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​Section 702: Leave of Absence without Pay

Date Issued: 12/02/2001
Revision Date: 07/01/2018

Purpose

A definite leave of absence is an unpaid leave of absence granted for various reasons. The employee granted a definite leave has the right to return to the same position he/she is on leave from. Some leaves are mandatory, and some are discretionary, as described in the policy.
The purpose of this policy is to provide assistance in applying the definite leave provisions set out in the following: The Public Service Regulations, 1999; The Saskatchewan Employment Act; the collective agreement in place between the Government of Saskatchewan and Saskatchewan Government and General Employees' Union (SGEU); and the collective agreement in place between the Government of Saskatchewan and the Canadian Union of Public Employees (CUPE) Local 600.

Policy

The permanent head or designate may recommend/grant a definite leave of absence
Mandatory Definite Leaves
A definite leave shall be granted in situations involving:

  • Maternity/Parental/Adoption1
  • Prolonged illness2
  • An employee who has requested and been approved a leave under the Deferred Salary Leave Plan (DSLP)
  • An employee who is a member of the reserve force as defined in the National Defense Act (Canada) and is required for service
  • Nomination, candidate and public office leave
  • Compassionate care
  • Critically ill child care
  • Crime-related child death or disappearance
  • Interpersonal violence

See Appendix A for more detailed information.

1an employee must have completed 13 weeks of consecutive employment and make application at least four weeks in advance of the estimated leave commencement to be eligible for leave. 
2Prior to granting an extension of a definite leave of absence related to a prolonged illness, the supervisor should contact his or her Human Resource Business Partner Team (HRBPT). The HRBPT will contact the SGEU Long term Disability (LTD) Plan advocate or the Public Employees benefit Agency (PEBA) Disability Income Plan (DIP), as appropriate to confirm continued receipt of SGEU LTD or DIP benefits.

Discretionary Definite Leaves

Providing satisfactory arrangements can be made to accommodate the work, an eligible employee may be granted a discretionary leave of absence for a period up to one year with the possibility in some circumstances, of an extension for one additional year (maximum two years total). Discretionary leave may also be requested to supplement leave provided under the mandatory provisions.


Examples of situations where discretionary leaves of absence may be considered include:

  • Educational development
  • Work-life balance (care for child, elder care, etc.)
  • Personal interests (travel, hobbies, etc.)
  • Community service
  • Career development
  • Spousal relocations

Permanent Heads (or designates) are encouraged to provide employees with the flexibility needed to pursue family, personal and developmental interests, promoting a healthy work/life balance.


For more information and examples where discretionary leaves are/are not commonly granted see Appendix B.

Consideration for Discretionary Leaves

When considering a request for discretionary leave, the following guidelines shall be applied consistently and fairly:
1. Leave benefits both the employee and the organization.
2. Leave is approved, used responsibly, is considered to be in the public interest, and does not constitute a conflict of interest in accordance with the Government of Saskatchewan's Conflict of Interest Guidelines.
3. Leave supports the government's objectives of delivering quality services.

Conditions of Definite Leave

1. Position cannot be staffed permanently - a permanent or probationary employee has access to the same position he or she is on leave from [except in accordance with Article 18.2.3 of the PS/SGEU collective bargaining agreement (involuntary transfer for an SGEU employee)]. In the case of a term employee, they will return to the same position they are on leave from, until the end of the term appointment.
2. Employee has access to benefits  while on leave (see Appendix C) and upon return from leave (see Appendix D)
3. Employee has access to layoff provisions - If a permanent employee's job is abolished prior to his or her return from leave, he or she will be governed by the same layoff provisions as if he or she occupied the job at the time the job was abolished - refer to collective agreement(s) and/or The Public Service Regulations, 1999  for more information.
4. If a permanent or probationary (full-time or part-time) employee is approved for a definite leave to accept a term/non-permanent position with the same employer, the employer3 may waive certain provisions regarding benefits (PS/SGEU Article 18.4 A) 5.; CUPE Article 21.08 f); The Public Service Regulations, 1999, s.70). The ministry's Human Resource Business Partner Team may be contacted for more information.

