5.6.3

5.6.3 Does your university as a body have a maternity and paternity policies that support women’s participation?


 Policy Title: 		5.d Leave Policy (LP)
Policy Number: FS-PO-5D Date Created: 12-08-2008
Responsible: Director of Human Resource & Admin Approved by: Board of Trustees

Purpose

The purpose of this policy is to define guidelines for annual leave and other leaves for the full-time employees of CUD.

Scope

This policy applies to all full-time employees of CUD.

Policy Statement

Leave Entitlements

  • National and Public Holidays
    • The University observes public holidays as determined by the Government and all employees scheduled to work on these days will be given the entitled day(s) off.
    • This may be subject to change as per academic calendar and public holidays announced.
  • Annual Vacation Leave
    • Faculty is entitled to annual leave as per the approved Academic calendar for the academic year. 
    • Human Resource Department will have the authority to hold the salary payments for leave if the necessary course file and administrative duties are not completed before leave, confirmation will be provided by the Dean/ head of the department.
    • Dean/department heads must ensure that the Faculty/Department’s operations will not be interrupted throughout the year. Suitable arrangements for cover must be made, at NO EXPENSE to the University in terms of external part timers to cover this. 
    • If the employee does not resume duty for a period of 7 working days from the last day of leave as per the academic calendar without providing satisfactory written explanation to his or her immediate supervisor, his/her salary will be stopped with effect from the date he was supposed to resume duty. It will be considered that the employee has absconded duty and hence will be terminated. His/her case shall be referred to the Director Human Resources for appropriate action.  Immediate Supervisors and dean/department heads must report any late returns from vacation to the Human Resources department.
    • An employee’s service may not be terminated during his vacation. Similarly, an employee may not leave University’s service immediately after his return from vacation without giving the required written notice.
  • Sick Leave
    • Employees are entitled to sick leave with full pay for 15 working days and half pay for 30 working days during each contract year. Any sick leave thereafter will be unpaid. The Employer can require the employee to produce a medical certificate or be examined by a physician appointed by the employer if the absence exceeds 3 consecutive days. During probationary period the employee is not eligible for paid sick leave. All sick leave related to COVID-19 will be treated in accordance with the MOE and DHA Guidelines and Directives
    • Should an employee feel unable to attend work due to sickness he/she should report this to his/her line manager as close to the start of work duty as possible.   In the event of the employee member being too incapacitated to call, another person should do so on his/her behalf.
    • When the absence extends beyond one day, the employee must keep his/her line manager informed of progress at least every three days (for absence of less than two weeks) or every week (for absence of two weeks or more).
    • Failure to report sickness absence (without good reason) could result in disciplinary action.
    • If an employee does not recover from his/her sickness, he/she may be terminated due to unfitness of health.
  • Special leaves
    • Normal leave application procedure will apply for each category of special leave.
  • Compassionate Leave
    • Employees are entitled to a maximum of five (5) calendar days (if within the UAE) and seven (7) calendar days (if overseas travel is involved) special/compassionate leave per annum. These days are for circumstances of death or critical illness involving immediate relatives and may be granted at the sole discretion of the University.
    • Employees will receive full pay for the duration of their authorized Compassionate Leave.
  • Unpaid Leave
    • It is not the usual practice of the University to grant unpaid leave. Requests for unpaid leave will be granted in exceptional cases. Approval and adequate cover should be arranged before approvals can be sought from the Line manager and the HR Director.
    • Unpaid leave is calculated by the number of calendar days taken, and requires the recommendation of the Dean/ Department Head and approval of the Director HR.
    • For salary deduction, No. of days of unpaid leave will be calculated using the formula for calendar days i.e. 264 working days per year.
    • The employee shall not accrue vacation leave and end of service benefit for the duration of the unpaid leave.
    • Leave without pay will not be granted if the employee has an unused annual vacation credit.
  • Marriage Leave

Employees who have completed a minimum of six (6) month’s service are entitled to three consecutive day’s holiday for celebrating his/her marriage. This leave will be given only one time during his tenure of an employee.

  • Maternity Leave
    • Maternity leave entitlement for female employees is for 45 calendar days at full salary for each new born child.
    • Any periods of absence due to illness before and after maternity leave confinement will be considered as periods of sick leave.
    • Other maternity privileges shall be applicable as per the UAE legislation.
  • Paternity Leave

Paternity leave entitlement for male employees is for 3 days at full salary for each new born child per anniversary year.

