Follow the links below for individual policies
Date Issued: 12/02/2001
Principal
A leave with pay is intended to be used in exceptional circumstances, where the leave is considered to be a direct benefit to the employer and in the public interest or a contractual obligation.
Eligibility
All employees appointed under The Public Service Act, 1998. This policy does not apply to employees who are on a definite or indefinite leave of absence. The following are examples of situations where an employee shall/may be granted a leave with pay:
| Situation | Approval |
| Leave for Interviews with the Employer | Mandatory |
| OH&S Required Training | Mandatory |
| Leave For Duties | Mandatory |
| Medical Donor Leave | Mandatory |
| Interpersonal Violence and Sexual Violence | Mandatory |
| Jury Duty or Subpoenaed to be a Witness | Mandatory |
| To Act as a Staffing Panel Representative – SGEU only | Mandatory |
| Military Leave | Discretionary |
| Education Leave | Discretionary |
| Union Leave – in-scope staff only | As per collective agreement |
| For Examinations – CUPE only | See Appendix A
|
| Other Reasons | See Appendix A
|
See Appendix A for definitions and guidelines for the above-noted situations.
Note:
An employee's pay and benefits are not impacted when granted a leave of absence with pay.
Ministries are to ensure that all supporting documentation is maintained in the employee's personnel file for audit purposes.
Employers should ensure that appropriate leave codes are used when recording attendance to monitor usage.
If a leave with pay is not approved, other types of leave may be considered such as leave without pay, vacation leave, etc.
Authority
The Public Service Regulations, 1999, Part 5, Sections 71, 74, 76(1) and 81
PS/GE Collective Bargaining Agreement, Article 18.1.2
PS/CUPE Local 600-3 Union Management Agreement, Article 21.07
The Saskatchewan Employment Act, Part II
Resources and Tools
Forms
•
Leave of Absence Request Form Frequently Asked Questions and Answers (FAQ)
•
Interpersonal Violence and Sexual Violence Leave - Questions and AnswersPolicy Inquiries
For inquiries, please contact the Human Resource Service Centre
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Date issued: 01/09/1986
Date Revised: 01/04/2009
Purpose
To outline procedures for receiving vacation leave credit for previous eligible service and the authority for payout of vacation leave.
Vacation Leave Credit
Employees will be granted credit for eligible service as outlined in the SGEU and CUPE 600 Collective Bargaining Agreements.
Note: Requests for recognition of previous eligible service for vacation purposes: The
employee is responsible to inform the employer, and to provide proof, of any previous service that may affect their vacation.
The Public Service Commission will receive and review enquiries regarding additional vacation leave credit for eligible service. If additional vacation leave credit is approved:
1. For employees with previous Executive Government of Saskatchewan service, vacation leave credit for this time will be provided retroactive to the latest commencement of employment.
2. For employees with eligible service with other employers, vacation leave credit for this time, will be provided from the current vacation year forward, only.
Note: When provided additional vacation leave credit, as a result of previous service, employees who receive vacation pay as a percentage of their total earnings shall have their vacation pay recalculated at the appropriate percentage from the first day of the pay period following the date on which they become eligible for the higher vacation rate.
Carryover Provisions
In accordance with the carryover provisions of the Collective Bargaining Agreements.
Payout of Vacation
Permanent Heads or designates may authorize an employee's request for payout of vacation leave carried over from the previous fiscal year at any time.
Application
All unionized employees in the SGEU and CUPE 600 Bargaining Units appointed under
The Public Service Act
Authority
SGEU Article 16
CUPE Local 600, Article 18
Inquiries
For inquiries, please contact the Human Resource Service Centre.
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Date issued: 01/09/1986
Date Revised: 03/09/1996
Purpose
To outline the application of sick leave credits during periods of vacation leave.
Policy
On request of the employee, vacation leave will (with supporting medical evidence) be converted to sick leave when an employee on vacation is hospitalized for two or more days.
In exceptional circumstances, where an employee is incapacitated due to serious illness or injury (although not hospitalized), an employee may request, and the employer may approve conversion of vacation leave to sick leave. Such requests must be supported by medical evidence, regarding the degree of incapacitation.
Sick leave may be granted only with the consent of the Permanent Head or designate.
Note: Employees who are members of CUPE 600 are governed by article 17.15 of the Collective Bargaining Agreement; members of SGEU are governed by article 17.3.1.6
Records
Maintained by Departments
Application
All employees appointed under the
Public Service Act
Authority
Public Service Regulations, 1999 Part 5
Inquiries
For inquiries, please contact the Human Resource Service Centre.
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Date issued: 28/02/1994
Purpose
To outline use of sick leave in relation to maternity leave.
Policy
Any pregnant employee who has a medically substantiated need to be absent from work for health reasons related to the pregnancy, either before, on, or after the date of delivery, shall be allowed to access earned sick leave credits. Departments should request a medical certificate in all cases.
Application
All employees appointed under the
Public Service Act.
Authority
Public Service Commission memorandum to Human Resource Branch Directors dated November 26,1993.
Inquiries
For inquiries, please contact the Human Resource Service Centre.
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