General Leaves

The following applies to employees employed with 3twenty Modular for more than thirteen (13) weeks.  

Application for General Leaves 

Notice 

Employees wishing to take leave should provide 3twenty with at least four (4) weeks’ written notice and longer where possible. Employees must submit the leave request form, which can be found in Collage or linked here. The request for leave must state the following:  

• The type of leave being requested.  

• The date the employee intends to start their leave.  

• The date the employee intends to return to work.  

• If an employee is taking maternity leave, a medical certificate from a doctor or nurse practitioner must be provided with the written notice. The medical certificate must confirm the pregnancy, the estimated date of birth, and the estimated return-to-work date.  

• If an employee is taking an adoption leave, the written notice should include the date the child is expected to come into the employee’s care. If this date is not known, the notice should consist of whatever notice has been provided by Social Services, the adoption agency, or the birth parent.  

Exceptions to the four (4) weeks’ notice requirement can be made when the date of departure is not and cannot reasonably be known.  

Employees taking a leave scheduled for over sixty (60) days must provide the People Strategy Lead with at least four weeks’ written notice before returning to work. The notice must be given before the leave expires. 3twenty is not required to return the employee until the notice is received.  

Continuation of Benefits  

An employee going on leave, when eligible, can arrange to continue benefits with the People Strategy Lead. During any paid or unpaid leave, an employee must continue to pay their portion of benefits premiums to continue benefits coverage. 3twenty’s cost of benefits coverage during any paid and family leave (maternity, adoption, and parental) will be paid by 3twenty, subject to any restrictions imposed by legislation or the benefit plan. 3twenty’s cost of benefits coverage during any unpaid leave will be paid by the employee, unless otherwise stated.   

Depending on the type and duration of the leave, employees may only be eligible to continue benefits as per the maximums listed below. This is subject to change in accordance with the plan’s policy.  

• Weekly Indemnity and Long-Term Disability coverage can be continued for one month from the end of the month in which employment was interrupted. 

• All other coverages can be continued up to six months from the end of the month in which employment was interrupted. 

The following payment options are available to employees who wish to continue benefits:  

• Pre-Payment on Last Paycheque – 3twenty will withdraw the total premiums amount for the anticipated duration of your leave from your final paycheque.  

• Pre-Authorized Debit (PAD) Agreement – You will sign a pre-authorized debit (PAD) agreement, which can be found in Collage or linked here. This authorizes 3twenty to withdraw specific amounts from your bank account for benefits premiums. The withdrawal will be scheduled for the first day of each month. If a scheduled withdrawal is unsuccessful, 3twenty reserves the right to terminate your benefits coverage immediately. 

Continuation of Retirement Savings Contributions   

Employees may continue contributing to their Registered Retirement Savings Plan (RRSP) during any approved leave by making contributions through the online portal. However, during unpaid leaves, 3twenty will not provide matching contributions towards the employee’s RRSP. 

Unpaid Leaves

Maternity Leave

Maternity Leave is available for the biological mother of a newborn infant. Pregnant employees are entitled to nineteen (19) weeks of unpaid maternity leave. The leave may commence thirteen (13) weeks before the infant’s estimated date of birth and shall be uninterrupted.

Loss of Pregnancy

An employee who experiences a loss of pregnancy up to 20 weeks before the estimated date of birth is entitled to take up to 19 weeks of leave.

Adoption Leave

The primary caregiver of an adopted child is entitled to nineteen (19) weeks of adoption leave. Adoption Leave starts the day the child becomes available for adoption or is placed in the employee’s care.

Parental Leave

Parental Leave is available for employees who are parents of a newborn or newly adopted child. It can be taken following maternity or adoption leave or separately.

The parent who took maternity or adoption leave is eligible for up to fifty-nine (59) weeks of parental leave. The parental leave must be taken consecutively with the maternity or adoption leave.

Parents who did not take maternity or adoption leave are eligible for up to seventy-one (71) weeks. In that case, parental leave must be taken between thirteen (13) weeks before the estimated date of birth and eighty-six (86) weeks after the actual date of birth or when the child comes into the employee’s care.

After the birth of a child, please ensure to connect with the People Strategy Lead to add them to your benefits within 30 days after the birth.

Education Leave

Educational leave is unpaid and subject to Operations Manager approval. Employees must submit requests in advance, following the process outlined above. If the education leave is not unduly disruptive to 3twenty, it will be granted.

Bereavement Leave

The Saskatchewan Employment Act entitles employees to 5 unpaid working days when a member of their immediate family passes away. The leave must be taken within six months of the death.

We recognize that experiencing a loss is a tragic and personal event that impacts everyone differently. If you require additional support during this difficult time, please talk to your supervisor or our People Strategy Lead.

Other Leaves

The Saskatchewan Employment Act entitles employees to leave for family reasons, medical reasons, services, interpersonal violence, and public health emergencies. Please refer to the Saskatchewan Employment Act for more information about these leaves and contact our People Strategy Lead if required.

Employment Insurance Benefits

Employment insurance (EI) benefits may be available for employees on an unpaid leave of absence. Before going on leave, please visit the Service Canada website for information on eligibility and how to apply. Employees are responsible for submitting their application for EI benefits as soon as possible after they stop working.

As your employer, 3twenty is responsible for issuing a record of employment (ROE) when an employee experiences an interruption in earnings. The ROE will be issued within 5 days after the final pay period. Once the ROE is issued, employees can view it through their My Service Canada Account. You do not need to wait for the ROE to be issued to apply for EI benefits.