child Having and protecting your rights... sss A handbook for workers in the public sector of the health and social services system sss

Transcription

1 Having child and protecting your right... A handbook for worker in the public ector of the health and ocial ervice ytem Statu of Women Committee

2 Thi handbook ha been updated by the Statu of Women Committee of the Fédération de la anté et de ervice ociaux CSN: Suzanne Audette, Hélène Mathieu, Céline Pageau, Caroline Pelletier, Mélanie Veilleux and Anna Pilote, union taff repreentative for tatu of women work Executive officer in charge of the committee: Joée Marcotte, vice-preident reponible for office peronnel and adminitrative technician and profeional Writing: Marie Bergeron, union taff repreentative Viviane Tremblay Aited by: Michel Lecompte, union taff repreentative Graphic: Quatuor Communication 1 t quarter, 2012

3 Having a child room to put in order i like having a life to build. Daniel Pennac, Meieur le enfant, Gallimard, 1999, p having a child

4 Foreword Following the igning of the collective agreement, the Statu of Women Committee of the Fédération de la anté et de ervice ociaux (FSSS-CSN) ha updated the handbook on parental right for employee in the public ector. The new collective agreement contain a number of important improvement to parental right for our member, particularly with repect to leave, including the 5 week of paternity leave. The arrival of a child i an important event, involving many indipenable procedure. Thi handbook i intended to make it eaier to undertand the relevant claue in the collective agreement, a well a legilation and the Québec Parental Inurance Plan (QPIP), a they bear on your right at the variou tage of your child arrival. Thi handbook doe not replace official document. Nor doe it cover all the right et out in the collective agreement. Some claue are omitted becaue they refer to very exceptional ituation. For thee, we invite you to conult your union. Thi handbook refer to claue of official document. When there i a reference to the collective agreement, we have ued a number that refer to the claue involved. When the reference i to legilation, an acronym or hort form of the name of the act i ometime ued. In 2008, the Statu of Women Committee alo publihed a handbook on parental right for worker in the private and community ector, be they unionized or non-unionized. That guide i available on the FSSS web ite, at:

5 Table of content I m pregnant 6 Protective leave or reaignment 8 Québec Parental Inurance Plan 11 Maternity leave 17 Conecutive maternity leave 21 I m a Dad 23 I m adopting a child 26 Extending leave 29 Other poibilitie for leave without pay 32 Income and right 36 A pregnancy that doen t go a planned 41 Micellaneou information and reference 42 Appendice 43 Checklit 58 Acronym AIAOD PIA LSA OHSA QPIP RREGOP Act repecting indutrial accident and occupational dieae Act repecting parental inurance, or Parental Inurance Act Act repecting labour tandard, or Labour Standard Act Act repecting occupational health and afety, or Occupational Health and Safety Act Québec Parental Inurance Plan Government and Public Employee Retirement Plan

6 I m pregnant An employer i not allowed to dicriminate againt a pregnant worker, becaue he ha right and freedom under the Charter of Human Right and Freedom. Section 10 and 16 tipulate: Dicrimination forbidden 10. Every peron ha a right to full and equal recognition and exercie of hi human right and freedom, without ditinction, excluion or preference baed on race, colour, ex, pregnancy, exual orientation, civil tatu, age except a provided by law, religion, political conviction, language, ethnic or national origin, ocial condition, a handicap or the ue of any mean to palliate a handicap. There i dicrimination when uch a ditinction, excluion or preference ha the effect of detroying or jeopardizing thi right.

7 Non-dicrimination in employment 16. No one may practie dicrimination in repect of the hiring, apprenticehip, duration of the probationary period, vocational training, promotion, tranfer, diplacement, laying-off, upenion, dimial or condition of employment of a peron or in the etablihment of categorie or clae of employment. The Act repecting labour tandard (LSA) alo tipulate that no employer or agent of an employer may dimi, upend or tranfer an employee, practie dicrimination or take reprial againt her or impoe any other anction upon her becaue he i pregnant (LSA, ection 122). Pregnant worker are alo covered by claue 3.02 of the collective agreement, prohibiting dicrimination. A pregnant worker ha other right under variou law and the collective agreement. Summarie of thee right are outlined in variou part of thi handbook. Pregnancy-related medical appointment A pregnant worker i entitled to pecial leave, with pay, for pregnancyrelated medical appointment. Thee mut be atteted to by a medical certificate or a report igned by a midwife (22.19A c). Thi leave doe not come out of the bank of ick leave provided in claue The worker i entitled to 4 day of paid leave for uch viit, and can take the leave in half-day. She can alo ue ick leave or alary inurance benefit (22.20). Having a child and protecting your right

8 Protective leave or reaignment I there a hazard? The worker mut conider the nature of her work and conult her union. During her viit to the doctor, the worker ha to ae with the latter whether her working condition involve hazard for herelf or her unborn child. For example: Doe he have to lift heavy weight? Doe he work in a tanding poition for long period of time? Are there potential ource of danger among the uer (aggreivene, infectiou dieae, etc.)? Doe he work with a video diplay terminal? I there a rik aociated with the equipment or the environment? I he in contact with olvent, glue, anaethetic gae or chemical, or expoed to radiation or biological hazard?

9 If there i a hazard, the application form for protective leave or reaignment available from the phyician mut be filled out during the appointment (the form i included in Appendix B of thi handbook). There i no charge to the worker for obtaining the certificate. What i protective leave or reaignment? Protective leave or reaignment i not time off. Baically, it i the right of a pregnant worker to be withdrawn from work that involve a rik of infectiou dieae or a phyical hazard for herelf or her unborn child. The purpoe of an application for protective leave or reaignment i to be aigned to work that doe not involve uch hazard. The collective agreement refer to proviional aignment and pecial leave (22.19). Thee right are baed on the proviion of the Act repecting occupational health and afety (OHSA), which alo tipulate compenation. The act ue the term protective reaignment and reaignment (ection 40 and ff.) How do you go about exerciing thi right? The worker ha to obtain the protective leave or reaignment certificate (Appendix B) from her phyician. She hould realize that it i her attending phyician opinion that will be deciive in a deciion on protective leave or reaignment. The worker ha to ak her employer for a proviional aignment or ee whether it i poible to exchange poition with omeone ele (22.19). The new aignment mut comply with the phyician aement of potential hazard. When doe protective leave or reaignment tart and end? If protective reaignment i not poible, the worker i entitled to pecial leave beginning immediately ( th paragraph). Protective leave or reaignment for a pregnant worker end in the 4 th week preceding her due date, if the worker i eligible for QPIP benefit ( th paragraph). It end on the date he give birth if he i not entitled to QPIP benefit. Are there pecial ituation? If a pregnant worker regularly work with a video diplay terminal, there are pecial proviion ( th paragraph). The ame i true for repiratory therapit who work contantly with anaethetic gae. Similarly, if he i expoed to radiation, he can leave her work at any time during her pregnancy (30.11). Having a child and protecting your right

