Welcome to the employee handbook for the Facilities and Operations Group at Laurier! I would like to take this opportunity to welcome any new employees and to thank all existing employees for the work you do and your contributions to Laurier.
Laurier is a wonderful place to work, with collaborative people who work in a collegial and supportive manner. We are passionate about Inspiring Lives of Leadership and Purpose amongst our students, alumni, faculty and staff. Working at Laurier provides you with many benefits which are focused on wellness, recognition, lifelong learning and professional development. We pride ourselves on our ability to maintain a positive work-life balance and embrace the culture of community that exists at all of our campuses. Our Employee Success Factors were created by employees from across the organization and truly capture the behaviours and commitments we value at Laurier.
A successful employee...
This handbook is meant to outline the main aspects of the employee-employer relationship in addition to the Employment Standards Act and will hopefully answer any questions you may have. However, if you have a question or a concern not addressed in the handbook, please do not hesitate to contact a member of the Human Resources (HR) team. Contact information can be found on our university intranet (connect.wlu.ca), Working at Laurier/Contacts.
Chief HR and Equity Officer
The Facilities and Operations Group Handbook has been prepared to assist non-academic employees in finding the answers to general questions they may have and to familiarize them with the university’s general approach to certain HR issues. Employees should read it carefully and keep a copy for their records.
This handbook replaces all previous handbooks issued by the university, and all previous handbooks are rendered inoperative effective immediately. Handbooks are reviewed annually.
Remember, this handbook is only intended to provide a general summary of information concerning certain HR issues. Neither the information in this handbook, nor any other communication by management with respect to this handbook or its contents, forms part of an employment contract with the university. The university has the right to change any information set out in this handbook, without consulting, obtaining agreement, or providing notice of any kind to employees.
For questions regarding an employee’s personal employment situation or Laurier employee practices that are not addressed in this handbook, contact HR at 519.884.0710 x2007.
It is the intent of the university to provide overall working conditions, compensation and benefits for the Facilities and Operations Group that are fair and equitable with the employment practices of the rest of the university. It is the responsibility of the Board of Governors, supported by the president and HR, to proactively ensure this.
This document is intended as a guide for employees. It is not intended to circumscribe all aspects of the employment relationship. If there is any difference between this handbook and any official document or policy of the university the official document will apply. Further information on specific HR policies can be found on the HR web page.
The HR department has the responsibility to monitor the effectiveness of current practices and recommend changes if necessary. Employee views and suggestions are encouraged.
The Facilities and Operations Group includes all non-unionized employees within the Physical Resources department of Laurier who do not have managerial accountability. It excludes administrative support, professional and technical staff; and Special Constables.
Administrative support, professional and technical staff should refer to the Professional Administrative Group Handbook for information specific to their employment.
Confidential employees should refer to the Confidential Professional Administrative Group Handbook for information specific to their employment.
Special Constables should refer to the Special Constable Service Handbook for information specific to their employment.
Management level employees should refer to the Management Group Handbook for information specific to their employment.
The university has the right to manage its affairs subject to the limitations of this handbook.
Without limiting the generality of the foregoing, the university has the exclusive right and responsibility:
The university has the right to establish and enforce reasonable rules and regulations and to discipline, suspend, or discharge employees for just cause.
The university will exercise the foregoing rights in a manner that is fair, reasonable and consistent with the terms and provisions of this handbook. In the event that it is alleged that the university has exercised any of the foregoing rights contrary to the provisions of this handbook, the matter may be the subject of conflict resolution procedures.
It is agreed that there will be no discrimination, interference, restrictions, coercion, or intimidation exercised on or practiced by the university or within the Facilities and Operations Group in regard to any matter associated with the terms and conditions of employment by reason of race, creed, colour, sex, gender, marital status, ethnic origin, ancestry, place of origin, political or religious affiliation, sexual orientation, citizenship, age, record of offences, family status, disability, or language (unless a bona fide occupational requirement of a position).
The university will maintain accurate personnel records. Employees should advise HR immediately if there is any change in personal data, such as name change, address or telephone number.
There shall be one official personnel file for each employee and this file will be maintained in HR. The official personnel file shall include records relating to both the employment status of the employee, including, but not limited to, the original application form/resume, job posting, offer letter, job and salary history and job performance documentation as well as any documentation related to discipline and probation. The university shall notify the employee of any addition to their official personnel file that pertains to performance.
Employees will have the right to examine their official personnel files, exclusive of any letters of reference which have been provided on a confidential basis, by application to HR during normal business hours.
Employees may supplement the contents of their personnel files with documents related to their employment by forwarding such documents to HR.
The security and confidentiality of personnel files will be the responsibility of the Office of the Assistant Vice-President: Human Resources.
Access to personnel files will be limited to the employee, staff in HR and to the employee's current manager and other authorized university officials in connection with personnel, administrative and/or labour relations matters.
When HR receives requests for personal or employment-related information regarding an employee from an external agency, it will confirm employment only. Additional information will only be divulged with the written authorization of the employee.
All employee health files, including physician statements requested for sick leave will be kept in an area separate from all other personnel files and under secure conditions. Access will be limited to authorized persons within HR.
Safety, Health, Environment and Risk Management (SHERM) is responsible for the administration of the WSIB program and its related files. These files will be kept in a secure location and accessed solely by authorized personnel in that department.
Access to any other person(s) will only be provided with the prior approval of the employee.
Employee orientation is a process, not an event, that begins with an individual’s first experience with the university. The onboarding process includes an introduction to our Employee Success Factors and continues with personal and professional goals in addition to objectives that can be enhanced by in-house training and development opportunities.
The Employee Success Factors reflect an important set of criteria against which you can evaluate and strive to improve yourself thereby continuously strengthening our university. A successful employee:
An essential workshop for each new employee is to participate in “Understanding the Employee Success Factors.” This workshop is scheduled on an ongoing basis.
At the beginning of your employment, HR will provide you with information on the following:
Your area manager or designate will orient you with your department, campus and co-workers. Our university intranet (connect.wlu.ca) is an excellent resource for processes and services available on campus.
Your career advancement is driven by your personal performance and development plan and is supported by the university’s commitment to grow and develop its employees through career planning, coaching and professional development opportunities.
In the recruitment and selection of all employees, the university is committed to hiring the best qualified person for all positions within the Professional Administrative Group. Consideration will be given to candidates that model the university’s Employee Success Factors and have demonstrated the required skills and competencies to perform the job. The university recognizes the worth and dignity of all candidates by providing equal opportunity for employment, encourages fair and open competition while ensuring all contractual and legislative requirements are met, and encourages its employees to realize their career goals and their full potential.
Applicants will be required to submit an updated resume with their application letter as per the instructions on the posting notice by the closing date of the competition.
