Managers – Flexible work and leave 

When employees are not able to work due to situations that are outside of their control, managers and employees should first consider remote work, alternate work or flexible work hours and other relevant paid leave as per the applicable collective agreement and terms and conditions of employment.

'Other Leave with Pay (699)' should only be used under exceptional circumstances and for temporary usage, and generally, after the following conditions have been examined:

• The employee would otherwise be available for work
• Options have been explored for:
  • Flexible work hours
  • Remote or alternate work
  • Paid leave, available through the applicable collective agreement or terms and conditions of employment.

Managers need to examine individual requests relating to 'Other Leave With Pay (699)' on a case-by-case basis and in consultation with their Labour Relations Advisor to ensure consistent application across the organization.

When discussing options with an employee, always consider the employee's personal circumstances and possible impacts to their mental health and well-being.

Resources and information that may be helpful to employees:

• Employee Illness and Leave
• Your Mental Health
• Employee Assistance Services: Employee Assistance Program

Guidance on employee illness and leave requests related to COVID-19 can be found on the following website: Coronavirus Disease (COVID-19): Employee Illness and Leave.