Procedures

Requesting/Extending a Definite Leave of Absence

Employee Responsibilities:
1. Provide a written request to his or her immediate supervisor for the initial leave and for any extensions including reason for leave and supporting documentation, if required (eg. physician's statement supporting prolonged illness). Initial requests may be for periods of up to one year (unless mandatory provisions provide for a longer time period) with extensions requested after that.
2. Provide appropriate notice to the employer in advance of the leave (notice period may vary depending upon circumstances).
3. If the permanent or probationary (full-time or part-time) employee is approved for a definite leave to accept a term/non-permanent position with the same employer, and the employee wishes to request to continue to accrue paid vacation days rather than receiving vacation pay in lieu of paid vacation days, he or she completes the form in Appendix E, and submits it to his or her supervisor for consideration.

Ministry responsibilities:

1. Approves/recommends/denies the request/extension (approval is granted if leave is mandatory) and the waiver of certain provisions regarding benefits (if applicable).
2. Informs the employee of the decision.
3. Forwards documentation to the Human Resource Service Centre (HRSC) for processing.

Human Resource Service Centre (HRSC) Responsibilities:

1. Enters  the employee's leave in MIDAS.

2. Sends a letter to the employee providing him/her with benefits information including: Group Life Insurance and Disability Plan premiums; eligibility for Dental Plan coverage; eligibility for Extended Health Care benefits while on Leave of Absence; and information regarding benefits and pension contributions when returning from leave.

 Authority

The Public Service Regulations, 1999, Part 5, Sections 67 and 70
PS/GE Collective Bargaining Agreement, Article 18
PS/CUPE Local 600-3 Collective Bargaining Agreement, Article 21
The Saskatchewan Employment Act, Part II

Note: Refer to Indefinite Leave of Absence Policy PS703 for information regarding indefinite leaves.

Resources and Tools

Interpersonal Violence Leave - Questions and Answers

Policy Inquiries

For inquiries please contact the Human Resource Service Centre.

 

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Section 702-1: Pressing Necessity

Date Issued: 12/09/1986
Revision Date: 08/11/1999

Purpose

To guide employees and managers in the appropriate use and granting of Pressing Necessity and Personal/Family Leave.

Definitions

Pressing Necessity

  • Used to deal with unforeseen or emergent situations.

Personal/Family Leave

  • For non-emergent personal/family responsibilities

In the latter case, such leave will, at times, have to be balanced with operational requirements.


These leave provisions do not apply to purely discretionary personal or family matters.

Policy

The Government of Saskatchewan recognizes that employees may encounter emergency, unforeseen circumstances or non-emergent personal/family leave responsibilities that require their absence from work. The amount of such leave will vary depending upon individual circumstances, the nature of the situation, and eligibility limits as set out below.


When making a request to use Pressing Necessity and Personal/Family Leave, employees are expected to:

  • Exercise sound judgement balanced with good faith reasoning;
  • Recognize and understand the operational requirements of the work unit;
  • Respect the needs of co-workers and;
  • Provide reasonable notice for non-emergent requests (i.e. one weeks notice).

It is the employee's responsibility to manage their usage of these provisions to ensure sick leave credits are available in the future.

When leave with pay is granted, the time approved is charged against the employee's sick leave credits subject to the following restrictions.

These restrictions are intended to ensure compliance with Federal Government Employment Insurance Regulations.

A.

Employees with less than 75 days sick leave credit at the end of the fiscal year (March 31).
1. Employees may access up to 3 days sick leave for pressing necessity and/or personal/family responsibility each fiscal year. These days are pro-rated for employees working less than full-time hours based on the previous year's employment.
2. Any unused portion of these 3 days shall accumulate from year to year.
3. Employees may access, subject to the availability of accumulated credits, up to 5 days sick leave for personal/family leave responsibilities each fiscal year. These 5 days do not accumulate from year to year.
Example:
After two years an employee could accumulate 6 sick leave credits for pressing necessity and/or personal/family responsibilities. These 6 days could be used in the following ways:

  • 4 pressing necessity days and 2 personal/family responsibility days
  • 1 pressing necessity day and 5 personal/family responsibility days (maximum allowable in a fiscal year)

4. Employees who require pressing necessity and personal/family responsibility leave in excess of 3 days or their accumulated allowable days for pressing necessity, may be granted an advance to a maximum of 3 pressing necessity/personal/family responsibility credits. This advance will be charged against the employee's sick leave credits in the following fiscal year.

B.

Employees who have 75 days or more sick leave credits at the end of the fiscal year (March 31).
1. Employees may access up to 5 days sick leave for personal/family responsibilities each fiscal year, on a non-cumulative basis.
2. Employees have access to all their sick leave credits for the purpose of pressing necessity, as governed by the guidelines.

