There are a number of options:

• Ask for a meeting with your supervisor to discuss his or her reasons for the denial
• Discuss possible alternative dates or leave categories to see if your supervisor has any flexibility or suggestions for you
• Consult the chart  setting out all your leave entitlements and consider whether there might be another form of leave to which you are eligible.  If you require assistance in interpreting the collective agreement or the chart on leave entitlements, feel free to consult your regional Governing Council representative.  
• If your discussions don’t result in a satisfactory resolution and you wish to challenge the reasons provided by your supervisor on the basis that your supervisor acted unreasonably, unfairly or in bad faith, ask your supervisor for reasons of his or her denial in writing.  Alternatively, you may confirm your discussions in writing including the reasons with a request that your supervisor confirm your understanding.
• After confirming the reasons for the denial with your supervisor in writing, you have the option of asking your supervisor to reconsider.  You may also want to add any additional facts to the extent that these better support your request.
• You can consider escalating your request to higher levels of management or contact the ACJ should you wish to pursue an individual grievance.  For more information on how to request AJC support, please consult the Policy Governing Representation Services. 

Alternatively, you may also consult the ICMS team to facilitate a discussion with your employer.

There are a variety of leaves entitlements with and without pay allowances.  Please refer to the following chart on leaves of absence, which sets out leave entitlements pursuant to the collective agreement and pursuant to the Directive on Terms and Conditions of Employment and the Directive on Leave and Special Arrangements.

In order to increase your chances of having your leave request approved, we recommend that you:

• Notify the employer of your request for leave in writing, and as far in advance as possible
• Provide your employer with a good business case why your leave should be granted (and how operational requirements could be met during your leave)
• Have alternative leave dates or other options available (if possible – this can help to demonstrate flexibility, and may make it easier to grant your request)

 While we can’t guarantee success, these recommendations can help you work with your manager and facilitate the approval your leave request.

Operational requirements must be based on the work itself to be performed, not on administrative or economic criteria.  Operational requirements are a question of fact to be determined in each case.   The management has discretion to grant requests and in exercising that discretion is required to act reasonably, fairly and in good faith pursuant to section 5.02 of the AJC collective agreement.

Submit your request for leave in writing to your immediate supervisor, as far in advance as possible by both email and via Peoplesoft.  Some managers ask that requests be submitted in advance before processing the leave request.  You should check with your manager on his or her preference.  There maybe specific notice requirements please check the relevant provisions/resource to ensure compliance.

The collective agreement applies to all LPs without distinction therefore term employees are entitled to leave in accordance with the terms set out in the collective agreement or relevant Treasury Board policy.  For more information on term employees, consult our FAQ on term employees.