Only those candidates meeting the required skills, ability, relevant past performance and qualifications will be considered for an interview. The hiring committee will decide whether any applicant should be interviewed.
With the prior approval of their area manager, an employee in a continuing or recurring position who accepts a limited term position will have the option to return to their previous position upon completion of the limited term position.
Successful candidates will be provided with an offer of employment that will include the following:
Future changes will be discussed with the employee and formalized with a written letter from the manager and copied to HR.
Facilities and Operations Group employees will have a probationary period of six months worked from the last date of hire.
When an employee changes classification within the group there will be a trial period of 60 days worked from the date of transfer.
Employees and their managers should meet early in the employee’s employment to establish mutually agreeable probationary goals. Regular meetings should be held throughout the probationary period to review the employee’s performance against those goals.
If performance is deemed to be satisfactory, a letter indicating the employee had a successful probationary period will be sent. If the employee’s progress and performance is deemed to have been unsatisfactory or an additional assessment period is required, the manager may extend the probationary period or discontinue employment. Applicants will be required to submit an updated resume with their application letter as per the instructions on the posting notice by the closing date of the competition.
The university agrees to remain committed to providing a workplace environment that is free from discrimination in accordance with university policy 8.4. The purpose of the policy is:
To outline the University’s commitment to providing equal employment opportunity to all individuals including any groups designated by federal or provincial legislation, and to provide a workplace free from discrimination.
Harassment is defined in Ontario’s laws as "engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”. Generally, these comments or conduct must be related to one of the prohibited grounds such as race, sex, colour, ancestry, place of origin, ethnic origin, marital status, same sex partner status, sexual orientation, age, disability, citizenship, family status or religion.
Harassment is not:
It is expected that all employees will act in accordance with university policy 6.1. The full policy can be found on Connect, Governance/University Policies. The preamble reads:
Laurier is devoted to learning, research, scholarship, creativity, professional expertise, and personal development in a student-centred environment. The university is committed to providing an environment for study, teaching, research work and recreation for all members of the university community that is supportive of professional and personal development and free from all forms of harassment and/or discrimination outlined in the Occupational Health and Safety Act and the Ontario Human Rights Code as follows:
Section 5.1: Every person has a right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, same-sex partnership status, family status or disability.
Section 5.2: Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sexual orientation, gender identity, gender expression, age, record of offences, marital status, same-sex partnership status, family status or disability.
Section 7.2: Every person who is an employee has a right to freedom from harassment in the workplace because of sex, sexual orientation, gender identity or gender expression by his or her employer or agent of the employer or by another employee.
Section 7.3: Every person has a right to be free from:
As such, the university does not condone behaviour that may undermine work relationships or academic achievement and by this policy declares that it will not tolerate any form of harassment and/or discrimination. Each member of the campus community is responsible for helping to create an environment which is harassment and/or discrimination free as both work and learning can best be accomplished in an environment of understanding and mutual respect for the dignity and rights of each individual. The university recognizes its responsibility to deal quickly, fairly and effectively with harassment and/or discrimination should it arise. The University accepts responsibility for the establishment of procedures for dealing with allegations of and/or recurrence of harassment and/or discrimination.
Employees are encouraged to contact the senior advisor, Dispute Resolution and Support with any concerns.
Laurier is committed to the maintenance of a civil workplace. Promoting civility and respect and early intervention will reduce the risk of incivility, including workplace harassment and violence. Whenever conflicts arise, Laurier employees are encouraged to deal directly with the other person(s) who are involved to respectfully engage in dialogue to achieve resolution.
Laurier has established resources and a process to facilitate achieving a respectful workplace to foster clear communication and candor, facilitate respectful interactions and yield solutions of mutual agreement.
The Employee Issue Resolution Process can be found on the university intranet (connect.wlu.ca) under Employee Groups and Resources.
It is expected that all employees will act in accordance with university policy 8.7. The following is a summary of the policy.
Laurier is committed to providing equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, citizenship, creed, sex, sexual orientation, age, record of offence(s), marital status, family status, disability, colour or ethnic origin as described by the Ontario Human Rights Code.
The university has both a legal and moral obligation to accommodate the needs of its employees so that barriers to equal participation are eliminated wherever possible.
Accommodation means adjusting or modifying the work environment, or the way the work is done, to address the individual needs of employees who would otherwise suffer discrimination. It is the university’s duty to take steps — to the point of undue hardship to the university — to adjust or modify the work environment or the method of doing work in order to address the individual needs of employees and prospective employees.
In order to meet the needs of individuals affected, the overriding principles of approach should be those of:
The most common form of accommodation is for persons with disabilities.
A person requiring accommodation due to a disability must make a request to his/her manager and HR.
As outlined in the Employment Accommodation Policy, an accommodation plan will then be prepared, with input from the employee. All parties are expected to work together to establish objectives for the individual’s accommodation plan, to explore the range of accommodation options available, and to develop criteria that will be used to select from among the various options.
In some cases, it will be reasonable to accommodate an individual in another position or to have a job re-designed. The university must accommodate the disability needs of an individual unless it can be demonstrated that no appropriate accommodation exists, or that providing the accommodation would cause undue hardship to the employer or that a health and safety risk to others would outweigh the benefits of the equality.
Beliefs, convictions and practices rooted in religion, as opposed to those that are secular, socially based or conscientiously held, are protected. Broadly defined, religion typically involves a particular and comprehensive system of faith and worship, and tends to involve a belief in the divine, superhuman or controlling power.
Persons who celebrate their religion on days that would otherwise be working days need to be accommodated in order to practice their religion. It is equitable that people who celebrate religious holidays which conflict with their regular work schedule be allowed to take time off for their religious observance.
A person requiring accommodation for bona fide religious obligations should notify his/her manager as early as possible so that alternate plans can be made. These plans may involve rescheduling of work, or time off with or without loss of pay depending on existing provisions.
The university is committed to the occupational health and safety of employees and in providing a safe work environment at all times. This commitment encompasses striving to identify and minimize workplace hazards and the prevention of work-related injuries and illnesses, including ergonomic related injuries. The university will operate and the employees shall work in compliance with the Ontario Occupational Health and Safety Act (OHSA), Environmental Protection Act, their regulations, and any applicable municipal, provincial and/or federal legislation. The university and the employees shall make every reasonable effort to prevent personal injury, and to maintain safe working conditions. The university will make every effort to ensure that all employees comply with the legislation and with the occupational health and safety practices, procedures and policies established by the university.
