MSVU Faculty Association

ARTICLE 29: LEAVES

29.1.1 Sabbatical leaves are granted for purposes of research which is of benefit to the faculty member and to the University. It is understood that members will undertake to apply for external support for sabbatical leave wherever possible;

29.1.2 A tenured or permanent full-time member with six years of service at the
University without interruption in employment (including up to two years of previous University service as specified in a Letter of Appointment) but excluding time spent on any unpaid leave or long-term disability, is eligible to apply for a one-year sabbatical leave at 80% of salary, or a six-month sabbatical leave at 100% of salary. Members approved for such sabbatical leave may also apply for a sabbatical research allowance of up to $2,000 as specified in Article 29.1.4;

29.1.3 A tenured or permanent full-time member with three years of service at the
University without interruption to employment (excluding time spent on any unpaid leave or long-term disability) is eligible to apply for a six-month sabbatical leave at 80% of salary. Members approved for such sabbatical leave may also apply for a sabbatical research allowance of up to $1,000 as specified in Article 29.1.4;

29.1.4 Members may apply for a research allowance to be used for legitimate
expenses associated with their sabbatical leaves up to the relevant maximum as specified in 29.1.2 or 29.1.3, provided that such expenses are not already covered by external funding, by submitting an estimate of expenses. Examples of such expenses are:

29.1.4.1 the cost of travel to the principal place or places of research
during the sabbatical leave, or on field trips connected with the research;

29.1.4.2 costs associated with change of residence (e.g. moving and
storage);

29.1.4.3 conference expenses, including the cost of travel, registration,
and accommodation;

29.1.4.4 the cost of equipment, books, and supplies.

29.1.5 Payment of the sabbatical research allowance shall normally be made on the first pay period immediately following commencement of the member’s sabbatical leave. A member taking a one-year sabbatical may request payment of the allowance at a later date, up to and including the end date of her leave. Such requests shall be made in writing and submitted to the Vice-President (Academic) no later than one month preceding commencement of the leave. All members receiving a sabbatical research allowance shall be responsible for retaining appropriate receipts and submitting them as required by Canada Customs and Revenue Agency for income tax purposes.

29.1.6 A one-year sabbatical leave shall normally be for the period 1 July through 30 June; a six-month sabbatical leave shall normally be for the period 1 July through 31 December or 1 January through 30 June. If a member who is eligible for a six-month sabbatical leave beginning 1 July either chooses or is requested to take that sabbatical beginning 1 January of the same academic year, she may automatically count the six months service for the period 1 July through 31 December towards her next sabbatical leave. Leaves for periods other than those listed above may be approved by the Vice-President (Academic) following consultation with the Dean, the Chair/Director, and the member. In the case of librarian members, leaves for periods shorter than those listed above may be approved by the Vice-President (Academic) following consultation with the University Librarian, and the member; in such cases the sabbatical research allowance specified in 29.1.2 and 29.1.3 shall be pro-rated;

29.1.7 It is recognized that in some cases where a member is eligible for a leave
commencing 1 January her Department’s ability to offer its programme may be adversely affected. In such cases, the Dean may recommend that leave be granted six months in advance of the member’s entitlement, it being understood that the accumulation of credit towards a subsequent leave shall only commence after the time when the leave would normally have ended.

29.1.8 By 1 June of the year preceding the first eligible date of a sabbatical leave, the Office of the Vice-President (Academic) shall automatically advise eligible members that they can apply for sabbatical and remind them of the application deadline of 1 October;

29.1.9 By 1 October of the year preceding the academic year during which she is
eligible for a sabbatical leave, the member shall make written application for leave to her Dean (or, in the case of a librarian member, the University Librarian), with copies to her Chair/Director. This application shall include:

29.1.9.1 A statement of eligibility and the period of sabbatical leave
applied for;

29.1.9.2 A detailed and fully documented statement of the proposed
sabbatical research programme and its intended results;

29.1.9.3 Evidence of any external funding applied for or secured in
support of the research programme.

29.1.10 Where an eligible member wishes to defer applying for sabbatical leave
specified in Article 29.1.2 she shall apply to the Dean (or University Librarian) and the Vice-President (Academic) by 1 October, stating the requested length of the deferral and the reasons for the request;

29.1.11 Where a member wishes to defer applying for sabbatical leave specified in Article 29.1.3, she may automatically do so. The years of deferral shall be credited towards eligibility for subsequent sabbatical leave, up until she is eligible to apply for a sabbatical leave specified in Article 29.1.2.

