Who needs the 2018 British Columbia Employee Leaves Peel ‘N Post sticker?
British Columbia’s Employment Standards Amendment Act of 2018 (Bill 6) expanded employees’ pregnancy, parental and compassionate care leave rights and established two new leave entitlements. British Columbia employers with a current British Columbia All-On-One Labor Law Poster can use the 2018 British Columbia Employee Leaves Peel ‘N Post sticker to update their posters to reflect the new law’s benefits in one easy step.
What Information on the British Columbia Employee Leaves Notice Changed?
The Employee Leaves notice describes the expanded and new job-protected leave provisions of the Employment Standards Amendment Act. Changes include the following:
- Pregnancy Leave – Pregnancy leave may now be taken as early as 13 weeks before the child’s expected birth date.
- Parental Leave – Birth mothers may take up to 61 additional consecutive weeks of unpaid parental leave immediately after taking pregnancy leave. Non-birth parents and adoptive parents may take up to 62 consecutive weeks of unpaid parental leave.
- Compassionate care leave – An employee may take up to 27 weeks unpaid leave within a 52-week period to care for a gravely ill family member.
- Leave respecting disappearance of child – A parent whose child (under 19 year of age) has disappeared as a result of a crime is entitled to up to 52 weeks of unpaid leave.
- Leave respecting death of child – A parent whose child (under 19 year of age) has died is entitled to 104 weeks of unpaid leave.
Each leave is job-protected. An employer may not terminate an employee or change a condition of employment, without the employee’s written consent, because of pregnancy or the need to take leave.
What Else Should I Know About These Leaves?
Employment is considered continuous
If an employee is on any of these leaves, employment is considered continuous for the purposes of calculating annual vacation and termination entitlements, as well as for pension, medical or other plans of benefit to the employee. An employer must continue to make payments to any such plans unless the employee chooses not to continue with his or her share of the cost of a plan. The employee is entitled to all increases in wages and benefits that the employee would have received if not on leave.
Conditions of employment to remain the same during leave
An employer may not terminate an employee, or change a condition of employment, because of a leave without the employee’s written consent.
Return to work
When the leave ends, the employee must be returned to his or her former position or to a comparable position. It is the employer’s responsibility to contact the employee to make arrangements for the employee’s return to work.