Gender Affirmation Leave

57.5Gender Affirmation Leave

a. A Continuing or Fixed-term employee is entitled to twenty (20) days’ paid leave per annum (non-cumulative) for the purpose of affirming their gender. 

b. Gender affirmation leave may be used for the purpose of attending medical appointments, recovering from medical procedures, attending to any legal matters, or any other activity related to an employee’s gender affirmation. 

c. The University may require the employee to provide evidence that would satisfy a reasonable personAn employee may be required to provide such evidence as would satisfy the University that the leave is being used for the purpose intended by this clause. Such evidence may be a medical certificate from a treating practitioner, a letter from a legal practitioner, or a statutory declaration. 

d. This leave is provided in addition to any other leave that may be available to the employee. If an employee has used all of their paid gender affirmation leave the employee may apply to the Chief Human Resources Officer for further unpaid leave in accordance with clause X (Special Leave). Such leave will not be unreasonably refused. 

e. The University will take all reasonable measures to ensure that any personal information provided by an employee relating to the employee’s accessing of gender affirmation leave is kept confidential.

a. Gender affirmation leave:

(i) may be taken in periods of less than one day;

(ii) is non-cumulative;

(iii) will not accrue from year to year; and

(iv) will not be paid out on termination.