Government of Saskatchewan ministries, Crown corporations and organizations are implementing contingency plans to minimize the impacts of postal service disruption.
Les ministères, sociétés d’État et organismes du gouvernement de la Saskatchewan mettent en œuvre des plans d’urgence visant à réduire les répercussions de l’interruption du service des postes.
Google Translate Disclaimer
A number of pages on the Government of Saskatchewan's website have been professionally translated in French. These translations are identified by a yellow box in the right or left rail that resembles the link below. The home page for French-language content on this site can be found at:
Where an official translation is not available, Google™ Translate can be used. Google™ Translate is a free online language translation service that can translate text and web pages into different languages. Translations are made available to increase access to Government of Saskatchewan content for populations whose first language is not English.
Software-based translations do not approach the fluency of a native speaker or possess the skill of a professional translator. The translation should not be considered exact, and may include incorrect or offensive language. The Government of Saskatchewan does not warrant the accuracy, reliability or timeliness of any information translated by this system. Some files or items cannot be translated, including graphs, photos and other file formats such as portable document formats (PDFs).
Any person or entities that rely on information obtained from the system does so at his or her own risk. Government of Saskatchewan is not responsible for any damage or issues that may possibly result from using translated website content. If you have any questions about Google™ Translate, please visit: Google™ Translate FAQs.
This includes Reserve Force, Nomination/Election and Candidate/Public Office, and Citizenship Ceremony leaves.
To view a summary of these leaves, please review the Employment Leaves Quick Reference - Service.
Reserve force service leave is an unpaid, job-protected leave for the required period of service.
Employees with more than 13 consecutive weeks of service with the employer, who are military reservists and are deployed to an international operation or an operation within Canada, that is or will be providing assistance in dealing with an emergency or its aftermath, training, and regular deployment, are eligible for reserve force service leave.
Upon returning, an employee is entitled to return to the same job if the employment leave is for 60 days or less. If the leave is longer than 60 days, the employee can be reinstated to a comparable job. The employee must receive at least the same wages and benefits as before the leave.
Written notice must be provided to the employer at least four weeks before leave will begin. The notice should state when leave will begin and when the employee expects to return to work.
The employer may ask the employee to provide confirmation from a reserve force official of the employee's reserve force status, and the anticipated period of service.
If it is not possible to give four weeks' written notice due to the emergent nature of the leave, then an employee must give notice as soon as possible. The employee must also notify the employer as soon as possible of his or her anticipated period of service.
Nomination/election and candidate/public office leaves is an unpaid leave for a reasonable period for nomination or, if elected, the length of the term of office. The entitlement is for one period of leave. This leave applies to municipal, provincial, federal, school board and band council nominations, elections and offices.
An employee must have worked with the employer for more than 13 consecutive weeks to be eligible for this leave. Written notice must be provided to the employer at least four weeks before the leave begins. The employee must also notify the employer four weeks before their return date on when they will be returning.
Upon returning, an employee is entitled to return to the same job if the employment leave is for 60 days or less. If the leave is longer than 60 days, the employee can be reinstated to a comparable job. The employee must receive the same wages and benefits as before the leave.
Employees who have worked with an employer for more than 13 consecutive weeks and who are new Canadian citizens are eligible for one day of unpaid Citizenship Ceremony Leave. Employees must provide notice to the employer as soon as possible before the leave.
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