Sexual and Domestic Violence Leave. An Employee who experiences sexual or domestic violence, including psychological or attempted violence, as well as domestic violence directed at a child or other person under the Employee’s care, is entitled to five (5) days of paid leave, as well as an additional five (5) days, plus fifteen (15) weeks of unpaid leave.
Sexual and Domestic Violence Leave.
(a) If an employee or eligible person as defined in the Employment Standards Act experiences domestic or sexual violence, then in each calendar year an employee is entitled to a leave as follows:
(i) Up to five (5) days of paid leave (inclusive of the paid leave in the Employment Standards Act) taken in one or more blocks of time;
(ii) Up to five (5) days of unpaid leave taken in one or more blocks of time; and
(iii) Up to fifteen (15) weeks of additional unpaid leave taken in one block of time or, with the Employer’s consent, more than one block of time.
(b) An employee’s entitlement to leave under this Article is in addition to any entitlement to leave under other articles of the Collective Agreement.
(c) An employee granted leave under this Article shall be entitled to benefits in accordance with Article 34.06.
(d) Casual employees shall not be required to be available for shifts as outlined above.
(e) Paid leave for part-time and casual employees shall be determined by the formula in the Employment Standards Act.
Sexual and Domestic Violence Leave. The Employer shall grant a request for an unpaid leave to a maximum of seventeen (17) weeks if the reason is in relation to domestic or sexual violence as defined and described in the Employment Standards Act of British Columbia. In the event that present or future legislation enacts provisions with a greater entitlement to maximum weeks of leave in relation to domestic or sexual violence, that legislative provision shall prevail. An employee granted leave under this Article shall be entitled to benefits in accordance with Article 36.01. Casual employees shall not be required to be available for shifts for up to seventeen (17) weeks if the employee’s unavailability is in relation to domestic or sexual violence.
