Leaves other than sabbaticals

Policies

• Policy 3 – Sabbatical and Other Leaves for Faculty Members

• Policy 14 – Pregnancy and Parental Leaves (including adoption)

• Policy 59 – Reduced Workload to Retirement (includes temporary reduced workload)

Other resources

• This faculty leaves summary chart (PDF)

• The Employee Benefits Program booklet

• The Disability Management Guide (PDF)

• Human Resources, for official documentation, forms, and checklists

• That you really can take your leaves. You are expected and encouraged to take leaves to which you are entitled.

• How much time you get. See the leaves summary chart (PDF) for more detail.

  • Sick leave: 180 calendar days, with supporting medical documentation required for periods longer than five days.

  • Maternity leave: 6 weeks of birth leave plus 17 weeks of top-up.

  • Parental leave (including adoption): 10 days of paid leave OR 17 weeks of top-up.

  • Unpaid leave: Faculty can take up to 12 months of unpaid leave.

  • Compassionate care leave: 28 weeks unpaid leave; employment insurance (EI) covers up to 26 weeks.

  • Emergency leave: 1 to 3 days a year, normally with pay. Employment standards provide 10 unpaid days/year.

  • Bereavement leave: 1 to 4 days with pay.

You should also know...

• That you also have the option to reduce your workload.

• That your benefits continue during the above leaves.

• That you get an extension on your tenure clock for up to one year for parental leaves (just request this from your dean). Extensions are also possible for other leaves.

• That you still accrue credit toward sabbatical while you’re on pregnancy/parental leave.

• Human Resources, for questions about what you’re entitled to and impacts on your pension and benefits.

• Occupational Health, to discuss sick leave or adjustments to your work requirements or environment.

• Your chair or director, for discussions about scheduling.

• FAUW, if you have concerns, or to discuss the impacts of a leave on your academic life.

• Take your leaves when you need them, and don’t worry about the impact on your department or the University. The financial impact of your leaves should be covered by the central administration, and changes to teaching or service commitments are the responsibility of your chair to fill.

• Make sure that you check in with your chair or departmental administrator about how to handle:

  • Extending research grants

  • Accommodations in your performance review

  • Delegating signing authority to a colleague on campus

  • Student supervision