The establishment shall grant the resident:
- a five (5) calendar-day leave upon the death of his spouse or dependent child;
- a three (3) calendar-day leave upon the death of the following members of his family: father, mother, brother, sister, stepfather, stepmother, or mother or father of the spouse, daughter-in-law and son-in-law;
- a one (1) calendar-day leave upon the death of his spouse’s child (with the exception of those provided for in paragraph 24.01 a)), a sister-in-law, brother-in-law and grandparent;
- when a death occurs as mentioned in the preceding subparagraphs, one (1) additional day for travel purposes if the funeral is held two hundred and forty (240) kilometres or more from his place of residence.
Bereavement leave is established on the basis of calendar days. A calendar day includes weekend days. For instance, if the death occurs on a Sunday, you start counting the days of leave from the Sunday.
Leave for marriage
In the event of his marriage or civil union, the resident shall be entitled to seven (7) calendar days of leave, to which he may add a week of leave without pay. This leave is granted on condition that the resident advise the establishment thereof four (4) weeks in advance.
In all cases, the resident shall advise his immediate superior and, upon request of the latter, shall present proof of or attestation to these facts.
During your unpaid leave, you lose your student status, since you are no longer paying tuition fees. The Ministry of Education and Higher Education (MEES), which manages the Quebec government’s loans and bursaries program, will be advised of this status change by your university, and this means you will lose your eligibility for that program. As soon as you return, the Ministry of Education and Higher Education will reinstate your eligibility.
Unpaid leave return
Upon returning from the unpaid leave indicated in Articles 24.02 and 24.04, the resident shall resume his position and perform his rotation in accordance with the training card issued by the Collège, without prejudice to the continuation and completion of his training, with all rights and benefits provided for in the Agreement.
Leave for family responsibilities
The resident may, after having notified the establishment thereof as early as possible, be absent from work for up to ten (10) days without pay per year in order to fulfil obligations related to the care, health or education of his child or his spouse’s child, or owing to the state of health of his spouse, his father, his mother, a brother, a sister or one of his grandparents.
Days thus used shall be deducted from the annual bank of sick leave or taken without pay, as the resident chooses.
This leave may be split into half-days, if the establishment agrees thereto.
The resident shall take the reasonable steps available to him to limit the taking and duration of leave provided for in this paragraph
You may thus benefit, for family reasons, from 10 days’ leave per year. This leave may be deducted from the annual sick-day bank in order to receive payment for the days used. If, however, you have no sick leave left or do not wish to use it, it is possible to take this leave without pay. Leave may be taken in half-days.
You do not need to obtain authorization from the medical faculty to take such leave. You must, however, notify the establishment as soon as possible.
In addition, since June 12, 2018, the Act respecting labour standards has stipulated that these leave days can also be taken “because of the state of health of a relative or a person for whom the employee acts as a caregiver, as attested by a professional working in the health and social services sector and governed by the Professional Code (chapter C-26).” Note that for the purposes of this Act, “relative” means “the child, father, mother, brother, sister and grandparents of the employee or the employee’s spouse, as well as those persons’ spouses, their children, and their children’s spouses. The following are also considered to be an employee’s relative for the purposes of those sections:
(1) a person having acted, or acting, as a foster family for the employee or the employee’s spouse;
(2) a child for whom the employee or the employee’s spouse has acted, or is acting, as a foster family;
(3) a tutor or curator of the employee or the employee’s spouse or a person under the tutorship or curatorship of the employee or the employee’s spouse;
(4) an incapable person having designated the employee or the employee’s spouse as mandatary; and
(5) any other person in respect of whom the employee is entitled to benefits under an Act for the assistance and care the employee provides owing to the person’s state of health.”
- serious illness of a child, spouse, mother or father;
- disappearance of a child;
- suicide of a child or spouse; and
- death of a child or spouse caused by or resulting from a criminal offence.