10 Breatfeeding A worker may alo obtain protective leave or reaignment if her working condition are hazardou for a child he i breatfeeding (22.19). The proce i the ame a for protective leave or reaignment for a pregnant worker (OSHA, ection 46 and ff). What compenation i he entitled to? During thi leave or reaignment, the worker benefit are covered by the proviion of the OHSA. The employer pay the worker her full alary for the firt 5 day he would normally work (OHSA, ection 36 and 42). Her bank of ick leave i therefore not affected by uch an abence (23.19 c). For the next 14 day, the employer pay her 90% of her net alary for the day he would normally have worked (23.19 c-i, and AIAOD, ection 44 and ff). Starting on the 20 th day, he i paid 90% of her net income, calculated in accordance with the rule on the calculation of income replacement benefit under the Act repecting indutrial accident and occupational dieae (AIAOD) ((23.19 c-i, and AIAOD, ection 44 and ff). The ame rule apply to part-time worker. Upon written requet, a worker may receive an advance from her employer for the benefit to be paid by the CSST ( th paragraph). What are her right and benefit during thi pecial leave? Right and benefit are baically maintained during abence temming from the ue of parental right (22.13 and nd paragraph). So thi alo applie to pecial leave that become neceary when the employer i unable to reaign a pregnant worker. Detail of thee right are dicued in a eparate chapter further on. What happen if there are problem? A worker obviouly ha recoure if the deciion made don t correpond to her phyician recommendation or if he conider that the right et out in the collective agreement or the OHSA are not repected. If thi happen, it i important to conult the union, in part to find out what the deadline for appealing a deciion are (OSHA, ection 37 to 37.3).

11 The Québec Parental Inurance Plan The FSSS and the CSN conider that the Québec Parental Inurance Plan (QPIP) contitute major ocial progre. It wa the reult of lengthy mobilization by tatu of women activit. Back in 1990, a coalition wa created for the purpoe of working for a univeral maternity and parental leave plan. The coalition repreented more than one million women and men. The CSN co-ordinated the coalition work right from the tart. It participated in all the action and initiative taken to puh for the adoption of the legilation, including a campaign on the theme Having a child i hardly a holiday! On January 1, 2006, Québec Act repecting parental inurance came into force. It introduced a new plan entitling parent to variou benefit, known a the Québec Parental Inurance Plan (QPIP). The QPIP provide for the payment of benefit to all eligible worker who take maternity leave, paternity leave, parental leave or leave for adoption. It replace the maternity benefit, parental benefit and adoption benefit that were available to new parent in Québec under the federal employment inurance plan. The QPIP i an income replacement plan, which mean that to be entitled to benefit, you have to have had employment earning. Having a child and protecting your right

12 Feature of the plan Maximum inurable income for the purpoe of calculating the amount of benefit i $64,000 in Thi amount i indexed on January 1 of each year. Benefit can be a much a 75% of the worker average weekly income. The RQAP offer a choice between the baic plan and the pecial plan. The plan differ with repect to the length of the leave and the percentage of income replacement (chart, p. 16). In other word, a peron can receive lower benefit for a longer period of time or higher benefit for a horter period of time. Benefit are payable a of the firt day that the peron i eligible for benefit. Eligibility condition To be eligible for the QPIP, a peron ha to meet the following condition: be the parent of a child born or adopted after January 1, 2006; reide in Québec when the benefit period begin; have ceaed to work or have had her or hi employment income (alary) reduced by at leat 40% of her or hi uual weekly employment income; have inurable income (income conidered for the purpoe of calculating the amount of benefit) of at leat $2,000 during the reference period, regardle of the number of hour worked. The reference period i the period of earned income ued to determine the amount of benefit. Thi period i uually 52 week. However, if it wa impoible for a peron to have inurable income (income conidered for the purpoe of calculating the amount of benefit) becaue, for example, he or he wa receiving benefit from the CSST, the SAAQ (Société de l aurance automobile du Québec), employment inurance or the QPIP, the reference period can be extended without, however, exceeding 104 week. Since November 5, 2009, there i a meaure for taking into account reduction in income during the reference period if certain condition are met. If you think thi applie to you, check with a QPIP agent. have paid QPIP premium.

13 Type of benefit Four type of benefit are available under the QPIP: maternity benefit; paternity benefit; parental benefit; adoption benefit. Maternity benefit Maternity benefit are for the mother only and cannot be hared between the 2 parent. Baic plan: 18 week of benefit, at 70% of average weekly income. With the baic plan, the future mother could be entitled to a maximum of 50 week of benefit, i.e., 18 week of maternity benefit and 32 week of parental benefit, if he and the father agree that he alone will take all the parental benefit. Special plan: 15 week of benefit, at 75% of average weekly income. With the pecial plan, the ame mother could be entitled to a maximum of 40 week of benefit, i.e., 15 week of maternity benefit and 25 week of parental benefit, if he and the father agree that he alone will take all the parental benefit. Maternity benefit begin at the earliet the 16 th week before the mother due date. Paternity benefit Paternity benefit are for the father only and cannot be hared between the two parent. Baic plan: 5 week of benefit, at 70% of average weekly income. With the baic plan, the future father could be entitled to a total of 37 week of benefit, i.e., 5 week of paternity benefit and 32 week of parental benefit, if he and the mother agree that he alone will take all the parental benefit. Special plan: 3 week of benefit, at 75% of average weekly income. With the pecial plan, the ame father could be entitled to a maximum of 28 week of benefit, i.e., 3 week of maternity benefit and 25 week of parental benefit, if he and the mother agree that he alone will take all the parental benefit. Paternity benefit begin at the earliet the week in which the child or children i (are) born. Having a child and protecting your right

14 Parental benefit The total week of parental benefit can be taken by either parent or hared between them, baed on an agreement between the two. Furthermore, parent may take thee week imultaneouly or conecutively. Baic plan: 32 week of benefit, with the firt 7 week at 70% of average weekly income, and the following 25 week at 55%. Special plan: 25 week of benefit at 75% of average weekly income. Parental benefit begin at the earliet the week in which the child or children i (are) born. Adoption benefit The total week of adoption benefit can be taken by either parent or hared between them, baed on an agreement between the two. Furthermore, parent may take thee week imultaneouly or conecutively. Baic plan: 37 week of benefit, with the firt 12 week at 70% of average weekly income and the following 25 week at 55%. Special plan: 28 week of benefit at 75% of average weekly income. In the cae of an adoption in Québec, benefit cannot begin before the week the child or children come into the care of one of the parent for the purpoe of adoption. The date ued i the date on which the child arrive for adoption, depending on the type of adoption. In the cae of an adoption outide Québec, benefit cannot begin earlier than 2 week before the week the child or children come into the care of one of the parent for the purpoe of adoption. Benefit for a couple compoed of two women Maternity benefit Thee can only be paid to the biological mother. Paternity benefit Thee may be paid to the poue of the biological mother, if the poue i recognized on the birth certificate and the child ha been planned jointly by the parent. Parental benefit Thee may be paid to the biological mother or her poue, if the poue i recognized a on the birth certificate and the child ha been planned jointly by the parent. They may be hared on the bai of an agreement between the two.