Safety, Health, Environment and Risk Management (SHERM) is mandated to support the university's strategic goals, innovation and excellence. This is achieved by integrating health, safety and environment into the university's culture and by guiding the community in achieving due diligence. SHERM's primary role is to develop, promote and implement best practices in loss prevention, mitigation and operational risk management; manage the university's overall health and safety program with the goal of preventing occupational injuries and illness; and develop and implement programs and procedures to meet all of the requirements, duties, and standards set by the OHSA and the Regulations for Industrial Establishments, the Environmental Protection Act and all other applicable Federal and Provincial legislation.
Please see SHERM's web page for more information and to view the university’s health and safety policy.
Harassment and/or violence will not be tolerated, accepted or condoned by Laurier. No person shall engage in violent conduct or make threats of violence, implied or direct, on university property or in connection with the university business or workplace. To establish this commitment, Laurier has implemented a Workplace Violence Prevention Policy (Policy 7.18) and program.
To assist in this process, the Joint Health and Safety Committee (JHSC) will function as mandated in the OHSA. With the assistance of the Director, Safety, Health, Environment & Risk Management, the JHSC will help to stimulate awareness of safety issues, recognize workplace hazards, and make recommendations to deal with these hazards.
In accordance with the OHSA, an employee may refuse to work or do particular work where they have reason to believe that the work is likely to endanger them. In this case, the employee shall immediately notify their manager. No employee will be disciplined for exercising their right to refuse unsafe work in accordance with OHSA.
The university will provide safety training to employees and the employees will participate in such training. Training deemed necessary by SHERM's director will be made available to all employees.
The university agrees to provide protective equipment and clothing when required by the OHSA and/or university policies, and to ensure that safety equipment, materials and protective devices are maintained in good condition.
Managers, in consultation with SHERM will identify equipment that represents a level of hazard sufficient to warrant formal operating information and instructions. Any employee who is required to operate such equipment will receive information and instruction by the University to ensure the health and safety of the employee and the safe operation of the equipment.
The Workplace Safety and Insurance Act (R.R.O. 1990, Reg. 1101) requires that the workplace contain first aid stations and that the workplace have workers certified in first aid to provide treatment when needed. The university will provide training to at least the number of employees required by the regulations, and will offer training as resources permit to additional employees. Employees who attend first aid training will be provided with time off with full compensation and benefits. A list of qualified first aid personnel will be maintained on the SHERM website.
All employees must have a comfortable and safe work environment that does not adversely affect their health.
If an employee has concerns about the ergonomics of their workstation, a request for an ergonomic assessment for their station will be made in writing to the employee's immediate manager. This request will not be unreasonably denied.
The employee's manager will forward an authorized written request for the ergonomic assessment to SHERM. Requests will be directed a member of the Ergonomics Assessment Group (EAG) to conduct the assessment within one month of the receipt of the written request. Recommendations will be provided in writing to the employee and the employee's immediate manager. Follow-up assessments by the EAG will occur as needed.
A workplace accident is a disablement that arises out of and in the course of employment. To reduce the overall negative impact of an accident, circumstances must be carefully investigated to gain information that will enable the prevention of other undesirable events. Therefore all accidents involving Laurier staff, faculty, students, visitors and contractors must be reported to SHERM by completing an Accident/Incident Report. Employee accidents resulting in a visit to a health care professional must be received by SHERM within 24 hours of the accident.
Employees must follow the approved fire alarm procedures in the event of a fire or fire alarm. Fire alarm procedures are posted at all emergency pull stations and in every class room on campus. In addition, it is the responsibility of every employee to be familiar with the fire safety plan and designated safe area for the building’s they work in. In the event that you are unable to follow the approved fire alarm procedures due to a disability, please contact the AODA officer at firstname.lastname@example.org to have an individualized evacuation plan created.
Recognizing the value of continuous improvement and investment in skill development, Talent & Organizational Development (T&OD) collaborates with Laurier leaders to facilitate the process of building capacity and delivering solutions to enhance individual and organizational effectiveness.
Members of the T&OD team are available to consult with managers on topics relating to individual employee/team development, group needs assessments and the design of interventions to enhance team cohesion and performance.
Employees are encouraged to attend T&OD workshops and learning events offered in-house through the learning calendar in consultation with their leadhand. A learning plan template is available and strongly recommended to be completed when determining what learning opportunities are most appropriate.
Employees who participate in seminars, conferences, conventions, and workshops at the request of the university will do so without loss of compensation or benefits. Registration fees will be paid by the university, and employees incurring travel expenses will be reimbursed in accordance with the university's Travel Expense Policy.
For more information, please refer to the university intranet (Connect), Working at Laurier/Employee Development and Recognition.
The regular hours of work for staff are subject to periodic review and revision.
The normal work period for full-time staff will be seven hours per day excluding a one-half (1/2) hour unpaid lunch period, equaling 35 hours per week or greater than 1,250 hours per year.
Staff will be paid a shift premium of 1.00 per hour for any hours worked between the hours of 12 p.m. to 6 a.m. An employee who works between the hours of 2 p.m. to 11:59 p.m. shall be paid a premium of 70¢ per hour. Shift premium will not be payable during period of vacation, sick leave or any other paid leave. Shift premium shall not be included for the purpose of calculating overtime pay.
The normal work period for part-time staff will be up to and including 1,249 hours per year.
The working schedule of individual employees will be determined by the employee’s area manager in consultation with the employee, when possible. An alternative schedule may be in place at the time of hire, or may need to be developed at a later date, due to departmental needs.
Employees are allowed one 15-minute rest period for each three hours worked, at times arranged with their leadhand.
Work performed during rest periods will not be considered as work in excess of an employee’s normally scheduled work hours and therefore will not be eligible for overtime compensation. These rest periods cannot be accumulated or banked and taken as paid time off except as provided for elsewhere in this handbook.
The university will avoid, through careful planning of work schedules, the necessity for employees to work overtime. However, it is understood that occasions may arise that require a reasonable amount of overtime for the efficient operation of the university. Management will endeavour to provide employees with reasonable notice of the need to work overtime. While overtime is voluntary, employees are expected to cooperate.
Overtime must be pre-approved by the employee’s manager. Scheduled or pre-approved overtime in excess of 35 hours is compensated by pay or time in lieu at 1.5 times. All Sunday overtime work shall be paid at double time (2x). For part time employees, additional hours worked up to 35 hours per week is not considered overtime and will be compensated at straight time. Unscheduled or unapproved overtime is not compensated nor can it be taken as time in lieu.
An employee may be assigned in advance to on call status by their leadhand during a period when they have completed their normal work day and have left the university premises. While on call, an employee shall make himself/herself readily available to the university for potential call back to deal with an urgent situation.
An employee assigned to on-call status by their leadhand or area manager shall receive an on-call rate of $30 for each day (24 hours) on-call. Payment for on-call status shall not be included in the computation for overtime wages.
