• Workforce need and purpose of the leave.
• Is the leave paid or unpaid? If paid, what funding sources are used to provide paid time off? Does the worker have the right to integrate the leave with other benefits?
• Eligibility criteria and circumstances for leave. For e.g. can an employee take bereavement leave to attend the funeral of a housemate?  Can a worker take leave to volunteer at a foster child’s school?
• Duration of the leave and employee’s ability to extend it or carry over unused leave.
• Is the leave a worker right or is it discretionary? If discretionary, who decides – management or a joint labor/management committee?
• Impact of leave on employee salary, benefits and seniority.
• Is there a guaranteed right to return to work after the leave?
• Are there safeguards regarding worker privacy/use for information for disciplinary actions?
• Type of notification and documentation required.
• In case of leave banks or donated leave, is there a limitation on the amount of days that may be donated or used from the bank?

Download the complete list of General Considerations on Bargaining for Work Family Benefits .