  • Haj Leave
    • Employees shall after completing 1 year of service be eligible for special leave for the purpose of fulfilling the Pilgrimage of Hajj up to a period of 30 calendar days. Employees will be eligible for Pilgrimage of Hajj leave once during the course of his period of service in the CUD.
    • Of the 30 days, 15 days are at full pay and remaining unpaid.
    • Such leave shall not be counted toward any other periods of leave.
  • Study Leave
    • The University will provide an employee studying for exams with the equivalent of 2 to 5 day’s paid study leave per examination, up to a maximum of 10 days per academic year.
    • This will only be granted if the study is in line with employee’s area of work and authorized by his/her Dean/ Department Head, then approved by the Vice President of Academic Affairs and lieu with the professional development policy.
    • Should it be agreed that more than 10 days will be required then the employee will use his/her own leave to make up the excess.
    • Please refer to professional development policy outlined on e-portal.
  • Conference Leave
    • Employees must submit conference leave requests in the system.
    • Conference leave should be approved by the head of the Department and the VPAA.
    • Any request over 10 working days will be routed to HR for confirmation of applicability.

Procedure for Reporting Absence of Instructor (Within 24 hours)

Semester Breaks

  • The University observes 2 semester beaks, Winter break and Spring break, and applicable dates will be announced in the Academic calendar.
  • During semester breaks school/department heads shall ensure optimum level of staffing.

Handover

  • All employees going on leave should do a formal mandatory handover before departing. Failure to do a proper handover may lead to disciplinary action.
  • Managers must monitor and ensure compliance of their subordinates to the handover requirements. 
  • School Dean/department heads must ensure that the operational needs of the school/department are met through appropriate staffing during leave periods.
  • Employees on Emergency leave or Sick leave should do a handover per email at least and ensure that all needed handover are completed through a third party as required.
  • The following is a non-exhaustive checklist of handover requirements. 
    • Email: You should set an out of office message indicating your return date, who should be contacted in your absence.
    • Telephone: You should set an out of office message indicating your return date, who should be contacted in your absence.
    • You should also inform your line manager of emergency contact details for yourself while on leave.
    • Handover report to your line manager indicating the person who will be handling your responsibilities, current work in progress as well as items that need to be followed up. The person specified to be taking over responsibilities in the auto-reply email or voicemail shall match the person(s) who signed off on accepting the handover tasks on the “Leave request form”.
    • Shared Drives: All relevant data on shared drives must be moved to an appropriately secure network folder which is accessible by your line manager. 
    • All keys / access cards.
    • University assets or equipment.
    • System, file or device passwords passed on (but you must not share your University account password).
    • University credit cards returned and cleared.
    • Have appropriate arrangements been made for the continuation of research projects and/or the supervision of students.

Canadian University Maternity and Paternity Policy

The University recognizes that the maternity and paternity policy is only one step towards protecting the careers of faculty members who have family obligations. Any approved time off or flexible time is not meant to be used to advance a faculty member’s professional, academic or research activities. This benefit is available to all full‐time faculty appointments with a contract of two or more years duration and with at least one academic year of contiguous employment at the university before the delivery date and must be taken at the time of delivery or adoption of a new baby. For the University to effectively plan, a faculty member who is pregnant or whose wife is pregnant must inform her/his Head of Department/Provost/director of Human Resources by the end of the third month of the pregnancy for the necessary discussions and arrangements on either a reduction in teaching load, temporary absence, or replacement with another full time or temporary/adjunct lecturer, etc. to be made.

Maternity Leave

  • Maternity leave entitlement for female employeesis for 45 calendar days at full salary for each new born child.
  • Any periods of absence due to illness before and after maternity leave confinement will be considered as periods of sick leave.
  • Other maternity privileges shall be applicable as per the UAE legislation Paternity Leave.
  • Paternity leave entitlement for male employees is for 3 days at full salary for each new born child per anniversary year.

Provisions of maternity leave

A working woman is entitled to a maternity leave of 45 day’s including the time before and after delivery. If the woman has completed one year of continuous employment for the same employer, she is entitled to full pay during maternity leave; otherwise, she is entitled to half pay.

In addition, after delivery, the woman is entitled to two additional breaks each day, with each break not exceeding half an hour for nursing her child. The woman is entitled to such breaks for 18 months following the date of delivery and is entitled to full pay.