The City of Toronto provides up to one hundred and four (104) weeks of unpaid leave to employees if their child disappears and it is probable that the child disappeared as a result of a crime.
The City of Toronto provides up to one hundred and four (104) weeks of unpaid leave to employees if their child dies as a result of a crime.
These leaves shall be administered in accordance with the Employment Standards Act.
Ontario Bill 21, the Employment Standards Amendment Act (Leaves to Help Families), 2014, amended the Employment Standards Act, 2000 in respect of family caregiver, critically-ill child and crime-related child death or disappearance leaves of absence.
This policy applies to all employees of the City of Toronto including political staff working in the offices of Members of Council, who have been employed by the City for at least six consecutive months.
A child, step-child or foster child of the employee who is under the age of 18.
An offense under the Criminal Code of Canada.
An employee is not entitled to either of these leaves of absence if the employee is charged with the crime or if it is probable that the child was a party to the crime.
This leave came into effect on October 29, 2014.
If an employee takes a leave of absence and it no longer seems probable that the child died or disappeared as a result of a crime, the leave ends on the day on which it no longer seems probable.
If the child who disappears is found alive within the 104 week period of the leave of absence, the employee may remain on the leave for 14 days.
If the child who disappears is found dead within the 104 week period of the leave of absence, the employee may remain on leave for up to 104 weeks from the date the child disappeared.
The employee will notify their Manager or Supervisor of their request for this leave of absence.
The employee or their manager can complete the Absence notification in SuccessFactors in the Time Off tile. Managers cannot deny a request for this leave if all conditions have been met.
Salary increases that an employee would be eligible for had they been actively working during the leave will be applied to their base salary upon their return to work.
Basic benefits coverage (health, dental, group life insurance, STD and LTD) continue during this leave.
Benefit coverage for part-time employees continues on a pro-rated basis.
Employees are responsible for premiums that they would normally pay for benefits that are not covered by the basic plan, for example additional coverage for group life insurance.
If employees want to maintain pension service credits they must pay their pension contributions for the duration of the leave. The city will match these contributions.
Chief People Officer
October 6, 2014
October 16, 2020