Leave
Vacation Leave
Residents get four calendar weeks (20 regular working days) of paid vacation per academic year. Residents are encouraged to use their four weeks of vacation during the academic year for rest and restoration.
If you were unable to use all of your vacation days within the academic year, you may carry-over up two weeks vacation leave to the next academic year with the approval of your Program Director, or be paid out for unused vacation days.
Please note that residents must submit all vacation requests to the Program Director for approval or denial. Requests should not be denied unreasonably, but each request will be looked at on a case by case basis to determine if each specific request is feasible.
For residents who go on an unpaid leave of absence, please note that your vacation leave accumulation pauses while you are away, but you will continue where you left off when you return to work.
Please Note: Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
9.12 Prorating Number of Call Shifts
Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
13.1 Vacation Leave
13.1.1
Each Resident shall receive, during each year of Residency training, four (4) calendar weeks of paid annual vacation. This is equivalent to twenty (20) regular working days. Vacation leave is not required for activities which are considered normal aspects of a residency program such as teaching and college mandated education.
13.1.2
Vacation leave will be arranged such that any instance in which five (5) or more regular working days are taken consecutively, Residents will not be placed on duty the weekend directly before or after, and also, any weekend(s) which falls within the vacation period. Clinical duties will end at the end of the regular working day on Friday, no later than Friday midnight.
13.1.3
No individual rotation-specific vacation policy shall apply. In the case where rotations refuse a requested vacation period, the reason for refusal shall be shared with the resident and parent Program Director. If the reason is not deemed satisfactory by the parent Program Director, the Resident’s request shall be upheld. Any routine policy for refusal of vacation requests is deemed a violation of the collective bargaining agreement.
13.1.4
A Resident with an appointment period of less than one (1) year shall earn and receive vacation time at the rate of one and two-third (1 2/3) days per calendar month or major portion thereof.
13.1.5
A Resident shall receive regular pay in lieu of any vacation leave remaining at the end of an academic year if, for any reason, it was not possible to take the vacation leave within the academic year. Alternatively, if a consecutive appointment is being made, unused vacation leave to a maximum of two (2) weeks may be carried over to the following year with the approval of the Program Director.
13.1.6
Where practicable, vacation leave must be approved at least two (2) weeks ahead of the commencement date. Program Directors will not unreasonably deny vacation requests.
13.1.7
If a Resident becomes seriously ill, seriously injured, or hospitalized during a period of vacation leave, the Resident may apply to the Employer through the Office of Postgraduate Education to have the period of vacation leave replaced by sick leave. The Resident shall provide documentation to support the claim. If the request is approved, the period of vacation so displaced shall be reinstated for use as vacation and scheduled in the normal manner.
Sick Leave
Residents are granted 15 sick days at the beginning of PGY1. In your second and subsequent years of training, sick time will be earned and credited at the rate of one and one-quarter days per month of employment.
Sick days accumulate throughout your training. Unused sick leave from prior academic years will be carried over each following year.
Residents may use sick leave to attend their own medical appointments, to care for their children during illness, and to take their children to medical appointments.
Please Note: Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
Please speak with your Program Administrator to ensure you have the correct form, as each program may have different tracking methods for sick days.
A resident can take up to five consecutive sick days without notifying PGME of a leave. Under The Saskatchewan Employment Act, employers can only request a medical note if an employee has missed over five consecutive workdays or has had two or more non-consecutive absences within a 12 month period. However, no note can be aquired during a public health emergency.
PGME must be notified and the resident must provide a doctor's note for:
- any sick leave of six consecutive sick days or longer, OR
- any medical leave planned in advance (regardless of the length of the leave)
Upon qualification and receipt of Employment Insurance sickness benefits, the Employer will provide a top-up to 66 2/3% of pre-disability salary after exhaustion of sick hours. The maximum duration of the top-up shall be for ninety days or until the member is eligible for disability benefits, whichever is less time.
If you have any questions regarding documentation requirements, please contact Joanna Winichuk in the PGME office.
For more information, please review the PGME Leave of Absence Policy.
Employment Insurance Supplemental Benefit – Sick Benefit
Resident must use all currently available sick leave time (which is paid at 100%) before top-up pay will be issue.
