Despite the efforts of the CFLC, its very much any individual HR level policy relative to military training. Every situation is different. When I decided to rejoin the CF Reserve one of the first people I spoke with was my facility HR manager. Since my firm had no formal HR policy, one was adopted and developed based upon the US parent company. I informed my employer well in advance of my departure for training, 16 weeks last year and 6 weeks this year. They were able to bring in a retired employee to perform my duties while I was in Gagetown, NB.
In my case, I lost about $25 K worth of income based upon a 2Lt's pay and my time away last year from my employer. This year, I'm using all my banked vacation time to cover my absence from work. As well, I keep my civiy benefit plan intact for my family while I'm away and my seniority in the firm - engineering.
When I rejoined the reserves, another officer in my regiment offered me a position with his company. One of the benefits with this new company would be that they would "top up" my military pay while on course or tasking, such that there would be no income difference relative to my family's quality or station in life. Not too shabby, although I chose not to work for this new firm as I would be putting all my "egg's in one basket". If things went sour with the military, they would certainly sour with my new employer. Too much risk in one place.
It's best to check around and find out which firms have a military leave / training policy. Perhaps you can find a match with your skill set and an employer, which is supportive of the CF. These firms, are out there. For instance, I know of a number of officers that work for General Dynamics, in London, Ont. (they build LAV's) and are members of 1H. To them, the business side and military side are one in the same. Good luck.