CITY OF NANAIMO
PERSONNEL POLICY MANUAL
REVISED DATE: June, 2001
Page 1 of 4
7.8 Pregnancy & Parental Leave
POLICY STATEMENT
APPLICATION
This policy applies to CUPE Employees. IAFF employees are governed by the
Provincial Employment Standards Act.
DEFINITIONS
Pregnancy Leave – leave for a birth mother
Parental Leave - leave for a birth mother, birth father or adopting parents
DURATION
Pregnancy leave for birth mothers shall provide a period of up to (17)
seventeen weeks for birth of a child. Parental leave shall provide up to an
additional (35) thirty-five weeks for a maximum combined total of (52)
fifty-two weeks. If a Birth mother chooses not to take pregnancy leave she
may be provided up to (37) thirty-seven weeks parental leave.
Birth fathers and adopting parents may be provided up to (37) thirtyseven weeks parental leave.
If any adjustment is needed in the length of pregnancy, parental or general
leave, the request must be made in writing to the Human Resources
Department.
When a longer period of pregnancy and parental leave is required for
health reasons this request must be supported by a doctor's certificate. An
extension up to a maximum of one additional year shall be allowed.
COMMENCEMENT
At an employee's request, pregnancy leave may begin from 11 weeks prior
to the birth and shall not end before the expiration of six weeks following
the actual date of birth of the child (unless the employee requests a shorter
period).
CITY OF NANAIMO
PERSONNEL POLICY MANUAL
REVISED DATE: June, 2001
Page 2 of 4
7.8 Pregnancy Leave & Parental Leave
Leave must be requested 8 weeks (two months) before the date of leave.
The request must be accompanied by a certificate from a medical
practitioner stating that the employee is pregnant and the estimate
probable date of birth of the child. In the case of adoption, an adoption
certification must be submitted.
BENEFITS
An employee on pregnancy and/or parental leave may elect to continue
medical, or other group benefits for a period of (12) twelve months by
arranging with the Payroll Department to pay the employee's share of
premiums in advance. This may be done through a series of post-dated
cheques made payable to the City of Nanaimo.
The Employer will continue to pay its share of premiums during this
period. All premium deductions will resume upon the employee's return
to work.
Employees on pregnancy and/or parental leave will not accrue sick leave
entitlements, but will continue to accrue seniority.
Statutory holiday pay is not in effect while an employee is on pregnancy
and/or parental leave.
The employee's return to work date should be confirmed at least two (2)
weeks prior to the expiry of the pregnancy and/or parental leave to enable
mutually convenient arrangements for return to employment. The
employee returning to work shall be reinstated in the former position or in
a comparable position.
VACATION ACCRUAL
Employees on pregnancy and/or parental leave are not entitled to
paid vacation leave accrual for the duration of the leave, but are
entitled to unpaid vacation leave for their entitlement.
Should further interpretation be required, the Employment Standards Act will be
referred to.
CITY OF NANAIMO
PERSONNEL POLICY MANUAL
REVISED DATE: June, 2001
Page 3 of 4
7.8 Pregnancy Leave & Parental Leave
Combined Leaves
Should an employee request a combination of leaves associated with pregnancy
leave; for consistency the approved leave will be allocated in the following
fashion:
Pregnancy Leave
Parental Leave
Vacation without pay
Vacation with pay
Leave of Absence without pay
max. 17 weeks
max. 35/37 weeks (restrictions apply)
max. 1 year
Parental Leave
An employee, on his or her written request for parental leave, is entitled to a leave of
absence from work, without pay, for a maximum period of (37) thirty-seven consecutive
weeks, commencing:
in the case of a natural mother, immediately following the end of the
pregnancy leave taken, unless the Employer and employee agree
otherwise.
in the case of the natural father, following the birth of the child and
within a 52 week period of the birth.
in the case of an adopting mother or father, following the adoption of
the child and within a 52 week period after the date the adopted child
comes into the actual care and custody of the mother or father.
CITY OF NANAIMO
PERSONNEL POLICY MANUAL
REVISED DATE: June, 2001
Page 4 of 4
7.8 Pregnancy Leave & Parental Leave
Note: If:
the new born child or adopted child will be or is at least six months of age at the
time the child comes into the actual care of the mother or father, and it is certified
by a medical practitioner or the adoption agency that an additional period of
parental care is required because the child suffers from a physical, psychological
or emotional condition, then the employee is entitled to a further general leave of
absence from work, without pay, for a period not exceeding a total of five
consecutive weeks commencing immediately following the end of the parental
leave previously taken.
THE MAXIMUM AMOUNT OF COMBINED PREGNANCY AND PARENTAL
LEAVE ENTITLED TO EMPLOYEES IS (52) FIFTY TWO WEEKS.
Reference: CUPE Collective Agreement Article 24(i)(j)
HUMAN RESOURCES DEPARTMENT
MEMORANDUM
TO:
Shannon Graham, Asst. Manager Finance – Budget
FROM:
John McNeill, Labour Relations Manager
DATE:
1997 – OCT – 27
SUBJECT:
STATUTORY HOLIDAYS
FILE: 2755-50
Further to my letter of September 15/97 and our subsequent discussions, I am
convinced that we need to establish a consistent practice. Currently we are doing
nothing which, in my opinion, is not acceptable.
Therefore, I am recommending we adopt a practice that is applied consistently in
all cases of combinations of leaves associated with maternity leave.
The following listing indicates the order in which combined leaves will occur.
This listing includes all leaves, however, if only some combined leaves are
applied for, the non-applicable leaves will be disregarded. Particular notice
should be paid to the vacation without pay and with pay. If a statutory holiday
occurs during either period, they shall be dealt with as per the Collective
Agreement and policy. That is: stat during vacation without pay – (extend
vacation without pay by the number of stat days) – vacation with pay – daily
rates as per the Collective Agreement.
I will instruct Human Resources staff of this practice. If you have any questions
or any comments, please advise.
1.
2.
3.
4.
5.
Maternity Leave
Parental Leave
LOA Without Pay
Vacation Without Pay
Vacation With Pay
John McNeill
LABOUR RELATIONS MANAGER
JM*dk