WRHA Leaves

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This page describes different types of WHRA leaves. See [[Resignations and status changes for WRHA Employees]] for information on processing a leave and for processing deadlines.

Maternity Leave/Parental Leave

The Employment Standards Code has recently been amended to align with changes to federal employment insurance rules for critical illness leave and parental leave.

  • Summary details are as follows:

Parental Leave

See also: Maternity/paternity leave

Parental leave under the Code has now been extended to 63 weeks from 37 weeks for employees who have worked with the same employer for at least seven consecutive months and have become a parent by birth or adoption. The change is effective for parental leaves that started on or after June 4, 2018.

  • For parents whose child comes into their care before June 4, 2018, the leave remains as 37 weeks. Our collective agreements have not yet changed but we need to align our operational practices with the statutory minimums. While all parents are entitled to up to 63 weeks of parental leave, the birth mother continues to be entitled to an additional 17 weeks of leave based on our policies and collective agreements. Operational considerations no longer apply to a request for parental leave longer than 35 weeks (or for birth mothers, longer than 52 weeks).
  • Some of our collective agreements, MNU in particular, have limits on posting of term positions. While this limit continues to be in place, MNU will be connecting with PHLRS to negotiate some changes. In the meantime, our collective agreements have term limits in place that exceeds the term limit of a parental leave. As such, until PHLRS has negotiated a change we will need approval from the Unions to extend the term limit to cover a 63 week leave.
  • Employees who have taken maternity leave and also wish to take parental leave, must do so immediately following the maternity leave. Parental leave can begin up to 18 months after the birth or adoption of a child.
  • Maternity Leave forms can be obtained on the HSC intranet site.


Critical Illness Leave

  • Previously, critical illness leave was only applicable to children. Now, critical illness leave has been expanded to cover adult family members. A family member under the code is very broad and could be applied to adults who are parents, grandparents, spouses, common law spouses, brothers, sisters, step-brothers, step-sisters, aunts, uncles, nieces and nephews. The definition also includes those who are not related, but whom the employee considers to be like a close relative. Critical illness leave to care for or provide support to a child is up to 37 weeks (which is unchanged). The new critical illness leave to care for or provide support to an adult family member is up to 17 weeks.
  • Where possible employees are to provide one pay period of notice and the leave must be supported by a doctor’s note indicating that a family member is critically ill and requires support of the employee for a specified period of time.
  • Employees must provide their employer with a doctor's note indicating that the family member is critically ill and requires the care or support of the employee for a specified amount of time.
  • Reminder: unless it is required by law or the employee has given consent, employers cannot disclose information related to a leave except to other persons in the workplace, who need to know in order to carry out their duties. As such, the details and reason for the leave should remain confidential.

Voluntary Request for Unpaid Days Program

  • Program runs every fiscal year: April 1 to March 31
  • The Voluntary Request for Unpaid Days program is outlined below. If you have any questions related to this program, please contact your site HR Department. For questions related to scheduling, contact your Manager. For questions related to benefits, contact HR Shared Services.
  • Provides unpaid days off in the fiscal year to all participating non-union and union employees with the exception of employees in MGEU 113 (PSA 2414) and MGEU 114 (PSA 2415).
  • Requests can be made at any time through a fiscal year.
  • Authorization to approve or deny the application is at the sole discretion of the employer, subject to operational requirements.
  • Vacation scheduling is a priority and unpaid days cannot be approved until all remaining vacation time has been approved.
  • Overtime and statutory holiday banks shall be utilized prior to use of unpaid days.
  • Unpaid days must be scheduled in advance and approved by management.
  • The program is limited to a maximum of 26 unpaid days per fiscal year.
  • The maximum number of consecutive working days which can be taken unpaid for this program is 10. Anything in excess of 10 working days will have an impact on benefits. Employees must have one paid day in every 14 days or benefits will be impacted.
  • Approvals cannot result in corresponding overtime or backfill of the position.
  • Management retains the right to rescind approved requests in the event there is good and justifiable reason (i.e. increased overtime costs).
  • Approved requests are subject to an employee remaining in their current position at the time of application. A transfer will automatically end the approval and a new application must be submitted.
  • See also: http://umanitoba.ca/admin/human_resources/service_centre/resources/vdop.html

Benefit Impact

  • For non-union employees, vacation accrual, statutory holidays, and sick bank accruals will not be affected.
  • For unionized employees, vacation accrual, statutory holidays, sick bank accruals, and seniority accrual will be adjusted in accordance with the applicable collective agreement.
  • Bi-weekly pay deposits will reflect the unpaid days taken.
  • Life Insurance coverage is reduced in the following year.
  • MPI, WCB, and various disability plan earnings may be reduced if a claim is made during this program and up to one year following an unpaid period.
  • EI and CPP contributions are reduced and related benefits are reduced when utilized.
  • Pension Plan contributions and credited service in the various Pension Plans are reduced.

How to Apply

  • Submit see your PSM for the form.
  • Applications will be reviewed by management staff. Management has sole discretion to approve or deny this application. Approval will be subject to operational requirements.
  • You will be advised of the status of your request by your Manager within 20 business days of receipt.
  • Voluntary Request for Unpaid Days and Authorization is to be completed by Employee.
  • The employee must ensure they have regular pay in any 14 consecutive calendar day period, so as to not impact benefit premiums or coverage. Contact HRSS if any questions related to benefit premiums or coverage.
  • Important Note: The HEB Manitoba Disability & Rehabilitation (D&R) Plan replaces a portion of your income if you are unable to work because you have been deemed Totally Disabled. Employees must work, on average, at least 15 hours per week during the calendar year to be eligible for D&R Plan Coverage in the next calendar year. For more information see the brochure Understanding Your D&R Benefits on the HEB MB website.
  • If requests are granted, it cannot be rescinded unless a reason acceptable to the employer is provided. By applying to the Voluntary Request for Unpaid Days program, staff acknowledge and the impacts of unpaid days.
  • Voluntary requests under this program does not constitute a request for a leave without pay pursuant to WRHA policies and/or any applicable Collective Agreement.
  • Approvals will be cancelled upon changing positions and that management retains the right to rescind my approved request in the event there is good and justifiable reason.

ASAP Program at HSC

  • New contact for Attendance Management Assistance Program (ASAP) program is Ivy Cruz @ 787-8504.

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