2.2.6 Leave

Effective Date: January 1, 2008
Revised: April 12, 2012

STATEMENT

The Corporation will grant leave with, or without pay, under certain circumstances.

APPLICATION

The policy applies to all CBC/Radio-Canada employees. The governing policies and procedures for unionized employees are found in the applicable collective agreements.

DESCRIPTION

The Corporation recognizes the legal and moral obligation of employees who may require absence from normal or usual work hours/days. These circumstances, as identified below, may require management discretion in granting or extending certain leaves. Merit, reasonableness, travel issues, seriousness, operational requirements, past practice, may contribute to the granting of leave decision. Leave without pay may also be considered where the Corporation incurs no additional costs or where there is clear benefit to the Corporation. Longer-term leave without pay will have implications for both the Corporation and the employee.

The procedures describe the types of leave for which an employee may apply: Annual, Study, Compassionate, Bereavement, Marriage/Divorce, Moving, Extreme Weather Conditions, Family Illness, Voting, Emergency Situations, Court, Political Involvement, Parental and Religious.

RESPONSIBILITY

Management, in consultation with Human Resources, is responsible for application of this policy and leave approval. The employee’s immediate supervisor is responsible for ensuring that the employees complete and submit their time leave cards in a timely and accurate fashion.

REFERENCES

HISTORY

  • Revised November 22, 2006
  • Revised January 1, 2006
  • Revised May 1, 2004
  • Revised April 1, 2003
  • Replaced previous Human Resources Policy: Leave no. 6.0

PROCEDURES ON LEAVE POLICY 2.2.6

GENERAL

  1. Employees must submit to their Supervisor, a written request indicating reasons for and duration of leave. Employees must also submit weekly time cards for approval.
  2. The Supervisor/Manager must approve all leave prior to the leave taking place.
  3. Leave applications will only be considered once the employee has 13 weeks or more of continuous service (unless otherwise identified).
  4. The Supervisor must initiate action for pay adjustment and ensure records appropriately reflect leave situations as required.
  5. Leave may be with or without pay depending on circumstances.
  6. Leave approvals should be based on operational requirements, the value to the CBC/Radio-Canada, merit, reasonableness and past practice.

LEAVE WITHOUT PAY

Except where any provisions in this policy concerning specific categories of leave indicate otherwise, the following apply :

  1. Approval: Leave without pay requests, of less than one year, must be approved by level one authority. Leave without pay requests of one year or more must have level three approval. Leave with partial or full pay must have level four approval with the exception of parental leave. (For authority level, refer to the Handbook Accountability for the Management of Human Resources)
  2. Return to work: In granting leave without pay the CBC/Radio-Canada is committing to re-employ the individual unless otherwise agreed. For absences greater than 16 weeks re-employment may only be possible to an equivalent position. In some situations the CBC/Radio-Canada may require the individual to take on new/different responsibilities. In other situations there may be no re-employment opportunities upon return to work.
  3. For leave without pay, benefits and insurance plans can be maintained for a maximum of one year by prepaying all the premiums to cover the period of leave. The employee may pick and choose the benefits and/or the insurance plans he/she wishes to maintain during his/her leave without pay.
  4. (a) Permanent employees and term employees with CBC/Radio-Canada paid basic life insurance will have their basic group life insurance continue to be CBC/Radio-Canada paid for the first four months of absence without pay.

(b) Term employees without CBC/Radio-Canada paid basic life insurance must pre-pay the premium for the entire period of absence without pay.

  1. Pension Plan participation ceases except in cases where the President and CEO deems the absence to be in public interest, of prolonged absences for union activities, of secondments to other organizations and other special situations.

ANNUAL LEAVE

The purpose of annual leave is to ensure that employees have an appropriate break from their duties and responsibilities and return to work rested and better able to meet the continuing challenges they face. The CBC/Radio-Canada is fully committed to the principles enunciated in this policy.

Managers are accountable for ensuring that employees are granted annual leave in accordance with the procedures that follow. All efforts must be made to ensure that employees use their annual leave entitlement each year.