C.

Other
Employees who are not eligible to access sick leave credits for pressing necessity or personal/family leave responsibilities may use any of the following:

  • Time-in-lieu
  • Vacation leave,
  • SDO's,
  • Banked EDO's or
  • Other leave provisions as appropriate

Process

Requests to use sick leave credits for pressing necessity and personal/family responsibilities will normally be made in writing to the employee's immediate supervisor.  Leave with pay for pressing necessity may be granted in response to verbal requests provided that a written request is submitted after the leave has been granted. To reduce paperwork, some departments include this as a category within attendance statements.
Because the need for leave for personal/family responsibilities is generally known in advance, one week's notice is expected, but the employer recognizes that exceptional circumstances may shorten the notice period.


The supervisor reserves the right to request evidence from the employee that the leave is for pressing necessity or personal/family responsibilities. A written explanation shall be provided to the employee if the request is refused.

All requests will be treated as confidential.

Guidelines

The appendix sets forth guidelines for granting leave of absence for Pressing Necessity and Personal/Family Responsibilities.

Application

All employees appointed under the Public Service Act.

Authority

PS Regs Part 5, section 64;
SGEU Article 17.5;
CUPE Local 600-3 Article 17.10

Inquiries

For inquiries, please contact the Human Resource Service Centre.

See Guidelines - For Leaves of Absence Due to Pressing Necessity Personal/Family Responsibilities

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Section 702-1: Guidelines for Leaves of Absence Due To Pressing necessity Personal/Family Responsibilities

Date Issued: 12/09/1986
Revision Date: 08/11/1999

Summary

1. What is the Purpose of this Document? 
The provisions of collective agreements on the matter of leave of absence for pressing necessity and personal/family responsibilities take precedence over this document. Where the collective agreement is silent, or where it does not apply to the employee requesting such leave, the Regulations under The Public Service Act take precedence.


2. What is the Relationship of Leave for Pressing Necessity and Personal/Family Responsibilities to Sick Leave?
When leave with pay for pressing necessity and personal/family responsibilities is granted by the supervisor it is a direct charge against the employee's sick leave credits. An employee may request an advance of three (3) days pressing necessity/personal/family responsibility leave credits to be drawn against future sick leave entitlements.

In a case where the employee has no sick leave credits and no advance of credits is desired, leave for pressing necessity and personal/family responsibilities with pay cannot be granted. Such leave, if approved by the immediate supervisor, will be without pay. The employee would have the option to charge the absence to some other form of leave, i.e., vacation leave, banked EDO's or SDO's.


3. In What Circumstances is Leave for Pressing Necessity Commonly Granted?
Leave for pressing necessity is commonly granted in the following instances:

  • Death in the employee's immediate or extended family.
  • Attendance at the funeral of a non family member
  • Emergency sickness or grave illness in the employee's immediate family or household
  • Paternity/Adoption leave.
  • EFAP/Addiction Treatment of child or spouse.
  • Other emergency, or unexpected circumstances.

 

4. In What Circumstances is Leave for Personal/Family Responsibilities Commonly Granted?
Refer to the section titled "Detail: Personal/Family Responsibilities".

 

5. Definitions
Immediate family is defined as the employee's: spouse, common-law spouse, same sex partner, son, son-in-law, daughter, daughter-in-law, father, father-in-law, mother, mother-in-law, brother, sister, grandchild and grandparent, any relative permanently residing in the employee's household or with whom the employee resides, a person who the employee considers is equivalent to being a member of their immediate family, or any other person on approval of the supervisor.
Extended family is defined as the employee's: first cousin, aunt, uncle, niece and nephew, brother-in-law, sister-in-law, grandparent-in-law, a person who the employee considers in equivalent to being a member of their extended family, or any other person on the approval of the supervisor.
Personal/Family Leave:

  • Family refers to situations involving immediate and extended family, as defined above.
  • Personal refers to situations where non-family members are involved OR where there are no other individuals involved.

Detail: Pressing Necessity

1. Death in the Employee's Family 
When a member of the employee's immediate family dies, the employee may request leave of absence for reasons of pressing necessity. The period of leave shall include those working days from the day of the death to and including the day following the funeral. This grieving period may be extended by the supervisor in order to accommodate the religious/cultural beliefs of the employee or if circumstances warrant.
Where a member of the extended family dies, the employee may request leave of absence for pressing necessity. The period of leave shall normally be for the day of the funeral.


