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HSAS & La Ronge EMS: April 1, 2013 – March 31, 2019

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ARTICLE 14 – LEAVE OF ABSENCE

14.01 A. Leave of Absence Without Pay

(a)  Insofar as regular operations of the Employer allow, a leave of absence without pay shall be granted to the Employee, provided the Employee furnishes reasons for requiring such leave. Where the total consecutive months of leave would exceed twenty-four (24) months, the leave shall be granted only in exceptional circumstances.

(b)  A leave of absence for the purpose of employment outside of LaRonge EMS shall be at the sole discretion of the Employer.

14.02  On completion of the leave of absence, the Employee shall return to the same salary level, and same or comparable position held prior to taking such leave.

14.03  Requests for Leave of Absence

Except in extenuating circumstances:

(a)  All requests for a leave of absence must be submitted in writing twenty-one (21) days in advance to the immediate supervisor, with a copy to the provincial HSAS office.

(b)  Requests to extend the leave will be submitted a minimum of twenty-one (21) days in advance of the previously agreed upon date of return. 

(c)  Requests to reduce the length of leave will be submitted a minimum of twenty-one (21) days in advance of the new date of return.

14.04  Requests shall include dates of commencement and return.  The Employer shall provide the Employee with written reasons if a request for leave of absence is denied.

14.05  Pressing Necessity

An Employee shall be granted leave without pay for pressing necessity.  Pressing necessity shall be defined as a sudden or unusual occurrence that could not, by the exercise of reasonable judgment, have been foreseen by the Employee and which requires the immediate attention of the Employee.  The Employee may elect to use any entitlement to time off such as vacation, public holiday or earned time.

14.06  Bereavement Leave

Upon request, on the death of a family member, as herein defined, an Employee shall be granted bereavement leave with pay from scheduled work as follows:

(a)  Up to four (4) working days in the event of the death of the spouse, mother, father, brother, sister, son or daughter, or someone with whom she has an equivalent relationship.

(b) Up to two (2) days in the event of the death of a father-in-law, mother-in-law, grandparent, grandchild, brother-in-law, sister-in-law, son-in-law, or daughter-in-law, or someone with whom she has an equivalent relationship.

In addition, the Employee may request vacation, earned time or unpaid leave of absence as may be required for this purpose.

14.07  Family Responsibility Leave

(a)  An Employee may be granted leave of absence with pay to attend to a family member for whom she has a reasonable expectation for duty of care. Leave will be granted where the Employee has made reasonable efforts to use other available solutions and the situation requiring the Employee’s attention is:

Employees may also request vacation, earned time or unpaid leave of absence as may be required for this purpose.

(b)  Full-time Employees shall earn family responsibility leave credits at the rate of four (4) hours per month to a maximum of five (5) days. Other than full-time Employees shall earn family responsibility leave credits, prorated based on paid hours.

Probationary Employees will not have access to family responsibility leave credits.  Subsequent to successful completion of probation, Employees will be credited with family responsibility leave credits earned during probation.

(c)  Employees shall have timely access to information regarding their accumulated family responsibility leave credits.

14.08  A Medical Care

(a)  Employees will be expected to attend a medical physical as per SGI guidelines.  The Employer is responsible for any cost associated with this. 

(b)  An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year.

14.09  Education Leave of Absence

(a)  Participation in pertinent educational programs is encouraged by the Employer. Subject to adequate staffing levels being maintained, and upon the request of an Employee, the Employer may grant leave, with or without pay, to attend conferences, workshops, seminars or professional meetings covering job-related topics.  If the educational event occurs on an Employee’s day off, the Employer may grant equivalent time off with pay.  Tuition costs, registration fees, or expenses incurred may be paid by the Employer.

(b)  When the Employer requires and requests the attendance of an Employee at a conference or workshop, or a similar educational session, normal salary and benefits shall be continued. When attendance is required on days off, Employees shall be entitled to equivalent time off with pay.  In addition, all registration or tuition fees and reasonable and substantiated expenses related to the session shall be paid by the Employer.

(c)  Employees attending education as required by College of Paramedics shall be paid their straight time hourly rate, to a maximum of three (3) hours, for each education day.

(d)  Employees undertaking education or training programs deemed mandatory by the Employer will have their tuition, hotel expenses, wages and meals paid for by the Employer

(e)  The Employee’s increment date will not change as a consequence of the first twenty-four (24) months of an educational leave of absence.

(f)  The Employer is committed to providing continuing education for its Employees and commits to providing one in-service training session every three (3) months.  Employees will be paid full wages for all such training.

14.10  Leave for Union Business

Insofar as the regular operation of the workplace permits, Employees shall be granted a leave of absence without pay for Union business.  Except in extenuating circumstances, requests for such leave must be submitted in writing to the immediate supervisor at least fourteen (14) calendar days in advance.

(a)  The Employer agrees to continue to pay normal salary and benefits to the Employees allocated on a short-term basis of thirty-one (31) calendar days or less to attend to Union business and that the Employer is to charge the Union for reimbursement of the cost. Such costs shall only include:

          (i)    Actual lost wages.

          (ii)    Employer’s share of Canada Pension contributions.

          (iii)   Employer’s share of Employment Insurance premiums.