Subject to any applicable collective agreement and the requirements of the Canada Labour Code, the following provisions apply :

  1. All continuous full time employees, employees with 13 weeks or more of continuous term assignments and individuals who have annual leave provisions in their contracts are eligible to earn and take annual leave. Continuous part-time employees are also eligible on a pro-rated basis.
  2. For the purpose of computing credits earned, at least 10 working days within a month must be completed to receive leave credits for that month. No credits are accumulated during LTD, retiring leave or leave without pay. The level of entitlement to annual leave is based on periods of cumulative rather than consecutive service.
  3. Consecutive weeks of annual leave may be restricted based on operational needs. In the absence of an annual leave request by the 15th of May of each year, the supervisor will schedule the employee’s leave, operational requirements permitting, and provide advanced notification of the leave dates at least 2 weeks in advance. If it is impossible to schedule all annual leave, leave credits will be paid at the salary rate at which it was earned.
  4. a) Non contract employees (Management, Confidential, APS, Non-affiliated)
    All annual leave earned in a fiscal year must be taken during the following fiscal year. At the end of that second fiscal year, unused annual leave will be paid to the employee at the salary rate at which it was earned.
    b) Contract employees
    All annual leave not used during the term of a contract must be paid out at the end of the contract, or upon renewal, at the salary rate at which it was earned.
    Annual leave not used during the term of a contract cannot be carried forward to any subsequent contract without the specific approval of the component Vice-President or designate.
    c) Unionized employees
    Annual leave guidelines are as per applicable collective agreement.
  5. Annual leave earned may be granted as accumulated based on operational needs and supervisor’s authorization.
  6. Any exception to paragraph 3 to 5 must be authorized by the component Vice-President or designate.
  7. Annual Leave entitlement for management and confidential employees:

Management and Confidential employees with less than ten years of service earn annual leave at the rate of 20 days per year. In the fiscal year in which an employee completes ten years of service, one additional day of annual leave is granted. In subsequent years, annual leave is granted as follows:


Service

Annual Leave

0-9 years

20 days

10-11 years

21 days

12-13 years

22 days

14-15 years

23 days

16-17 years

24 days

18-19 years

25 days

20-21 years

26 days

22-23 years

27 days

24 years

28 days

25-26 years

30 days

27-28 years

31 days

29-30 years

32 days

31-32 years

33 days

33-34 years

34 days

35 + years

35 days

STUDY LEAVE

  1. Leave may be granted without pay for pursuing further educational development.
  2. Employees with at least one full year of service may apply for bursaries, fellowships and awards. Should an individual be accepted, CBC/Radio-Canada may grant the employee absence without pay, operational circumstances permitting. The employee will be granted authorization to continue contributing to the CBC/Radio-Canada pension should the absence be deemed in the public interest. A copy of the request, authorized by the Vice-President of the component, should be sent to local HR Office.
  3. Individual departments may reimburse employees for tuition and/or books if the courses are job related.

SPECIAL LEAVE

  1. Bereavement:

    Three days immediately following the day of death for immediate family. Additional days may be granted for long distance travel.

    Immediate family member is defined as :
    • spouse / common-law partner;
    • the employee’s father or mother / the spouse or common-law partner of the father or mother
    • children / grandchildren
    • brother / sister
    • mother / father-in-law
    • grandparents
    • any relative of the employee who resides permanently with the employee or with whom the employee permanently resides.
  2. Marriage/Divorce: Five days with pay may be granted for marriage. One day with pay may be granted for court appearance upon divorce.
  3. Moving: One day with pay.
  4. Voting: Granted in accordance with Municipal, Provincial, Territorial and Federal Election Acts. Please refer to the chart in Appendix G for the number of consecutive hours allotted to vote on polling day at the election.
    For municipal elections, please contact your local Human Resources Office.
  5. Interruptions in Transit System and Extreme Weather Conditions: at local management discretion.
  6. Family Illness, Emergency Situations: Each case to be decided upon based on its merits.
  7. Court Attendance: Where employee is not personally involved but is a witness, leave may be granted. Where the employee is a litigant and/or personally involved, no paid leave will be granted.
  8. Religious Leave:
    1. Employee may exchange Remembrance Day and Easter Monday for religious purposes. If additional days are required the employee may be granted some other type of leave. Each situation must be judged on its own merits.
    2. Annual leave may also be used for this purpose.
  9. Jury Duty: Leave with pay - any reimbursement paid to the employee must be taken off their regular pay.