15 Adoption benefit Thee may be paid to the 2 poue who adopt. They may alo be hared between 2 poue who adopt one or more children, in accordance with an agreement between the two. If, however, one of the poue adopt the child or children alone, benefit can only be paid to the adopting mother. They may be paid to a woman who adopt her poue biological child. Benefit for a couple compoed of two men Maternity benefit Thee cannot be paid to men, becaue they are reerved to mother who give birth to a child. Paternity benefit Thee may only be paid to the biological father. Parental benefit Thee may only be paid to the biological father. Adoption benefit Thee may be paid to the 2 poue who adopt. They may alo be hared between 2 poue who adopt one or more children, in accordance with an agreement between the two. If, however, one of the poue adopt the child or children alone, benefit can only be paid to the adopting father. They may be paid to a man who adopt hi poue biological child. Choice of benefit plan When you apply for benefit under the QPIP, you have to chooe one of two option regarding the duration of leave and the percentage of income replacement. The two option are the baic plan and the pecial plan. The choice of plan i determined by the parent who applie for benefit firt. Thi mean that thi parent deciion i binding on the other parent, even in the event of joint cutody. Once you begin receiving benefit, you can t change plan. In other word, the choice i irrevocable and applie to all type of benefit received for the ame event. For example, if the mother i the firt parent to receive benefit and elect the baic plan for Having a child and protecting your right

16 maternity benefit, the baic plan will necearily be the one that applie for paternity benefit and parental benefit. So it i very important to check which of the 2 plan i bet for you before applying for benefit. You can ue the SimulRQAP benefit calculator for thi. It i a tool that allow you to etimate the amount of benefit to which you would be entitled under either plan. You can find the imulator on the QPIP web ite, at You mut apply for benefit no earlier than the calendar week (Sunday to Saturday) during which you want your benefit period to tart. Attention: you could loe week of benefit if you delay applying. Chart outlining the pecific feature of the two type of plan Type of benefit Maternity Paternity Parental Adoption Maximum number of week of benefit = = 37 Baic plan Percentage of average weekly income 70% 70% 70% 55% 70% 55% Maximum number of week of benefit Special plan Percentage of average weekly income 75% 75% 75% 75% How to apply for benefit Before applying for benefit, you hould know that: each parent ha to apply for benefit eparately; you have to meet the eligibility condition and have the required information ready. There are 2 way to apply for benefit: by uing the QPIP on-line ervice, at: or by calling the QPIP client ervice centre, at:

17 Maternity leave Maternity leave and it duration We have een that the QPIP pay the benefit, with the amount varying depending on the plan that the parent chooe. The collective agreement i, however, what govern the right to maternity leave, and it add ome upplementary benefit that maintain the mother income for a certain period of time. A worker who become pregnant while on leave without pay or part-time leave without pay following maternity leave i entitled to maternity leave again. She may not, however, be eligible for the QPIP, depending on the duration of her leave without pay, ince one of the eligibility criteria for the QPIP i to have had an inurable income of at leat $2,000 during the previou year. Having a child and protecting your right

18 During the other form of leave provided for in the collective agreement (leave without pay and leave with deferred pay), a worker i not entitled to parental right (18.02 d and th paragraph) unle he terminate the other form of leave. Scheduling of maternity leave The cheduling of maternity leave before and after the birth of the child i up to the worker, but mut include the day on which he give birth. The leave mut coincide with the payment of QPIP benefit (22.07). The Parental Inurance Act tipulate that payment of benefit begin at the earliet the 16 th week preceding the due date and end 18 week after the birth at the latet (PIA, ection 7). Thi allow the worker to plan how the week of leave will be ditributed before and after the date of birth, in accordance with what he need. A worker on protective leave or reaignment who i eligible for QPIP benefit hould know that her income replacement benefit end a of the 4 th week preceding her due date (OHSA, ection 42.1). She ha to then tart taking maternity leave and apply for payment of maternity benefit. Procedure for obtaining maternity leave To obtain maternity leave, a worker ha to give the employer written notice at leat 2 week before the date he plan to go on leave. Thi advance notice mut be accompanied by a certificate atteting to her pregnancy and the due date (22.09). Deemed reignation During the 4 th week preceding the end of maternity leave, the employer mut end the employee notice indicating the cheduled date of the end of the leave. An employee to whom the employer ha ent thi notice mut report for work at the end of her maternity leave unle he extend it a et out in claue

19 An employee who doe not comply with the preceding paragraph i deemed to be on leave without pay for a maximum of 4 week. At the end of the 4 week, an employee who ha not reported for work i deemed to have reigned (22.17). Special ituation There are certain ituation in which it i poible to upend or plit maternity leave (22.08, 22.08A and 22.08B). In the cae of a child who i ill, or if the mother health tatu o require, maternity leave can be extended, although it i then deemed to be leave without pay (22.15). Income A worker i entitled to benefit paid by the employer if he ha accumulated 20 week of paid ervice (22.10, and 22.11A chart, pp ). A worker who i eligible for the QPIP The employer make up the difference between QPIP benefit and 93% of the employee baic weekly alary for 21 week. Thi percentage ha been et to take into account the fact that the employee doe not have to pay penion contribution and QPIP premium, which add up to 7% (22.10). The baic QPIP plan provide for 18 week of maternity benefit and 32 week of parental benefit. The worker therefore ha to ue 3 week of parental benefit to complete coverage of the full 21 week of maternity leave. If he opt for the pecial plan, he receive 15 week of maternity benefit and then ha to complete the 21 week of maternity leave by drawing on 6 week of parental benefit (22.01). Having a child and protecting your right

20 A worker who i not eligible for the QPIP but i eligible for employment inurance benefit For each week of the waiting period under the employment inurance plan, the employer pay the worker benefit equal to 93% of her baic weekly alary. For each of the following week until the end of the 20 th week of maternity leave, the employer pay her benefit equal to the difference between 93% of her baic weekly alary and the maternity or parental benefit under the employment inurance plan that he receive or could receive if he were to apply for them (22.11). A worker who i not eligible for either the QPIP or employment inurance benefit The employer pay a full-time worker benefit equal to 93% of her baic weekly alary for 12 week if he doe not receive benefit under a parental right plan etablihed by another province or territory. The employer pay a part-time worker benefit equal to 95% of her baic weekly alary for 12 week if he doe not receive benefit under a parental right plan etablihed by another province or territory. If contribution to the penion plan and the QPIP are waived for the part-time worker, benefit are et at 93% of her baic weekly alary (22.11A). Baic weekly alary Thi i the regular weekly pay before deduction. A few additional amount are included in the alary (22.03A footnote). In the cae of a part-time worker, thi correpond to her average alary for the 20 week preceding her departure on maternity leave, excluding week without pay. Benefit while he i on protective leave or reaignment or alary inurance benefit are calculated a if the worker had received 100% of her alary (22.12 d). Right and benefit during maternity leave Since dicrimination on the ground of pregnancy i forbidden, it i clear that right are maintained during abence temming from the ue of parental right. Detail of thee right are dicued in a eparate chapter further on.

