[Mali Singh]

in reply to: Jury Duty Leave #98501

Great, thank you! To get a bit more granular- we offer a 1 hour unpaid lunch. If the employee is asking to be covered under the policy, we would essentially be saying that this time is paid time and that they could then take their 1 hour unpaid lunch after that as well. Does it matter at all if the employee has a choice in selecting the time of the meeting?

[Mali Singh]

in reply to: Jury Duty Leave #98498

This is our current policy

Leaves of absence with pay for up to 15 days will be granted to every employee (other than an employee already on leave without pay) who is required to serve on a jury or attend as a witness by subpoena or summons, or to attend before any person(s) or legislative committee authorized to compel the attendance of witnesses.
An employee on approved vacation leave who is required to testify or is subpoenaed as a witness to give evidence on behalf the organization will have his or her vacation leave entitlement restored for the period of time required to attend court or any legal proceeding on behalf of the organization.

As well, if the meeting (pre-trial) was taking place over lunch hours? Does it make a difference

[Mali Singh]

in reply to: Vacation Accrual during STD/LTD #98402

Ok the employee must keep accumulating the minimum 2 weeks vacation time even if on LTD for the foreseeable future? We can’t say after 1 year on LTD, you will stop accruing any time? When they come back, do they have to take all that unpaid accrued time off or can they waive it if the employee doesn’t want to take additional time off especially on an unpaid basis?

[Mali Singh]

in reply to: Overtime #98390

Ok thanks, that’s very helpful! Bit more nuanced but in terms of getting the employees to agree to this, how transparent do the options need to be? As in, if we have always done this (pay time off in lieu for these hours and OT) can we just get this in written confirmation or does the explicit choice of having it paid out vs time off in lieu need to be offered? In the event some staff choose 1 or the other, do both need to be honored?

[Mali Singh]

in reply to: Overtime #98387

For those hours worked between 36-44 though, they would still have to be paid as regular hours right? Or could we have a policy to have those as time off in lieu too with the employee’s permission as they go over a standard work week?

[Mali Singh]

in reply to: Vacation Accrual during STD/LTD #98383

With regards to the unpaid leave accumulated during STD or LTD, is there a period that this needs to be banked till? Can we require the employee to use it within a certain amount of time or does it have to be left till their return from the leave? Could we cap the accrual till 1 year on LTD and after this time, they stop accruing?

[Mali Singh]

in reply to: Vacation Accrual during STD/LTD #98370

To clarify, we are not governed by the CLC but through provincial standards with offices in ON/MB and staff living in ON, MB, QC

[Mali Singh]

in reply to: Vacation Accrual during STD/LTD #98368

Going a bit beyond vacation and onto benefits and RRSP during STD/ LTD.

We offer employer paid health and dental (effective day 1 generally) are we required by law to continue this during STD/LTD? As well, we offer RRSP matching, given employees have no income during STD/LTD- are we required by law to continue providing employer contributions? If we done so in the past for STD (till the time a staff transitions to LTD) if we update our policy, can we stop offering this?

As well, how does the interplay of protected leave and STD/LTD work? I know ESA has some protections on benefits for protected leave but how do you determine if an employee on STD (say for health reasons) is also on a protected leave?

Thanks,

[Mali Singh]

in reply to: Vacation Accrual during STD/LTD #98019

Ok got it! In the event that someone on STD or more likely on LTD has their employment come to an end at some point if they are unable to return. Would we need to pay out the vacation that’s accrued or no because there would be no vacation pay component?

[Mali Singh]

in reply to: Vacation Accrual during STD/LTD #98017

Thank you, if we already offer more than the minimums outlined. For example we start all staff at 3 weeks, if they were to go on STD or LTD before they have hit 5 years, are we required to continue the 15 day accrual or can that transition be to the minimum requirement of 10 day accural for the duration of their leave?

[Mali Singh]

in reply to: Stat Schedule #97530

What woould be the best way to align the stats for both provinces? For example, ON has boxing day off and we close operations on this day and want the MB staff to be off on this day as well.

[Mali Singh]

in reply to: Performance Improvement Plan #97466

If a full PIP isn’t desired, as in because performance were not raised earlier at the PA process and if the performance has declined but not to a point where its egregious. Would a mini PIP make sense? For example, meeting with the direct supervisor and creating a plan for the employee to follow but without the expectation that a termination will follow if they don’t improve. In this case, how much of this is better to come from the direct supervisor vs HR involvement?

[Author]

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