COMPASSIONATE CARE LEAVE

CBC/Radio-Canada will grant Compassionate Care Leave in accordance with Part III of the Canada Labour Code. Eligible employees will receive a maximum of 8 weeks of unpaid leave upon presentation of the proper medical certification to care for a gravely ill or dying family member.

  1. A family member, as defined by the Canada Labour Code, is:
  • a spouse or common-law partner of the employee;
  • a child of the employee or a child of the employee's spouse or common-law partner;
  • a parent of the employee or a spouse or common-law partner of the parent;
  • any other person who is prescribed by the Canada Labour Code or Employment Insurance Act.
  1. Employees will have to provide a medical certificate indicating that the family member is gravely ill with a significant risk of death within 26 weeks (6 months) and that he/she needs one or more family members to:
  • provide for psychological comfort or emotional support;
  • arrange for care by a 3rd party care provider (example: a health care professional); or
  • directly provide or participate in the care.
  1. Compassionate Care Leave need not be taken in 8 consecutive weeks, but must be taken in one week increments and the last leave must be taken within 26 weeks of the issuance of a medical certificate justifying the leave.
  2. Compassionate care leave will end on the last day of the week in which any of the following occurs:
  • the family member dies
  • the 8 weeks of leave available in respect of the family member are exhausted (by either one or more individuals), or
  • the expiry of 26 weeks following the commencement of the leave.
  1. Employment Insurance (EI) Benefits
    Employees will be entitled to 6 weeks EI compassionate care benefits after a 2 week waiting period provided they meet EI’s eligibility criteria. Compassionate care leave may be shared by two or more members of the same family provided that they are entitled to these benefits. When these benefits are shared with another family member, only one waiting period will have to be served.
  2. Benefits
    An employee's eligibility for the various CBC/Radio-Canada benefits plans will continue during Compassionate Care Leave.

    Employer-paid benefits will remain in force, while employee-paid benefits plans may be continued at the employee's expense if prepaid.
  3. Seniority and Service
    The following conditions are applicable:
    1. Seniority
      Continuity of service for purposes of seniority shall be considered unbroken upon return to work immediately following authorized leave under this policy.
    2. Annual Leave
      At least 10 working days within a month must be completed in order to receive annual leave credits for that month.
    3. Pension
      For those employees who are members of the CBC/Radio-Canada pension plan, CBC/Radio-Canada will continue to contribute to the Plan during Compassionate Care Leave, provided the employee pays his/her share of contributions during the Compassionate Care Leave. This must be paid by means of post-dated cheques covering the duration of the absence.

DEFERRED SALARY LEAVE PLAN

The Deferred Salary Leave Plan (the DSLP) is a vehicle provided by CBC/Radio-Canada to eligible permanent employees, through which they may defer a portion of their gross bi-weekly salary exclusively for the purpose of financing a pre-planned future period of leave of absence for educational, recreational or other purposes. To be eligible, employees must have completed two years of service as a permanent employee effective January 1 of the first year of participation in the DSLP.

