Article 28 - Leave of Absence

Leave with pay for urgent personal reasons (bereavement, family illness, etc.) shall be granted for short periods of time. Where possible, an employee shall provide notification to the department head or Dean before taking such leave to ensure adequate arrangements during the period of absence.

Employees will obtain prior approval from their department heads or Deans for planned absences. If approved, the department head or Dean will determine whether the absence will be with pay or without pay. In the case of planned absences with pay, employees will normally make alternate arrangements to fulfill their assigned duties. These arrangements must be approved by the department head or Dean, or executive director of the Distance Education Unit or their designate.

Leave with pay for illness or injury shall be granted for short periods of time when employees are unable to perform assigned duties. If an employee is not able to perform their duties as a result of pregnancy or childbirth, they will be entitled to sick leave in accordance with the provisions of this article. Where possible, an employee shall provide notification to the department head or Dean before taking such leave to ensure adequate arrangements during the period of absence.

In the case of absences of more than a week, employees shall keep their department head or Dean informed, weekly or at some other mutually agreeable interval, of the anticipated date for the resumption of duties. The Dean's office may require a medical certificate if the absence extends for more than one (1) week. Paid sick leave will not extend beyond the last day of the current academic term or the termination date of the employee's current appointment, whichever is earlier. In the event that an employee is absent from duties for more than half of a course, that course will not be counted as part of the teaching required to qualify for the right of first refusal.

For the purpose of accumulating priority points and service points, the parties agree that sessional lecturers may earn both priority points and service points while on paid sick leave. These points, earned on the basis of one (1) priority point and one (1) service point per six (6) credit unit class, will be tied to the compensation received.

Maternity/parental leave without pay shall cover a combined period of up to eighteen (18) months or until the termination of the appointment, whichever is earlier, and may be taken at the employee's discretion before and/or after the birth or adoption of a child.

Under the provisions of Article 14.06, an individual who is absent for maternity/parental purposes may apply for an extension of the maintenance period for the right of first refusal.

An employee on maternity/parental leave who maintains the right of first refusal shall be credited with teaching experience equivalent to the teaching credit accumulated in the same period in the previous year.

28.04.01 Return from Maternity/Parental Leave

When an employee decides to return from a maternity/parental leave, they shall provide the Employer with at least two weeks' notice.

28.04.02 Parental Leave

Parental leave is available as defined and provided for in The Saskatchewan Employment Act. A parental leave shall not exceed the termination date of the employee's appointment.