Maternity, Parental and Parenthood Leaves
Maternity, Parental and Parenthood Leaves are available to contracted employees of the Vancouver School Board.
When and how do I apply?
- Apply in writing to VSB Human Resources at least 4 weeks prior to the expected delivery of your child.
- Your letter must be accompanied by a certificate from a duly qualified medical practitioner and include commencement date of the leave (as decided by the employee and physician).
- Contact your local employment insurance office to obtain the benefits information and application form or apply online.
- Two weeks prior to the start date of maternity leave, contact VSB Payroll for your Record of Employment and Supplementary Unemployment Benefits Plan (SUB).
If the birth of your baby occurs prior to the intended commencement date, contact Human Resources immediately (maternity leave must begin no later than the date of birth).
How long do I have for Maternity Leave?
The total “maternity leave period” is 18 weeks. You will receive 95% of your salary from the VSB for the first week (the usual EI waiting period). The VSB will then pay the ‘top up’ (the difference between your salary and EI benefits) for 15 weeks. The 18th week you will only receive EI Benefits.
How do I apply for Parental Leave?
As soon as you know, write to VSB Human Resources to extend your leave (in accordance with Article 10.Z. Parenthood Leave). This should be done prior to the end of your maternity leave period. You are now eligible for a total of up to 1 full year maternity/parental leave with EI benefits. You may extend your leave without pay as well as Parenthood Leave for up to 3 years (see Article 10 – Leaves of the Collective Agreement).
How do I apply for Parenthood Leave?
Teachers have the option of extending their leave to the next “natural break” (Spring, Winter or Summer break) without giving up their position at their own school by going on Parenthood Leave (unpaid) once their year of Parental Leave (paid) expires. Teachers can also apply for up to three full years of Parenthood Leave – but they would give up their site-based rights and apply for postings at the end of their leave. Whether extending leave or returning to work, it is expected that they will notify the Leaves Clerk of their decision as early as possible, but NO LATER than two weeks prior to the expiry of their Parental Leave.
All employees have the option of applying for unpaid Parenthood Leave of up to three years. This is in addition to any short-term parenthood leave taken in order to extend a leave to the next “natural break” (Spring, Winter, Summer break). Usually, teachers apply for one year at a time, which can be extended as necessary.
It is critical that Human Resources is advised of teachers’ intention to return to work by March 31st of the year in which they intend to return (including the following January). If they do not do so, they will be considered to have resigned from the VSB.
What about benefits?
Medical, dental and life insurance shall be maintained by the Board. Check the BCTF website for Pension information. Purchasing the time back is always cost effective.
Does this affect my seniority?
Maternity Leave shall be counted for salary purposes as service with the Board.
What position will I have when I return from Maternity/Parental leave?
You maintain your right to your current (or comparable) position at your school for the 1 year period, unless you decide otherwise. If, however, there are only 6 weeks or less remaining in the school term, the VSB may decide that a change in employee may be disruptive and they may extend your leave (without pay) until the end of the term to re-assign you temporarily to complete the term.
Portability of Sick Leave
- The employer will accept up to sixty (60) accumulated sick leave days from other school districts in British Columbia, for employees hired to or on exchange in the district.
- An employee hired to or on exchange in the district shall accumulate and utilize sick leave credit according to the provisions of the Collective Agreement as it applies in that district.
- Sick Leave Verification Processa. The new school district shall provide the employee with the necessary verification form at the time the employee receives confirmation of employment in the school district.b. An employee must initiate the sick leave verification process and forward the necessary verification forms to the previous school district(s) within ninety (90) days of commencing employment with the new school district.
c. The previous school district(s) shall make every reasonable effort to retrieve and verify the sick leave credits which the employee seeks to port.
(Note: Any provision that provides superior sick leave portability shall remain part of the collective agreement.)
[See Article G.20 Sick Leave, for sick leave use and accrual]
Compassionate Care Leave
Family Responsibility Leave
The employer will grant family responsibility pursuant to the BC Employment Standards Act Part 6-52:
52 An employee is entitled to up to 5 days of unpaid leave during each employment year to meet responsibilities related to
(a) the care, health or education of a child in the employee’s care,
(b) the care or health of any other member of the employee’s immediate family.
Note: In the event that there are changes to the Employment Standards Act with
respect to Family Responsibility Leave, the legislated change provision (A.9) will
apply to make the necessary amendments to this provision
- Five (5) days of paid leave shall be granted in each case of death of a member of the employee’s immediate family. [See also Article G.4.5 and 5.6.]For the purposes of this article “immediate family” means:
- the spouse (including common-law and same-sex partners), child and step-child (including in-law), parent (including in-law), guardian, sibling and step-siblings (including in-law), grandchild or grandparent of an employee (including in-law), and
- Any person who lives with an employee as a member of the employee’s family.
- Two (2) additional days of paid leave may be granted for travel purposes outside of the local community to attend the funeral. Such requests shall not unreasonably be denied.
- In addition to leave provided in Article G.4.1 and G.4.2, the superintendent may grant unpaid leave for a family member. Additional leave shall not be unreasonably denied.For the purpose of Article G.4.3 “family member” means:
- in relation to an employee:
- a member of an employee’s immediate family;
- an employee’s aunt or uncle, niece or nephew, current or former foster parent, ward or guardian or their spouses;
- in relation to an employee’s spouse or common-law partner or same-sex partner:
- the spouse’s parent or step-parent, sibling or step-sibling, child, grandparent, grandchild, aunt or uncle, niece or nephew, current or former foster parent, or a current or former ward; and
- anyone who is considered to be like a close relative regardless of whether or not they are related by blood, adoption, marriage or common law partnership.
- in relation to an employee:
- Any and all superior provisions contained in the previous collective agreement shall remain part of the collective agreement.
- With no deduction from pay, a maximum of three (3) days, with two (2) additional days for travel or other extraordinary circumstances with the approval of the Associate Superintendent – Human Resources or designate. This applies in the case of death of any person with the approval of the Associate Superintendent – Human Resources or designate.