Christmas Leave at UBC is defined as the period of leave that covers the three normal working days between Boxing and New Year’s Day. There are provisions for Christmas Leave in six staff agreements: BCGEU Okanagan, CUPE 2950 and CUPE 116, CUPE 116 UBC Aquatic Centre, IUOE 882, and AAPS.
Although there is no official policy in place for non-union staff, excluded management & professional staff and service unit directors, Human Resources has made recommendations regarding these groups to the campus community.
Please select your employee group below to read about your Christmas Leave provisions
- BCGEU Local 707 – UBC Okanagan Campus
- CUPE 116
- CUPE 116 UBC Aquatic Centre
- CUPE 2950
- Executive Administrative Staff
- IUOE 882
- Management & Professional Staff (AAPS)
- Excluded M&P Staff
- Non-Union Technicians & Research Assistants & Farm Workers
- Service Unit Directors
- Staff Finders Temporary Employees
BCGEU Okanagan Regular Staff: A “regular” staff member means an employee who has an ongoing appointment with no end date. Article 44 of the collective agreement (PDF) provides that a day’s leave of absence with pay shall be granted by the University to all employees (except those designated by the University to remain on duty in keeping with operational requirements) as follows:
- on Dec. 24 when Christmas Day falls on a Tuesday, Thursday, Friday or a
- on Dec. 27 when Christmas Day falls on a Monday or a Wednesday; or
- on Dec. 28 when Christmas Day falls on a Sunday.
Employees who are designated to remain on duty shall receive a day off in lieu within the following 12 months.
Regular BCGEU employees who have not already taken the three one-time additional vacation days (prorated for part-time), negotiated as part of the last Collective Agreement, may request such days to be taken prior to June 30, 2013. These days must be approved by the supervisor subject to operational requirements and completion of the request form designed for this purpose and available from their supervisor. Requests for the 2012 Christmas season must be made 30 days in advance.
BCGEU employees will be required to submit a leave request to their supervisor for Dec. 27, 28 and 31, unless they are required to work for operational reasons. Employees may take vacation time for these days to avoid loss of pay.
BCGEU Okanagan Auxiliary Staff are paid hourly and should not include Dec. 27, 28 and 31 on their timesheet if they do not work those days.
BCGEU Okanagan Research Assistants will follow the procedure for BCGEU Auxiliary Staff as noted above if they are paid hourly. If they are paid semi-monthly, they should submit a leave of absence without pay form for Dec. 27, 28 and 31 if they do not work those days.
Article 18.10 of the Collective Agreement is identical to that of the CUPE 2950 Collective Agreement.
Article 18.06 of the Collective Agreement is identical to that of CUPE 2950 with the exception that it applies only to permanent employees.
Article 30.08 of the Collective Agreement provides that employees who are normally scheduled to work on these days will be granted leave of absence with pay unless they are required to work for operational reasons. If required to work, they will be paid their regular wages and granted three paid leave of absence days at another mutually agreed upon time. Employees who are not normally scheduled to work on these days are not eligible for this paid leave.
The terms and conditions of this group closely resemble those of CUPE 2950. Human Resources therefore recommend that they be granted paid “Christmas Leave”, subject to operational requirements.
Article 20.04 of the Collective Agreement is identical to that of the CUPE 2950 Collective Agreement.
The Agreement with AAPS, representing Management and Professional Staff, takes a different approach to “Christmas Leave.” Article 10.04 of the AAPS Agreement recognizes that staff members are called upon to work significant additional hours of work. The Article provides guidance to supervisors and staff members on different means of compensation or other offsetting benefits. Several examples are provided, including the option of granting paid leave for these three working days. Article 12.9 specifically deals with paid “Christmas Leave” and states:
“…in order to offset significant amounts of hours of work over and above the usual job requirements, employees who are normally scheduled to work may be granted three (3) days leave of absence with pay to be taken between Boxing Day and New Year’s Day unless they are required to work for operational reasons.”
Unlike CUPE 2950 and 116 agreements, there is not an entitlement to paid leave, nor is there provision for carryover. However, Christmas Leave is a means within operational requirements to compensate Management and Professional Staff for their significant additional hours of work over and above the usual job requirements. It may also be provided as a form of recognition for other contributions of these staff members.
The terms and conditions of employment of this group resemble those of AAPS. We recommend that, based on operational requirements, supervisors of excluded Management & Professional Staff should consider paid “Christmas Leave” as one form of recognition for the contributions of these staff members, including their significant additional hours of work.
The terms and conditions for this group quite closely resemble those of CUPE 116. In order to recognize staff consistently, Human Resources is recommending that employees who are normally scheduled to work be granted the three days of “Christmas Leave”, unless they are required to work for operational reasons.
Employees who are required to work should be paid at straight time and granted three (3) paid leave of absence days to be taken at some other mutually agreeable time.
If part-time employees are regularly scheduled to work, they are also entitled to this benefit. If part-time or hourly staff is not regularly scheduled to work between Christmas and New Year’s, they are not entitled to this time off with pay.
Employees in this group have usually had their terms and conditions of employment bench-marked against those provided to management and professional staff. They are not covered by the AAPS Agreement however, and the terms of their employment relationship have been the subject matter of negotiation between individual employees and their supervisors. Human Resources recommends that the general guideline of using the paid “Christmas Leave” as one form of recognition for the contributions of these staff members, including their significant additional hours of work.
Please consult the Staff Finders website for complete information on Christmas Leave for Staff Finder employees.