There are a various types of leaves available to CUASA members:
If you have any questions about the leaves on this page or for information on application processes, please contact the CUASA Office.
Leave of Absence Without Pay (Article 19.1)
Members may apply for leaves of absence without pay. These leaves will normally be no more than 2 years in length and may be for either compassionate or other reasons.
With the exception of leaves of absence without pay for compassionate reasons, applications must be made at least 6 months before the start of the leave. As such, it is important to apply early.
Although members are on leave, they will still be considered for career development increments. They will not accumulate credit toward sabbatical, tenure or promotion.
Please note: Members must continue as part of the benefit plan for the period of unpaid leave. The full cost is paid by the member on leave.
If you are considering a leave of absence without pay, be sure to consult with CUASA.
Maternity and Parental Leave (Article 19.7)
Generally, you are eligible for maternity and parental leave if you hold:
Notice of Leave
Members are required to give fifteen (15) weeks notice, with medical documentation, prior to the birth of the child.
The following is a very basic overview of maternity and parental leave options at Carleton. No two situations are the same and you are strongly encouraged to contact CUASA for specific advice.
Option 1: This option requires members to be eligible for Employment Insurance maternity and parental benefits (this is most CUASA members). The EI benefit, plus a top-up from Carleton, provides:
Option 2: This option does not require members to be eligible for Employment Insurance maternity and parental benefits. Carleton will provide:
Note: Should an employee who has been on maternity leave elect to take an extended parental leave up to the maximum of 61 weeks (for 76 weeks total)m the supplemental income benefits will be pro-rated and extended for the leave period.
Provided EI approves benefits, an adoptive parent is entitled to a maximum of 37 weeks of parental leave that is topped-up by the employer to 95% of salary. Total paid leave is 37 weeks.
Sick Leave (Article 19.5)
In the event of illness, CUASA members may be absent from work for up to 180 days or until the Long Term Disability Plan comes into effect (for more on the LTD plan, see the Salary & Benefits page).
For illnesses lasting more than 5 days, the Employer may request a medical certificate indicating that the member is unable to work. If the absence lasts more than 3 months, the Employer may require a medical examination by a doctor of the member’s choice.
Annual Leave (Article 19.8)
CUASA faculty and instructor members are entitled to one calendar month of annual leave per year.
CUASA librarians are entitled to 22 working days annual leave during the first fourteen years of service. After the fourteenth year of service, librarians are entitled to 25 working days annual leave.
Statutory holidays for faculty and instructor members are determined by past practice.
CUASA librarians receive the following statutory holidays off work:
The University is also normally closed between Christmas and New Year’s Day.
*If a librarian works on Easter Monday, they will receive an alternate day off with pay.
Compassionate Leave (Article 19.6)
CUASA members are entitled to compassionate leave where there are circumstances in the member’s life which may require such an absence (for example, the death or serious illness of a family member).
Normally compassionate leave will not exceed eight working days. In exceptional circumstances, this may be extended by the Dean or University Librarian.
Members may also apply for extended unpaid leave for compassionate reasons (see Leave of Absence Without Pay above).
Leave for Academic and Professional Development (Article 19.2)
In order to satisfy the University’s need for particular skills and qualifications, the Employer may approve leaves for academic and professional development with full, partial or without pay.
In the case of these leaves, the member will continue to accumulate sabbatical, tenure and promotion credits. They shall also be eligible for career development increments.
For more information, please contact the CUASA Office.
Court Leave (Article 19.4)
In the event that a member is called to be a witness or juror by any body in Canada with the power of subpoena, the member will be granted paid leave.
Political Leave (Article 19.3)
Members who are candidates for political office are eligible to apply for leave with pay (for Parliament or Provincial/National Legislature) or leave without pay (for other elected office), provided the employee provides notice and cooperates with arranging substitutions for academic commitments.
If elected, the member is entitled to leave of absence without pay for the term of office. If the member is elected for a second term (unless, in the case of Parliament or Legislature, the election occurs within 24 months of the original election), the member’s employment is terminated.
All tenured or confirmed members of the bargaining are entitled to sabbaticals (Article 20).
Sabbaticals can be for a period of either:
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.
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.
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.
The first career sabbatical stipend is at 100% of a member’s nominal 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 and Benefits
Notwithstanding the first career sabbatical stipend mentioned above, the sabbatical stipend is as follows:
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. Chairs and Directors are entitled to enhanced sabbatical credit.
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:
Returning from Sabbatical
Not later than three months after the end of the sabbatical, all members must submit a report on scholarly/research activities undertaken during their sabbatical to their Dean or University Librarian.
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.
If you have/adopt a baby during your sabbatical, the sabbatical is paused. The time remaining is:
As maternity/parental leave is remunerated at 95% of salary, it is usually financially advantageous to take maternity/parental leave.