  1. The Plan is an employee benefit plan within the meaning of the definition thereof in subsection 248(1) of the Income Tax Act (the “Act”) and the broad guidelines under which a DSLP may operate are contained in the Act and the Income Tax Regulations and must be adhered to.
  2. Only employees whose applications have been approved by CBC/Radio-Canada can participate in the DSLP. The date of the leave of absence must be selected in advance. It must be for a minimum of six consecutive months, to a maximum of twelve months, and follow immediately after the deferral period.
  3. Participation in the Plan will always begin on January 1st of any year.
  4. CBC/Radio-Canada will transfer all contributions to the DSLP to a Trust Fund as specified in the Trust Agreement. The Trust Fund will constitute a fund held by the Trustee and will not form any part of the revenue or assets of the CBC/Radio-Canada.
  5. The Trustee will cause appropriate investments to be made over the period in which the employee is saving for the leave. Interest income earned from the investments will be paid by the Trustee to the employee on an annual basis. Income cannot be accrued and is taxable income for the year in which it is received.
  6. During the leave period the employee will go on an unpaid leave of absence subject to conditions contained in the DSLP and will receive the total amount of his/her investment from the Trustee without CBC/Radio-Canada’s further involvement. Annual leave credits will not accrue during this leave of absence and the employee may continue participation in the benefits and pension plans as specified in the provisions of the DSLP.
  7. The employee may not receive any salary or wages from CBC/Radio-Canada during the leave period.
  8. The employee must actively return to employment with CBC/Radio-Canada after the leave for a period at least equal to the period of the leave of absence.
  9. The above is meant to be a general overview of the DSLP only. Complete details on the provisions of the Deferred Salary Leave Plan can be found on HR @ my fingertips.

MISCELLANEOUS LEAVE

  1. Managers may, under special circumstances, grant leave without pay or approve the borrowing of leave not yet earned or extend annual leave where it has not yet been earned (i.e. the first year of employment).
  2. Employees who have banked sick leave (accumulated prior to April 1, 1977 for employees who were with the Corporation at that date), may use these credits in situations where current entitlements have been exhausted, and LTD benefits have been denied.
  3. To pursue activities which could enhance the employee's value to the Corporation, e.g. non-profit or charitable work, militia training or assignments, etc.
  4. To pursue political office (see Human Resources Policy 2.2.17 - Political Activity).

MATERNITY, PATERNITY, ADOPTION AND CHILD CARE LEAVE

The Corporation believes that the personal obligations of employees who become parents should be respected. To that end, the Corporation provides financial assistance to employees and adequate time off to allow them to combine their personal and professional lives.

With these principles in mind, and in accordance with Part III of the Canada Labour Code as well as the various collective agreements between the CBC/Radio-Canada and its employees, the CBC/Radio-Canada grants leave to eligible employees for the birth and care of a new-born child or the legal adoption or legal guardianship and care of a child.

I ) APPLICATION
This policy applies to employees in continuing full-time, part-time and/or job sharing positions as well as other flexible work arrangements:

  1. Employees who have completed at least six consecutive months of continuous employment:
  • These employees receive a leave of absence from their jobs for the birth and/or care of a child, as described in this policy, but do not receive monetary benefits from the Corporation;

    or
  1. Employees who have completed at least 12 consecutive months of continuous employment:
  • These employees receive a leave of absence from their jobs for the birth and/or care of a child, plus, where applicable, special monetary benefits as described in this policy;
  1. Employees with less than six consecutive months of continuous employment may seek Absence Without Pay in accordance with this policy.

Contract and Temporary Employees

Contract and Temporary employees who have completed six consecutive months of continuous employment are entitled to a maximum of 52 weeks of leave (within the 52 weeks after the child is born or come into the parent's actual care and custody), but may not be entitled to all of the benefits outlined in this policy. Please check with your local Human Resources office concerning your coverage/eligibility. Collective agreement provisions shall prevail.
When granting a leave for Contract employees, the contract:

  • Shall be kept in abeyance for the duration of the absence;
  • Will recommence upon the employee's return to work;
  • Will continue for the period of time remaining as provided for in the contract.

Leave for Temporary employees shall not have the effect of extending the temporary employment beyond its scheduled termination date. If an extension to the temporary employment has been planned due to a work-related need, the employment should be extended even if the employee is on leave for a part thereof.

II) PROCEDURES FOR PARENTAL LEAVE

1) GENERAL

Leave of Absence
Upon the birth, legal adoption or legal guardianship of a child, all CBC/Radio-Canada employees who have completed at least six consecutive months of continuous employment are entitled to a leave of absence, to a maximum of 52 weeks. The 52 week period may include a combination of Employment Insurance (EI) or Quebec Parental Insurance Plan (QPIP) and Supplementary (SUB) benefits, followed by unpaid Child Care Leave (during which either parent may be entitled to EI or QPIP Parental benefits).