When on-call, the employee must be accessible at all times and must immediately notify his/her leadhand if inaccessible. If inaccessible, on-call pay shall be forfeited. An employee cannot be designated on-call for more than seven consecutive days however he/she may be on-call for 24 hours on each of those days.
An employee who is assigned to on-call status and cannot be reached or does not report within 30 minutes of being contacted, shall not receive on-call pay for that day, and may be subject to discipline.
An otherwise eligible employee will not receive on-call compensation if performance of the duties is an extension of the regular workday or workweek.
Essential employees are not automatically assigned to on-call status.
On-call assignments will be allocated among eligible employees on a rotating basis as scheduled by the leadhand.
Employees who are on-call, have left the university premises, and are subsequently required to return to work during the designated on call period will receive call back pay.
The compensation for call-back will be with a minimum of three hours compensation at their applicable overtime rate or the actual hours worked at their applicable overtime rate, whichever is greater.
Emergencies resulting from, but not limited to, severe weather, environmental conditions, utility disruptions, road conditions, acts of God, acts of terrorism, may lead to a decision to either cancel classes, in which case all of the other normal activities of the university continue, or to close the university with the exception of essential services. university policy 7.6 outlines the procedures in more detail.
In instances where the university is closed under this policy, employees will not suffer a loss of compensation from the loss of time incurred. Those who are required to work in order to maintain essential services during any period of closure shall be paid at the rate of double time.
Coverage during severe weather/storm closing will be on a volunteer basis based on qualifications. Then, if additional coverage is required, it will be assigned through the essential services rotation list. This rotation list will be developed by the area manager and will begin with the employee with the most service and then work through the staff equally. All assignations will consider required qualifications and then service.
Notice of closure will be posted on the website and included in the welcome message at the campus’ phone number.
A leave with full compensation and benefits of up to one day per fiscal year may be granted to employees who are absent from work as a result of extreme weather conditions when the university is open. Further leaves of this nature will be without pay, and will be granted at the discretion of the immediate area manager.
Every attempt should be made to arrange appointments outside of working hours. The university realizes that, in certain situations, it might be impossible to do so. If an employee is unable to make appointments outside of normal working hours, such time is to be deducted from accumulated sick leave credits to the nearest one-half (1/2) hour.
The university recognizes that employees may need to be absent due to illness, disability or injury and therefore provides sick leave benefits to provide income protection during such absences.
Sick leave means the period of time an employee is unable to work due to illness, disability or injury for which the employee is not receiving Workers’ Safety and Insurance Board (WSIB) benefits or any other compensation for loss of earnings.
Employees are also eligible to use their sick leave to a maximum of three days per calendar year when prevented from attendance at work in order to attend a child, spouse, parent, brother, or sister who is sick and dependent upon the employee for health care. The employee may be required to verify the basis for the absence by providing supporting documentation.
The accumulation of sick leave credits does not confer the right to their unlimited use but is provided as protection to ensure salary continuance in the event of a prolonged absence from work.
Sick leave includes medical and dental appointments.
Sick leave credits will accumulate on the basis of one and one half (1½) days for each month in which work is actually performed (one day per month for part-time), to a maximum of 105 working days, inclusive of the above automatic accumulations.
"One day" is defined as a period equivalent to a normally scheduled work period. Sick leave will be credited in hours and reported as such.
If an employee incurs a certifiable illness, that would prohibit them from working during a vacation period, the university, with the appropriate medical documentation, may record it as sick leave and reinstate the corresponding vacation credits.
During the first 120 consecutive calendar days of absence due to the employee being unable to perform their job due to illness, disability, injury or recuperation, salary payments will continue as follows:
If an absence is due to the same illness or injury within 30 days of returning from the original absence, it will be classified as a continuation of the same absence and only the balance of the unused portion will apply.
The employee’s manager may request a medical progress questionnaire after five days absence. The university will reimburse the employee up to $50 per certificate or another amount as determined by the university.
Vacation and sick leave credits will not accumulate during sick leaves of more than 30 days.
Should the absence extend beyond 120 consecutive days, those employees enrolled in the university's long-term disability benefit plan will apply for benefits under that plan.
If the application for benefits is approved and the employee is receiving payments under the long-term disability plan (LTD), the university will be responsible for normal pension contributions, including the employee portion. Basic life, optional life and accidental death and dismemberment and disability insurance premiums will be waived. Other benefit coverage and premium payments will not change. The above pension and benefits are in effect as long as the individual remains an employee.* LTD benefits continue in accordance with the LTD plan.
Employees not insured under the long-term disability plan may make application for employment insurance sick leave benefits. Employees not in receipt of LTD benefits will be considered to be on a leave without compensation. Benefit and pension continuation will be determined as outlined below under the Leave without Compensation section.
Vacation and sick leave credits will not accumulate while an employee is on long-term disability leave.
*Employment will normally be terminated after a minimum of 24 months absence and a medical prognosis indicating return to work is not imminent. Employees who continue to be in receipt of LTD benefits past this 24 months period will continue to be eligible to participate in the Extended Health Care plan to a maximum of $30,000 per calendar year, the Dental Care plan and the university will continue to be responsible for making employer and employee pension contributions.
The university recognizes that employees may, on occasion, desire, or need, to take a temporary, leave without compensation from their regular duties for various personal reasons.
Leaves may not exceed one year and are subject to written approval from the employee’s area manager.
Vacation and sick leave credits will not accumulate during leaves of more than 30 days.
If the leave is for 30 calendar days or fewer, benefit coverage and premium payments will not change. If the leave is for more than 30 calendar days, the employee will be required to make both the employee and the university’s contributions toward the cost of the available benefits that the employee wishes to continue during the leave. The university will continue to make employer contributions to the Pension Plan unless the employee has advised the university that they do not wish to continue to make the employee contributions.
To apply, the employee must submit a written request to their manager at least three months in advance of the starting date of the leave. This request should outline the start date, end date and purpose of the request for a leave. A copy should be submitted to HR.
The employee’s manager should respond in writing within two weeks and specify whether the leave has been granted or denied with a copy to HR. Approval of such a leave is at the discretion of the manager and should take into account various factors, including the merits of the case, whether the position can be adequately filled in your absence and the effect on the department.
If the leave is granted, a forwarding address for correspondence should be relayed to the manager and HR for future reference. At least four weeks written notice should be given if the employee plans to request an extension, return early or not return at all.
Personal leave days may be granted in the event of uncontrollable circumstances and for personal commitments that cannot be attended to outside working hours.
Personal leaves of up to three days per fiscal year may be granted without loss of regular pay for continuing and recurring employees. Examples of such circumstances are:
Personal leave days must be recorded on the bi-weekly absence report and should be approved in advance with the employee’s Area Manager/Leadhand, whenever possible. Requests should include the date, amount of time required, and the reason for the leave.
