Each month, our Advocacy Committee answers your questions about the AD 10 policies (aka, your terms and conditions of employment.)
Hello. I’m Mike Peragine, an advocate on APSA’s Advocacy Committee. On behalf of the Committee, I’m answering your question about ESA manager versus non-manager classifications.
Questions? Submit them anonymously here. Your question will be answered in a subsequent monthly advocacy corner issue. For an immediate answer, please contact us.
I read that Continuing employees are eligible to apply for Professional Development Leave “upon the completion of six (6) years’ continuous service”. If I was on parental leave for a portion of that time, does that count towards continuous service? Or does the 6-year “clock” reset when I return from parental leave?
AD 10.09 outlines the professional development leave program for APSA members. It allows continuing APSA employees to write a proposal for professional development leave, during which the member can gather information or engage in informal professional development that will benefit both the University and the member. The proposal must be approved, and the member can take up to twelve months to take this leave. One of the primary qualifications, however, is that the member must have six years of continuous service to SFU.
Parental or maternity leave should still count toward your years of continuous service. In section 9.14 in the AD 10.08 Policy, Leaves With and Without Pay, it states:
“Benefits and Service Credits -- During the period of maternity and/or parental leave, both the University and the Employee will continue to pay their portions of the benefit premiums. Vacation Entitlement, pension and other service credits will not be affected by the leave.”
So, if you plan to apply for professional development leave, your parental or maternity leave should not affect your application.
If you have any questions or concerns, please contact APSA. Your call or email is always 100% confidential.