21 Conecutive maternity leave What happen if an employee become pregnant before returning to work? An employee who become pregnant while on leave without pay or part-time leave without pay i entitled to maternity leave and benefit under 22.10, and 22.11A, a the cae may be ( rd paragraph). The collective agreement tipulate that to be eligible for maternity leave, an employee mut have accumulated 20 week of paid ervice ( t paragraph, t paragraph, 22.11A 2 nd and 3 rd paragraph). An employee who ha already accumulated the minimum of 20 week ince her date of hiring meet thi criterion once and for all, ince it i not a matter of the lat 20 week preceding the maternity leave. Having a child and protecting your right

22 Baic weekly alary The collective agreement then tipulate that benefit are calculated uing the baic weekly alary. Thi i the regular weekly pay before deduction. A few additional amount are included in the alary (22.03A footnote). In the cae of a part-time worker, thi correpond to her average alary for the 20 week preceding her departure on maternity leave, excluding week without pay. Benefit while he i on protective leave or reaignment or alary inurance benefit are calculated a if the worker had received 100% of her alary (22.12 d). A worker who i not eligible for the QPIP An employee who nonethele benefit from new maternity leave may not be eligible for the QPIP. To be eligible, he mut have at leat $2,000 of inurable income during the reference period (the lat 52 week preceding the benefit period). If, however, it wa impoible for the peron to work and have inurable income becaue he wa receiving benefit from the CSST, the SAAQ or employment inurance, the reference period i extended to a maximum of 104 week. Since November 5, 2009, there i a meaure for taking into account reduction in income during the reference period if certain condition are met. If you think thi applie to you, check with a QPIP agent. If he i not eligible for the QPIP, a full-time worker i entitled to benefit equal to 93% of her baic weekly alary for 12 week if he doe not receive benefit under a parental right plan etablihed by another province or territory (22.11A). A part-time worker i entitled to benefit equal to 95% of her baic weekly alary for 12 week if he doe not receive benefit under a parental right plan etablihed by another province or territory. If contribution to the penion plan and the QPIP are waived for the part-time worker, benefit are et at 93% of her baic weekly alary (22.11A).

23 I m a Dad Paternity leave and it duration Five day of leave A worker i entitled to a maximum of 5 working day of paid leave for the birth of hi child (22.21). He i entitled to the ame leave in the event of an interruption of pregnancy occurring from the 20 th week on before the due date. Thi leave may be taken non-continuouly and mut be taken between the birth and the fifteenth (15 th ) day after the mother or child return home. One of the five (5) day may be ued to baptize or regiter the child (22.21). Having a child and protecting your right

24 Five week of leave A worker i alo entitled to a maximum of 5 conecutive week of paternity leave (22.21A) ending no later than the 52 nd week after the birth of the child. I m deignated a one of the child mother A woman worker whoe poue give birth i alo entitled to paid or unpaid paternity leave if he i deignated a one of the child mother (22.02, rd paragraph and 22.21A 3 rd paragraph). Scheduling of paternity leave In the cae of a peron who i eligible for the QPIP, the 5 week of leave are imultaneou with the period during which benefit are paid under the Parental Inurance Act and mut begin no later than the week following payment of thee benefit (22.21A 2 nd paragraph). Procedure for obtaining paternity leave The 5 week of paternity leave are granted upon written requet ubmitted at leat 3 week in advance (22.30 b). Deemed reignation A worker mut report for work at the end of hi 5 week of paternity leave unle it i extended a et out in claue A worker who doe not comply with the preceding paragraph i deemed to be on leave without pay for a maximum of 4 week. At the end of the 4 week, an employee who ha not reported for work i deemed to have reigned (22.30 lat paragraph).

25 Special ituation There are certain ituation in which it i poible to upend, plit or extend the 5 week of paternity leave (22.33, 22.33A, 22.33B and 22.33C). Income In the cae of a worker eligible for the QPIP, the benefit payable by the employer are equal to the difference between hi baic weekly alary and the amount of benefit received from the QPIP (22.21B). A worker who i not eligible for the QPIP receive benefit equal to hi baic weekly alary (22.21C). Baic weekly alary Thi i the regular weekly pay before deduction. A few additional amount are included in the alary (22.03A footnote). In the cae of a part-time worker, thi correpond to the average alary for the 20 week preceding the departure on leave, excluding week without pay. Salary inurance benefit are calculated a if the worker had received 100% of hi alary (22.12 d 3 rd paragraph, 22.21D). Right and benefit during paid paternity leave Mot right are maintained during abence temming from the application of parental right. Thi i true for paternity leave too. Conult the lat chapter of thi handbook for the detail of thee right. Having a child and protecting your right

26 I m adopting a child Adoption leave and it duration Five day of leave An employee who legally adopt a child other than the child of her or hi poue i entitled to a maximum of 5 working day of paid leave (22.22). Thi leave may be taken non-continuouly and cannot be taken more than 15 day after the child arrive in the home. One of thee 5 day may be ued to baptize or regiter the child. Five week of leave An employee who legally adopt a child other than the child of her or hi poue i alo entitled to a maximum of 5 conecutive week of adoption leave (22.22A).