The employer recognizes that work is one element of life and that employees need a healthy work-life balance. In turn, employees recognize the need to ensure the delivery of quality services to the public and the operational requirements attached to that goal.


There are genuine circumstances, both predictable and unforeseen, that require an employee to meet and carry out a personal or family responsibility which may require the employee to be absent from work for a short period of time. These include those matters where the employee has an obligation or duty and where he/she may be held accountable or answerable in some manner if the obligation is not met. This would typically involve situations where there is a significant event or circumstance and it would be reasonable to conclude that the employees presence is required. It does not include purely discretionary personal or family matters that can be addressed through other mechanisms, such as SDO/EDO, or vacation leave. Up to five (5) days per fiscal year can be used for personal/family responsibilities.

Unless there are unusual circumstances, leave for personal/family responsibilities should be utilized one day at a time. Personal/family leave may be used to supplement other forms of leave. For example, paternity/adoption leave may be utilized by a person on the day of the birth of their child and personal/family leave may additionally be utilized to care for children at home during the mother's stay in hospital.
People who work shift work and those who do not usually have weekends off may need special consideration for personal/family responsibility leave due to the nature of their work assignment (this may include approval of leave for situations where other staff would not normally be granted leave).
Where Can I Obtain Further Clarification on this Policy?
If uncertain as to the application of this policy to a given circumstance, please direct your inquiry to your Supervisor, Departmental Human Resource Branch.

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Section 702-3: Recovery of Overdrawn Sick Leave from Out-of-Scope Employees

Date Issued: 01/03/1999

Purpose

To allow for the recovery of overdrawn sick leave from out-of-scope employees

Policy

If an out-of-scope employee is overdrawn on sick leave at the beginning of a fiscal year, one half of the current year's entitlement or the overdrawn amount, whichever is less, is to be applied against the overdrawn amount and the balance is available for use during the current year.

If any balance remains to the employee's credit at the end of the year, it is to be applied against any remaining overdrawn sick leave.

 The Public Service Regulations 1999, Section 65 state that:

 "(4) Subject to subsection (5), if an employee who is leaving the public service has taken any type of paid leave in excess of the amount earned by the employee, the employee is to have deducted from any money owing to the employee by the Government of Saskatchewan an amount calculated on the basis of the number of days over-expended at the employee's salary on separation."

"(5) If the reason for the employee's separation from the public service is the employee's death, no amount respecting sick leave credits is to be deducted from any money owing to the employee by the Government of Saskatchewan."

Authority

PS Act 1998, Part 2, Section 14(1)(d);
PS Regs 1999, Part 5, Section 62 & 65 

Inquiry

For inquiries, please contact the Human Resource Service Centre.

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Section 702-4: Maternity/Legal/Adoption Leave Supplement for Employment Insurance (SUB) Program - SGEU Employee

Date Issued: 01/10/2002
Revision Date: 23/05/2017

Authority

This program is provided in accordance with Article 15.16 of the PS/GE Collective Agreement

Eligibility

Employees must apply and be eligible for a Definite Leave of Absence for Maternity in accordance with Article 18.1.1.1 of the Collective Agreement  or for Legal Adoption or Parental Leave in accordance with Article 18.1.1.2 of the Collective Agreement;

Note:
Section 2-43 of The Saskatchewan Employment Act prevails in determining the eligible length of employment. Employees who have completed more than thirteen (13) consecutive weeks of employment are eligible for maternity/parental/adoption leave.

and

be in receipt of Employment Insurance Maternity/Parental Leave Benefits;

and

sign a note to promise to return to work for the employer for a period equal to the same number of weeks that the top-up is received and to repay the amount of the top-up, or a portion thereof, should the Employee not return to work for number of weeks that the top-up was paid.

Benefit Program

Benefit Amount
a) For the Employment Insurance one (1) week waiting period:

Employees (Maternity only) may access sick leave in accordance with Article 17.4.2 of the Collective Agreement;

or

Receive a Maternity/Legal Adoption/Parental Leave SUB program payment from the plan equal to 95% of regular salary for the one week period.

