Several kinds of leaves are available to CUPE 3903 members. Leaves can be taken if you need to take some time off for conferences, injuries or disabilities, jury duty, bereavement, care-giving, emergencies, sickness, transsexual transition, and pregnancy. In addition, Unit 2 members can take leaves for research.

If you wish to take or think you may be eligible for a leave, please contact a 3903 Staff member.
There are many things to consider, depending on the leave type, such as the number of Employment Insurance hours you need, whether your ROE (Record of Employment, which you get at the end of a contract) includes the total number of hours it should, how many weeks you are eligible for relative to the duration of your contract and so on.

Unit 1: contact Sandra Hudson, Staff Representative 
x4 or x66343

Unit 2 & 3: contact Raj Virk, Staff Representative 
x5 or x20998


Paid sick leave of up to six weeks for a Fall-Winter contract.  Members must inform their immediate supervisor, keep that person apprised of their expected return date, and provide a doctor’s note if requested.  The supervisor must maintain confidentiality. 

Paid Maternity Leave of up to 17 weeks for a Fall-Winter contract.  Members must inform the Chair/Dean/Director in writing that they will be taking this leave, ideally as soon as practicable but with at least a month’s notice. 

Paid Caregiver Leave of up to 12 weeks for a Fall-Winter contract, for someone who will be caring for a newborn infant, upon written request.

Unpaid Caregiver Leave of up to 35 weeks for a Fall-Winter contract, for the natural mother of a child, or 20 weeks for any other primary caregiver.

Paid Adoption Leave of up to 12 weeks per household for a Fall-Winter contract, for a member or members adopting a child under five years of age.  The request should be made in writing to the department head, and should list the expected date of adoption. 

Academic Caregiver Leave in the form of a twelve-month academic extension for full- and part-time students caring for a newborn child.  Members can apply for this leave in the form of a petition to their Graduate Program Director and FGS, with the assurance that their request will not be unreasonably denied.

Paid Compassionate Leave of up to 4 weeks for a Fall-Winter contract, to care for an ill member of the member’s immediate family.  If the illness is terminal or life-threatening, this time is extended to 6 weeks, with the option of a further 2 weeks of unpaid leave. 

Paid Bereavement Leave of up to 4 weeks for a Fall-Winter contract for Units 1 and 2, and 2 weeks for Unit 3, in the case of a death in the member’s immediate family or equivalent. 

Paid Conference Leave of up to 2 weeks for a Fall-Winter contract to present at an academic conference, if the member submits a request in writing along with a copy of the invitation to present.  Unit 2 members can also take a week for professional development conferences.  In both cases, though, the university prefers “an authorized exchange of service agreeable to the employee.” 

Paid Jury Leave–less the pay given for jury duty–for as long as said duty conflicts with a member’s work schedule.  On completion of jury duty, the member should submit a written record of hours spent, signed off by a member of the court.

Paid Transsexual Transition Leave of up to 8 weeks for a Fall-Winter contract for members who undergo sex reassignment or gender reassignment surgery, if a certificate from a medical practitioner is presented beforehand.

Union Leave of up to 17 weeks for a Fall-Winter contract, for members who are conducting union business for CUPE National or CUPE Ontario.  Members must provide a written request and a copy of an invitation from CUPE National or CUPE Ontario, with at least two months’ notice. 

Research Leave for some Unit 2 members. Contact a staff member for details. 

Paid Emergency Leave of up to 2 weeks for a Fall-Winter contract in circumstances not described above.