Family Emergency Leave
Employees, who experience medical emergencies in their immediate family, may receive, with the approval of their supervisor, up to three (3) days per year (July 1 – June 30) of family emergency leave, with full pay and benefits. Immediate family is defined as the Employee’s spouse or child. Requests for additional leave, or leave for persons outside of the immediate family, without pay, will not be unreasonably denied.
Family Illness Leave
Staff are entitled to three (3) days per year with full pay and benefits (July 1 – June 30) in the event a child, spouse or parent becomes ill and requires the staff member be absent from work. This can include staying home with a dependent or attending medical appointments. Family illness days cannot be carried over; if the allotted days are not used they will expire at June 30 of each year.
Employees, who experience the death of an immediate family member, as defined above, may receive, with the approval of their supervisor, up to three (3) days of bereavement leave, with full pay and benefits. Requests for additional leave, or leave for persons outside of the immediate family, without pay, will not be unreasonably denied.
Compassionate Care Leave
Employees shall be granted compassionate care leave in accordance with the provisions laid out in Nova Scotia legislation. https://www.canada.ca/en/services/benefits/ei/ei-compassionate.html
Jury Duty Leave
Employees required to serve on jury duty and/or appear as a summonsed witness shall not lose any pay as a result of carrying out these duties. The Employer agrees to reimburse the employee for the difference between any payment received and the employee’s normal salary.
NOTE: all leaves must be approved by the Manager and/or Director and a notice sent to the Human Resources & Compenstion Officer.
Updated August 2018.