Note:  

  • For permanent full-time employees the payment is 95% of their bi-weekly salary rate in effect immediately prior to the commencement of the Definite leave of Absence for Maternity/Paternity/Legal Adoption/Parental Leave.

  • For all other employees the full-time employee calculation will be prorated by the proportion of full-time regular hours paid during the twenty-six (26) full pay periods preceding the leave (or the period of active employment if less than twenty-six (26) full pay periods).

b) For the first sixteen (16) weeks of employment Insurance Maternity/Parental Leave Benefits:
Employees will receive a Maternity/Legal adoption/Parental Leave SUB Program payment from the employer equal to the difference between 95% of regular salary (as calculated in a) above) and the gross Employment Insurance Benefit.

Note:
"Other" earnings subsequent to commencement of the leave (i.e. not associated with employment with executive government) which decrease the amount of the net EI benefit but do not affect the gross EI benefit, will NOT increase the amount of the SUB program payment.

Combined Benefits
If the employee applying for benefits has a partner who is employed by the Government of Saskatchewan and who will be applying for benefits under the Maternity/Legal Adoption/Parental Leave Supplement to Employment Insurance Benefit program:

a) Each partner must advise the employer in writing with respect to the portion of the seventeen (17) weeks for which each will be requesting a payment; and

b) The total SUB benefit available to both partners is seventeen (17) weeks.

Documentation

Eligible employees will be required to submit documented proof of Employment Insurance eligibility and amounts of gross Employment Insurance payments (e.g. Employment Insurance Benefit cheque stubs) prior to payment.

Deductions from Payments

Payments will be processed through the payroll system to allow for deduction of income tax and Canada pension (as required by federal law) and union dues.

Note:
This is a benefit payment, not a supplementary pay item. However, processing through the payroll system is required to process these deductions and for budget purposes.

Pension, Insured benefits and Other Collective Agreement Provisions

Benefits will be handled in accordance with the normal provisions applicable to definite leaves of absence.  

Implementation (addition of Parental Leave)

The Parental Leave portion of the program is effective June 6, 2006.

Return Service Commitment

The application form is a promise to return to work or to repay the benefits, which must be signed by all employees to be eligible to receive programs payments.

Enrolment/Administrative Procedures

Detailed enrollment and administrative procedures are available at the end of the policy.

Special Retroactive Payments

The application form Special Retroactive Payment is located at the end of the policy. Details regarding retroactive payments are contained in the Enrolment/Administrative Procedures.

Other Remuneration

As required by Employment Insurance, Supplemental Employment Insurance Benefit (SUB) program guidelines, payments under the plan will have no impact on other remuneration paid in accordance with the terms of the Collective Agreement.

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Section 702-5: Apprenticeship Training Supplemental unemployment Benefit (SUB) Program

Date Issued: 01/10/2002

Authority and Effective Dates

This program is provided in accordance with Article 15.17 of the PS/GE Collective Agreement. The program shall be effective October 1, 2003 until September 30, 2006 (i.e. the expiry date of the collective agreement).

Following September 30, 2006, the program is intended to continue in effect until the collective agreement is re-negotiated and continue during the term of subsequent agreements unless negotiated otherwise.

Continuation of the program beyond September 30, 2006 is subject to a renewal of program registration by Human Resources Development Canada.

Written notice of any change to the program will be given to Human Resource Development Canada within 30 days of the effective date of the change.

Eligibility

Employees must apply for and have approved a Definite Leave of Absence in accordance with Article 18.2 of the Collective Agreement   

and

be in receipt of training and income support from Human Resources Development Canada under Employment Insurance legislation;

and

sign a note to promise to return to work for the employer (post-journeyperson status) for a period equal to two (2) times the number of weeks that top-up is received and to repay the amount of the top-up, or a portion thereof, should the employee not return to work for two (2) times the number of weeks that top-up is paid.

Benefit Amount 

a) For the Employment Insurance two (2) week waiting period, eligible employees will receive an Apprenticeship Training SUB program payment from the employer equal to 95% of regular salary for the two week period. If the two (2) week waiting period does not apply, program benefits will be paid as per b) below.

Note:

  • For permanent full-time employees the payment is 95% of their bi-weekly salary rate in effect immediately prior to the commencement of the Definite Leave of Absence.

