SABBATICALS

Disclaimer: This page contains general information on sabbaticals and does not cover every situation. In the event of a conflict between the information on this page and the collective agreement, the agreement should be taken as correct.

ELIGIBILITY

All tenured or confirmed members of the bargaining are entitled to sabbaticals.

Sabbaticals can be for a period of either:

• six (6) months (following three years of service since the last sabbatical); or,
• twelve (12) months (following six years of service since the last sabbatical).

Members may apply for an extended twenty four month sabbatical at a reduced rate of pay.

When working part-time, members accrue sabbatical credit on a pro-rated basis. If you are considering a reduced time appointment, please contact the CUASA office for more information.

NOTIFICATION

Members must notify the Employer by October 31 of the year prior to the academic year in which the sabbatical is to take place of their intention to take a sabbatical. For example:

• For a 12 month sabbatical beginning July 1, 2016, the deadline to notify would be October 31, 2015.
• For a 6 month sabbatical beginning January 1, 2017, the deadline to notify would also be October 31, 2015.

Members are required to submit a statement on their intended sabbatical to the Dean no less than three months prior to the start of the sabbatical.

FIRST SABBATICALS

The first sabbatical stipend is 100% of salary.

Service prior to tenure/confirmation is counted towards the first sabbatical, however members must receive tenure or confirmation before a sabbatical.

Some service credit may also be granted for full-time academic employment before joining Carleton. Contact the CUASA office for more details.

SALARY & BENEFITS

Sabbatical stipends as of July 1, 2015 are as follows:

• For a 12 month sabbatical, 85% of salary.
• For a 6 month sabbatical, 80% of salary.
• For a first sabbatical, 100% of salary.

Benefits are continued as normal during a sabbatical.

Members continue to receive increases to salary as negotiated in the collective agreement.

Some of the sabbatical stipend may be taken as a research fund. For more information, contact the Research Office.

Chairs and Directors are entitled to enhanced sabbatical credit. For more information, please contact the CUASA office.

DELAYING/POSTPONING SABBATICALS

Members may choose to delay their sabbatical. However, there is no additional compensation and all additional service credits earned are lost when a sabbatical is taken.

The Employer may also request that a member postpone a sabbatical for up to one year. In this case, members are entitled to additional compensation:

• for a 12 month sabbatical, an additonal 5% is added to the sabbatical stipend.
• for a 6 month sabbatical, a year of credit is granted towards the next sabbatical.

RETURNING FROM SABBATICAL

A member returning from sabbatical must, no later than three (3) months after the end of the
sabbatical submit a report of the scholarly/research activities undertaken during the sabbatical to the appropriate Dean/University Librarian.

SABBATICAL INTERRUPTIONS

Illness

If you become ill while on sabbatical such that the illness disrupts your sabbatical, you should immediately notify your Dean/University Librarian.

Your sabbatical will be converted into sick leave and the time lost to illness will be retained so that you may continue your sabbatical once you have recovered from the illness. Note that illnesses of more than 5 days duration require a medical certificate.

Maternity/Parental Leave

If you have/adopt a baby during your sabbatical, the sabbatical is paused. The time remaining is:

• applied at the end of the maternity/parental leave; or,
• rescheduled, or;
• you may abandon the extra sabbatical time.

As maternity/parental leave is remunerated at 95% of salary, it is usually financially advantageous to take maternity/parental leave.

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