In the event of a death in an employee’s immediate family, (defined as spouse, common-law spouse, same-sex partner, son, daughter, children of common-law spouse, step-children, ward, brother, sister, parent), the employee will be granted a leave of absence to make funeral arrangements and to attend the funeral. The employees will receive regular pay for the time lost, up to a maximum of five consecutive working days.
For a non-immediate family member (defined as mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandchild, grandmother and grandfather, grandparent of spouse) payment will not exceed three days.
A leave of absence of one day with pay may be granted if the employee is unable to attend the funeral of a member of the immediate family because of distance but require the day to make funeral arrangements and/or to attend a local service.
If extensive travel is required to attend the funeral of a family member, an additional leave with full compensation and benefits to a maximum of two days may be granted.
Where bereavement leave occurs during an employee’s vacation period, the employee may substitute bereavement leave for the period in question provided that the employee contacts their area manager during the vacation period and provides evidence satisfactory to the area manager. The employee would then be eligible to schedule the unused portion of their vacation at a later date.
The above is intended as a guideline. Managers may exercise flexibility as they see fit.
All employees, who are pregnant and who have been employed by the University for at least 13 weeks prior to the estimated date of birth will be entitled to a pregnancy leave for a maximum of seventeen (17) weeks however, maternity benefits can only be collected either up to 12 weeks before they are expected to give birth or at the week they give birth. Pregnancy leave can start any time during the 17 weeks before the baby is due. Pregnancy leave must be taken as one continuous period.
All employees, who have been employed by the University for at least thirteen (13) weeks prior to the birth of a child or before a child comes into the parent’s custody for the first time, will be entitled to a parental/adoption leave of up to thirty-five (35) weeks or an extended parental benefits maximum of sixty-one (61) weeks.
A birth mother who takes pregnancy leave must begin her parental leave as soon as her pregnancy leave ends. Birth mothers who take pregnancy leave are entitled to take up to 35 weeks of parental leave. All other new parents are entitled to take up to 37 weeks of parental/adoption leave. The leave must begin no later than 52 weeks after the birth of the child or the date the child first came into the employee’s custody, care and control for a standard parental/adoption leave or no later than 78 weeks after the week the child was born or placed for the purpose for adoption.
Employees may decide to take a shorter leave if they wish. However, once an employee has started parental leave, he or she must take it all at one time.
An employee must give the university at least two weeks written notice before beginning a pregnancy and/or parental/adoption leave. After the leave has started, the employee must give written notice at least four weeks before the date any change in plans will occur. This notice should indicate the start date of the leave and the return to work date.
To inquire about eligibility for "pregnancy and or parental/adoption benefits" from the Employment Insurance Program call the nearest Human Resources Development Canada-Employment Insurance Telemessage General Inquiries or visit the Service Canada website.
During pregnancy and/or parental/adoption leave the University will continue the employee’s benefits coverage, unless the plan is contributory and the employee has elected to discontinue contributions. The University will also continue to make employer contributions to the Pension Plan unless the employee has advised in writing that they do not wish to continue to make their contributions. The Human Resources Department will provide employees with payment options prior to their leave.
Vacation credits and sick leave credit will continue to accrue while an employee is on pregnancy and/or parental/adoption leave.
During pregnancy and parental/adoption leaves eligible continuing or recurring employees may be entitled to a supplementary employment benefit. A supplementary employment benefit is an additional payment made by the university to an eligible employee to supplement the pregnancy and parental benefits provided by the government.
Eligible employees shall receive the supplementary employment benefits as follows:
During the period of pregnancy leave, an employee is entitled to 100% of her full Reference Salary for the first two weeks and the amount equal to the difference between the Employment Insurance benefits received and 95% of her full reference salary for a maximum of 15 additional weeks.
During the period of parental/adoption leave, employees shall be entitled to the supplementary benefit as follows:
To receive the supplementary benefit, eligible employees must supply the university with proof of application to the Canada Employment Insurance Commission (CEIC). The payment of the benefit shall be as follows:
Failure to provide HR with the CEIC statement within a reasonable timeframe after the commencement of the leave and the receipt of the CEIC statement may result in the delay or cessation of the supplementary benefit payment.
An employee who fails to return to work for a minimum period of six months or on a reduced workload for an equal number of hours, pro-rated over a longer period of time not to exceed 12 months following the expiration of the pregnancy and/or parental/adoption leave, may be required to repay the supplementary benefit they have received, except when the employee has provided satisfactory evidence of illness of the employee or child. If the employee is laid off repayment may not be necessary.
At the request of a parent who does not take pregnancy leave, the university will grant up to five days of paid leave within four weeks of the delivery date, provided that the employee has been employed by the university for at least 13 weeks immediately preceding the day of delivery. This request must be given to the employee’s manager at least two weeks prior to the commencement of the leave.
An extended parental leave without compensation, up to a maximum of 52 weeks, may be given to an employee who has been employed by the university for at least 14 months immediately preceding the commencement of a parental leave. Extended leave will commence immediately upon the completion of a parental leave. The employee will give a written request to their area manager at least three months prior to the commencement of the extended parental leave.
During an extended parental leave the employee will be required to make both the employee and the university contributions toward the cost of the available benefits that the employee wishes to continue and will advise the university in writing of their intentions to do so. The university will continue to make employer contributions to the Pension Plan unless the employee has advised the university in writing that they do not wish to continue to make the employee contributions.
Vacation and sick leave credits will not accumulate during an extended parental leave.
A leave of absence will be granted to employees who are called for jury duty or subpoenaed as a witness in a court proceeding. The university will pay the difference between normal earnings and the payment received for jury service or duty as a court witness, excluding payment for travel, meals, or other expenses. Such payment by the university is contingent on satisfactory proof of attendance in court.
An employee is entitled to a leave of absence without compensation if the employee is a reservist and will not be performing the duties of their position:
Upon return to work, an employee who is a reservist and who was deployed to a Canadian Forces operation outside the country or to an operation inside Canada that provided assistance in dealing with an emergency, will resume their former position, provided that it still exists, with the full salary and benefits.
Employees must provide notice in writing to their area manager before beginning and ending a Military Reservist Leave.
For the first 30 calendar days of the leave, benefits coverage and premium payments by the employee and the university will not change. After the first 30 days, the university will no longer contribute towards university benefits, but will permit and facilitate continuance of the available coverage if desired and the employee will pay the applicable premiums.
An employee becoming a Canadian citizen will be entitled to a full day with no loss of compensation and benefits in order to attend the citizenship proceedings.
In federal elections, employees are entitled to a period of four consecutive hours for the purpose of voting during polling hours on election day. In provincial and municipal elections, the entitlement is three consecutive hours.
