Section 1.2: System Policies and Procedures   

Approved: October 6, 2009

Revised: October 21, 2025

HEALTH AND WELLNESS / EMPLOYEE SUPPORT

1.0             Rationale

Regular attendance by all employees is essential in order to carry out District School Board Ontario North East’s (DSB1) mandate. The Health and Wellness/Employee Support Policy sets the groundwork for a comprehensive program aimed at positively supporting the health of employees and the organization.

The Board believes that both individual and organizational health are important factors affecting the ability of all employees to attend work and to contribute fully to our mission to providing a safe, positive and mutually respectful student focused environment which promotes the development of skills, knowledge and attitudes necessary for life-long learning.  This Policy combines prevention and intervention to achieve the goals of personal and workplace wellness.

2.0             Definitions

Absenteeism: 

Innocent (Non-Culpable) Absenteeism relates to absences as a result of illness or injury that arise due to circumstances beyond the employee’s control. These absences are not dealt with through a progressive discipline model; instead, the employee is supported through the Attendance Support Program. The Board reserves the right to consider the termination of an employee for continuous, non-culpable absenteeism, where warranted and consistent with the provisions of applicable legislation.

Culpable Absenteeism relates to those absences for which employees can be held accountable. Failure to attend work without notifying the employer, lateness for work or leaving early, and abuse of leave are examples of culpable absences. Employees with culpable absences are subject to progressive discipline, in accordance with DSB1’s Progressive Discipline Procedures the associated policy and procedures. These absences are not dealt with through the Attendance Support Program ASP.

Absences:

Examples of non-culpable absences may include, but are not limited to, the following:

• Illness/injury(paid and unpaid) that are not being supported through the Board’s Disability Support Management  Program, WSIB RTW Plan, or LTD RTW Plan. 
• Medical/Dental appointments during working hours.  
• An absence is defined as any portion of a day. The actual time missed is considered in the threshold count.

Not considered Excluded absences under the definition of this procedure include, but are not limited to, the following:

• Vacation
• Culpable absences
• Family medical leaves as defined by the Employment Standards Act, 2000.
• Pre-approved prolonged leaves of absence
• Bereavement leave
• Jury or subpoena leave
• Pregnancy/parental leave
• Union business leave
• Examinations and convocations
• Quarantine
• Observance of recognized religious holy days
• Inclement weather day
• Suspensions
• Approved Long Term Disability claims
• Approved Workplace Safety & Insurance Board Loss of Earnings Claims
• Paid or unpaid approved personal leaves 
• Emergency leaves under the Employment Standards Act not due to personal illness/injury

3.0             Policy

DSB1 is committed to creating and maintaining a healthy workplace.  Regular attendance by all employees is essential in order to carry out DSB1’s work. Through the creation of specific procedures for absence reporting, attendance support, and disability management, the Board endeavours to positively support the health of employees and the organization.  

The Health and Wellness/Employee Support Procedures shall be consistent with the Ontario Human Rights Code, the Workplace Safety and Insurance Act, Employment Standards Act and the Municipal Freedom of Information and Protection of Privacy Act.