Supported maternity leave is a leave from work of up to twenty (20) weeks with top-up as specified below. Queen's University's Supported Maternity Leave policy applies to the following female employees:
Eligible employees will receive the top-up as specified below with the understanding that the employee is expected to return to work for the University for a period of at least six (6) months following the date of her return from maternity leave.
Should an employee take an additional leave from the University following her maternity leave, such as a Parental Leave (supported or unsupported) or a Leave of Absence Without Pay, the same expectation will apply upon her return to work from that leave.
Should an employee quit and therefore not satisfy this condition, she shall be indebted to the University for the sum of the monies paid to her during her supported maternity leave and will be required to repay these monies to the University.
Employees who qualify for maternity leave under the provisions of this policy are eligible for the maternity leave top-up as follows:
During the maternity leave the University will continue the employee on full purchased benefits if the employee so chooses. The employee is required to pay her share of the costs of the benefit plans in which she is enrolled during the full term of the leave. Direct debit authorization will be required from the employee to cover the cost of the employee's portion of the benefit premium. The employee is informed of these costs during a meeting with her Compensation Assistant within Human Resources. Although she does not have to decide which benefits to maintain at this meeting, the employee should make this decision as soon as possible.
Note: An employee who does not meet the eligibility requirements for supported maternity leave may still meet the criteria for Unsupported Maternity Leave.
All payments made under this policy must be in accordance with Service Canada Regulations.
As part of the requirements under the Employment Insurance Regulations, all payments by the University listed in the Supported Maternity Leave and Supported Parental Leave policies shall only commence when the employee provides proof that he/she is receiving E.I. benefits. Employees should understand that such proof will not be made available by E.I. until after the leave has commenced and hence University payments shall be retroactive. Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay will not be reduced or increased by payments under this plan.
To avoid delays in qualifying for E.I. benefits, the employee should obtain her Record of Employment from her Compensation Assistant in Human Resources on her last working day before the leave and should present it as soon as possible at the Service Canada Office.
An employee shall provide her department head or his/her designate, with as much advance notice as possible of the anticipated date of delivery and discuss her future plans with respect to her employment at, and commitment to the University.
At least one month in advance of delivery, the employee should make written application to the department head, or his/her designate, for maternity leave. Written notice should include the following information:
The employee should then contact her Compensation Assistant in Human Resources to arrange an appointment to discuss payment procedures during the maternity leave.
Provided that the discussion with the department head or his/her designate has taken place as outlined in the Employee Procedures, the Department shall obtain a Leave Request form. Upon completion, the form should be remitted to the employee's Compensation Assistant within Human Resources one month prior to the expected date of delivery. Once the documentation is received regarding maternity leave, a copy of the completed Request for Family Leave or Leave of Absence form should be sent to the employee for her records along with a memo outlining the necessary measures required to make the administration of the leave as smooth as possible.
Upon an employee's return from leave, the Department will send a memorandum to the employee's Compensation Assistant within Human Resources confirming the date of the employee's return to work.
Questions? Contact the Employee Relations Unit within Human Resources.