Employees who care for terminally ill family members under the terms of the Employment Insurance Act and apply and are approved for EI benefits, are eligible for a supplementary employment benefit as follows:
To receive this supplementary benefit, the university must be supplied with proof of application to the Employment Insurance Commission.
During a compassionate leave the university will continue the employee’s benefits coverage, unless the plan is contributory and the employee has elected to discontinue contributions. The university will also continue to make employer contributions to pension plan unless the employee has advised in writing that they do not wish to continue to make their contributions. HR will provide employees with payment options prior to their leave.
A professional leave may be granted for either enhancement of experience and/or knowledge or acquisition of new skills.
An education advancement leave may be granted for the completion of either a college or university education.
Employee’s having five or more years of service with the university are eligible for a professional development leave or education advancement leave for a period not to exceed six months or two years, respectively. Throughout this approved leave period, employees will receive a percentage of their salary which will depend on the type of leave granted by the university.
A request, in writing, to the area manager is required for a professional development or education advancement leave. The request must set out the objectives for the leave, the start date, the proposed length of absence, and the expected benefits to both the employee and the university. Application must be made three months prior to the commencement of the leave.
Employees will be notified of the granting, denial or deferral of a professional leave or education advancement leave within two months of making the application.
Throughout the leave period, employees receive a percentage of your salary, as outlined below. This payment will be made on the regular pay cycle.
For the first 30 calendar days, the benefit coverage and premium payments by the university and the employee will not change. After the first 30 calendar days, the employee will be required to make both the employee and the university’s contributions toward the cost of the available benefits that the employee wishes to continue during the leave. The university will continue to make employer contributions to the Pension Plan unless the employee has advised the university that they do not wish to continue to make the employee contributions.
While on leave, benefit levels will be based on the employee’s reference salary in the year prior to the leave. The continuation and coverage under the Long Term Disability Plan shall be based on the employee’s actual salary.
Vacation accrual and sick leave credits will not accrue during the leave period.
An employee who wishes to return from their leave prior to the original date of return will notify their area manager in writing at least four weeks in advance, giving that revised date of return.
Upon completion of the leave, employees must return to their position for a minimum of one year or, failing this, they will be required to reimburse the university for any salary received during the leave.
The university recognizes the following as paid holidays:
Employees required by the university to work on any of the above paid holidays, which in addition to their holiday pay receive:
Each year there will also be three floating days which will be designated by the university annually and which normally fall within the holiday break.
Employees will not normally be required to work on a designated floating day. Employees who are required to work on a floating day will be compensated at a rate of 1.5 times their salary rate for hours worked.
An employee’s vacation year begins with the first day of service with the university without a break in service. Entitlement is outlined below. Both employees and their manager should make every attempt to ensure that all vacation days are taken within the appropriate vacation year. The positive effects of being refreshed and rested can reduce the possible tension and stress that can arise from extended periods of hard work with no break.
The vacation year begins on the employee’s start date and is accumulated monthly as per below, depending on the type of position. For purposes of vacation entitlement, years of service are calculated from the date of commencement of uninterrupted employment with the university.
Annual vacation entitlement will be prorated if the employee works less than 35 hours per week and where periods of absence occur for which vacation credit does not accrue. If an employee leaves the university and returns to full-time employment within one year of the date of termination, they will be credited with previous service for purposes of vacation entitlement, commencing with the second vacation year following re-employment.
|Years of Service||Entitlement|
|Less than one year||1.4 days for each month of service to a maximum of 17 days.|
|One year to fewer than six years||17 days.|
|Six years to fewer than 15 years||22 days.|
|15 years to fewer than 25 years||25 days.|
|25 years and more||30 days.|
Vacation credits will accrue while an employee is on maternity, parental leave (excludes extended parental leave), sick leave of less than 30 calendar days and any approved leave of absence of less than 30 calendar days in duration.
Vacation may be taken prior to accrual, up to your annual entitlement, with approval of your manager within the first year of employment. When an employee’s active employment ceases, they will be required to reimburse any monies owing as a result of this.
The vacation year for carry-over purposes is based on the employee’s anniversary date.
|Years Completed Service||Allowable Carry-Over|
For part-time employees, vacation days will be pro-rated.
Employees will submit written vacation requests, two weeks at a time, to their manager by mid-March for the May 1 to Aug. 31 period. Once all employees has booked their first two weeks, the process will repeat, two weeks at a time until all requests that can be reasonably accommodated have been accepted.
The final schedule will be posted by mid-April. Adjustments may be made to the schedule with the leadhand’s approval.
Vacation requests for Sept. 1 to April 30 will be submitted using the same process by mid-July with a schedule to be posted by mid-August.
It is not the practice of the university to pay in lieu of taking vacation time, except in the case of discontinuing employees (see below).
The Employment Standards Act requires that the employer maintain a record of vacation earned and taken by employees. The manager who approves vacation scheduling is responsible for keeping accurate records of their employee’s entitlement and vacation taken.
If an employee discontinues employment with the University, the University will pay the cash equivalent for unused vacation accrual at time of termination. No vacation may be taken after notice of resignation has been given unless approved by the manager.
Employees are expected to use all accrued vacation prior to the retirement date.
An employee who incurs a certifiable illness, that would prohibit them from working, during a vacation, the university, with the appropriate medical documentation, may record it as sick leave and reinstate the corresponding vacation credits.
For full time employees in continuing appointments, or limited term appointments greater than 12 months in duration, the University provides the following benefit plan:
*Premiums for these options are subject to change by the carrier.
Employees hired on a limited term appointment, less than 12 months in duration, are eligible to receive:
Part-time employees scheduled to work between 910 and 1,249 hours in a year will receive full coverage (employer paid premium) for their choice of either extended health care or dental care, and have the option of purchasing membership in the other plan.
Employees scheduled to work fewer than 910 hours per year will receive an amount equal to 4% of their salary in lieu of benefits.
A comprehensive description of these plans and associated cost-sharing arrangements can be viewed in the staff benefits booklet found on our Benefits and Employee Well-Being page. Note: This content is hosted on our internal faculty and staff site, Connect, which requires Laurier network credentials to access. If you have any questions, please contact email@example.com.
If employees have questions concerning claims or if they need assistance, they should contact the Compensation and Benefits Analyst at x4504 or email firstname.lastname@example.org.
Detailed information on the Tuition Waiver Program can be found on our Benefits and Employee Well-Being page. Note: This content is hosted on our internal faculty and staff site, Connect, which requires Laurier network credentials to access. If you have any questions, please contact email@example.com.
In the interest of encouraging employees to participate in personal and professional development, the university provides a tuition waiver for those who wish to upgrade their academic qualifications by attending credit courses at Laurier's Waterloo campus, Brantford campus, Kitchener location or Martin Luther University College. Courses taken that are for interest and are not work related are considered a taxable benefit.