  • For all other employees the full-time employee calculation will be prorated by the proportion of full-time regular hours paid during the twenty-six (26) full pay periods preceding the Leave (or the period of active employment if less than twenty-six (26) full pay periods).

b) For the remaining weeks that training and income support is received from Human Resources Development Canada under Employment Insurance legislation, eligible employees will receive an Apprentice Training SUB Program payment from the employer equal to the difference between 95% of regular salary (as calculated in a) above) and the gross Benefit received from Human Resources Development Canada.

Note:

  • "Other" earnings subsequent to commencement of the leave (i.e. not associated with employment with executive government) which decrease the amount of the net training and income support benefit but do not affect the gross training and income support benefit, will NOT increase the amount of the SUB program payment.

  • In no case will the number of weeks that SUB program benefits are paid exceed twenty (20) weeks (i.e. maximum of two apprenticeship training sessions) in one (1) calendar year.

Documentation

Eligible employees will be required to submit documented proof of eligibility for training and income support from Human Resource Development Canada and amounts of gross payments received from Human Resources Development Canada (e.g. cheque stubs) prior to payment.

Deductions from Payments/Accounting for Costs

Payments will be processed through the payroll system to allow for deduction of income tax and Canada pension (as required by federal law) and union dues.

Note:

  • This is a benefit payment, not a supplementary pay item. However, processing through the payroll system is required to process these deductions and for budget purposes.

  • As per Department of Finance direction, the cost of this benefit program will be paid through the payroll system and charged to normal salary budgets. Departments will be required to expense the cost of the benefit in the year the definite leave of absence started. If the total cost of the benefit is not paid to the employee during the current fiscal year, it will be necessary to accrue the remaining cost to recognize the expense in the correct fiscal year.
  • A separate record of SUB program payments will be kept.

Pension, Insured benefits and Other Collective Agreement Provisions

Benefits will be handled in accordance with the normal provisions applicable to definite leaves of absence.

Implementation - October 1, 2002

Should an eligible employee be attending apprenticeship training on October 1, 2002, benefits of the program will be effective October 1, 2002. There will be no benefit paid for time spent in Apprenticeship Training prior to October 1, 2002.

Return Service Commitment

The application form (Appendix A) is a promise to return to work or to repay the benefits, which must be signed by all employees to be eligible to receive program payments.

Enrolment/Administrative Procedures

See Appendix B for detailed enrollment and administrative procedures.

Other Remuneration

As required by Employment Insurance, Supplemental Unemployment Benefit (SUB) program guidelines, payments under the plan will have no impact on other remuneration paid in accordance with the terms of the Collective Agreement.

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Section 702-6: Maternity Leave Supplement to Employment Insurance Benefit (SUB) Program

Date Issued: 09/06/2003
Revision Date: 23/05/2017

Authority

This program is provided in accordance with Sections 67(2), 76.1 and 76.4 of The Public Service Regulations, 1999.   

Eligibility

Employees must apply for a Definite Leave of Absence for Maternity in accordance with Section 67 (2) of The Public Service Regulations, 1999;

and

meet the eligibility criteria outlined in Section 76.1 (1) (a) of The Public Service Regulations, 1999;

and 

sign a note to promise to return to work for the employer for a period equal to the same number of weeks that the top-up is received and to repay the amount of the top-up, or a portion thereof, should the Employee not return to work for the number of weeks that the top-up was paid.

Benefit Program

Benefit Amount

a) For the Employment Insurance one week waiting period: Employees may access sick leave in accordance with Section 61 of The Public Service Regulations, 1999;

or

receive a Maternity Leave SUB program payment from the plan equal to 95% of regular salary for the one week period.

Note:

  • For permanent full-time employees the payment is 95% of their annual salary rate (including temporary salary supplement if applicable) in effect immediately prior to the commencement of the Definite Leave of Absence for Maternity divided by 26.
  • For all other employees the full-time employee calculation will be prorated by the proportion of full-time regular hours paid during the one-year period preceding the Maternity Leave (or the period of active employment if less than one year).

b) For the first fifteen (15) weeks of Employment Insurance Maternity Leave benefits and one week of Parental Leave:
Employees will receive a Maternity Leave SUB Program payment from the employer equal to the difference between 95% of regular salary (as calculated in a) above) and the gross Employment Insurance Benefit.

Note:

  • "Other" earnings subsequent to commencement of the leave (i.e. not associated with employment with executive government) which decrease the amount of the net EI benefit but do not affect the gross EI benefit, will NOT increase the amount of the SUB program payment.