27 Ditribution of adoption leave In the cae of a peron who i eligible for QPIP benefit, the leave i imultaneou with the period during which QPIP benefit are paid, and mut begin no later than the week following the week in which payment of thee benefit tart (22.22A 2 nd paragraph). In the cae of a peron who i not eligible for QPIP benefit, the leave mut be taken after he placement order for the child (or the equivalent in international adoption) i iued. The employee may agree with the employer on another time for taking thi leave (22.22A 3 rd paragraph). Adoption of the poue child In thi cae, a peron i entitled to a maximum of 5 working day of leave, only the firt 2 of which are paid. Thi leave may be taken non-continuouly and mut be taken within 15 day of when the application for adoption i filed (22.24A). Procedure for obtaining adoption leave The 5 week of adoption leave are granted upon written requet ubmitted at leat 3 week in advance (22.30 b). Deemed reignation An employee mut report for work at the end of her or hi 5 week of adoption leave unle it i extended a et out in claue An employee who doe not comply with thi deadline i deemed to be on leave without pay for a maximum of 4 week. At the end of the 4 week, an employee who ha not reported for work i deemed to have reigned (22.30 lat paragraph). Special ituation In certain ituation (child illne, family obligation), it i, however, poible to upend, plit or extend adoption leave (22.33, 22.33A, 22.33B and 22.33C). The peron i then deemed to be on leave without pay. Having a child and protecting your right

28 Income In the cae of a peron who i eligible for the QPIP, the benefit paid by the employer are equal to the difference between the peron baic weekly alary and the amount of the QPIP benefit (22.23). A peron who i not eligible for the QPIP receive benefit equal to her or hi baic weekly alary (22.24). Baic weekly alary Thi i the regular weekly pay before deduction. A few additional amount are included in the alary (22.03A footnote). In the cae of a part-time worker, thi correpond to her average alary for the lat 20 week preceding the leave. Week without pay are excluded and alary inurance benefit are calculated a if the worker had received 100% of her or hi alary (22.12 d 3 rd paragraph, 22.25). Right and benefit during adoption leave Mot right are maintained during abence temming from the ue of parental right. Thi i true for adoption leave a well. Detail of thee right are dicued in the lat chapter of thi handbook. Unpaid leave for adoption A peron i entitled to a maximum of 10 week of leave without pay for the purpoe of adopting a child, tarting from the time when he or he actually receive cutody of the child, unle it i her or hi poue child ( t paragraph). A peron i alo entitled to leave without pay for the time required for travel outide Québec for adoption purpoe. Thi leave hould be requeted at leat 2 week in advance, if poible ( nd paragraph).

29 Extending leave Leave without pay entitling a peron to QPIP benefit The QPIP allow for payment of benefit, but the collective agreement i what grant the right to the leave (i.e., the time off work). For intance, it i poible to receive QPIP parental benefit by uing leave without pay available under the collective agreement. But you can have the right to take the leave without pay without being eligible for QPIP benefit. And although a worker may not be able to afford to take a period of time off without any income, it hould be remembered that he ha already ued 3 or 6 week (depending on the plan choen) of QPIP parental benefit to fully cover the 21 week of maternity leave. Leave without pay and part-time leave without pay immediately after Thi kind of leave mut be taken immediately following maternity leave, paternity leave or adoption leave (22.27 a). It may lat for up to two year. It may be modified during the coure of the leave if certain requirement are met. For intance, a peron can go from full leave without pay to part-time leave without pay or vice vera. The amount of part-time leave without pay may alo be modified (e.g., from 2 day to 4 day). The leave (without pay or part-time leave without pay) may alo be modified a econd time, providing that the econd change wa mentioned in the firt requet for a modification (22.27). Having a child and protecting your right

30 The requet mut be made in writing and ubmitted at leat 3 week in advance for leave without pay, and at leat 30 day in advance for parttime leave without pay. The requet mut tipulate the date on which the employee will return to work and how the leave i to be cheduled. New arrangement of part-time leave without pay may be agreed upon at any time (22.31). It hould be noted that it i better to ak for the maximum 2 year of leave without pay, becaue the collective agreement allow an employee to terminate the leave earlier (22.32) but doe not allow leave already granted to be extended. An employee who wihe to terminate leave without pay before the cheduled date mut give written notice to thi effect at leat 21 day before the return to work. In the cae of leave without pay for more than 52 week, at leat 30 day of advance notice i required ( nd paragraph). An employee who doe not take leave without pay or part-time leave without pay may, for the portion of the leave that her or hi poue doe not take, chooe between taking leave without pay or part-time leave without pay, providing that in the end, the total leave doe not extend beyond the 125 th week after the birth or arrival of the child (22.27 a). Moreover, even if the poue i not a public-ector employee, arrangement are poible to allow for taking part of the leave without pay or part-time leave without pay even if it doe not immediately follow the maternity leave, paternity leave or adoption leave (22.27 a lat paragraph). Regitration on the recall lit After agreement with the employer, an employee may regiter for the recall lit of her or hi intitution during the econd year of leave without pay intead of returning to her or hi poition. In uch a cae, the employee i not ubject to the rule on minimum availability when uch rule are tipulated in local proviion. She or he i then conidered to be on part-time leave without pay (22.27 c). Leave without pay at a time decided by the employee Thi kind of leave i provided to allow a peron to ue QPIP parental benefit that are available at a time other than immediately following maternity, paternity or adoption leave.

31 An employee who ha not ued leave without pay immediately following the birth or adoption of her or hi child may take a maximum of 52 continuou week of leave without pay. Thi leave begin at a time decided by the peron, but end no later than 70 week after the birth of the child or, in the cae of an adoption, 70 week after the child i placed in her or hi care (22.27 b). Even though the QPIP allow the week of benefit to be plit, the collective agreement only allow one continuou leave. Thi leave without pay for a maximum of 52 week i granted upon written requet made to the employer at leat 3 week in advance (22.31). Deemed reignation An employee to whom the employer ha ent notice 4 week in advance indicating the date on which the leave without pay expire mut give notice of her or hi return to work at leat 2 week before the end of the leave, failing which he or he i deemed to have reigned (22.32). Having a child and protecting your right

32 Other poibilitie of leave without pay Leave for parental or family reponibilitie Leave without pay or part-time leave without pay for a maximum of one year i granted if a minor child i handicapped, ill or emotionally diturbed (22.29B). The requet mut be ubmitted in writing at leat 3 week in advance for leave without pay, and at leat 30 day in advance for part-time leave without pay. The requet mut tipulate the date on which the employee will return to work and how the leave i to be cheduled. New arrangement of part-time leave without pay may be agreed upon at any time (22.31). An employee may take time off work under ection 79.8 to of the Act repecting labour tandard by informing the employer of the reaon for the abence a oon a poible and providing the proof warranting the abence (25.09) An employee may be abent from work for a period of not more than 12 week over a period of 12 month where he mut tay with hi child, poue, the child of hi poue, hi father, hi mother, the poue of hi father or mother, hi brother, hi iter or one of hi grandparent becaue of a eriou illne or a eriou accident.

