{"id":17089,"date":"2014-05-08T16:23:26","date_gmt":"2014-05-08T20:23:26","guid":{"rendered":"https:\/\/www.cccc.org\/news_blogs\/?p=17089"},"modified":"2020-02-07T15:08:34","modified_gmt":"2020-02-07T20:08:34","slug":"new-leaves-of-absence-for-ontario-and-alberta-employees","status":"publish","type":"post","link":"https:\/\/cccc.org\/news_blogs\/legal\/2014\/05\/08\/new-leaves-of-absence-for-ontario-and-alberta-employees\/","title":{"rendered":"New Leaves of Absence for Ontario and Alberta Employees"},"content":{"rendered":"

THIS POST HAS BEEN WRITTEN BY GUEST AUTHOR BARRY W. BUSSEY, VP-LEGAL AFFAIRS, CCCC.<\/strong><\/p>\n

ONTARIO<\/strong><\/p>\n

The Employment Standards Act, 2000 (the \u201cAct\u201d) was amended on April 29, 2014 to add three new leaves of absence effective October 29, 2014: family caregiver leave, critically ill child care leave, and crime-related child death or disappearance leave.<\/p>\n

Family Caregiver Leave<\/strong><\/p>\n

Up to eight weeks of unpaid, job-protected leave is available for employees to provide care or support to a family member with a serious medical condition.<\/p>\n

\u2022 \u201cFamily member\u201d includes \u201ca relative who is dependent on the employee for care and assistance.\u201d<\/p>\n

\u2022 A qualified health practitioner must issue a certificate stating that the family member has a serious medical condition. \u201cSerious medical condition\u201d is not defined, but it \u201cmay include a condition that is chronic or episodic.\u201d If requested, the employee shall provide a copy of this certificate to the employer.<\/p>\n

\u2022 No minimum period of service is required of the employee before accessing this leave.<\/p>\n

\u2022 The employee is not required to take the leave in complete weeks.<\/p>\n

\u2022 The employee must give the employer notice that he or she is taking the leave. In the case of an emergency, the employee may commence the leave before giving written notice, but he or she must advise the employer as soon as possible.<\/p>\n

Critically Ill Child Care Leave<\/strong><\/p>\n

Up to 37 weeks of unpaid, job-protected leave is available to employees to provide care to a critically ill child.<\/p>\n

\u2022 Under this section, \u201c\u2018child\u2019 means a child, step-child, foster child or child who is under legal guardianship, and who is under 18 years of age . . . \u2018critically ill child\u2019 means a child whose baseline state of health has significantly changed and whose life is at risk as a result of an illness or injury.\u201d<\/p>\n

\u2022 The employee must have been employed for six consecutive months in order to be entitled to this leave.<\/p>\n

\u2022 The employee must also have a certificate from a qualified health care practitioner that (a) states that the child is a critically ill child who requires the care or support of one or more parents; and (b) sets out the period during which the child requires the care or support.<\/p>\n

\u2022 The employee must give the employer notice that he or she is taking the leave. As with the family caregiver leave, the employee is permitted to leave without notice in the event of an emergency, but is required to provide notice as soon as possible. The employee must also provide the employer with a written plan that indicates the weeks in which he or she will take the leave.<\/p>\n

Crime-Related Child Death or Disappearance Leave<\/strong><\/p>\n

Up to 52 weeks of unpaid, job-protected leave is available for employees who are parents of a missing child, and up to 104 weeks of unpaid, job-protected leave is available for employees who are parents of a child who has died as a result of a crime.<\/p>\n

\u2022 In order to be eligible for this leave, the employee must have been employed by his or her employer for six consecutive months. \u2022 The employee must give the employer notice that he or she is taking the leave. If the employee must commence the leave before giving written notice, he or she must provide notice as soon as possible. The employee must also provide the employer with a written plan that indicates the weeks in which he or she will take the leave. \u2022 If requested by the employer, the employee who takes a leave under this section must provide reasonable evidence of the circumstances for taking the leave. To read the legislation in detail, you may access it here<\/a>.<\/p>\n

ALBERTA<\/strong><\/p>\n

Compassionate Care Leave Ontario\u2019s care leaves are similar to the Alberta Compassionate Care Leave<\/strong> that began on February 1, 2014. Albertans can take up to eight weeks of unpaid, job-protected leave from work to care for a gravely ill family member.<\/p>\n

\u2022Employees must have worked at least 52 weeks for their employer to be eligible for compassionate care leave.<\/p>\n

\u2022Employees must provide their employer with a certificate signed by the attending physician regarding the grave condition of the family member and his or her need for care.<\/p>\n

\u2022The eight-week leave may be split into two sections and must be taken within a 26-week period.<\/p>\n

\u2022Six weeks of Employment Insurance benefits are available to some employees for compassionate care. More information on the Alberta changes are found at: http:\/\/alberta.ca\/release<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

THIS POST HAS BEEN WRITTEN BY GUEST AUTHOR BARRY W. BUSSEY, VP-LEGAL AFFAIRS, CCCC. ONTARIO The Employment Standards Act, 2000 (the \u201cAct\u201d) was amended on April 29, 2014 to add three new leaves of absence effective October 29, 2014: family caregiver leave, critically ill child care leave, and crime-related child… More<\/a><\/p>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"ts_fic_featured_image_caption":"","footnotes":""},"categories":[137],"tags":[208,204,206,207],"series":[],"class_list":["post-17089","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-alberta","tag-charity","tag-leaves-of-absence","tag-ontario"],"yoast_head":"\nNew Leaves of Absence for Ontario and Alberta Employees - CCCC Blogs<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.cccc.org\/news_blogs\/legal\/2014\/05\/08\/new-leaves-of-absence-for-ontario-and-alberta-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"New Leaves of Absence for Ontario and Alberta Employees - CCCC Blogs\" \/>\n<meta property=\"og:description\" content=\"THIS POST HAS BEEN WRITTEN BY GUEST AUTHOR BARRY W. BUSSEY, VP-LEGAL AFFAIRS, CCCC. ONTARIO The Employment Standards Act, 2000 (the \u201cAct\u201d) was amended on April 29, 2014 to add three new leaves of absence effective October 29, 2014: family caregiver leave, critically ill child care leave, and crime-related child... 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