Combined Benefits
If the partner of the employee in receipt of Maternity Leave SUB program benefits is employed by the government and will be drawing on Parental Leave SUB program benefits (under Section 76.3 of The Public Service Regulations, 1999):

a) Each partner must advise their department and the Public Service Commission in writing with respect to the portion of the seventeen (17) weeks for which each will be requesting a payment; and

b) The total of SUB benefits available to both partners is seventeen (17) weeks.

Documentation

Eligible employees will be required to submit documented proof of Employment Insurance eligibility and amounts of gross Employment Insurance payments (e.g. Employment Insurance Benefit cheque stubs) prior to payment.

Deduction from Payments

Payments will be processed through the payroll system to allow for deduction of income tax and Canada pension (as required by federal law).

Note: This is a benefit payment, not a supplementary pay item. However, processing through the payroll system is required to process these deductions and for budget purposes.

Pension, Insured Benefits and Other Collective Agreement Provisions

Benefits will be handled in accordance with the normal provisions applicable to definite leaves of absence.

Return Service Commitment

The application form is a promise to return to work or to repay the benefits, which must be signed by all employees to be eligible to receive program payments. 

Enrolment/Administrative

Detailed enrollment and administrative procedures are available as a policy support tool in the HR Manual.

Other Remuneration

As required by Employment Insurance, Supplement to Employment Insurance Benefit (SUB) program guidelines, payments under the plan will have no impact on other remuneration paid in accordance with the terms and conditions of employment for out-of-scope staff.

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Section 702-7: Adoption leave Supplement to Employment Insurance Benefit (SUB) Program

Date Issued: 01/07/2005
Revision Date: 23/05/2017

Authority

This program is provided in accordance with Sections 67 (2), 76.2 and 76.4 of The Public Service Regulations, 1999.

Eligibility

Employees must apply for a Definite Leave of Absence for Adoption in accordance with Section 67 (2) of The Public Service Regulations, 1999;

and

meet the eligibility criteria outlined in Section 76.2 (1) (a) of The Public Service regulations, 1999;

and

sign a note to promise to return to work for the employer for a period equal to the same number of weeks that the top-up is received and to repay the amount of the top-up, or a portion thereof, should the employee not return to work for the number of weeks that the top-up was paid.

Benefit Program

Benefit Amount

a) For the Employment Insurance one week waiting period employees are eligible to receive an Adoption Leave SUB program payment from the plan equal to 95% of regular salary.  

Note:

  • For permanent full-time employees the payment is 95% of their monthly salary rate (including temporary salary supplement if applicable) in effect immediately prior to the commencement of the Definite Leave of Absence for Adoption.
  • For all other employees the full-time employee calculation will be prorated by the proportion of full-time regular hours paid during the one-year period preceding the Adoption Leave (or the period of active employment if less than one year).

b) For the first sixteen (16) weeks of Employment Insurance Parental Leave Benefits:

Employees will receive an Adoption Leave SUB Program payment from the employer equal to the difference between 95% of regular salary (as calculated in a) above) and the gross Employment Insurance Benefit.

Note:

  • "Other" earnings subsequent to commencement of the leave(i.e. not associated with employment with executive government) which decrease the amount of the net EI benefit but do not affect the gross EI benefit, will NOT increase the amount of the SUB program payment.

Combined Benefits

If the employee applying for benefits has a partner who is employed by the Government of Saskatchewan and who will be applying for benefits under the Maternity Leave Supplement to Employment Insurance Benefit program (see Section 76.1 of The Public Service Regulations, 1999):
a) Each partner must advise the Public Service Commission in writing with respect to the portion of the seventeen (17) weeks for which each will be requesting a payment; and
b) The total SUB benefit available to both partners on each occasion of Adoption Leave is seventeen (17) weeks.

Documentation

Eligible employees will be required to submit documented proof of Employment Insurance eligibility and amounts of gross Employment Insurance payments (e.g. Employment Insurance Benefit cheque stubs) prior to payment. 

Deductions from Payments

Payments will be processed through the payroll system to allow for deduction of income tax and Canada pension (as required by federal law).

Note:

  • This is a benefit payment, not a supplementary pay item. However, processing through the payroll system is required to process these deductions and for budget purposes.

Pension, Insured benefits and Other Collective Agreement Provisions

Benefits will be handled in accordance with the normal provisions applicable to definite leaves of absence.

