APUO members are entitled to various types of leaves, including:
Academic leave (formerly known as sabbatical leave) and professional leave
Academic staff: The academic leave for academic staff is detailed in article 26 of the Collective Agreement. Academic leave is considered an investment toward increasing the quality of research and programs of study at the University of Ottawa by allowing an eligible member:
- to devote more time to scholarly works such as, for example, writing a book, research work, or similar endeavours; or
- to acquire relevant experience in areas related to her specialization, with the objective of enabling her to make her teaching more complete and more appropriate to the needs of her department or other unit to which she is attached.
The newly ratified 2012-2016 Collective Agreement significantly modifies the acceptance procedure. Starting September 2013, if the DTPC, the FTPC and the Dean recommend the academic leave, the application will be considered successful.
Librarians: The academic leave (formally known as professional leave) for librarians is detailed in article 31.2 of the Collective Agreement. The newly ratified 2012-2016 Collective Agreement significantly modifies the structure and procedures for librarians to mirror the academic leave of academic staff. The annual budget for financing the costs of academic leaves for librarians is increased by 150% to 200% of the maximum of the rank of librarian III.
Language Teacher: The professional leave for language teachers is detailed in article 29.4 of the Collective Agreement. The annual budget for financing the costs of professional leaves for language teachers remains at $19,685 for the life of this agreement.
The sick leave provision is detailed in article 27 of the Collective Agreement. A member is eligible for sick leave benefits, and is considered to be on sick leave, whenever she is, by reason of accident or illness, unable to perform her regular workload duties. It is important to specify that being on sick leave shall not diminish a member’s right of access to services normally provided by the employer nor the right to apply for, receive, and manage research and similar grants, to the extent that the exercise of such rights is compatible with the member’s medical condition.
A member who is on sick leave is entitled to receive 100% of regular salary for a period of 119 calendar days, for each separate accident or illness. As soon as possible after the commencement of each period of disability, the member or her delegate must inform the member’s chair of the estimated duration of absence.
30 days: A sick leave form must be presented by the member or her delegate to the dean or her delegate before the 30th day of disability-caused absence. After approving the form, the dean or delegate shall forward it to the Health, Wellness and Leave Sector of Human Resources Service.
Medical certificate: Upon request by the dean or her delegate, a medical certificate must be submitted to the Health, Wellness and Leave Sector of Human Resources Service: (a) for any sick leave period which exceeds 10 consecutive working days; or (b) if, on the basis of the member’s sick leave record, the dean has serious doubt as to the validity of the claim for sick leave benefits, even if the sick leave period is shorter than 10 consecutive working days.
Return to work: Where the sick leave exceeds 10 consecutive working days, the member must notify the dean of her intention to return to work. Should the medical certificate specify a return date and should the member wish to return to work prior to that date then a second medical certificate may be required by the employer.
Mandatory examination: At any time during a member’s sick leave, a representative from the Health, Wellness and Leave Sector of Human Resources Service may, in order to determine if the member is eligible for sick leave benefits or is able to return to work, require that this member be examined by one or more physicians appointed and paid by the employer. The employer shall make reasonable efforts to consult with the member or her delegate before appointing such physician or physicians in an effort to identify physicians acceptable to the employer and the member.
Vacation leave, holidays and absences
The vacation leave, holidays and absences provisions are detailed in article 28 of the Collective Agreement.
Vacation leave: A member employed for a full academic year is entitled to 1 month of vacation leave; a member employed for less than a full academic year is entitled to a proportionally shorter vacation leave. For academic staff, any unused vacation leave shall be forfeited 6 months after the end of the academic year in which it is earned. For librarians, a member may carry over to the following year a maximum of 10 working days of leave, provided that she uses up those days before the end of the following year
A member may take vacation leave at any time(s) provided: (a) she notifies her dean in advance of each vacation period; (b) the vacation will not interfere with the member’s assigned duties as included in the member’s workload pursuant to article 22.
Holidays: Members are considered on holiday on the following days: (a) Good Friday, Easter Monday, Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, and (b) all days declared to be statutory holidays by Federal authority or by authority of the Province of Ontario. They are also on holidays during the winter holiday recess.
Absences (28.4.3): A member who is not on academic leave or other leave is required to be present on campus: (a) when her presence is necessary for the performance of scheduled or teaching duties which are included in her workload pursuant to 220.127.116.11(a) (see below) or for the guidance of graduate students whose work she supervises; and (b) for a reasonable number of regularly scheduled office hours pursuant to 21.1.3(b); and (c) to assume a fair share of academic service activities required for the proper functioning of her academic unit and of the University of Ottawa; (d) when her dean or chair gives her reasonable notice that, for good and valid reasons, her presence on campus is required.
18.104.22.168(a): a description of the member’s teaching assignment, which comprises all scheduled and nonscheduled teaching duties assigned to her or which she has agreed to assume;
A member is not required to be present on campus to fulfill her workload obligations, whenever another location is more appropriate for that purpose and her absence from campus does not interfere with the application of 28.4.3 (see above).
Other Special Leaves
At the conclusion of any leave, the member’s rights and privileges shall be restored and the member shall be entitled to the rate of pay to which she was entitled at the commencement of the leave, increased by all scale adjustments which were granted to members of equal rank, up to the maximum salary of the rank held by the member at the commencement of the leave. A tenured member remains tenured while on a leave granted in accordance with the provisions of this article.
Parental leave: There are three types of parental leaves detailed in article 29.2 of the Collective Agreement: maternity leave (29.2.1 – up to 17 weeks with a salary top-up), parental leave (29.2.3 – up to 35 weeks,18 weeks with a salary top-up) and birth or adoption of a child leave (22.214.171.124(a) – 2 days).
Other leaves: The other two are personal emergency leave ( 126.96.36.199(b) – up to 10 unpaid days) and compassionate care leave (as per the Ontario Employment Standards Act – up to 8 weeks unpaid in a 26 weeks period).
Leave of Absence
Academic staff and language teachers: The leave of absence provision is detailed in article 29.3 of the Collective Agreement. A leave of absence with or without pay may be granted by the employer to a member for any of the following reasons: (a) to provide the member with a period in which to pursue studies, undertake retraining, or otherwise expand or improve her qualifications as a scholar, teacher, or professional; (b) to allow the member to assist, or provide services to, a learned or professional society, an organization such as CAUT, AUCC, OCGS, or the like, or to a municipal, provincial, national, or international agency, or the like; (c) to allow the member to provide a community, regional, national or international group or project with services relevant to the member’s academic discipline or profession; (d) to attend as witness or juror, in accordance with 29.3.7; (e) to campaign for or hold public office, in accordance with 29.3.8; (f) to care for a person defined in 40.1.4 or a spouse or a parent (hereinafter referred to as a special family leave).
Leaves of type (a), (b), (c), and (f) shall not normally exceed 2 consecutive years.
Librarians: The leave of absence provision (without pay) is detailed in article 31.3 of the Collective Agreement. Librarian members may, in circumstances not dealt with in article 31.3, apply for leave of absence pursuant to article 29.3.