Since posting about the new personal wellness days in the latest collective agreement on social media, your questions and comments have been rolling in. We know there’s a lot to unpack, so we’ve pulled together this FAQ to give you the details.
For further questions about personal wellness days, please contact your LRO. If you’re not sure who your LRO is, use our LRO & Local/Worksite Locator tool.
Frequently Asked Questions
Are personal wellness days just another name for sick calls, and do they come out of the same bank of hours?
Personal wellness days do come out of your sick bank, but they’re not the same as traditional sick calls. They are a way to use your sick time without feeling bad about taking care of you (i.e., sick notes are not required).
Are these two extra paid days off?
They’re not additional days. You’ll be using your sick time to cover them. Think of it as repurposing those hours for personal wellness instead of traditional sick calls.
Are the personal wellness days based on 8-hour shifts or 12-hour shifts?
The two days are based on whatever shift you’re scheduled for. So, whether you work 8, 10, or 12 hours, you get 2 full days. It doesn’t matter how long the shift is—those 2 days are meant to fit your schedule.
Are the two days per calendar year or fiscal year, and are they available now?
Fiscal year (April 1 to March 31), and they’re available to use now.
How much sick time do I need in my bank to use a wellness day?
You need a minimum of 93 hours in your sick bank.
How do I request a wellness day?
There’s no formal request form. The best way is to send an email to your manager, giving them at least 24 hours notice but no more than 72.
Can my request be denied if there’s a staffing shortage or for another reason?
Yes, your request can be denied if there are operational requirements, like staffing issues. However, the request shouldn’t be unreasonably denied.
Can these wellness days be carried over if unused?
No. These two days don't roll over into the next fiscal year.
Is there any incentive for not using personal wellness days?
There’s no incentive for leaving these days unused.
Do wellness days count towards absenteeism calculations?
No, they don’t. Personal wellness days are for you to support your health, and they will not be counted in any attendance management program.
I’m part-time and don’t have 93 hours in my sick bank. Can I still use wellness days?
Unfortunately, no. You need to have at least 93 hours in your sick bank to use a personal wellness day. We know this can be frustrating, but it's a requirement set in the CBA.
What if my sick bank is always low due to family needs? How does this benefit help me?
If your sick bank is below 93 hours, you won’t be able to use these personal wellness days. We understand this can feel like a gap in support, especially for those with ongoing family responsibilities. MNU strives to always improve upon already negotiated benefits with each new collective agreement.
Does this apply to private facilities too?
This applies to all facilities, sites, and programs represented at the Central Table. If you’re covered by the CBA, these provisions apply to you.
Is the 93-hour requirement just personal sick time, or does it include family sick time too?
The 93-hour requirement includes family sick time.
How can we easily track how much time we have in our sick bank?
Per Article 2311: Upon written request, the nurse may obtain information concerning their accumulated sick leave credits up to four (4) times per fiscal year and shall be provided with the information within thirty (30) days of the receipt of this request. To keep things simple, you can also ask your manager directly for your current sick time credits before requesting a personal wellness day.