Process for EI Sick Benefit
- Resident completes Leave Form for PGME to submit to Payroll
- Resident completes an online Service Canada EI Sickness Benefit Application
- The resident must obtain medical note in order to complete the application
- Once EI has been approved, the resident must send a screenshot of the approval to ConnectionPoint
- Usask will then top-up the resident’s pay to 66.66% on the next paycheque
- This will occur after the resident has used all of their sick leave days and until their long-term disability begins (on the 91st day of illness) if they enrolled in SMA’s Disability Insurance plan
- The resident’s program and PGME will let Payroll know when the resident returns
- The resident will not be put back onto 100% of their salary until Payroll has been informed
9.12 Prorating Number of Call Shifts
Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
13.2 Sick Leave
13.2.1
Residents shall, upon commencement of training/employment, be credited with fifteen (15) days sick leave. In the second (2nd) and subsequent consecutive year(s) of training/employment, sick leave shall be earned and credited at the rate of one and one-quarter (1 ¼) days per month of training/employment cumulative over the length of training/employment.
13.2.2
A Resident who is appointed for a term of less than one (1) year shall receive a pro-rata Sick Leave credit upon commencement based on the one and one-quarter (1 ¼) days per month of appointment.
13.2.3
Residents may use sick leave to attend their own medical appointments, to care for their children during illness, and to take their children to medical appointments.
13.2.4
A Resident shall provide evidence of such illness or disability as reasonably required by the Program Director. Residents shall notify the Program Director or the Program Director’s office when absent due to illness.
14.2 Employment Insurance Supplemental Benefit – Sick Benefit
Upon qualification and receipt of Employment Insurance sickness benefits, the Employer will provide a top-up to 66 2/3% of pre-disability salary after exhaustion of sick hours. The maximum duration of the top-up shall be for ninety (90) days or until the member is eligible for disability benefits, whichever is less time.
Compassionate Leave
In the case of death or serious illness where death is imminent of a resident doctor's:
- Spouse
- Common Law Partner
- Fiancé/Fiancée
- Child
- Sister
- Brother
- Grandparent
- Mother
- Mother-In-Law
- Father
- Father-In-Law
- Legal Guardian
- Legal Ward
The resident shall be granted up to three days leave with pay to attend to arrangements. An additional two days leave with pay may be granted by the Program Director for travel purposes.
Please Note: Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
9.12 Prorating Number of Call Shifts
Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
13.3 Compassionate Leave
Compassionate leave with pay shall be granted to a maximum of three (3) days to attend to arrangements upon the death or serious illness where death is imminent of a spouse, common law partner, fiancé/fiancée, father, mother, child, brother, sister, mother or father-in-law, grandparent, legal guardian, or legal ward. An additional two (2) days with pay may be granted by the Program Director for travel purposes. Compassionate leave for instances not listed above, will be at the discretion of the Program Director. Leaves will not be unreasonably denied.
Education Leave
Resident doctors are entitled to paid leave to attend educational events relevant to their academic program at their discretion, with their Program Director's and PGME Assistant Dean's approval. Residents have a minimum of 7 and a maximum of 12 educational leave days per academic year, inclusive of travel time. Resident doctors are expected to provide a report on their educational activity to their colleagues and Program Director.
Residents shall be entitled to paid leave to attend educational events (such as conferences, courses and modules) at their discretion, either in-person or online, which are relevant to their academic program, recommended by their Program Director and approved by the Associate Dean of Postgraduate Medical Education.
Only regular working days, defined as Monday to Friday, are days where education leave is required. Weekends (Saturdays and Sundays) do not require the use of an education day, rather the resident would just request not be put on call that weekend.
Example: Resident is attending a conference Thursday through Sunday = 2 education leave days.
Education leave days are not required for program-mandated training days. Program-mandated training is part of the regular paid work day, and no leave is required.
Education leave days are not considered days available for call and should be subtracted from the total number of days available for call when calculating call maximums.
Please Note: Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
9.12 Prorating Number of Call Shifts
Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
13.5 Education Leave
Residents shall be entitled to paid leave to attend educational events (such as conference, courses and modules) at their discretion, either in-person or online, which are relevant to their academic program, recommended by their Program Director and approved by the Associate Dean of Postgraduate Medical Education. The leave available shall be a minimum of seven (7) and a maximum of twelve (12) regular weekdays per academic year inclusive of travel time and shall not accumulate from year to year. Weekends do not require the use of education leave days, as they are not regular workdays. College mandated education or training is considered part of the residency program and therefore does not require the use of education leave.
Residents approved for Education Leave shall be expected to provide a report on their educational activity to their colleagues and Program Director.
Examination Leave
Resident doctors receive paid leave as described below when taking the following four exams:
- Medical Council of Canada Exams
- Surgical Foundations Exam
- College of Family Physicians of Canada certification
- Royal College of Canada certification
Note: Permission for leave for other certification exams not listed here will be at the discretion of the Program Director.