An employee may elect to take only one type of leave (for instance, Maternity Leave or Paternity Leave) or may choose to combine the different categories of leave for which he/she is eligible. An employee's leave of absence - with or without supplemental monetary benefits -- may comprise:

  • for the expectant mother: Maternity Leave, Child Care Leave, and Absence Without Pay;
  • for the adoptive parent taking Adoption Leave: Adoption Leave, Child Care Leave, and Absence Without Pay;
  • for the biological father taking paternity leave: Paternity Leave, Child Care Leave, and Absence Without Pay;
  • for the co-parent or legal guardian who is taking a child into his/her home: Parental Three-day Leave, Child Care Leave, and Absence Without Pay.

The leave period may be broken into a maximum of two separate periods of leave with one return to work allowed (with the exception of the co-parent's or legal guardian's Parental Three-day Leave; see below) in the following circumstances:

  • The total leave period must be completed within the 52 weeks after the child is born or comes into the parent's actual care and custody;
  • If the child is hospitalized, and the employee returns to work until the child comes home, the leave period will be extended to allow the parent to have a total of 52 weeks at home with the child (including any postnatal recovery time taken);
  • Where both parents are CBC/Radio-Canada employees, both are eligible for 52 weeks of leave within the 52 weeks after the child is born or comes into the parent's actual care and custody.

Supplementary Benefits

In order for the CBC/Radio-Canada to determine the amount of SUB Plan benefits, the employee will have to provide proof to the CBC/Radio-Canada of the amount of EI or QPIP benefits he or she is receiving.
The salary upon which an employee's SUB Plan benefits are based is determined by:

  • The employee's basic salary without any additional remuneration;
  • The added contract amount for contract or temporary employees who receive a supplement in lieu of benefits or in lieu of pension;
  • the upgraded salary rather than the basic salary if an employee has been on a temporary upgrade continuously for at least one year at the time Maternity Leave/Paternity Leave or Adoption Leave commences.

2) SPECIFIC: CATEGORIES OF LEAVE AND ENTITLEMENTS

This section contains information on A) Maternity Leave; B) Adoption Leave; C) Paternity Leave D) Parental Three-day Leave; E) Child care Leave; and F) Absence Without Pay.

A) Maternity Leave

For the expectant mother, up to 17 weeks of leave for the purpose of giving birth and providing care for a new-born child; may commence as early as 11 weeks (16 weeks for those employees living in Quebec) prior to the estimated date of birth but must end not later than 17 weeks after the actual day of the birth (unless the child is confined to the hospital).

  1. A female employee with at least 12 consecutive months of continuous employment who qualifies for Employment Insurance benefits or Quebec Parental Insurance Plan benefits will receive:
    1. Two weeks of payments from the Supplemental Employment Benefits plan equivalent to 93% of salary (an amount equalling the difference between QPIP maternity benefits and 93% of the employee’s weekly salary for Quebec employees); followed by
    2. up to 15 weeks of payments from the Supplemental Employment Benefits plan of an amount equalling the difference between normal EI or QPIP Maternity benefits and 75% of the employee's weekly salary.
  2. A female employee with at least 12 consecutive months of continuous employment who does not qualify for Employment Insurance benefits or Quebec Parental Insurance Plan benefits will receive:
    1. Two weeks at full pay.
    2. Up to 15 weeks of leave without pay.
  3. A female employee with more than six but less than 12 consecutive months of continuous employment is entitled to Maternity Leave of up to 17 weeks, but without any special monetary benefits from the CBC/Radio-Canada.

B) Adoption Leave

For the eligible adoptive parent taking Adoption Leave, up to 17 weeks of leave for the care of an adopted child, when that child first arrives at home; available to male or female employees who have legally adopted a child.

