Flexible Work Options at McGill

FWA

What: Flexible Work Arrangements (FWA) is a program intended to contribute to the development of a flexible work culture in support of employee well-being.

Who: Eligible administrative and support staff may submit a request to participate. See guidelines for details.

Why: The positive work from home experience reported by many staff during the pandemic has prompted the University to explore more deeply new models of work, including hybrid work arrangements for the longer term. The Flexible Work Arrangement is an evolving program designed to give eligible administrative and support staff more flexibility. 

How: Consult the Guidelines and program details.

TAWA

Temporary Alternate Work Arrangements (TAWAs) and Temporary Alternate Work Arrangements – Phased Retirement (TAWA-PRs) Guidelines

Temporary Alternate Work Arrangements (TAWAs) and Temporary Alternate Work Arrangements – Phased Retirement (TAWA-PRs) are intended to offer flexibility to meet departmental and employee needs. They may be granted to:

• Service Employees Union Local 800 (SEU)

• Unionized administrative and support staff (MUNACA)
• Management and staff excluded from the MUNACA​ bargaining unit (MPEX)

Temporary Alternate Work Arrangements (TAWAs) are agreements with individual employees that offer flexibility by temporarily reducing weekly hours worked.

1. TAWAs are temporary in nature. The standard reference period is for one year; however the duration can be longer or shorter, as agreed between the supervisor and the employee.

2. Any renewal to an agreement of a TAWA must be requested through email to your HR Advisor and direct supervisor.

3. Any modification to an agreement of a TAWA must be requested through email to your HR Advisor and direct supervisor.

4. All requests are subject to approval by the HR Advisor and direct supervisor.
5. The Dean, Director, or Executive Director have final approval.

Temporary Alternate Work Arrangements – Phased Retirement (TAWA-PRs) are agreements with individual employees that offer flexibility by progressively reducing weekly hours worked until full retirement. When feasible, this progressive approach can facilitate a smooth transition for both the retiring employee and the team, providing opportunities for knowledge transfer and cross-training.

1. TAWA-PR support a progressive retirement with an agreed upon retirement date. The incumbent would follow a predetermined progressive work schedule reduction (e.g. four [4] days per week, three [3] days per week, two [2] days per week, etc.)

2. Once in progress, any modification to the TAWA-PR agreement requires approval by the HR Advisor and direct supervisor.
3. All requests are subject to approval by the HR Advisor and direct supervisor.

4. The Dean, Director, or Executive Director have final approval. 

The impacts of a TAWA and TAWA-PR on benefits are: 

Coverage:  There will be a reduction in coverage amounts as they will be based on the new salary. The affected plans include: Short-term disability, Long-term disability, Basic Life Insurance, Pension Plan (if less than 65 years of age), Québec Pension Plan (QPP), Employment Insurance (EI), Maternity Leave and the Québec Parental Insurance Plan, Occupational Health (CNESST). You may also benefit from “Early Benefit” under the McGill University Pension Plan (MUPP) if you are above age 55.

Post-retirement benefits: Pre-retirement life insurance coverage reduces to ½ x salary to a maximum of $50,000 until age 65. This amount will further reduce to a maximum of $30,000 at age 65. Consequently, the reduced life insurance amount during the TAWA may impact the amount the employee is eligible for at retirement. 

For any question regarding Pensions and/or Benefits please send an email to one of the following addresses:

pensions.hr [at] mcgill.ca

benefits.hr [at] mcgill.ca

For other questions, feel free to contact your local HR representative.

To access the TAWA/TAWA-PR request form, please click here.

Family Days

Following a successful pilot project, MPEX (Management, Professional and Excluded) and MUNACA employees may continue to use up to 3 of their 9 paid sick days each year to care for certain sick relatives, even when the employees themselves are not ill.

Read the FAQs for details.

Deferred Salary Leave

A deferred leave allows an employee to have their salary spread out over given period of time, in order to benefit from a deferred salary leave period. It includes an initial contribution period by the employee followed by a leave.

For more about eligibility and procedure:

• MUNACA employees can consult Article 34 of the Collective Agreement. 
• Regular non-academic staff, hired without term, can consult the Deferred Salary Leave policy.

For further questions, feel free to contact your local HR representative.

Part-time Extended Parental Leave

An employee who returns to work before the maximum two-year duration of an extended parental leave may request a part-time extended parental leave for their return.

The employee has the right to have up to 2.5 days per week and must work a minimum of 14 hours per week.

For more about eligibility and procedure:

• MUNACA employees can consult Article 31.37 of the Collective Agreement.
• Regular non-unionized non-academic staff can consult Article 7.1.5 of the Extended Parental Leave section of the Parental Leaves policy.

For further questions, feel free to contact your local HR representative.

Unpaid Leave of Absence

In cases not provided for by other leave policies, an employee who, for a valid reason, wishes to obtain an unpaid leave of absence should submit a written request for approval to the Dean or Senior Administrative Head in their area. The University will not refuse such a leave without valid grounds.

For more about eligibility and procedure:

• MUNACA employees can consult Article 33 of the Collective Agreement.
• Non-unionized non-academic staff can consult the Unpaid leave of absence policy.

For further questions, feel free to contact your local HR representative.