Full-time employees with continuing status who have successfully completed their probation period, or an employee who has retired from the university, are eligible to receive a 100% waiver of the domestic academic tuition fees (or equivalent) for undergraduate and graduate courses taken at Laurier and at the Martin Luther University College, with the exception of the MBA program offered at the Toronto campus, and any executive style graduate degree program. This waiver is restricted to three full courses or six half courses in each 12-month period, commencing May 1 each year. Employees will be responsible for the cost of private instruction, course material, books, registration and examination fees, exemption fees, and other incidental fees.
Full-time employees with a limited-term appointment of one year or more, with an anticipated end date that is after the final add date for the applicable academic term in which the appointment ends, and who have completed their probationary period, are eligible to receive a 100% waiver of the domestic academic tuition fees (or equivalent) for undergraduate and graduate courses taken at Laurier and at the Martin Luther University College, with the exception of the MBA program offered at the Toronto campus, and any executive style graduate degree program. This waiver is restricted to three full courses or six half courses in each 12-month period, commencing May 1 each year. Members will be responsible for the cost of private instruction, course material, books, registration and examination fees, exemption fees, and other incidental fees.
Should the university end the employee’s appointment prior to the anticipated end date, and the employee has registered for courses in the academic term in which the appointment ends, the employee shall be eligible for the tuition waiver.
Part-time employees with a continuing status or who have a limited-term contract of one year or more and who’s regularly scheduled work hours total 910 - 1249 per year, and who have completed their probationary period, will receive a 50% reduction of domestic academic tuition fees, with the same provisions as described above. Also, during any particular fiscal year employees are eligible to receive a 100% waiver of the academic tuition fees for one course offered in the evening for which they register as a part-time student.
Part-time employees who have a Limited-Term appointment of one year or more, with an anticipated end date that is after the final add date for the applicable academic term in which the appointment ends, and whose regularly scheduled work hours total 910-1249 per year are eligible to receive a 50% waiver of the domestic academic tuition fees (or equivalent). In addition, for this group, the university will provide the following option, which may be selected at the discretion of the employee in any particular fiscal year during the term of this contract. Under this option, the employee would be eligible to receive a 100% waiver of the academic tuition fees for any undergraduate course, offered in the evening for which they register as a part-time student.
Should the university end the employee’s appointment prior to the anticipated end date, and the employee has registered for courses in the academic term in which the appointment ends, the employee shall be eligible for the tuition waiver.
Eligibility is determined at the beginning of the academic term, and no partial waivers will be made. Employees will be responsible for all non-tuition fees, including registration and examination fees, incidental and ancillary fees, and for any course materials.
The university will reimburse employees for 100% of the applicable tuition costs for the successful completion of a work-related course at a college or university other than Laurier, when the course is not available at Laurier and where the course has been recommended by the employee’s manager. Employees will be responsible for the cost of private instruction, course materials, books, exemption fees and other incidental fees.
Generally, courses will be taken outside of normal working hours. However, with the approval of an employee’s area manager, work-related courses may be taken during regular working hours, provided that comparable time is made up within a reasonable period.
Courses taken at any Laurier campus are subject to the usual registration and enrolment procedures. Employees must indicate that they are employees of the university on all forms. The Business Office will automatically waive the academic tuition fees.
If an employee retires or is currently receiving Long Term Disability Benefits, they continue to be entitled to this tuition benefit as outlined above.
An eligible full-time employee’s dependent children or spouse are eligible to receive 100% waiver of domestic tuition fees for undergraduate and graduate courses offered at Laurier's Waterloo campus, Brantford campus, Kitchener campus or Martin Luther University College. Tuition fee waivers for international students shall be limited to the value of the domestic fees for the equivalent program.
An eligible part-time employee’s dependent children or spouse (as defined above) are eligible to receive a 35% waiver of the domestic tuition fees for up to four half credit undergraduate courses in each year starting May 1 for courses offered at Laurier's Waterloo campus, Brantford campus, Kitchener location or Martin Luther University College.
Eligibility is determined at the beginning of the academic term, and no partial waivers will be made. Dependent children and spouses must meet the admission requirements of the programs.
Non-tuition fees, including registration and examination fees, incidental and ancillary fees, and fees for course materials, are not included in the benefit. Internship and co-operative education fees are waived.
If an employee retires, passes away or is currently receiving Long Term Disability Benefits, their spouse and dependent children shall also be entitled to this tuition benefit. This is also a taxable benefit.
Eligibility is determined at the beginning of the academic term, and no partial waivers will be made. Dependent children and spouses must meet the admission requirements of the programs.
Employees must complete a Spouse/Dependent Application for Tuition Waiver form and return it to HR in order to be eligible for this benefit.
Employees have access to athletic facilities provided locally at a rate to be determined annually by the university. Employees also have the right to use the university’s athletic facilities at the Waterloo campus upon payment of an annual fee determined annually by the university. These two arrangements are exclusive of each other and payment for one will not be applicable for both facilities. Both fees are subject to change. For more information, please visit the Laurier Athletics website.
Parking lots are available to employees upon payment of the applicable parking fee plus taxes. Parking permits may be used on an occasional basis at other campuses for meetings, education, seminars, or conferences.
The parking fee is subject to change and will be determined annually by the university. For more information, please visit our Parking and Transportation page. Note: This content is hosted on our internal faculty and staff site, Connect, which requires Laurier network credentials to access. If you have any questions, please contact firstname.lastname@example.org.
Parking permits must be returned to the Parking Office prior to leave or termination of employment.
The EFAP is a confidential counselling service for eligible Laurier employees and families. It is a free, voluntary and high quality service provided by the Homewood Health Inc.
To arrange a confidential appointment at Homewood Health EFAP, call anytime 24/7/365
Visit the website at homeweb.ca. For more information, please visit our Benefits and Employee Well-Being page. Note: This content is hosted on our internal faculty and staff site, Connect, which requires Laurier network credentials to access. If you have any questions, please contact email@example.com.
The university will provide financial assistance in the form of a loan for any computer and/or computer peripherals purchase, and software, available at the University’s Bookstore, within the price range of $500 to $5,000.
Financial assistance will be limited to one purchase per employee every 24 months while employed at the university.
Employees must purchase the computer and/or computer peripherals through the university’s Bookstore and repay the university in equal, low interest, instalments over not more than a 24-month period. The university will apply an interest rate no greater than the prescribed interest rate as defined by the Canada Revenue Agency. Employees will be required to sign a waiver permitting the university to deduct the remaining balance from their last pay, inclusive of vacation pay, upon termination.