  1. An employee with at least 12 consecutive months of continuous employment as of the date the employee commences leave, and who qualifies for Employment Insurance benefits or Quebec Parental Insurance Plan benefits, will receive:
    1. two weeks of payments from the Supplemental Employment Benefits plan equivalent to 93% of the employee's weekly salary (an amount equalling the difference between QPIP maternity benefits and 93% of the employee’s weekly salary for Quebec employees); followed by
    2. up to ten (10) weeks of payments from the SUB Plan of an amount equalling the difference between normal EI or QPIP Parental Benefits and 75% of the employee's weekly salary; plus
    3. five (5) weeks of Adoption Leave without SUB Plan (regular CBC/Radio-Canada paid benefits continue during these five weeks: this period also counts for seniority and annual leave credits. (See Appendices).

EI or QPIP Parental Benefits may be collected by one parent or split between the two if both parents are eligible.

When one parent is a CBC/Radio-Canada employee:

  • SUB Benefits will be paid to a CBC/Radio-Canada employee for the number of weeks for which that parent receives EI or QPIP Parental Benefits.

When both parents are CBC/Radio-Canada employees:

  • The SUB Plan Benefits will be allocated according to the way in which the parents have chosen to divide the EI or QPIP Parental Benefits.
  • Only one parent will receive the two weeks of payments from the SUB Plan equivalent to 93% of the employee's weekly salary (an amount equaling the difference between QPIP maternity benefits and 93% of the employee’s weekly salary for Quebec employees).
  1. An employee with more than six but less than 12 months of continuous service as of the date the employee commences leave will receive up to 17 weeks of leave without pay.

C) Paternity Leave
For the biological father taking Paternity Leave, up to 12 weeks of leave for the purpose of providing care for his newborn child, starting at the birth of the child.

  1. A male employee with at least 12 consecutive months of continuous employment as of the date the employee commences leave, and who qualifies for Employment Insurance benefits or Quebec Parental Insurance Plan benefits, will receive:
    1. two weeks of payments from the Supplemental Employment Benefits plan equivalent to 93% * of the employee's weekly salary (an amount equalling the difference between QPIP maternity benefits and 93% of the employee’s weekly salary for Quebec employees); followed by
    2. up to ten (10) weeks of payments from the SUB Plan of an amount equalling the difference between normal EI or QPIP Parental Benefits and 75% of the employee's weekly salary.

* The two weeks at a full 93% assume that the 2 week E.I. waiting period has not already been satisfied by the other parent. If the 2 week waiting period has already been satisfied by the other parent, then it is two (2) weeks sub plan of an amount equalling the difference between normal E.I. Parental Benefits and 93% of the employee's salary. The CBC/Radio-Canada will require proof of E.I. benefits. Please note that there is no waiting period for QPIP benefits.

D) Parental Three-day Leave
Co-parents (that is, the parent who is not taking Maternity, Paternity or Adoption Leave), with at least twelve (12) consecutive months of continuous employment, will be granted three (3) days Parental Leave with pay for the birth, adoption, or legal guardianship (provided the employee takes a child into his/her home) of a child.

E) Child Care Leave
For parents with at least six consecutive months of continuous employment, up to 35 weeks (37 weeks if a 2 weeks waiting period has not been satisfied by either parent) of leave for child care purposes, may be taken at any time within the 52 weeks after the child is born or comes into the parent's actual care and custody.

F) Absence Without Pay
For parents with at least six consecutive months of continuous employment; this absence is granted for childcare purposes; allows employees to extend their total leave of absence (including any Maternity Leave, Paternity Leave, Parental Three-day Leave for Co-Parents, or Child Care Leave taken) to a maximum of 52 weeks.