29.1.12 The application shall be forwarded to the Dean through the Department
Chair/Director who shall, after consultation with Department members or librarians, advise the Dean (or University Librarian) on the scheduling of the leave. The Dean shall consult with the Chair/Director regarding the application for sabbatical leave or deferral and the department's ability to meet its academic requirements in the event the application is successful. Applications from Librarian members shall be forwarded directly to the University Librarian. The Dean (or University Librarian) shall provide by 15 October the Vice-President (Academic) with a recommendation summarizing 29.1.9.1 to 29.1.9.3 regarding the application for sabbatical leave or deferral, with a copy to the Chair/Director and the candidate. When the Chair/Director is a candidate for sabbatical leave, the Dean shall consult with an individual designated by the Department at the request of the Chair/Director for such purpose;

29.1.13 The Vice-President (Academic) shall provide the President with a
recommendation regarding the application for sabbatical leave by 1 November;

29.1.14 The President shall advise the member in writing of her decision by 15
November, with a copy to the President of the Faculty Association and the Vice-President (Academic);

29.1.15 If an application for sabbatical leave is denied, the member shall be advised in writing of the reasons for that denial. The member may reapply for consideration the subsequent year;

29.1.16 Either the member or the Employer may request that a sabbatical leave
already approved under Article 29.1.14 be deferred for up to two years. Such a deferral shall be arranged between a member and her Dean (or the University Librarian) and shall be subject to the following conditions:

29.1.16.1 Any request for deferral of a sabbatical leave intended to
commence 1 July by a member or the Employer shall be made no later than the last day of February preceding the leave; any request for deferral of a sabbatical leave intended to commence 1 January by a member or the Employer shall be made no later than the last day of July preceding the leave;

29.1.16.2 The arrangements for deferral shall be confirmed in writing by the President, by 31 March for a sabbatical intended to commence the following 1 July or by 31 August for a sabbatical intended to commence the following 1 January with copies to the member, the Vice-President (Academic), the member's Dean or the University Librarian, and the Chair/Director;

29.1.16.3 no subsequent application need be made if the research
programme remains the same;

29.1.16.4 the years of deferral shall be credited towards eligibility for
subsequent sabbatical leave;

29.1.16.5 When an approved sabbatical is deferred at the request of the
Employer, the member shall receive an additional 5% of salary for each year of deferral.

29.1.17 A member on sabbatical leave is eligible for internal research and travel
funding;

29.1.18 Members on sabbatical leave shall continue to accrue seniority and shall
remain eligible to participate in the usual benefits and insurance plans when arrangements are made in accord with existing University policy;

29.1.19 A member on sabbatical leave is not required to leave the University during the period of leave, and shall be entitled to use University facilities, including available office space as determined by the Deans;

29.1.20 A member on sabbatical leave may, at her own discretion, participate in
departmental business. The member is responsible for arranging to receive pertinent notices, agenda, and other information relating to such matters;

29.1.21 A member on sabbatical leave does not retain any elected or appointed
position on University bodies or committees;

29.1.22 A member on sabbatical leave shall not teach at the University, but may
supervise undergraduate or graduate students at her discretion;

29.1.23 While on sabbatical, a member shall not earn more than 100% of her salary. Where a member's salary for the period of sabbatical leave exceeds this limit, the Employer shall reduce its portion of the member's sabbatical salary by an amount equal to the excess. For purposes of this clause, salary shall not be considered to include research grants or supports provided by external agencies, research grants in lieu of salary as administered by the University, reimbursement for relocation costs, or other bona fide research expenses recognized by the Employer;

29.1.24 Within three months of the completion of a sabbatical leave, the member shall submit a report on her activities to the President of the University, with copies to her Dean or University Librarian, and the Vice-President (Academic) for inclusion in her academic file;

29.1.25 The Vice-President (Academic) shall provide the President of the Association with the names of members granted sabbatical leaves and the terms of those leaves.

