Vacation entitlements for each staffing group are detailed in the links below. Employees in their first year of service will find their pro-rated vacation entitlement in their employment offer letter. Written permission must be obtained from the employee's immediate supervisor for any requested vacation. Employees are advised to obtain this approval prior to confirming vacation arrangements.
For additional information, please select one of the following respective categories.
Academic
Support Staff
Administrative Terms and Conditions
Statutory Holiday Listing
Click here for a complete listing of the statutory holiday closures and a listing of the Christian and non-Christian holidays.
Observance of Religious Holidays
Durham College is an equal opportunity employer. We embrace staff of all cultures and creeds, recognizing that diversity enriches the working and learning environment. Durham College follows a practice to ensure that no staff member must endure financial hardship in order to observe his or her religious holy days. For more information regarding this practice please contact Human Resources or speak to your direct supervisor.
Professional Development Leave
Professional development leave, at a reduced salary, may be granted to full-time Faculty and Administrative employees with more than six years of seniority . Each year Durham College requests applications/proposals for professional development leaves to be submitted in writing and are subject to the condition that the employee returns to the college upon completion of the leave.
For more details refer to Article 20 of the Academic Collective Agreement and section 6.7 in the Term of Conditions of Employment for Administrative staff.
Secondments
Occasionally an opportunity for Durham College staff members to work in industry, government, or public service is available through secondment. These arrangements for professional development are encouraged as beneficial for all parties. The college commits to being flexible and supportive, to the full extent of financial capacity, in negotiating secondment agreements with outside organizations. In the case where employees are on a Leave of Absence to an outside employer, the employee's benefits and salary are paid by the outside employer. Occasionally staff members may be seconded to another department.
Absences from Work
All employees are required to inform their superior/designate prior to the beginning of the work day if they are unable to report for work. Following three consecutive days of absence due to illness Human Resources requires the employee to submit a doctor's note. Should the illness extend beyond ten days your attending physician will be required to complete a physician's statement provided by the college.
Short-Term Disability
Following the receipt of the necessary supporting documents for the continuation of your sick leave you are entitled to a maximum of 130 sick days. During this sick leave period your salary may be adjusted according to the number of sick days you are entitled to.
Please refer to your appropriate collective agreement or terms and conditions of employment for further information.
Long-Term Disability
Should your illness continue beyond your entitled 130 days under the short-term disability plan you will then be required to apply to Sun Life for long-term disability coverage. For more information on your long term disability coverage please refer to your appropriate benefit booklet.
Leave of Absence
Requests for leave of absence should be submitted to the immediate supervisor and will be considered in accordance with the appropriate collective agreement or terms and conditions. Supervisors should review all leave requests with Human Resources prior to approving/denying.
Pregnancy/Parental Leave
Pregnancy leave will be granted to pregnant employees who have completed at least (13) weeks of employment with the college, immediately preceding the estimated date of delivery. An employee on pregnancy leave or the parent of a newborn or adopted child may take thirty-five (35) weeks parental leave of absence. Full-time employees who qualify will receive a top-up of their employment insurance benefits to 93% of wages.
Please contact Human Resources for further information regarding these leaves.