StFX Employee Handbook (Non-Union)
StFX Employee Handbook (Non-Union) StFX Employee Handbook (Non-Union)
All vacant positions posted for hiring shall be filled by the best qualified candidates selected and appointedon the basis of education, experience, knowledge, abilities, suitability, past performance to be consideredwithin the framework of legislation, applicable collective agreements, equal opportunity, budgetarylimitations and University needs.Temporary AssignmentsWhen an employee is required by management to relieve on temporary assignment in a higher payingposition, and to perform the duties in that position for periods in excess of ten (10) consecutive workingdays, acting pay will be paid to the employee for such relief, provided the employee is capable of carryingon the normal functions in the relief position.Acting pay for relief shall not be less than the salary range applicable for the relief position.For salary, benefit and advancement purposes, the University will recognize time spent by an employee ona temporary assignment if that employee is selected to fill the position on a permanent basis, afteradvertisement and candidate selection.Upon returning to his or her regular duties from an acting assignment, an employee shall receive his or herprevious salary plus any increases and credits toward benefits that he or she would have received but forthe temporary assignment.Offers of EmploymentInitial letters of offer will be issued by the Human Resources Department and signed by the relevantDepartmental manager. Offers of employment will specify the position title, reporting structure, entitlementto insured benefits, vacation entitlement, any specific condition with respect to hours of work, startingsalary, relocation expenses, probationary period, performance review dates and such other terms andconditions as may be specified, including any express variation from the provisions of this Handbook.NepotismRelatives of University governors, officers and employees may be employed by the University. No specialadvantage or favouritism will be shown in hiring relatives. A relative of a candidate for employment maynot be involved, directly or indirectly, in assessing the merits, qualifications or capacities of any candidatefor an open position.An employee may not be employed in a position subject to direct or “in-line” supervision or direction by arelative. In circumstances in which an employee is or will be employed in a position which is subject tosuch supervision, the University will consider all options for accommodating the family status of theemployees in question, including but not limited to a transfer at the earliest opportunity of one or the otheremployee to a comparable position not in direct or “in-line” supervision or direction, or a modification ofreporting responsibilities so as to eliminate any direct or “in-line” supervisory role.For purposes of this section, a “relative” includes a parent, spouse (including common law spouse, child,sibling or half-sibling, grandparent, grandchild, niece, nephew or any of those by way of marriage (“inlaw”or “step” relatives).Updated March 2011 - 6 of 31
ORIENTATIONPurposeThe primary purpose of a comprehensive orientation program is to make the transition to Universityemployment a smooth and positive one and to ensure that the new employee is fully informed abouther/his new job and workplace. An orientation program also serves as a means of ensuring a goodemployee-organization “fit” for the longer term. The program requires a coordinated effort between theHuman Resources Department (providing the University level orientation) and the individual academic orservice departments (providing departmental and job-specific orientation).A University-wide orientation program for new employees is intended to:Scope1. Reduce anxiety - by familiarizing new employees with the University, its goals, mandate andphilosophy, and the expectations for particular positions.2. Reduce demands on supervisors and co-workers - by advancing the knowledge of the newemployee to meet the challenges of the new job, without undue reliance on others in theimmediate workplace.3. Develop realistic job expectations – by instilling positive attitudes and facilitating awareness ofUniversity-wide employment expectations.This program applies to new non-union employees of the University with contracts of twelve (12) months ormore in duration.Student employees are not governed by this Orientation program, however, departments and faculties arerequired to conduct appropriate job and work site orientations with new student employees. The orientationactivities will be determined by the department based on the particular requirements of the work involvedand other factors relevant to the student’s employment. As a minimum, however, these orientationactivities shall include an overview of the student’s responsibilities, and relevant departmental policies andprocedures, and policies and procedures pertaining to workplace health and safety.OverviewOrientation at the University will occur in two phases in order to enable new employees to receive both amacro and a micro view of the institution and the new position.The Department Orientation will be conducted at the departmental level at the time the new employeecommences his/her employment with the University, or at the time an employee is seconded or temporarilyassigned to the department from elsewhere in the University for a period of greater than six (6) months.The University Overview Orientation sessions will be held in one-on-one sessions with new employees.The orientation sessions will be facilitated by the Human Resources Department.Orientation – Department Overview SessionsProvided at the departmental level, this component of the New Employee Orientation Program will helpemployees understand the job-specific and department-specific expectations. This orientation should beconducted and/or coordinated by the manager of the Department.The Department Overview will be conducted in accordance with the Department Orientation for NewEmployees - Guidelines for Supervisors.Updated March 2011 - 7 of 31
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All vacant positions posted for hiring shall be filled by the best qualified candidates selected and appointedon the basis of education, experience, knowledge, abilities, suitability, past performance to be consideredwithin the framework of legislation, applicable collective agreements, equal opportunity, budgetarylimitations and University needs.Temporary AssignmentsWhen an employee is required by management to relieve on temporary assignment in a higher payingposition, and to perform the duties in that position for periods in excess of ten (10) consecutive workingdays, acting pay will be paid to the employee for such relief, provided the employee is capable of carryingon the normal functions in the relief position.Acting pay for relief shall not be less than the salary range applicable for the relief position.For salary, benefit and advancement purposes, the University will recognize time spent by an employee ona temporary assignment if that employee is selected to fill the position on a permanent basis, afteradvertisement and candidate selection.Upon returning to his or her regular duties from an acting assignment, an employee shall receive his or herprevious salary plus any increases and credits toward benefits that he or she would have received but forthe temporary assignment.Offers of EmploymentInitial letters of offer will be issued by the Human Resources Department and signed by the relevantDepartmental manager. Offers of employment will specify the position title, reporting structure, entitlementto insured benefits, vacation entitlement, any specific condition with respect to hours of work, startingsalary, relocation expenses, probationary period, performance review dates and such other terms andconditions as may be specified, including any express variation from the provisions of this <strong>Handbook</strong>.NepotismRelatives of University governors, officers and employees may be employed by the University. No specialadvantage or favouritism will be shown in hiring relatives. A relative of a candidate for employment maynot be involved, directly or indirectly, in assessing the merits, qualifications or capacities of any candidatefor an open position.An employee may not be employed in a position subject to direct or “in-line” supervision or direction by arelative. In circumstances in which an employee is or will be employed in a position which is subject tosuch supervision, the University will consider all options for accommodating the family status of theemployees in question, including but not limited to a transfer at the earliest opportunity of one or the otheremployee to a comparable position not in direct or “in-line” supervision or direction, or a modification ofreporting responsibilities so as to eliminate any direct or “in-line” supervisory role.For purposes of this section, a “relative” includes a parent, spouse (including common law spouse, child,sibling or half-sibling, grandparent, grandchild, niece, nephew or any of those by way of marriage (“inlaw”or “step” relatives).Updated March 2011 - 6 of 31
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