29.2 Pregnancy Leave

29.2.1 A member shall have the right to continue her regular duties during
pregnancy;

29.2.2 A member who is pregnant shall be entitled to a maximum of seventeen (17) continuous weeks of pregnancy leave during which the Employer shall provide a benefit to probationary or tenured members in accordance with the following:

29.2.2.1 The member must apply for the Employment Insurance (EI)
benefit;

29.2.2.2 The benefit payable by the Employer shall be an amount which
combined with the EI shall be equal to 95% of the member’s salary at the commencement of the leave;

2 9.2.2.3 If the member is not entitled to the EI benefit, or if the EI benefit
is no longer provided, the Employer shall pay the member 95% of salary for the period of her pregnancy leave.

29.2.3 Pregnancy leave shall commence no later than the date of birth.

2 9.2.4 Any member on pregnancy leave shall retain seniority and privileges, and
shall be entitled to full benefits, including group insurance and pension, upon confirming their continuity according to existing University policy;

29.2.5 A member intending to take pregnancy leave shall inform her Chair!Director, Dean (or University Librarian) and the Vice-President (Academic), as soon as possible but no less than thirty (30) working days in advance of the commencement of such leave. The member shall provide a certificate from a legally qualified medical practitioner specifying the date upon which delivery is anticipated. The member shall make reasonable effort to accommodate her department's requirements to engage competent substitute(s) for the period of pregnancy leave. Where a member agrees to assume an overload in the events of such an absence, such overload shall be subject to the provisions of 23.15;

29.2.6 Should a pregnancy result in medical complications before or after the
commencement of pregnancy leave, the sick leave provisions of this Article shall apply;

29.2.7 Where a member returns from pregnancy leave during the fall or winter term, her individual teaching assignments shall be agreed upon by the member and her Department Chair!Director with the approval of the Dean.

29.2.8 A member who has taken pregnancy leave of more than thirteen (13) weeks may elect to defer contractual decisions on reappointment or tenure! permanence by one year. Where a member elects to defer such a decision, she shall provide the Vice-President (Academic) with written notice of her intention to do so within thirty (30) working days of receiving notice from the Vice-President (Academic) that she is eligible for such consideration as stated in Article 20.38.2 and 20.41.2 or Article 21.38.2 and 21.41.2;

29.2.9 As soon as such information is available, the Employer shall provide the
President of the Association with the names of members granted pregnancy leave and where appropriate, copies of notice to defer reappointment or tenure/permanence pursuant to 29.2.8;

29.2a Parental Leave

29.2a.1 A member who is a primary care giver, whether for birth or adoption, shall be entitled to a maximum of thirty-five (35) weeks parental leave. Eligible members are as follows:

29.2a 1.1 Women completing pregnancy leave. The member may request
that pregnancy leave and parental leave be consecutive;

29.2a.1.2 Spouses or partners of birth mothers of an infant less than 12
months of age;

29.2a.1.3 Adoptive parents of a child up to five years of age. At the time of application for the leave, the member shall provide documentation certifying that a child is being adopted to her care and noting the placement date for the adoptee.

29.2a.1.4 Where both parents are members, they may choose to share the
maximum primary care giver entitlement in accordance with the rules governing the EI benefit.

29.2a.2 The Employer shall provide a benefit to a maximum of twenty-six (26) weeks including pregnancy leave for probationary or tenured members in accordance with the following:

29.2a.2.1 The member must apply for the Employment Insurance (EI)
benefit;

29.2a.2.2 The benefit payable by the Employer shall be an amount which
combined with the EI benefit shall be equal to 95% of the member’s salary at the commencement of the leave;

29.2a.2.3 If the member is not entitled to the EI benefit, or if the EI benefit
is no longer provided, the Employer shall pay the member 95% of salary for the period of the Employer benefit;

29.2a.2.4 Any portion of parental leave that is not eligible for a salary top‑
up by the Employer shall be taken as leave without pay and all provisions of that leave will be in accordance with Article 29.8.

29.2a.3 Any member on parental leave shall retain seniority and privileges, and shall be entitled to full benefits, including group insurance and pension, upon confirming their continuity according to existing University policy;

29.2a.4 In cases of birth, a member intending to take parental leave shall inform her Chair/Director, Dean (or University Librarian) and the Vice-President (Academic), as soon as possible but no less than thirty (30) working days in advance of the commencement of such leave. In cases of adoption, the member shall provide as much advance notice as possible. The member shall make reasonable effort to accommodate her Department's requirements to engage competent substitute(s) for the period of parental leave. Where amember agrees to assume an overload in the events of such an absence, such overload shall be subject to the provisions of 23.15;

29.2a.5 Should a pregnancy result in medical complications before or after the
commencement of parental leave, the sick leave provisions of this Article shall apply;

29.2a.6 Where a member returns from parental leave during the fall or winter term, her individual teaching assignments shall be agreed upon by the member and her Department Chair/Director with the approval of the Dean.