Exams in another city = 4 to 5 days of exam leave:
- Day 1: the day prior to outbound travel
- Day 2: the day of outbound travel
- Day 3-4: the day(s) to sit the exam
- Day 4/5: the day of return travel
Exams taken locally = 2 to 3 days of exam leave:
- Day 1: the day prior to the exam
- Day 2-3: the day(s) to sit the exam
Examination leave days are not days available for call and should be subtracted from the total days available for call in the rotation. Additionally, resident doctors sitting written and/or oral examination components of the Royal College Subspecialty Exam or the College of Family Physician Exam are exempt from call for the three weeks prior to the exam. The remainder of the rotation will not incur additional call as a result.
Please Note: Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
9.12 Prorating Number of Call Shifts
Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
13.6 Examination Leave
A Resident shall receive paid leave to sit the following examinations:
- Medical Council of Canada Exams
- Surgical Foundations Exam
- College of Family Physicians of Canada certification
- Royal College of Canada certification
The period of paid leave shall comprise the following: the day prior to outbound travel, the day of outbound travel, one (1) or two (2) days as required to attend the actual examination, and one (1) day for return travel. When travel is not required, the period of paid leave shall comprise of the day prior to the exam, and one (1) or two (2) days as required to attend the actual examination.
Leave of absence for any other certification examinations will be granted at the discretion of the Program Director and consistent with the above considerations as to duration.
Residents will not be scheduled on call three (3) weeks prior to each of their written and oral components of their Royal College Subspecialty Exam or College of Family Physician Exam. The remaining week of the twenty-eight (28) day rotation will not incur additional on call as a result.
Maternity, Parental, Adoption Leave
There are a number of steps to take when planning for maternity or parental leave. Here is a checklist, with appropriate links:
- Begin your Government of Canada Employment Insurance application.
- Fill in the PGME Leave of Absence Request Form, and discuss your plan with your Program Director.
- Contact your Program Administrator to complete a number of other administrative forms.
- Consult the PGME Leave of Absence from Residency Training policy for additional information.
The leave period is separated into maternity, standard parental leave and/or extended parental leave, as follows:
Week 1-21: Maternity leave to be taken by the mother. Mother receives EI, which is 55% of salary to maximum of $65,700 at $695 per week maximum. If the birth mother is an RDoS member, she is eligible for a top up of 95% of her regular U of S salary.
Weeks 17-52: This leave can be taken entirely by either parent, or it can be split between both (and they would receive EI benefits accordingly). The weekly benefit rate is 55% of the claimant’s average weekly insurable earnings up to a maximum amount of $695 (2025 rates). There is no University of Saskatchewan salary top up for either parent during this period.
Weeks 17-78: This leave can be taken entirely by either parent, or it can be split between both (and they would receive EI benefits accordingly). The weekly benefit rate is 33% of the claimant’s average weekly insurable earnings up to a maximum amount of $417. There is no University of Saskatchewan salary top up for either parent during this period.
This leave can be taken by a parent who declares in writing to be the adoptive parent of an adopted child.
As per the Act, the member is required to apply for this leave at least four weeks prior to the date the member begins to care for the child. If the member cannot give four weeks’ notice, the Employer will accept as much notice as is given to the adoptive parents by SaskatchewanSocial Services or the adoption agency.
The leave must commence on the care date, or at any time during the thirteen week period priorto the estimated care date, and shall be of uninterrupted duration.
You can arrange for continuation of your health/dental benefits and life insurance/disability insurance during your leave, provided that you pay the premiums. Your Program Administrative Assistant will have the appropriate paperwork for you to complete.
In some circumstances, you may apply to have your duties amended during your pregnancy, if recommended by your doctor. Please contact your Program Director or Administrator for more information.
All of your call (regardless of time of day) and night shifts (including those that are not call: night float, ER shifts, etc.) will cease at 28 weeks of gestation, unless you choose to continue those duties and provide a medical note from your treating physician that it is safe to do so.
Please Note: Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
9.12 Prorating Number of Call Shifts
Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
13.4 Maternity Leave, Parental Leave and Adoption Leave
13.4.1 Maternity Leave
A pregnant resident is entitled to Maternity leave. Maternity leave shall be provided pursuant to The Saskatchewan Employment Act. Written application for Maternity leave must be submitted to the Resident’s Program Director as soon as reasonably possible, but in any event not less than four (4) weeks prior to the planned start date of such leave.
