Human Resources Policies
Care for Ill Dependents

Category: Absence From Work

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Policy Statement

The City of Toronto recognizes that employees may need time off to care for ill dependents. Employees may use six days of their sick leave per calendar year, to care for ill dependents.

Application

This policy applies to all non-union employees who are eligible to access a sick bank or STD plan.

Definitions

Spouse: the employee's married, common law or same-sex partner

Dependent: For the purpose of this policy dependents are:

  • The employee's spouse
  • A parent, step-parent or foster parent of the employee or the employee's spouse
  • A child, step-child or foster child of the employee or the employee's spouse
  • A grandparent, step-grandparent, grandchild or step-grandchild of the employee or of the employee's spouse
  • The spouse of a child of the employee
  • The employee's brother or sister
  • A relative of the employee who is dependent on the employee for care or assistance

Sick Leave plans: provide employees with a maximum of 18 days per year, through the accumulation of 1.5 sick days per month.

Short Term Disability (STD) plans: provide employees with income up to 26 weeks based on service and history of absences; these plans are applicable to former East York, Etobicoke, Scarborough and York.


Conditions

Employees will be paid for a maximum of six days per year. Payment is conditional upon eligibility and provisions of the employee's plan. The time is deducted hourly.

Days may not be carried forward from one year to the next.

If an employee has already claimed 6 days for this purpose he/she may use vacation, lieu time or take leave without pay subject to appropriate approval.


Salary & Benefits

Sick Leave plans

  • An employee who has a Sick Leave plan is paid at 100% for a maximum of 6 days per calendar year for ill dependent care.
  • If an employee has exhausted all the days in his/her sick bank he/she may use vacation, lieu time, or take leave without pay, subject to appropriate approval.

Short Term Disability (STD) plans

  • An employee who has a Short-Term Disability plan is paid at 100%, 75% or 66.66%, depending on the employee's length of service and history of absences and the terms of his/her respective STD plan.
  • In some STD plans when employees have multiple absences each new occasion is called an "occurrence". For example an employee takes 6 days sick time in the following pattern: 2 days, 3 days and 1 day. This is registered as 3 occurrences. Ill dependent care leave is not recorded as an "occurrence" and therefore is not subject to non-payment due to multiple occurrences.
  • If an employee has experienced extended or multiple leaves, ill dependent care days may not be paid and he/she may use vacation, lieu time, or take leave without pay, subject to appropriate approval.
  • If an employee has exhausted the 26-week STD provision, he/she may use vacation, lieu time, or take leave without pay, subject to appropriate approval.

East York: Temporary Disability Benefit (TDB)

Ill dependent care leave is paid at 100% or 66.66% subject to an employee's service and history of absences.

Etobicoke: Income Protection Plan (IPP)

Ill dependent care leave is paid at 100% or 75%, subject to an employee's service and history of absences.

Scarborough: Salary Continuance Plan (IST)

Ill dependent care leave is paid at 100% subject to an employee's service and history of absences.

York: Short Term Disability (STD)

Ill dependent care leave is paid at 100% or 75% subject to an employee's service. Days are deducted from the 7 sick days (not accumulative), that are credited to an employee each January 1st.


Implementation

Employees must advise their managers/supervisors when they are claiming time from their sick leave plans or STD plans for ill dependent care.

If employees have questions about their payments for time claimed for ill dependent care, they should contact staff who record their time and attendance.



Approved by

Workforce Transition Team

Date Approved

February 22, 2002

Update Pending

This policy is being reviewed and will be updated in accordance with changes to the Employment Standards Act, 2000. Questions related to this policy as a result of these changes can be emailed to hrpolicy@toronto.ca

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