33 having a child However, if a minor child of the employee ha a eriou and potentially mortal illne, atteted by a medical certificate, the employee i entitled to an extenion of the abence, which hall end at the latet 104 week after the beginning thereof An employee i entitled to an extenion of the period of abence under the firt paragraph of ection 79.8, which hall end not later than 104 week after the beginning of that period, if the employee mut tay with hi minor child who uffered eriou bodily injury during or reulting directly from a criminal offence that render the child unable to carry on regular activitie An employee may be abent from work for a period of not more than 52 week if the employee' minor child ha diappeared. If the child i found before the expiry of the period of abence, that period hall end on the eleventh day that follow the day on which the child i found. Having a child and protecting your right

34 An employee may be abent from work for a period of not more than 52 week if the employee' poue or child commit uicide An employee may be abent from work for a period of not more than 104 week if the death of the employee' poue or child occur during or reult directly from a criminal offence Section 79.9 to apply if it may be inferred from the circumtance of the event that the eriou bodily injury i probably the reult of a criminal offence, the death i probably the reult of uch an offence or of a uicide, or the peron who ha diappeared i probably in danger. However, an employee may not take advantage of thee proviion if it may be inferred from the circumtance that the employee or, in the cae of ection 79.12, the deceaed peron, if that peron i the poue or a child of full age, wa probably a party to the criminal offence or probably contributed to the injury by a gro fault Section 79.9 and apply if the injury or death occur in one of the ituation decribed in ection A period of abence under ection 79.9 to hall not begin before the date on which the criminal offence that caued the eriou bodily injury wa committed or before the date of the death or diappearance and hall not end later than 52 or 104 week after that date. However, during the period of abence, the employee may return to work intermittently or on a part-time bai if the employer conent to it. If, during the ame 52 or 104-week period, a new event occur, affecting the ame child and giving entitlement to a new period of abence, it i the longer period that applie, from the date of the firt event.

35 During thi leave without pay, an employee accumulate eniority and experience and continue to participate in the baic health inurance plan by paying her or hi hare of premium. She or he may alo continue to participate in the applicable optional inurance plan by o requeting at the tart of the leave and paying the full amount of premium. At the end of the leave without pay, the employee may return to her or hi poition or, if applicable, a poition obtained at her or hi requet in accordance with the proviion of the collective agreement. If the employee poition ha been abolihed or if the employee ha been bumped, he or he entitled to the benefit he or he would have had if he or he had been at work at the time. Similarly, upon returning from leave without pay, an employee who doe not hold a poition return to the aignment that he or he had before going on leave if the aignment i ongoing after the end of the leave. If the aignment i finihed, the peron i entitled to any other aignment in accordance with the proviion of the collective agreement (25.09). Ten day without pay After notifying the employer a oon a poible, an employee may take up to 10 day off work without pay a year to fulfil obligation related to the care, health or education of a child or poue child, or the health of a poue, father, mother, brother, iter or grandparent. Thee day are deducted from the employee annual bank of ick leave or taken without pay, at the employee choice. The leave may be plit into half-day with the employer conent (25.08). Having a child and protecting your right

36 Income and right Baic plan Benefit No. of week % of average weekly income Who pay Maternity (21 week according to the collective agreement) Firt 18 week 70% + upplementary benefit up to 93% QPIP + employer Lat 3 week (firt 3 week of QPIP parental benefit*) The employee receive 70% in parental benefit + upplementary benefit up to 93% QPIP + employer Paternity 5 day 100% Employer 5 week 70% + upplementary benefit up to 100% QPIP + employer Parental 4 week* 70% QPIP 25 week* 55% Adoption (child other than poue child) 5 day 5 week 100% 70% + upplementary benefit up to 100% Employer QPIP + employer 7 week 25 week 70% 55% QPIP Adoption (poue child) 1 t week 12 week 25 week 2 day at 100% 3 day without pay 70% 55% Employer QPIP *All in all, 32 week of parental benefit are available under the baic plan.

37 Special plan Benefit No. of week 75% of average weekly income Who pay Maternity (21 week according to the collective agreement) Firt 15 week 75% + upplementary benefit up to 93% QPIP + employer Lat 6 week (firt 6 week of QPIP parental benefit*) The employee receive 75% in parental benefit + upplementary benefit up to 93% QPIP + employer Paternity 5 day 100% Employer 3 week 75% + upplementary benefit up to 100% QPIP + employer Parental Adoption (child other than poue child) Adoption (poue child) Lat 2 week (firt 2 week of QPIP parental benefit) 17 week* 5 day 5 week 23 week 1 t week 28 week 75% + upplementary benefit up to 100% 75% 100% 75% + upplementary benefit up to 100% 75% 2 day at 100% 3 day without pay 75% QPIP + employer QPIP Employer QPIP + employer QPIP Employer QPIP Having a child and protecting your right... *All in all, 25 week of parental benefit are available under the pecial plan

38 Cae not eligible for the QPIP or the employment inurance plan Worker tatu Duration Benefit paid by the employer Full-time 12 week 93% of her baic weekly alary if he doe with 20 week not receive benefit from a plan etablihed of ervice in another province or territory (22.11A) Part-time 12 week 95% of her baic weekly alary if he doe with 20 week not receive benefit from a plan etablihed of ervice in another province or territory (22.11A) Right while on paid leave The right and benefit maintained during maternity leave (22.13), protective leave or reaignment ( nd paragraph), pregnancyrelated appointment ( t paragraph), paid paternity leave (22.34) and adoption leave (22.34) are: life inurance; group inurance (with the employee paying the employee hare); accumulation of vacation time (and poibility for a peron on maternity leave to potpone 4 week, under 22.14); accumulation of ick leave; accumulation of eniority; accumulation of experience; accumulation of eniority for job ecurity purpoe; the right to apply for and obtain a poition; the right to return to her or hi poition (or a poition obtained during the leave) or the aignment that he or he had before going on leave (if the aignment i till on-going after the leave; otherwie, the peron i entitled to any other aignment in accordance with local proviion) (22.18). A for the RREGOP (the Government and Public Employee Retirement Plan), contribution are waived for employee while they are receiving maternity leave or adoption leave benefit (the difference, up to 93%, i paid by the employer), and they continue to accumulate year of ervice a if they were at work.