29.2a.7 A member who is a secondary caregiver, whether for birth or adoption, shall be entitled to parental leave of ten (10) working days with full pay, benefits and privileges. This leave shall be arranged in consultation with the member's Chair/Director, and confirmed by her Dean (or the University Librarian) and the Vice-President (Academic). Notice of the intention to take such leave shall be given as soon as possible, but no less than thirty (30) working days in advance of the commencement of such leave. When a member agrees to assume an overload in the event of such an absence, such overload shall be subject to the provisions of 23.15;

29.2a.8 A member who has taken parental leave of more than thirteen (13) weeks may elect to defer contractual decisions on reappointment or tenure/permanence by one year. Where a member elects to defer such a decision, she shall provide the Vice-President (Academic) with written notice of her intention to do so within thirty (30) working days of receiving notice from the Vice-President (Academic) that she is eligible for such consideration as stated in Article 20.38.2 and 20.41 .2 or Article 21.38.2 and 21.41.2;

29.2a.9 As soon as such information is available, the Employer shall provide the
President of the Association with the names of members granted parental leave and where appropriate, copies of notice to defer reappointment or tenure/permanence pursuant to 29.2a. 8;

29.3 Political Leave

29.3.1 A member may become a candidate for elected office at the federal, provincial or municipal level;

29.3.2 A member planning to stand for election shall give her Dean (or the University Librarian) reasonable written notice of this plan, and of her intention to request political leave once she has become a bona fide candidate. The member shall make reasonable effort to accommodate her Department's requirement to engage competent substitute(s). Where a member agrees to assume an overload in the event of such an absence, such overload shall be subject to the provisions of 23.15;

29.3.3 A member who becomes a bona fide candidate for election to political office and who has fulfilled the obligations of 29.3.2 above shall, upon application to the Vice-President (Academic), be entitled to political leave without pay of the following duration:

29.3.3.1 Two months for a federal campaign;

29.3.3.2 Two months for a provincial campaign;

29.3.3.3 One month for a mayoralty or warden's campaign;

29.3.3.4 Two weeks for a campaign for other municipal offices.

29.3.4 A member on political leave for purposes of a campaign shall retain her status in the University and may arrange for the continuation of benefits in accordance with Article 29.8.3;

29.3.5 If elected to office, a member shall be entitled to additional political leave on the following basis:

29.3.5.1 A member of federal parliament may request up to five (5) years leave without pay;

29.3.5.2 A member of provincial legislature may request up to five (5)
years leave without pay;

29.3.5.3 A member elected to municipal office may negotiate a partial-time (three-quarter or half-load) appointment, or request leave without pay for the number of years she is elected to serve.

29.3.6 Termination of political leave must coincide with the beginning of any
academic term. The member shall provide her Dean (or the University Librarian) with written notice of her intention to return no less than ninety (90) calendar days prior to the date of termination;

29.3.7 The provisions of 29.3 shall not preclude alternative arrangements, given that such arrangements are acceptable to the member, the Association, the Chair/Director, the Dean (or the University Librarian), and the Vice-President (Academic), who shall confirm them in writing;

29.3.8 As soon as such information is available, the Employer shall provide the President of the Association with the names of members granted political leave and the terms of such leaves.

29.4 Court Leave

29.4.1 Any active member of the bargaining unit who is called for jury duty or who
is compelled by subpoena to attend as a witness by any body in Canada is entitled to paid court leave;

29.4.2 A member required to take court leave shall notify her Chair/Director, her
Dean (or the University Librarian) and the Vice-President (Academic) at the earliest possible moment so as to avoid undue interruption of teaching duties;

29.4.3 A member required to take court leave shall consult with her Chair/Director (or the University Librarian) on how best her teaching (or Library) responsibilities may be met. Overloads agreed to by her colleagues to compensate for court leave shall be subject to the provisions of 23.15;