3) EMPLOYEES' RIGHT TO MATERNITY-RELATED JOB MODIFICATION, REASSIGNMENT OR LEAVE OF ABSENCE FOR HEALTH REASONS

The Canada Labour Code stipulates that a pregnant or nursing employee (at any time from the beginning of pregnancy through the end of the twenty-fourth week following the child's birth) may request job modification or temporary reassignment if her doctor advises it for health reasons.
While the request is being considered, the employee may do one of the following:

  1. remain in her current job with appropriate accommodations;
  2. if at risk, take a leave of absence with pay at her regular wage rate until the employer:
  • Modifies the job functions;
  • Reassigns her;
  • Informs her in writing that it is not reasonably practicable to do so;
  1. Be placed on Sick Leave/STD/Special STD, when indicated by a medical certificate.

4) PREPARING FOR LEAVE AND RETURNING TO WORK

Applying for Leave
Employees are to notify their supervisor in writing, using the form shown in Appendix A, at least four weeks in advance of the commencement of leave, indicating the intended length of absence.
Any changes in length of leave requested by the employee require a minimum of two weeks' (but preferably four weeks') written notice. The supervisor will reply in writing.
Employees' Right to Notice of Employment Opportunities and Training for Technological Change while On Leave
While an employee is absent under this policy, his/her supervisor must:

  1. Inform the employee of employment or promotion opportunities in their area of work;
  2. Inform an employee if their position requires new training. Adequate time will be provided by CBC/Radio-Canada to obtain training. It can be done upon return or if both the employee and manager agree, it can be taken during time of leave and the employee will be entitled to time off at a later time.

Returning to Work
A minimum of two weeks (but preferably four weeks) written notice of the employee's intent to return to work is required, and must be sent to the supervisor and to the local Human Resources office. The supervisor will reply in writing. When the date of an employee's return to work coincides with a holiday, the employee will be paid for the holiday.

Unless otherwise indicated in this policy, the CBC/Radio-Canada will return the employee to his/her former position. If that is not possible, the employee:

  1. Will be assigned to another comparable position and appropriate to his/her skills and abilities, in the same location, with at least the same wages and benefits, as he/she would have had if he/she had returned to the former position.
  2. If an employee has not returned from an authorized leave, then the employee shall be deemed to have terminated their employment from the Corporation on the last day of the authorized absence.

N.B. For an extended leave of absence without pay, refer to the Leave Without Pay section of this Policy.

5) BENEFITS

An employee's eligibility for the various CBC/Radio-Canada benefits plans will continue during his/her leave of absence. CBC/Radio-Canada-paid benefits will remain in force, while employee-paid benefits plans may be continued at the employee's expense, provided they are pre-paid by the employee, during:

  • Maternity Leave;
  • Adoption Leave;
  • Paternity Leave;
  • Parental Three-day Leave;
  • Child Care Leave.

During an Absence Without Pay period, an employee may elect to maintain benefits coverage by pre-paying the required premiums in full. If the premiums are not pre-paid, the coverage will lapse.
See Appendix B for information on the following specific plans:

  • Supplementary Health Care Plan;
  • Dental Care Plan;
  • Basic Group Life Insurance Plan;
  • Basic Provincial Hospital/Medical Coverage;
  • Sick Leave/STD/Special STD;
  • Long-term Disability Plan;
  • Optional Life Insurance Plan;
  • Reducing Term Life Insurance Plan;
  • Dependent Life Insurance Plan;
  • Optional Accidental Death and Dismemberment (AD&D) Insurance Plan;
  • Pension Plan.

Before going on leave, employees are to choose which benefits plans they wish to maintain throughout the entire period of absence.

6) SENIORITY AND SERVICE

The following conditions are applicable:

  1. Seniority
    Continuity of service for purposes of seniority shall be considered unbroken upon return to work immediately following authorized leave under this policy.
  2. Annual Leave
    Annual leave credits will accumulate for the period of Maternity Leave, Paternity Leave or Adoption Leave provided that, at the end of the authorized leave of absence, the employee returns to active work for 10 working days within a calendar month. Annual leave credits and Parental Three-day Leave may not be used for this ten-day qualifying period.
  3. Severance Pay (for those employees eligible)
    The first four months of Maternity, Paternity or Adoption Leave will count as service for severance pay purposes provided they count as pensionable service (see the section on Pension Plan above).
  4. Pension
    See Appendix B section F. Pension Plan

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