Return Service Commitment

The application form is a promise to return to work or to repay the benefits, which must be signed by all employees to be eligible to receive program payments.  

Enrolment/Administrative Procedures

Detailed enrollment and administrative procedures are available as a policy support tool in the HR Manual.  

Other Remuneration

As required by Employment Insurance, Supplement to Employment Insurance Benefit (SUB) program guidelines, payments under the plan will have no impact on other remuneration paid in accordance with the terms and conditions of employment for out-of-scope staff.

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Section 702-8: Parental Leave Supplement to Employment Insurance Benefit (SUB) Program

Date Issued: 01/06/2006
Revision Date: 23/05/2017

Authority

This program is provided in accordance with Sections 67(2), 76.3 and 76.4 of The Public Service Regulations, 1999.

Eligibility

Employees must apply for a Definite Leave of Absence for Parental Leave in accordance with Section 67 (2) of The Public Service Regulations, 1999;

and

meet the eligibility criteria outlined in Section 76.3 (1) (a) of The Public Service Regulations, 1999;

and

sign a note to promise to return to work for the employer for a period equal to the same number of weeks that the top-up is received and to repay the amount of the top-up, or a portion thereof, should the employee not return to work for the number of weeks that the top-up was paid.

Benefit Program

Benefit Amount
a)For the Employment Insurance one week waiting period employees are eligible to receive a Parental Leave SUB program payment from the plan equal to 95% of regular salary.

  • For permanent full-time employees the payment is 95% of their monthly salary rate (including temporary salary supplement if applicable) in effect immediately prior to the commencement of the Definite Leave of Absence.
  • For all other employees the full-time employee calculation will be prorated by the proportion of full-time regular hours paid during the one-year period preceding the Parental Leave (or the period of active employment if less than one year).

b) For the First sixteen (16) weeks of Employment Insurance Parental Leave Benefits:

Employees will receive a Parental Leave SUB Program payment from the employer equal to the difference between 95% of regular salary (as calculated in a) above) and the gross Employment Insurance Benefit.

Note:

  • "Other" earnings subsequent to commencement of the leave(i.e. not associated with employment with executive government) which decrease the amount of the net EI benefit but do not affect the gross EI benefit, will NOT increase the amount of the SUB program payment.

Combined Benefits
If the employee applying for benefits has a partner who is employed by the Government of Saskatchewan and who will be applying for benefits under the Maternity Leave Supplement to Employment Insurance Benefit program (see Section 76.1 of The Public Service Regulations, 1999):
a) Each partner must advise the Public Service Commission in writing with respect to the portion of the seventeen (17) weeks for which each will be requesting a payment; and
b) The total SUB benefit available to both partners is seventeen (17) weeks.

Documentation

Eligible employees will be required to submit documented proof of Employment Insurance eligibility and amounts of gross Employment Insurance payments (e.g. Employment Insurance Benefit cheque stubs) prior to payment.

Deductions from Payments

Payments will be processed through the payroll system to allow for deduction of income tax and Canada pension (as required by federal law).

Note: 

  • This is a benefit payment, not a supplementary pay item. However, processing through the payroll system is required to process these deductions and for budget purposes.

Pension, Insured Benefits and Other Collective Agreement Provisions

Benefits will be handled in accordance with the normal provisions applicable to definite leaves of absence.

Implementation - June 1, 2006

The program is effective June 1, 2006

Return Service Commitment

The application form is a promise to return to work or to repay the benefits, which must be signed by all employees to be eligible to receive program payments.

Enrolment/Administrative Procedures

Detailed enrollment and administrative procedures are available as a policy support tool in the HR Manual.

Special Retroactive Payments

The application form for the Special Retroactive Payment must be submitted to the Departmental Human Resource Branch following return to work from parental leave and no later than 17 weeks from the end of the parental leave.

Other Remuneration

As required by Employment Insurance, Supplement to Employment Insurance Benefit (SUB) program guidelines, payments under the plan will have no impact on other remuneration paid in accordance with the terms and conditions of employment for out-of-scope staff.

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If you have any questions or require more information please contact:

HR Service Centre

hrsc@gov.sk.ca

Phone: 1-877-852-5808 or 306-798-0000

Fax: 1-877-852-9219 or 306-798-9966

HR Service Centre Fax Cover Sheet

2100 Broad Street, Regina, SK, S4P 1Y5

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