Computers and/or computer peripherals purchased through this option will become the property of the employee, and as a direct owner of the equipment the employee will be responsible for its maintenance, repair and upkeep.
For further information on financial assistance for computer/peripherals purchase, please see the Benefits and Employee Well-Being page. Note: This content is hosted on our internal faculty and staff site, Connect, which requires Laurier network credentials to access. If you have any questions, please contact firstname.lastname@example.org.
For Custodial/Maintenance staff, the dress code shall be as follows:
The university will determine the uniform standard to be followed by all custodial/maintenance staff. Employees will be required to turn-in worn-out or damaged logoed clothing and outerwear prior to the approval/issuance of any replacement. All university-provided clothing and footwear must be worn and be used in the performance of work-related duties.
The Plan is a Money purchase (also referred to as Defined Contribution) plan with a minimum guaranteed pension level (also referred to as a defined benefit). This two-part or “hybrid” plan design provides you with a better benefit than a more traditional plan, because it enables you to reap the rewards of the plan’s investment performance, while having the security of a minimum guaranteed benefit. Your Money Purchase plan is an individual savings account into which your contributions, together with the matching contributions made by the university during the period of your employment with the university, have been deposited. These funds are invested on your behalf and your account is credited with the interest income on an annual basis.
Full-time employees are eligible to become members of the Wilfrid Laurier University Plan on the first day of the month coincident with or following their first day of employment with the university.
Part-time employees are eligible to become members of the Wilfrid Laurier University Plan following two consecutive calendar years of continuous employment in which they have either earnings greater than 35% of the Canada Pension Plan Yearly Maximum Pensionable Earning, or have worked 700 hours of work in each of the two years. Enrollment must begin on the first of a month.
Employees who are Members of the pension plan are required to contribute, by regular payroll deduction, an amount equal to 8% for earnings below the YMPE and 10% of the employee’s Reference Salary above the Year’s Maximum Pensionable Earning (YMPE). The University will contribute an amount equal to 7% of the employee’s Reference Salary.
For further information on the WLU Pension Plan, please refer to the Pension and Retirement Services page. Note: This content is hosted on our internal faculty and staff site, Connect, which requires Laurier network credentials to access. If you have any questions, please contact email@example.com.
Consistent with the university’s commitment to “pay for performance” and to provide a comprehensive compensation plan for employees this program provides employees the opportunity to receive regular salary adjustments to reflect economic conditions as well as levels of achievement and competence.
It is the university’s goal to pay comparable salaries for comparable positions throughout the university campus. The Facilities and Operations Group compensation system will maintain internal equity with other jobs at the university through a consistent application of benchmarking with other comparable jobs.
The Facilities and Operations Group are paid an hourly rate, on a bi-weekly basis, and that rate may increase by annual economic (across-the-board) adjustments each July 1.
Additionally, Facilities and Operations Group may be eligible for lump sum merit bonus of $650 which is based on annual performance appraisals. An employee must demonstrate exceptional performance to be eligible for merit. Exceptional performance is defined as performance that exceeds the expectations of the position.
The decision to eliminate a position or to reduce staff is one requiring careful consideration and is only reached after other alternatives have been fully investigated. As such the application of this policy is done in a consultative manner involving the management accountable for the decision and HR.
Prior to the announcement of position redundancy the director and appropriate vice-president will consult with HR for purposes of administering this policy.
The purpose of consultation with HR is to determine the full extent and impact of the decision identify options and ensure compliance with the appropriate legislation and practice.
Should the employee decide to terminate his/her employment at the university, a letter of resignation must be submitted to the employee’s leadhand/area manager. The letter of resignation should specify the effective date of resignation and offer an appropriate notice period. It is recommended that a minimum of two weeks is generally appropriate.
When an employee voluntarily leaves the university, they will be invited to participate in an exit interview with their HR representative. The purpose of this interview is to give the employee an opportunity to provide honest and open feedback about their experience at the university and for the university to learn and consider any recommendations they may have to make Laurier a better community.
The university has the right to terminate employment in accordance with university policies and relevant employment standards and human rights legislation. HR must be consulted in all cases of discipline or potential dismissal.
Both the employee and the university have the right to terminate the employment relationship. This can include resignation, termination initiated by the university for cause, redundancy or layoff.
The Wilfrid Laurier University Pension Plan’s normal retirement date is the first day of the month coincident with or next following an employee’s 65th birthday. In addition to normal retirement, the university's pension plan provides a number of retirement options. For more detailed information regarding retirement benefits, please refer to the Benefits and Employee Well-Being page. Note: This content is hosted on our internal faculty and staff site, Connect, which requires Laurier network credentials to access. If you have any questions, please contact firstname.lastname@example.org.
The Normal Retirement Date for an employee of the WLU Pension Plan will be the first day of the month coincident with or next following the employee’s 65th birthday. An employee may opt to postpone retirement and continue working past the Normal Retirement Date.
Pension benefits are paid monthly commencing on the first of the month following retirement.
An employee may postpone retirement after attaining the normal retirement date.
Employees who choose to continue employment beyond the normal retirement date will be required to commence receiving pension payments no later than the end of the calendar year in which the employee attains age 71 or such later date as may be permitted under the Income Tax Act at which time both employee and the university will cease contributions to the WLU Pension Plan and the period of continued service will not be counted as pensionable service for the calculation of pension benefits. While working beyond the normal retirement date the employee may continue to make contributions to the WLU Pension Plan and, by so doing, for the purposes of pension benefit calculations receive matching university contributions and additional pensionable service for the period worked.
An employee who has postponed retirement, and who has elected to continue to make contributions during the postponed period, will have pension benefits calculated in the same manner as at normal retirement.
Employees are advised to provide as much written notice as possible of their intention to retire to allow for administrative processing and orderly planning. The recommended time frame is minimum of three months prior to the proposed retirement date.
Employees may choose to retire on the first day of any month after reaching age 55.
Employees who have completed at least five years of consecutive, full time service at the university immediately prior to retirement (employees who are hired after July 1, 2014, must have completed at least 10 years of consecutive, full time service) will be able to participate in the following plans based on the terms and condition specified in the plans:
Employees who are eligible for post-retirement benefits and who retire early and have alternate benefits through employment elsewhere, the alternate plan will be the first payer for all claims and the university shall serve as the second payer.
The Board of Governors and Senate have rights, powers, and responsibilities as established by statute and by-law, except as such rights, powers, and responsibilities may have been specifically abridged, delegated, or modified by the Certification Order. The Board will exercise those rights, powers, and responsibilities in a manner which is fair, reasonable, and consistent with the provisions of this handbook.
The university acknowledges the rights and responsibilities of employees to participate in the formulation and/or recommendation of policies and procedures within the university through duly constituted collegial bodies and committees.
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