StFX Employee Handbook (Non-Union)
StFX Employee Handbook (Non-Union) StFX Employee Handbook (Non-Union)
TRAVEL REIMBURSEMENTThe University will reimburse employees travelling on university business for all reasonable out-of-pocketexpenses incurred in such travel, provided such expense has been approved in writing in advance by theemployee’s manager or supervisor.Employees’ claims for reimbursement must be approved in writing by the appropriate supervisor andsubmitted to the Business Office. The full Travel Policy and Procedure can be found on the FinanceServices website at: http://www.stfx.ca/campus/admin/accounting%2Dservices/EMPLOYEE RELATIONSLeadershipManagers and supervisors shall encourage and coach employees to achieve quality results, safely, costeffectively and efficiently.Employee Appreciation DayThe University formally recognizes and thanks all of its non-faculty employees in the Spring each year at apre-planned Employee Appreciation Day. A service recognition ceremony takes place and all employeesof the University are invited to attend. Employees with ten (10) and twenty-five (25) years of service as ofMay 1 st and retirees since the last ceremony are recognized for their contributions to the University.Conflict ResolutionIn order that employees may be assured of the prompt and reasonable consideration of their concerns andissues regarding the University workplace, the following means of review and appeal are available forpurposes of conflict resolution.An employee's or group of employees' problems or concerns regarding departmental rules, regulations,working conditions, or their application in individual circumstances, or any other alleged breach of thisHandbook, can be taken up through the following Conflict Resolution Process.Job Evaluations are not subject to this Conflict Resolution Process.Conflict Resolution Process:Step 1: The employee must discuss the complaint with his or her supervisor within two (2) working days ofthe date of the incident giving rise to the complaint.Step 2: If the complaint is not resolved under Step 1, the particulars of the complaint must be reduced towriting and submitted to the supervisor within five (5) working days of the date of the incident giving rise tothe complaint. The supervisor will forward a copy of the written complaint to the HR Department. The HRDepartment will investigate the complaint fairly and as thoroughly as is reasonable in the circumstances.The HR Department may delegate investigative tasks to an appropriate party, such as the employee’ssupervisor. The investigation may include, as the HR Department deems necessary, reviewing writtenmaterials, receiving evidence, verbal or written consultations with relevant persons and the employee’sresponse to relevant evidence. The HR Department shall make best efforts to provide the employee with atimely decision. The decision may be verbal or written and will include an outline of the complaint, thesteps taken to investigate the complaint, a summary of relevant evidence and the University’s decisionregarding the complaint.Updated March 2011 - 28 of 31
Time Limits:If time limits, including any extensions as agreed, are not met by the employee, the complaint will beconsidered abandoned.The University reserves the right to decline to apply this Conflict Resolution Process in situations wherea complaint is also pursued through another avenue.HUMAN RIGHTSNon-Discrimination: It is the policy of the University to encourage an environment of equality and equityin every aspect of University life. The University does not discriminate, according the Human Rights Act ofNova Scotia, against any person because of age; race; colour; religion; creed; sex; sexual orientation;physical disability or mental disability; an irrational fear of contracting an illness or disease; ethnic,national or aboriginal origin; family status; marital status; source of income; political belief, affiliation oractivity; or, an individual’s association with another individual or class of individuals having suchcharacteristics.Please see the StFX Discrimination and Harassment Policy for further information.For assistance contact either the HR Department or the University Human Rights and Equity Advisor.Bullying and Violence in the WorkplaceThe University endeavours to provide its employees and students with a safe, comfortable workingenvironment, free from harassment, bullying and intimidation. It is the goal of the University to promote asafe, respectful and productive work environment in which to deliver quality academic programs andadministrative services. To this end, the University will not tolerate, condone or ignore threatening orviolent behavior and/or bullying in the workplace. Please refer to the Human Resources policy onThreatening or Violent Behaviour and Bullying in the Workplace (HR Policy #103) on the HR website:http://www.stfx.ca/administration/hr/policies.htmSexual HarassmentThe University seeks to prevent sexual harassment of its students, faculty and staff.Please see the StFX Discrimination and Harassment Policy for further information.For assistance contact either the HR Department or the University Human Rights and Equity Advisor.OCCUPATIONAL HEALTH AND SAFETYThe University employs a Health and Safety Officer. All issues concerning occupational health and safetyshould be directed to the University’s Health and Safety Officer. Contact details and further informationmay be found on the University’s Occupational Health and Safety Website:http://www.stfx.ca/campus/admin/health-safety/Updated March 2011 - 29 of 31
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TRAVEL REIMBURSEMENTThe University will reimburse employees travelling on university business for all reasonable out-of-pocketexpenses incurred in such travel, provided such expense has been approved in writing in advance by theemployee’s manager or supervisor.<strong>Employee</strong>s’ claims for reimbursement must be approved in writing by the appropriate supervisor andsubmitted to the Business Office. The full Travel Policy and Procedure can be found on the FinanceServices website at: http://www.stfx.ca/campus/admin/accounting%2Dservices/EMPLOYEE RELATIONSLeadershipManagers and supervisors shall encourage and coach employees to achieve quality results, safely, costeffectively and efficiently.<strong>Employee</strong> Appreciation DayThe University formally recognizes and thanks all of its non-faculty employees in the Spring each year at apre-planned <strong>Employee</strong> Appreciation Day. A service recognition ceremony takes place and all employeesof the University are invited to attend. <strong>Employee</strong>s with ten (10) and twenty-five (25) years of service as ofMay 1 st and retirees since the last ceremony are recognized for their contributions to the University.Conflict ResolutionIn order that employees may be assured of the prompt and reasonable consideration of their concerns andissues regarding the University workplace, the following means of review and appeal are available forpurposes of conflict resolution.An employee's or group of employees' problems or concerns regarding departmental rules, regulations,working conditions, or their application in individual circumstances, or any other alleged breach of this<strong>Handbook</strong>, can be taken up through the following Conflict Resolution Process.Job Evaluations are not subject to this Conflict Resolution Process.Conflict Resolution Process:Step 1: The employee must discuss the complaint with his or her supervisor within two (2) working days ofthe date of the incident giving rise to the complaint.Step 2: If the complaint is not resolved under Step 1, the particulars of the complaint must be reduced towriting and submitted to the supervisor within five (5) working days of the date of the incident giving rise tothe complaint. The supervisor will forward a copy of the written complaint to the HR Department. The HRDepartment will investigate the complaint fairly and as thoroughly as is reasonable in the circumstances.The HR Department may delegate investigative tasks to an appropriate party, such as the employee’ssupervisor. The investigation may include, as the HR Department deems necessary, reviewing writtenmaterials, receiving evidence, verbal or written consultations with relevant persons and the employee’sresponse to relevant evidence. The HR Department shall make best efforts to provide the employee with atimely decision. The decision may be verbal or written and will include an outline of the complaint, thesteps taken to investigate the complaint, a summary of relevant evidence and the University’s decisionregarding the complaint.Updated March 2011 - 28 of 31
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