FAQ – Unpaid Leave Impacts

What happens when an employee required to perform their work on campus is non-compliant with Fleming College’s COVID-19 Vaccination Requirement Policy #1-113 and does not have an approved Human Rights accommodation?

The employee will be placed on an unpaid leave until such time as compliance is attained.

 What happens when an employee is placed on an unpaid leave as a result of non-compliance with the Policy?

In addition to suspension of salary payments, there are impacts on vacation accrual, benefits coverage, pensionable service, accrual of seniority for unionized employees, and tuition support including dependent tuition.  The nature and timing of these impacts varies between employee groups depending on collective agreement provisions.  The links below outline impacts for the different groups.

Academic Bargaining Unit

Support Staff Bargaining Unit 

Part-time Support Staff Bargaining Unit

Administrators

 What happens if an employee on an unpaid leave receives their first vaccination after September 7, 2021?

The employee becomes eligible to return to work, on campus, with specific conditions – for example, rapid antigen testing prior to entering campus – as well as all normal masking, physical distancing, and safe work provisions.  In the event the employee does not receive their second vaccination within a six-week period, they will again be placed on unpaid leave.

In some instances, depending on the timing of the employee receiving their first vaccination, the College may have backfilled the position.  If the position is student-facing, the College will make every effort to ensure continuity and excellence of student experience.  In some cases, the return to campus work for an employee who can be vaccinated by September 7th and chooses not to be, will be delayed.  Where such employee becomes vaccinated at a later date, and their scheduled on-campus work is not available to them, the College will make every reasonable effort to provide them with remote work on an interim basis.  In the event the employee does not receive their second vaccination within a six-week period, they will again be placed on unpaid leave.

What happens if an employee who can be vaccinated and chooses not to be, has a hybrid work schedule – can they perform their remote work even if not allowed on campus?

Employees who can be vaccinated and choose not to be, will be placed on unpaid leave.

 What government benefits are available for employees who can be vaccinated and choose not to be when they are placed on unpaid leave?

Information on benefits, if available, can be found on the Government of Canada and/or Government of Ontario websites.

 Will a Record of Employment (ROE) be issued for staff on an unpaid leave?

ROE’s will be issued as required by legislation.  Should an earlier ROE be required, the employee will need to submit their request to payroll@flemingcollege.ca.

Can employees who can be vaccinated and choose not to be, attend campus if they participate in rapid antigen testing?

All students, employees, contractors, and visitors are only allowed on campus or at other Fleming work sites if they are compliant with the COVID-19 Vaccination Requirement Policy #1-113, which would include an approved Human Rights accommodation for students and employees.  Rapid antigen testing is not an option for those remaining unvaccinated without an approved exemption.