2 9.4.4 A member on court leave shall accumulate seniority and shall retain all
benefits;

29.4.5 A member on court leave shall reimburse the Employer any per diem
allowances or fees received in regard of her legal duty;

29.4.6 A member on court leave of more than thirteen (13) weeks duration may elect to defer contractual decisions on reappointment or tenure/permanence by one year. Where such deferral is sought, the member shall provide written notice to the Vice-President (Academic) within thirty (30) working days of receiving notice from the Vice-President (Academic) that she is eligible for such consideration as stated in Article 20.38.2 and 20.41.2 or Article 21.38.2 and 21.41.2;

29.4.7 As soon as such information is available, the Employer shall provide the
President of the Association with the names of members on court leave, the terms of such leave and, where appropriate, copies of notice to defer reappointment or tenure/permanence pursuant to 29.4.6;

29.5 Sick Leave

29.5.1 The Employer shall grant sick leave to any active member of the bargaining
unit who is absent from her duties for medical reasons. The member shall be entitled to full pay and benefits for up to 119 days until such time as Long Term Disability benefits come into effect or until deemed disqualified from receiving Long Term Disability by insurer;

29.5.2 A member shall inform her Chair/Director (or the Head Librarian) and Dean (or the University Librarian) of the necessity to take sick leave as early as such notice is possible. After seven (7) working days of absence for unanticipated medical reasons, the member shall ensure that a medical certificate from a licensed physician is forwarded to the Vice-President (Academic) for inclusion in her administrative file;

29.5.3 Where a member agrees to assume an overload in the event of sick leave, such overload shall be subject to the provisions of 23.15;

29.5.4 A member who has been absent from her duties for two (2) consecutive years, and who is receiving long-term disability benefits, shall be deemed to have ceased her employment with the University and her membership in the bargaining unit, subject to review, on a case by case basis, of the duty to accommodate;

29.5.5 A member on sick leave of more than thirteen (13) weeks duration may elect to defer contractual decisions on reappointment or tenure/permanence by one year. Where such deferral is sought, the member shall provide written notice to the Vice-President (Academic) within thirty (30) working days of receiving notice from the Vice-President (Academic) that she is eligible for such consideration, as stated in Article 20.38.2 and 20.41 .2 and Article 21.38.2 and 21.41.2;

29.5.6 As soon as such information is available, the Employer shall provide the
President of the Association with the names of members granted sick leave, the terms of such leaves and, where appropriate, copies of notice to defer reappointment or tenure/permanence consideration, pursuant to Article 29.5.5.

29.6a Bereavement Leave

29.6a.1 A member shall be entitled to two weeks bereavement leave in the event of the death of a member of her immediate family. The member shall receive full pay and benefits during the period of this leave. Where a another member agrees to assume an overload in the event of such an absence, such overload shall be subject to the provisions of 23.15;

29.6a.2 The member shall inform her Chair/Director, Dean (or the University
Librarian), and the Vice-President (Academic), of the need to take bereavement leave as soon as possible;

29.6a.3 As soon as such information is available, the Employer shall provide the
Association with the names of members on bereavement leave and the terms of such leaves.

29.6a.4 The Dean (or University Librarian) may authorize an extension to the period of bereavement leave upon request by the Member or her designated representative.

29.6b Family Emergency Leave

29.6b.1 In the case of emergencies in a member’s personal or family life other than the death of a member of her immediate family, the Dean may authorize up to 5 days of paid leave. The member shall make the request to the Dean (or University Librarian), with notification to the Chair/Director. The Dean (or University Librarian) may authorize additional family emergency leave upon request by the member.

29.6b.2 For the purposes of Article 29.6a and 29.6b “immediate family” shall include spouse, children, parents, father-in-law, mother-in-law, brother, or sister of the member. Requests for leave with respect to other individuals whom the member considers to be like immediate family may also be authorized by the Dean (or University Librarian).

