Supported parental leave is a leave from work of up to fifteen (15) weeks with top-up as specified below. Queen's University's Supported Parental Leave policy applies to the following employees:
Where both parents are employees of Queen's University, either or both parents may be eligible for a supported parental leave. Where a supported maternity leave has been granted, the total supported leave shall not exceed twenty (20) weeks. In all other cases, supported parental leave shall be up to fifteen (15) weeks.
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 his/her return from parental leave.
Should an employee take an additional leave from the University following his/her parental leave, such as a Leave of Absence Without Pay, the same expectation will apply upon his/her return to work from that leave.
Should an employee quit and therefore not satisfy this condition, he/she shall be indebted to the University for the sum of the monies paid to him/her during the supported parental leave and will be required to repay these monies to the University.
Employees who qualify for parental leave under the provisions of this policy are eligible for the parental leave top-up as follows:
Payment for Weeks 1 and 2 shall be dependent upon whether the employee is required to serve a two-week waiting period under E.I. regulations. If the employee is required to serve a two-week waiting period, 1. a) below will apply. If the employee is not required to serve a two-week waiting period, 1. b) below will apply.
According to the Employment Standards Act, Supported Parental Leave falls under the provisions of Parental Leave and therefore a further twenty-two (22) weeks of leave may be available and would fall under the provisions of Unsupported Parental Leave. Any leave beyond that would fall under the provisions of Leave of Absence Without Pay.
During the parental leave the University will continue the employee on full purchased benefits if the employee so chooses. The employee is required to pay his/her share of the costs of the benefit plans in which he/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 his/her Compensation Assistant within Human Resources. Although the employee does not have to decide which benefits to maintain at this meeting, he/she should make this decision as soon as possible.
Supported parental leave may commence anytime after a birth or an adoption takes place provided that it is completed within the first fifty-two (52) weeks of the baby's birth or the date in which a child is placed into the custody, care and control of the parent for the first time. For an employee taking maternity leave, parental leave must commence when the maternity leave ends.
Both service credit and vacation entitlement continue to accrue while the employee is on parental leave. Upon return to work the employee will be entitled to the same amount of vacation days as if he/she had worked. With the permission of the department head, this time may be added on to the end of the parental leave. Service and vacation entitlement however, will be prorated by the amount of additional time an employee may be granted under the Leave of Absence without Pay policy outside of any entitlement under maternity and parental leaves.
An employee who wishes to change the date of his/her return to work must give the department head or designate at least four (4) weeks notice before the date he/she wishes to end the leave.
Upon return to work the employee is to return to his/her previous position and salary. If that position no longer exists, the employee will be placed in a comparable position in the same salary grade without loss of salary.
An employee who does not meet the eligibility requirements for supported parental leave may still meet the criteria for Unsupported Parental 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 his/her Record of Employment from his/her Compensation Assistant in Human Resources on his/her last working day before the leave and should present it as soon as possible at the Service Canada Office.
An employee shall provide his/her department head or designate, with as much advance notice as possible of the request for parental leave and discuss his/her future plans with respect to his/her employment at, and commitment to the University. In cases where the parental leave is an extension of the employee's maternity leave, the notice should take place at the same time as the request for maternity leave.
At least one month prior to the leave, the employee should make written application to the department head, or designate, for parental leave. Written notice should include the following information:
The employee should then contact his/her Compensation Assistant in Human Resources to arrange an appointment to discuss payment procedures during the parental leave.
Provided that the discussion with the department head or 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 commencement of the leave. Once the documentation is received regarding parental leave, a copy of the completed Request for Family Leave or Leave of Absence form should be sent to the employee for his/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.