Date: Nov. 22, 2016
From: Linda McKnight, Director, Advisory Services, Human Resources
To: Deans, Directors, Department Heads and Administrative Managers at the Vancouver campus
CC: Human Resources Advisory Services
Subject: Paid Leave Between Boxing Day and New Year’s Day
The time of year has arrived to review the application of “Christmas Leave” at UBC. This period of leave covers the three normal working days between Boxing Day and New Year’s Day, which falls this year on Dec. 28, 29, and 30, 2016. There are provisions for this leave in four staff agreements: the Collective Agreements with CUPE 2950, CUPE 116 and IUOE 882, and the Agreement on Conditions and Terms of Employment with AAPS. Although there is no official policy in place for non-union staff, excluded management and professional staff, and service unit directors, Human Resources has recommendations regarding these groups for the campus community. Following are the provisions or recommendations by employee group:
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. Please see the related memo regarding “Christmas Leave” for Hiring Solutions Temporary Employees and note that there have been changes to the eligibility for this group.
Article 18.10 of the Collective Agreement has the same provisions as that of the CUPE 2950 Collective Agreement.
Article 20.04 of the Collective Agreement has the same provisions as that of the CUPE 2950 Collective Agreement, and applies to shift employees.
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.
Non-Union Technicians & Research Assistants and Farm Workers
The terms and conditions for this group quite closely resemble those of CUPE Local 116. In order to recognize staff consistently, Human Resources recommends 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 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 are not regularly scheduled to work between Christmas and New Year’s, they are not entitled to this time off with pay.
Non-Union Executive Administrative Staff
The terms and conditions of this group closely resemble those of CUPE 2950. Human Resources therefore recommends that they be granted paid “Christmas Leave,” subject to operational requirements.
Excluded Management and Professional Staff
The terms and conditions of employment of this group resemble those of AAPS. We recommend that, based on operational requirements, supervisors of excluded Management and 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.
Service Unit Directors
Employees in this group usually have their terms and conditions of employment benchmarked 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.
If you have any questions or would like to review any particular situations in your department, please contact your Human Resources Advisor or Associate.