If the condition of a pregnant Resident so justifies, that Resident shall, upon submission of a medical certificate signed by a medical doctor have duties amended to meet the medical requirements. On call and night shifts will cease at twenty-seven (27) weeks of gestation unless the employee provides a medical note allowing them to continue with those duties. The inability to do call shall not be used to justify a demand that the employee cease work.
13.4.2 Supplementary Employment Insurance Benefit
Residents granted Maternity Leave will receive a supplemental benefit of ninety-five percent (95%) (inclusive of Employment Insurance) of their regular salary (based on pre-leave earnings) for a period of up to twenty-one (21) weeks (including the one (1) week waiting period.)
It is agreed that in such circumstances, the Resident’s total earnings (all sources) cannot exceed 95% of pre- maternity earnings. Regular weekly earnings for purposes of administration of this clause will be determined by dividing the Resident’s annual pay rate in effect on the last day worked prior to commencement of the leave by 52.14. The Employer’s obligation for payment of this supplement shall not extend beyond the period of the contracted appointment if the Resident has completed her requirements as set out by the relevant accrediting body.
13.4.3 Continuity of Employment Benefits
Accumulated sick and vacation leave as of the date Maternity/Parental leave commences shall be retained but will only accumulate during the paid portion of the leave (21 weeks) and not accumulate during the remainder period of Maternity/Parental leave.
Group Life and Long Term Disability insurance shall be continued as was the case prior to this leave subject to any conditions set by the underwriters.
Dental, Extended Health Insurance, and optional Life and Disability Insurances, may be maintained provided the Resident pays all required premiums during the unpaid portion of this leave. The University will notify Residents of the options and costs of continuing benefits during a Maternity/Parental leave.
13.4.4 Adoption Leave
A member who declares in writing to be the adoptive parent of an adopted child is entitled to adoption leave. The length and timing of the leave shall be consistent with the provisions in The Saskatchewan Employment Act.
As per the Act, the member is required to apply for this leave at least four (4) weeks prior to the date the member begins to care for the child (“care date”). If the member cannot give four (4) weeks’ notice, the Employer will accept as much notice as is given to the adoptive parents by Saskatchewan Social Services or the adoption agency.
The leave must commence on the care date, or at any time during the thirteen (13) week period prior to the estimated care date, and shall be of uninterrupted duration.
13.4.5 Parental Leave for Maternity or Adoption
A member who qualified for maternity or adoption leave is also entitled to parental leave without pay. The length and timing of the leave shall be consistent with the provisions The Saskatchewan Employment Act. The parental leave is in conjunction with the maternity or adoption leave and must be taken in one continuous period.
13.4.6 Parental Leave for Those Not Qualifying for Maternity or Adoption Leave
Residents who do not qualify for maternity or adoptive leave, and are as such the non-birthing parent of a newly born or adopted child, are entitled to parental leave without pay as pursuant to The Saskatchewan Employment Act. As per The Act the Resident is required to apply for this leave at least four (4) weeks prior to the commencement of the leave or as soon as possible in extenuating circumstances.
The Employer will provide five (5) consecutive paid workdays of parental leave for the non-birthing parent to be taken within thirty (30) days of the date of birth or adoption.
Personal Leave
Resident doctors may request up to two days each academic year to attend to personal matters. The leave can be either scheduled ahead or used in urgent situations. In non-emergent situations, the leave is subject to approval by the Program Director. If the requested day is not feasible, the Program Director and resident will work together to find another day that is suitable.
Please Note: Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
9.12 Prorating Number of Call Shifts
Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
13.7 Family or Personal Leave
Upon request a resident may be granted leave with pay for up to two (2) days in any academic year. This leave is intended for situations that need to be attended to but may or may not normally be scheduled in advance. In emergent situations, the Resident will inform their supervisor as soon as possible regarding the need to take such a leave. In non-emergent situations, the Resident shall consult in advance with their Program Director. Requests may be denied for operational reasons.
Violence Leave
If a resident doctor or their dependents experience interpersonal or sexual violence, they are entitled for five paid days of leave, plus five days of unpaid leave.
Please Note: Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
9.12 Prorating Number of Call Shifts
Vacation time, sick leave and leave of absence for any purpose shall not be regarded as time available for on-call duty periods; rather, the number of duty periods shall be pro-rated to the number of days actually worked.
13.8 Interpersonal Violence and Sexual Violence Leave
A Resident shall be eligible for ten (10) days of leave if the Resident, their child, or a person for whom the Resident is a caregiver, experiences interpersonal or sexual violence as defined in the Saskatchewan Employment Act. A Resident may take five (5) days of paid leave and the balance as unpaid leave.
