PGSD — Asked & Answered

Yes, the collective agreement provides for several types of leave of absence.

You have access to basic maternity leave totaling 17 weeks. This leave can begin up to 11 weeks prior to delivery. You should provide notice to the employer no later than 4 weeks before the expected delivery date. If the pregnancy is terminated early, you are entitled to six weeks leave, renewable for a further six weeks with a Doctor's note.

Yes, you can also access extended Maternity Leave for up to 18 months. You must provide notice of your intention for extended maternity leave at least two (2) weeks prior to the end of regular maternity leave. Returning to work at the end of this extended leave must take place at a natural break in the school year: i.e., school opening, the end of the school year, or the end of Spring Break. You are permitted to continue your benefits while on extended leave at your own expense.

No, both regular and extended maternity leave is without pay.

When your regular or extended leave is over, you return to your position, or an equal position in the bargaining unit. You can return to work earlier if you provide the employer with a Doctor's note stating you are okay to return.

Yes, you can also access up to 37 weeks of parental leave. For the natural father, and for adoptive mothers and fathers, 37 weeks of leave is available beginning in the 52 weeks after the birth or after the parents take custody of their adopted child. For the birth mother, the leave is 35 weeks and begins immediately after your maternity leave, unless the employee and the School Board agree to a different start point. An employee can also request a five (5) week extension to Parental Leave.

Requests for Parental Leave require written confirmation from a medical practitioner.

The School Board requires notification at least four (4) weeks prior to the start of the leave. If the leave is to start in the first two (2) months of the school term, the School Board requests that the leave start at the beginning of the term.

No, Parental Leave is without pay.

Yes, you may take up to two (2) days leave at full salary.

Yes, Parenthood Leave is available. If you find a need to stay home with a dependent child, you can request a leave of up to twelve (12) months, with six (6) months notice required. In a crisis situation or for adoptions, shorter notice will be accepted. This leave is available once every five (5) years.

Yes, you return to work in the same or an equivalent position.

Yes, you earn one and one-half (1.5) days of sick time for each month you work. This is pro-rated for part-time employees. I.e., a point five (.5) employee would earn three-quarters (0.75) of a day per month. New employees are advanced two (2) years of sick days.

The School Board may grant extended sick leave without pay. When applying for extended sick leave, have your Doctor provide written notification of illness. The School Board may require you to see the Board's Medical Officer. If you are receiving LTD, or WCB benefits, you are considered to be on Extended Sick Leave. You must apply to the School Board for Extended Sick Leave when your LTD or WCB expires.

Yes, you will be put back into your position, or an equivalent position. The School Board may require you to see the District Medical Officer before you begin work.

Yes and no. The School Board continues to pay its share of the premiums for the benefits under Article 14 for one year for those on regular Maternity Leave, Sick Leave, LTD and WCB. For all other leaves of absence in excess of thirty (30) days, you can maintain your benefits by paying the full premium cost in advance.

The Chapter Chairperson shall be granted two (2) hours of unpaid leave per month. All other leaves for union business are dealt with under the provisions for general leave.

Yes, but the discretion for this leave is in the hands of the School Board under the Board's approved leave policy. The Board will consider the reason for the request and how your position can be maintained in your absence. Such requests are not to be unreasonably denied.

Possibly. District Policy 4150: 3.1 allows the Superintendent to grant a leave of absence not covered by this collective agreement or the District regulation in extraordinary circumstances arising out of unique situations.