of three (3) days of paid leave is available per calendar year and does not accumulate from year to year.

Eligible members are entitled to disability benefits as defined under the Salary Continuance Plan, Article 12.5.

Members hired on a term or part-time basis, who are not included under the provisions of the Salary Continuance Plan are entitled to an allowance of one and one-quarter (1.25) days sick leave per month of employment. The allowance is cumulative and is prorated for part-time employees.

Members (excluding casual appointments) who are currently employed, turn age 67 and are no longer eligible to receive Salary Continuance coverage will be entitled to fifteen (15) days of paid sick leave per year (prorated for part-time employees). The allotment of fifteen (15) days will be provided on the 1st of the month after turning age 67. Thereafter, on an annual basis, the allotment will be restored to fifteen (15) days on May 1.  

Members (excluding casual appointments) who are hired at age 67 or greater are not eligible to receive Salary Continuance. These members will be entitled to fifteen (15) days of paid sick leave per year (prorated for part-time employees). On an annual basis, the allotment will be restored to fifteen (15) days on May 1. 

Sick leave provides income replacement for brief and intermittent absences due to illness, injury and/or receipt of treatment, including (but not limited to) traditional Indigenous healing practices.

20.10.1 Leave, Sick - Medical Evidence

The costs associated with submitting medical forms required from a medical professional for Salary Continuance, Long-Term Disability and/or paid sick leave coverage is the responsibility of the member. Eligible expenses may be submitted to the member’s Health Spending Account (HSA) for reimbursement.

In certain circumstances, the University may require the member to provide satisfactory medical evidence through an independent medical examination (IME), and such examination shall be at the University’s expense.

An Employee shall be eligible for ten (10) days of leave if the Employee, a child of the Employee and/or a person for whom an Employee is a caregiver experience domestic or sexual violence, as defined in The Saskatchewan Employment Act. Employees may take five (5) days as paid leave and the balance as unpaid leave.