39 Right during leave without pay or part-time leave without pay group inurance Leave without pay The employee mut pay her or hi hare of contribution for the baic plan during the firt year, and both the employee and employer contribution for the ret of the leave. An employee who decide to retain the optional plan mut pay the full premium ( t paragraph) Part-time leave without pay Participation continue in all plan. The employer and the employee pay their repective premium a if the peron were not on part-time leave without pay ( t paragraph). accumulation of eniority ( t and 2 nd paragraph); accumulation of experience for one year ( rd paragraph); the right to apply for and obtain a poition ( th paragraph); the right to return to her or hi poition (or a poition obtained during the leave) or the aignment that he or he had before going on leave (if the aignment i till on-going after the leave; otherwie, the peron i entitled to any other aignment in accordance with local proviion) (22.28 and 22.29A); the poibility of taking potponed vacation time between the paid leave and the leave without pay (22.29). During part-time leave without pay, the peron i governed by the rule for part-time employee, except for the accumulation of eniority ( nd paragraph). For the RREGOP, a peron can buy back period of leave without pay for RREGOP participation purpoe by paying the total amount of contribution (i.e., both the employer and the employee hare). If the application for a buyback i made more than 6 month after the end of the leave without pay, the cot of the buyback will generally be higher. For more detail, conult the CARRA web ite at Having a child and protecting your right

40

41 The pregnancy doen t go a planned The collective agreement contain variou meaure for taking into account ituation that are particularly difficult for a pregnant worker or her poue. A worker i entitled to pecial leave in the event of: complication in the pregnancy or rik of a micarriage. Thi leave cannot lat beyond the 4 th week preceding the date the baby i due (22.19A a); a natural or induced interruption of pregnancy before the 20 th week preceding the date the baby wa due, upon preentation of a medical certificate (22.19A b). In thee ituation, the worker can ue her bank of ick leave or alary inurance, a the cae may be ( nd paragraph). In the event of a micarriage after the tart of the 20 th week preceding the expected date of delivery (tillborn child), the worker i entitled to maternity leave (22.06) and QPIP maternity benefit, but not parental benefit. A well, her poue i entitled to paternity leave. An employee whoe poue die ha the remaining maternity leave right and benefit tranferred to him or her ( th paragraph). Having a child and protecting your right

42 Micellaneou information and reference Regitering the child The record of birth (filled out by the peron who deliver the baby or ait the mother) and the tatement of birth (filled out by the parent) are the document needed to regiter a child. A birth that occur in Québec i regitered in civil record: The Directeur de l état civil web ite: Early childhood education and childcare ervice For a lit of early childhood centre (CPE, or centre de la petite enfance) and other childcare ervice, with the neceary contact information: The Minitère de la Famille, de Aîné et de la Condition féminine web ite: If you would like to know the name of unionized childcare centre in your region, you can contact the regional office of the FSSS-CSN. web ite: Reference Collective agreement reached between the Comité patronal de négociation du ecteur de la anté et de ervice ociaux and the Fédération de la anté et de ervice ociaux-csn, in force from March 13, 2011 to March 31, Travailler an danger, a booklet on protective leave or reaignment publihed by the CSN Retrait préventif : La travailleue enceinte et qui allaite. Poter produced by the CSN Travailler en écurité pour une maternité an danger. (For a afe maternity experience). Brochure put out by the CSST. Available on the web ite: Québec Parental Inurance Plan Brochure and Checklit, available through the QPIP web ite, at Becoming a parent. Available on the web ite of Service Québec: www4.gouv.qc.ca/en/portail/citoyen/ Evenement/DevenirParent/Page/ accueil.apx Act repecting occupational health and afety, R.S.Q., c. S.2.1, available from the web ite: Act repecting labour tandard, R.S.Q., c. N-1.1, available from the web ite:

43 Appendix A Standard letter and form The following letter and form are available a Word file from our web ite: 1. Application for maternity leave 2. Requet to potpone week of vacation 3. Application for 5 day of paternity leave 4. Application for 5 week of paternity leave 5. Application for leave without pay (to extend maternity, paternity or adoption leave) 6. Requet for a change to leave without pay (extending maternity, paternity or adoption leave) 7. Application to hare leave without pay between two poue 8. Advance notice of a return from leave without pay 9. Advance notice of termination of leave without pay before the cheduled date 10. Application for 5 day of adoption leave 11. Application for 5 week of adoption leave 12. Application for leave without pay for adoption purpoe 13. Application for leave without pay for the travel time required for adoption purpoe Appendix B "Preventive Withdrawal and Reaignment Certificate for a Pregnant or Breat-feeding Worker" form Having a child and protecting your right

44 Application for maternity leave Place and date Appendix A-1 Human Reource Department, Addre re: Application for maternity leave Sir or Madam, With thi letter, I am applying for maternity leave, from to incluively. Pleae find encloed a medical certificate (or midwife report) atteting to my pregnancy and my due date (the expected date of birth of my child). During thi leave, I want (or do not want) to continue participating in the optional inurance plan in which I am currently enrolled. Pleae end me the record of employment required for my application for QPIP benefit. Thank you for your conideration. Your incerely, Signature and addre encl. medical certificate c.c. Union N.B. The employer mut receive thi notice at leat 2 week before the date on which the employee goe on maternity leave (22.09).

45 Appendix A-2 Requet to potpone week of vacation Place and date Human Reource Department, Addre re: Potponement of vacation Sir or Madam, Given that my annual vacation i cheduled from to when I will be on maternity leave, pleae conider thi a a requet to potpone my vacation. I would like to take it from to. Another poible wording: Given that my annual vacation i cheduled from to when I will be on maternity leave, pleae conider thi a a requet to potpone my vacation. I will pecify when I wih to take my vacation in a later requet. Thank you for your conideration. Your incerely, Signature and addre c.c. Union N.B. The employer mut receive thi notice at leat 2 week before the date on which the maternity leave end (22.14). Having a child and protecting your right

46 Appendix A-3 Application for paternity leave Five day of leave Place and date Human Reource Department, Addre re: Application for 5 day of paternity leave Sir or Madam, Following the birth of my child on, I wih to inform you that I will be abent on paternity leave on the following date:. Other poible wording: A one of the deignated mother of a child born on, I hereby inform you that I will be abent on paternity leave on the following date:. Thank you for your conideration. Your incerely, Signature and addre c.c. Union

47 Application for paternity leave Five week of leave Place and date Appendix A-4 Human Reource Department, Addre re: Application for 5 week of paternity leave Sir or Madam, Following the birth of my child on, I am applying for 5 week of paternity leave. My paternity leave will begin on and end on (5 week later). Other poible wording: A one of the deignated mother of a child born on, I am hereby applying for 5 week of paternity leave. My paternity leave will begin on. and end on (5 week later). Thank you for your conideration. Your incerely, Signature and addre c.c. Union Having Avoir un a enfant child and en préervant protecting e your droit right... N.B. The employer mut receive thi notice at leat 3 week before the date on which the employee goe on paternity leave (22.30 b)

48 Application for leave without pay Place and date Appendix A-5 (to extend maternity, paternity or adoption leave) Human Reource Department, Addre re: Application for leave without pay (or part-time leave without pay) Sir or Madam, To extend my maternity leave (or paternity or adoption leave), I am hereby applying for leave without pay (or part-time leave without pay) for 104 week tarting on. The leave will end on. (Remember to et vacation date, if applicable) (In the cae of part-time leave without pay) Thi part-time leave without pay will be for day a week, taken on (pecify day). (In the cae of leave without pay) During thi leave, I want (or do not want) to continue participating in the optional inurance plan in which I am currently enrolled. Thank you for your conideration. Your incerely, Signature and addre c.c. Union N.B. Thi notice mut be received by the employer at leat 3 week in advance for full-time leave without pay, and at leat 30 day in advance for part-time leave without pay (22.31).