29.7 Training, Retraining, and Educational Leaves

General

29.7.1 A member on training, retraining or educational leave may receive research
grants, stipends, fellowships or other forms of external support. In such cases, the amount of University support may be reduced. In all cases, a member on such leave shall receive 100% of her normal salary and the additional costs agreed upon;

29.7.2 A member who is granted any leave funded by the Employer under this article undertakes to return to the University for a period confirmed in writing prior to the commencement of the leave. If the member fails to return, she must reimburse the University for the full costs, including salary, tuition, expenses, transportation and any replacement costs, as agreed in writing prior to the commencement of the retraining leave;

29.7.3 A member on a leave under this article may elect to defer contractual decisions on reappointment or tenure/permanence by one year. Where a member elects to defer such a decision, she shall provide the Vice-President (Academic) with written notice of her intention to do so within thirty (30) working days of receiving notice from the Vice-President (Academic) that she is eligible for such consideration as stated in Article 20.38.2 and 20.41.2 or Article 21.38.2 and 21.41.2;

29.7.4 As soon as such information is available, the Employer shall provide the
Association with the names of members granted training, retraining or educational leave and the terms of such leaves.

Training or Retraining Leave

29.7.5 When the Employer requests a member to take leave for the purposes of
retraining in a new field, or of upgrading her skills in an existing field and the member consents, she shall continue to receive full salary for the period agreed upon, as well as reimbursement for all tuition and transportation costs required, as agreed in advance between the member and the Vice-President (Academic). This agreement shall be confirmed in writing;

29.7.6 A member may apply to the Vice-President (Academic) for leave for the
purpose of retraining in a new field, or of upgrading her skills in an existing field. The length and conditions of this leave shall be negotiated by the member and the Vice-President (Academic), with advice from her Chair/Director and Dean (or the University Librarian). The Association shall be notified of such negotiations and of the final arrangements concluded.

Doctoral Educational Leave

29.7.7 In those departments where the Vice-President (Academic) determines that it is difficult to recruit persons with doctoral degrees, a member may apply to the Vice-President (Academic) for leave for the purpose of obtaining a doctoral degree. The length and conditions of this leave shall be negotiated by the member and the Vice-President (Academic), with advice from the Chair/Director and Dean (or the University Librarian). The Association shall be notified of such negotiations and of the final arrangements concluded.

29.8 Leave of Absence Without Pay

29.8.1 A member may apply for and the University may grant leave of absence
without pay;

29.8.2 A leave of absence without pay shall not exceed three (3) years;

29.8.3 Members on leave without pay may continue to purchase certain benefits from the BeneFlex benefits plan as determined by the insurance carrier, but shall not receive a BeneFlex credit from the Employer;

29.8.4 Applications for leave of absence without pay, including the reasons for the
request and the duration of the leave applied for, shall be made in writing to the Dean (or the University Librarian) no later than 1 November of the academic year preceding that in which the leave is requested to begin. The Dean (or the University Librarian) shall consult with the Chair/Director regarding the application;

29.8.5 The Dean (or the University Librarian) shall forward the application, along
with her written recommendation, to the Vice-President (Academic) within fifteen (15) working days of receipt. Copies of this recommendation shall be sent to the candidate;

29.8.6 The Vice-President (Academic) shall advise the candidate, the Chair/Director, and the Dean (or the University Librarian) of her written decision regarding the application for leave within fifteen (15) working days of receipt of the application and the recommendations;

29.8.7 If the request for leave of absence without pay is denied, the applicant shall be given written reasons for the denial;

29.8.8 If the leave of absence without pay has been requested for purposes that are deemed to be in the interest of the University and the academic development of the member, as stated in the application and confirmed in the recommendations of the Chair/Director and Dean (or the University Librarian), a member shall receive such additions to her salary as shall have been implemented in her absence and as are appropriate pursuant to Article 38, and to have past activities pertinent to tenure/permanence, promotion and contract renewal entered in her academic file for consideration under Article 20 or Article 21, upon her return to the University;

29.8.9 A member on leave of absence without pay must confirm her intention to
return to the University in writing to her Chair/Director, Dean (or the University Librarian) and the Vice-President (Academic) no later than four months prior to the end of her leave;

29.8.10 A member on leave of absence without pay may elect to defer contractual
decisions on reappointment or tenure/permanence by one year. Where a member elects to defer such a decision, she shall provide the Vice-President (Academic) with written notice of her intention to do so within thirty (30) working days of receiving notice from the Vice-President (Academic) that she is eligible for such consideration as stated in Article 20.38.2 and 20.41.2 or Article 21.38.2 and 21.41.2;

29.8.11 As soon as such information is available, the Employer shall provide the
President of the Association with the names of members on leave of absence without pay and the terms of such leaves.