Several legal and administrative measures have been instituted that allow SPVM officers to improve their family-work balance. These measures are outlined in the guide below.

• Leave
• Flexibility: time and place of work
• Health management

1.LEAVE

1.1Maternity and parental leave

Collective agreement

Article XXXVI of the collective agreement (French only) deals with the majority of work conditions related to maternity or adoption:

• protective reassignment
• length of absence
• eligibility for employment insurance
• income
• return to work
• maintenance of working conditions
  • seniority
  • promotions
  • transfers

Guide for the pregnant police officer (French only)

When the pregnant police officer's manager is advised of her condition, she automatically receives this guide, which:

• describes the steps the employee should take with the employer and the employment insurance office
• provides relevant contact information
• gives a summary of applicable working conditions
• and much more

Manager's Guide (French only)

The Manager's Guide provides information about:

• working conditions related to pregnancy
• aspects specific to management
  • protective reassignment
  • priority for replacement during absences
  • promotions
  • transfers, etc. Replacement policy for pregnancy leave (French only)

Canadian government employment insurance

For further information, please contact the Canadian employment insurance bureau (info-centre):

• 1 800 808-6352
• By consulting their website

1.2 Family responsibility leave

Collective agreement

Besides annual and weekly leave, the collective agreement provides for different types of leave to meet family responsibilities related to care, health and education.

These provisions are applicable to:

• the employee's child or the employee's spouse's child
• the employee's spouse
• the employee's parents, grandparents, brother and sisters (article 36.01)

When an officer needs a day off that cannot be granted because of a lack of availability, the officer may, subject to certain parameters, ask a colleague on leave to replace him or her (article 19.04).

A foreseeable and lengthy absence could take the form of:

• an unpaid lead of up to 12 months (article 35.04)
• a deferred pay leave for a period of between 6 and 12 months (Appendix H)

Canadian government employment insurance

Compassion care benefits may be paid to employees who need to leave work temporarily to care for a critically ill or dying family member.

For further information, please contact the Canadian employment insurance bureau (info-centre):

• 1 800 808-6352
• By consulting their website

1.3 Social leave

Article XV of the collective agreement provides for various types of social leave, with or without pay, for family events:

• marriage
• birth or adoption
• death

To better understand how social leave is granted, please refer to the overview table (French only).

For information about social leave or other labour standards, please contact the Commission des normes de travail:

• at 1 800 265-1414 or (514) 873-7061
• or go to their website

2. FLEXIBILITY: TIME AND PLACE OF WORK

Over the past few years, provisions have been integrated into the collective agreement to give greater flexibility to police officers in terms of where and when they work.

2.1 Time exchange

When an officer needs a day off that cannot be granted because of a lack of availability, the officer may, subject to certain parameters, ask a colleague on leave to replace him or her (article 19.04).

2.2 Work sharing

The collective agreement has instituted a pilot project that introduces the principle of work sharing: this program allows two officers to agree with the employer to share work responsibilities in order to accommodate family responsibilities (Appendix Q).

2.3 Temporary assignments

Information about temporary assignments for protective reassignment is available in the Guide for the pregnant police officer (French only) and the Manager's guide (French only).

2.4 Transfer procedures

Article VII of the collective agreement sets out the procedure by which a police office is permanently transferred:

• from one position to another
• to the same position in a different neighbourhood police station or another unit

Internal procedure 429-5 (French only) explains the police personnel movement process as well as the transfer request process. The appendices outline the prerequisites for the various police positions and should be consulted before applying for a new position.

2.5 Career counselling service

This new service, offered by the Service des ressources humaines, will be under development over the course of 2006.

The purpose of the service is to guide police officers who are seeking new positions or roles that meet their particular interests.

3.HEALTH MANAGEMENT

3.1 Illness in the family

Collective agreement

Under the provisions of the collective agreement, police officers may take unpaid leave to fulfil responsibilities related to the health of:

• their minor child or the minor child of their spouse
• their spouse
• their father, mother, brother, sister or grandparent (article 36.01)

Canadian government employment insurance

Compassion care benefits may be paid to employees who need to leave work temporarily to care for a critically ill or dying family member.

For further information, please contact the Canadian employment insurance bureau (info-centre):

• 1 800 808-6352
• By consulting their

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