49 Place and date Appendix A-6 Requet for a change in leave without pay (extending maternity, paternity or adoption leave) Human Reource Department, Addre re: Change in my leave without pay Sir or Madam, I am hereby aking that the leave without pay (or part-time leave without pay, a the cae may be) that I have been granted until, be changed to (part-time leave without pay, full-time leave without pay or a different arrangement of part-time leave without pay). (In the cae of a requet for part-time leave without pay) Thi part-time leave without pay will be for day a week, taken on (pecify day). (For a econd change, which ha to be requeted at the ame time) Furthermore, I am informing you that a of I will change thi leave to leave of day a week, which I will then take on (pecify day). During thi leave, I want (or do not want) to continue participating in the optional inurance plan in which I am currently enrolled. Thank you for your conideration. Your incerely, Signature and addre c.c. Union N.B. Thi notice mut be received by the employer at leat 30 day before the planned change (22.27 a). Having a child and protecting your right

50 Application to hare leave without pay between two poue Place and date Appendix A-7 Human Reource Department, Addre re: Application to hare leave without pay Sir or Madam, Following the birth (or adoption) of our child, my poue i now on leave without pay (or part-time leave without pay). Her (hi) leave began on and he (or he) ha advied her (hi) employer that he (he) will be returning to work on Therefore, pleae conider thi letter a an application for leave without pay (or part-time leave without pay) a provided for in claue a) of the collective agreement. I will go on leave on for a duration of. During thi leave, I want (or do not want) to continue participating in the optional inurance plan in which I am currently enrolled. Thank you for your conideration. Your incerely, Signature and addre c.c. Union N.B. Thi notice mut be received by the employer at leat 3 week in advance for full-time leave without pay, and at leat 30 day in advance for part-time leave without pay (22.31).

51 Place and date Appendix A-8 Advance notice of a return from leave without pay Human Reource Department, Addre re: Advance notice of a return from leave Sir or Madam, Further to the employer notice that my leave without pay (or part-time leave without pay) end on, I hereby inform you that I intend to return to work on. Thank you for your conideration. Your incerely, Signature and addre c.c. Union Having Avoir un a enfant child and en préervant protecting e your droit right... N.B. Thi notice mut be received by the intitution at leat 2 week before the expiry of the leave without pay. If you do not report for work on the cheduled date, you will be deemed to have reigned (22.32)

52 Advance notice of termination of leave without pay before the cheduled date Place and date Appendix A-9 Human Reource Department, Addre re: Advance notice of a return from leave without pay before the cheduled date Sir or Madam, My leave without pay (or part-time leave without pay extending maternity, paternity or adoption leave, a the cae may be) wa cheduled to end on, but I intend to terminate it before the cheduled date. I hereby notify you that I intend to return to work on. Thank you for your conideration. Your incerely, Signature and addre c.c. Union N.B. Thi notice mut be received by the employer at leat 21 day before the date of the return to work (in the cae of leave for le than 52 week) or 30 day before the date of the return to work (in the cae of leave for 52 week or more) (22.32).

53 Application for adoption leave Five day of leave Place and date Appendix A-10 Human Reource Department, Addre re: Application for 5 day of adoption leave Sir or Madam, Following the adoption of my child on, I inform you that I will be abent on adoption leave on the following date:. Thank you for your conideration. Your incerely, Signature and addre c.c. Union Having Avoir un a enfant child and en préervant protecting e your droit right

54 Application for adoption leave Five week of leave Place and date Appendix A-11 Human Reource Department, Addre re: Application for 5 week of adoption leave Sir or Madam, I am hereby applying for adoption leave. My adoption leave will begin on and end on (5 week later). Thank you for your conideration. Your incerely, Signature and addre c.c. Union N.B. Thi application mut be ubmitted to the employer at leat 3 week in advance (22.30 b).

55 Application for leave without pay for adoption purpoe Place and date Appendix A-12 Human Reource Department, Addre re: Application for leave without pay for adoption purpoe Sir or Madam, I am hereby applying for leave without pay for adoption, for a period of week (maximum 10 week). Given that the child will actually be placed in my care on or about, I wih to begin my leave on. During thi leave, I want (or do not want) to continue participating in the optional inurance plan in which I am currently enrolled. Thank you for your conideration. Your incerely, Signature and addre c.c. Union Having a child and protecting your right

56 Application for leave without pay for the travel time required for adoption purpoe Place and date Appendix A-13 Human Reource Department, Addre re: Application for leave without pay for travel outide Québec (for adoption purpoe) Sir or Madam, I am hereby applying for leave without pay for the time required to travel outide Québec to take actual cutody of a child. I will therefore be abent from until. Normally, I hould be back in Québec on. During thi leave, I want (or do not want) to continue participating in the optional inurance plan in which I am currently enrolled. Thank you for your conideration. Your incerely, Signature and addre c.c. Union N.B. Thi application mut be ubmitted to the employer 2 week in advance if poible ( nd paragraph).

57 Appendix B Preventive Withdrawal and Reaignment Certificate for a Pregnant or Breat-feeding Worker" form Thi protective leave or reaignment form i available from phyician office and CLSC. Having a child and protecting your right

58 Checklit for keeping track of your pregnancy Event Poitive pregnancy tet Doctor appointment Viit to a health-care profeional (4 day that can be taken by half-day) Notice to the employer, with medical certificate (Appendix 1) Maternity leave Protective leave or reaignment form filled out by the phyician Form ubmitted to the employer and requet for reaignment Reaignment to other dutie Protective leave authorized Due date Actual date of birth Notice of return to work received from the employer Reply to the employer following hi notice of return to work in the cae of leave without pay only (Appendix A-8) Requet to potpone week of vacation (Appendix A-2) Application for leave without pay (Appendix A-5) Requet for a change in leave without pay (Appendix A-6) Application for QPIP benefit Advance notice of termination of leave without pay (Appendix A-9) Date of return to work Buyback of leave without pay from the CARRA

59 Date Note At leat 2 week before the tart of the leave (22.09) From To A of 4 week before the end of the leave (22.32) 2 week before the end of the leave (22.32) 2 week before the end of the leave (22.14) 3 week before the end of the parental leave for full-time leave without pay and 30 day for part-time leave without pay (22.31) 30 day before the planned change (22.27 a)) at leat 21 day for leave lating le than 52 week, or 30 day for leave lating 52 week or more (22.32) Ideally, within 6 month of the end of the leave Having a child and protecting your right

60 Thi handbook i available through the FSSS web ite Statu of Women Committee