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Absence from Work: Family Illness / Non-medical

This page covers absences related to family illness, daily absences other than personal illness, and leaves which are non-medical.

Bereavement Leave

Our Collective Agreement does not have a leave explicitly for Bereavement.  Should there be a death in the family, there are two options for accessing time away from work.  
Bucket Days (A 1.0FTE teacher has a maximum of 5 days per school year):

  • Your bucket days, include one day per occasion for a funeral day.

  • Your bucket days include up to 5 days for Family Illness (assuming no other days have been used)

Personal Illness days:

  • If due to the death of your family member you are unfit to attend work, you can use your personal illness days.  Normal protocol would be followed and a doctor's note may be required depending on the number of days of absence.  Please review the Personal Illness page and as always, contact the D16 office if you need support.

Bucket Days

As per our Collective Agreement, full-time teachers have 5 "Bucket" Days to use for a variety of reasons.  Unused days do not carry forward to future school years.  

There are a MAXIMUM of 5 days for full-time teachers and the number of days are pro-rated for part-time teachers.

 

View the Collective Agreement or this graphic

Compassionate Care or Family Care Leave

There are two different options for leaves for taking care of ill members of the family. You need to decide based on the criteria for what will meet all of the needs for your situation:

1. Family Caregiver leave
A Family Caregiver Leave is an unpaid, job protected leave of up to 8 weeks per calendar year for each individual, to provide care or support to a specified family member
where a qualified health practitioner has issued a certificate stating that the individual has a serious medical condition. Provide your Principal/Manager a written plans or include in the comments, the scheduled leave dates if not consecutive. For the purpose of this leave, ‘weeks’ means a period of 7 days beginning on Sunday and ending on Saturday. Therefore, the 8 weeks are counted from the Sunday of the first week off to the Saturday of the last week off. 

Required: Certificate/note from qualified health practitioner

2. Compassionate care leave

A Compassionate Care Leave is an unpaid, job-protected leave of up to 28 weeks within a 52 week period.   A Compassionate Care Leave may be taken to provide care and support to a specified family member for whom a qualified health practitioner has issued a certificate/note indicating that the family member has a serious medical condition and there is a significant risk of death within a specified 26 week period. This is a Legislative Leave covered by the Employment Standards Act.

Required: Certificate/note from qualified health practitioner. 
 

Family members that qualify are:

  • the employee's spouse (including same-sex spouse)

  • a parent, step-parent or foster parent of the employee or the employee's spouse

  • a child, step-child or foster child of the employee or the employee's spouse

  • a brother, step-brother, sister, or step-sister of the employee

  • a grandparent or step-grandparent of the employee or of the employee's spouse

  • a grandchild or step-grandchild of the employee or of the employee's spouse

  • a brother-in-law, step-brother-in-law, sister-in-law or step-sister-in-law of the employee

  • a son-in-law or daughter-in-law of the employee or of the employee's spouse

  • an uncle or aunt of the employee or of the employee's spouse

  • a nephew or niece of the employee or of the employee's spouse

  • the spouse of the employee's grandchild, uncle, aunt, nephew or niece

Care or support includes, but is not limited to providing psychological or emotional support; arranging for care by a third-party provider; or directly providing or participating in the care of the family member.

 

These are unpaid leaves, meaning you are not using your sick leave, but they are statutory, meaning you can get EI while you are off work and use the SEB (supplemental employee benefit) to top up the leave for up to 8 weeks. The names are not exactly the same, but the benefits apply.

Employment Insurance (EI)

The Maximum EI payment is $650 per week (as of Jan 2023)

For more information on eligibility and waiting periods, please contact your EI office at  www.servicecanada.gc.ca or call 1-800-206-7218 and press “0” to speak with an attendant.

 

Supplemental Employment Benefit (SEB) plan

The SEB plan covers 8 weeks of top-up of your EI to full salary for the leave. It is a reimbursement plan that is made by direct deposit into your account. 

The lump sum payment is made up of the following:

• Providing the one-week waiting period is served for Compassionate Care or Critical Illness benefits, the employee will be paid 100% of their salary.

• For the following seven weeks the employee’s E.I. benefits will be supplemented up to 100% of their regular earnings.


Details from the collective agreement are in C8.1 Family Medical Leave or Critical Illness Leave 

To Apply:

On the BWW you would access the e-form by going to:

  • employee self-serve

  • e-forms

  • long term leave request

  • New request 

  • choose leave type from the drop down menu

Pregnancy and Parental Leave

The package of information available below is intended to assist members in preparing for a maternity, parental or adoptive leave by providing an overview of the rules and procedures that govern these leaves. The material has been organized according to topics to make it easier for you to find the specific information you may require.

 

Please check with the District 16 T/OT Office regarding any questions you may have. Federal and Provincial legislation, the terms of our collective agreement (CA) and YRDSB policies may have changed since this document was produced, so please make sure you verify the information prior to making any decisions. Updated legislation is also available through government websites.

 

It is strongly advised that you keep a complete record of arrangements made and documents submitted, including proof of the date submitted. Every effort should be made to obtain written confirmation.

 

OSSTF District 16 T/OT Maternity, Parental, & Adoption Leave Guide 

Other Related Websites

OT's Pregnancy and Parental Leave information can be found here (Sharepoint).

Deferred Salary Plan
(DSP) 
Leave

Applications are to be reviewed and signed by the Principal/Manager and Superintendent and received by Human Resource Services no later than January 31 of the school year prior to the year in which the applicant wishes to begin the salary deferral.

Sharepoint DSP Information

Board Brochure (Sharepoint)

Application Form (Sharepoint)

Other Unpaid Leaves

More information coming 

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