Termination of Employment
EXECUTIVE DIRECTOR POLICY & PROCEDURE MANUAL
SECTION: 9
Termination of Employment
Table of Contents
POLICY:
The University has outlined procedures to be followed in the event that employment with the University is terminated. The procedures will establish appropriate employee relations practices and fair and reasonable financial treatment as tested by the Alberta labour environment.
PROCEDURE:
REASONS FOR TERMINATION
Resignation:
An Executive Director who intends to resign shall submit a letter of resignation to the President/Vice-President. The letter of resignation will be given a minimum of thirty (30) days before the effective date of resignation.
Retirement:
(Revised May 25, 2008)
Elimination of mandatory retirement, effective July 1, 2007:
The mandatory retirement date for an Executive Director is the
June 30th following the Executive Director's sixty-fifth birthday.
This is automatic unless the Executive Director is reappointed past
the retirement date through mutual agreement between the Board through
the President and the Executive Director.
Retirement Benefits:
Retirement benefits apply to retiring employees who are vested and are fifty-five (55) years of age or older. These rules are subject to change. For current legislation, refer to the Universities Academic Pension Plan Participant Handbook.
Termination Under Position Abolishment:
(Revised May 25, 2008)
An Executive Director position may be abolished by the Board through the President and the incumbent terminated due to business reasons such as anticipated or actual financial emergency, redundancy, economic requirements, organizational or technological change. The employee shall be entitled to notice in writing or, at the employer's option, pay in lieu of notice. The employer can request the employee to work four (4) months of the notice period, by mutual agreement. for the purposes of this section, pay in lieu of notice consists of monthly salary and employer contributions to benefits.
The provisions for notice and severance as a consequence of a position abolishment are:
i) not less than four (4) months written notice of position
abolishment or salary in lieu of notice, or a combination of notice
and salary to the equivalent of four (4) months; in addition,
i) the combination of notice worked and pay in lieu of notice shall be in the amount of one (1) month for each full year of continuous service with the University and a proportion of a months notice for any partial year of service. The combination of notice and pay in lieu of notice shall not be less than four (4) months and shall not exceed sixteen (16) months.
ii) one (1) months salary for each year of service with a minimum
of four (4) months and a maximum of twelve (12) months and a lump
sum payment for the then current Board contribution for insured benefits
and pension plan for the same period; in addition,
ii) all employer paid economic benefits will be continued by the
Board for the period of notice worked. If, however, the employer elects
to pay the employee a lump sum in lieu of all or part of the notice,
then an amount equal to the insured benefits and pension premiums
or contributions which would have otherwise been payable during the
period of notice will be paid to the employee with the exception
of any professional supplement entitlement.. The lump sum payments
for notice and benefits will represent the maximum compensation, benefits
or damages that the employee can recover from the employer, unless
otherwise agreed. The employee has the option to forego the lump sum
payment for group dental and medical benefits and to continue receiving
the coverage in place prior to termination from both of these plans
for the full notice period or for the part of the notice period remaining
; in addition,
iiiv) in recognition of the importance of providing assistance
to terminated employees to re-establish themselves, the Board through
the President will provide professional outplacement counseling services,
as mutually agreed by the employee, the President, and the Board,
valued at a maximum of an amount equivalent to the employee's gross
salary for one (1) month. Cash payments equivalent to these services
will not be available; in addition,
iv) these termination provisions supersede all other agreements, whether written or verbal, on terms of notice and severance on termination.
Termination Under Other Circumstances:
(Revised May 25, 2008)
The employment of an Executive Director may be terminated for reasons other than those cited above under position abolishment. In these circumstances, the University will endeavor to apply fair and reasonable treatment to the individuals involved.
Amounts of notice or pay in lieu of notice and severance will be established for each case based on the circumstances surrounding the termination. However the combination of notice and pay in lieu of notice shall not be less than four (4) months and shall not exceed sixteen (16) months. For the purposes of this section, pay in lieu of notice consists of monthly salary and employer contributions to benefits, with the exception of any professional supplement entitlement.
Where an Executive Director is terminated for cause there will be no entitlement to notice or other payments except those required by law.
With the exception of circumstances where an Executive Director
is terminated for cause, the terms for notice, other payments and
provisions will be provided as itemized above (items i, ii, iii, iv,
v). Where an Executive Director is terminated for cause there will
be no entitlement to notice or other payments, except those required
by law.
Executive Director Policy and Procedures Manual Table of Contents