          (iv)   Employer’s share of Pension contributions or equivalent.

          (v)    Employer’s share of Group Insurance premiums.

          (vi)   Employer’s share of Disability Income contributions.

          (vii)  Workers’ Compensation premiums.

          (viii)  Employer’s share of Extended Health Premiums.

(b)  On leaves of absence of more than thirty-one (31) calendar days, and at the request of the Union, the Employer agrees to pay normal salary and benefits to an Employee, and will charge the Union, in addition to those costs set forth above, an appropriate amount for the following benefits:

          (i)  Annual vacation

          (ii)  Sick leave

          (iii)  Public holidays

          (iv)  Dental plan premiums

14.11  Maternity, Paternity or Adoption Leave

An Employee who is expecting the birth or adoption of a child shall be entitled to Maternity, Paternity or Adoption Leave without pay, provided she presents a medical certificate confirming the probable date of confinement or, in the case of adoption, gives the Employer notice of eligibility.  Except in extenuating circumstances, the notice shall be submitted in writing twenty-one (21) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave.

The following conditions shall apply:

(a)  Leave of Absence for maternity, paternity or adoption shall be for up to eighteen (18) months as requested by the Employee, except in extenuating circumstances when, in the opinion of a medical practitioner, the leave should be further extended.

(b)  Upon return from such leave, the Employee will resume employment in the same position, or in a comparable position, at the same step and range of pay occupied prior to the granting of such leave. In the event the Employee on Maternity, Paternity or Adoption Leave is affected by layoff, she shall be afforded access to the provisions of Article 10 Layoff and Recalls.

(c)  Notice of intention to return to work, or request for a change of the length of the leave of absence, must be forwarded to the Employer twenty-one (21) days prior to the expiration of the leave. The Employee shall be entitled to one (1) extension of the said leave.  However, the entire length of such leave of absence shall not exceed twelve (12) months.

(d)  An Employee shall have access to sick leave credits.

(e)  Accrual of seniority when on such leave is calculated as follows:

(i)     For full-time Employees, seniority shall accrue as if they were working.

(ii)    For other-than-full-time Employees who have worked for one (1) year or more:

   Paid Hours in Previous 52 Weeks = Seniority Hours Per Week of Leave
                           52

(iii)   For other than full-time Employees who have worked for less than one (1) year:

                        Paid Hours                    = Seniority Hours Per Week of Leave
  Number of Weeks of Employment

(f)   Supplemental Employment Insurance 

Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB)

The Employer will implement a Supplemental Employment Benefits Plan.  Employees will receive the Supplementary Employment Benefits if they meet eligibility requirements. 

Maternity/Paternity/Adoption Supplemental Employment Benefit (SEB) shall apply to all Employees.

“Eligible Employee” shall mean an Employee who has completed at least thirteen (13) weeks of employment prior to commencing her/his maternity and/or paternity/adoption leave, and who is in receipt of Employment Insurance maternity or paternal/adoption benefits.

Maternity Supplemental Employment Benefits

An Employee, who is in receipt of Employment Insurance (EI) maternity benefits pursuant to the “Employment Insurance Act”, shall be paid a SEB that is equivalent to the difference between the gross weekly EI benefit  the Employee is eligible to receive and seventy-five (75%) of the Employee’s regular weekly rate of pay. This SEB payment shall commence following completion of the two (2) week EI waiting period and upon submitted proof of receipt of EI benefits. The SEB payment shall continue while the Employee is in receipt of the EI maternity benefits for a maximum of fifteen (15) weeks.

The Employer will pay seventy-five percent (75%) of the Employee’s regular weekly rate of pay for the two-week waiting period required for maternity benefits under the Employment Insurance Act.

Parental/Adoption Supplemental Employment Benefits

An Employee, who is in receipt of the Employment Insurance (EI) parental/adoption benefits pursuant to the “Employment Insurance Act”, shall be paid a SEB that is equivalent to the difference between the gross weekly EI benefit the Employee is eligible to receive and seventy-five (75%) of the Employee’s regular weekly rate of pay. This SEB payment shall commence following completion of any required two (2) week EI waiting period and upon submitted proof of receipt of EI benefits. The SEB payment shall continue while the Employee is in receipt of EI parental/adoption benefits for a maximum of ten (10) weeks.

If a two-week waiting period is required for parental/adoption benefits under the Employment Insurance Act, the Employer will pay seventy-five (75%) of the Employee’s regular weekly rate of pay for this waiting period.

In instances where two Employees share the paternity/adoption leave and both are in receipt of EI parental/adoption benefits, both Employees shall be eligible for the SEB to a maximum of ten (10) weeks each.

SEB Payment Calculation

Salary changes with an effective date during the leave will not result in an adjustment to the SEB payment.

14.12  Parental Leave

(a)  An Employee shall be granted unpaid parental leave, as provided for by the Employment Insurance Act, upon providing the Employer with twenty-one (21) days notice.

(b)  Upon return from such leave, the Employee will resume employment in the same position, or in a comparable position, and at the same step and range of pay occupied prior to the granting of such leave.

(c)  The Employee shall give the Employer thirty (30) days written notice of intention to return to work or to change the length of leave.

(d)  The Employee shall continue to accrue seniority while on parental leave.

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