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Join us at Laurier

Becoming a Golden Hawk means more than just cheering on our (really good) varsity teams – it means being a student who cares about your community, who works hard in the classroom, and who takes advantage of all the learning opportunities that can happen outside the classroom, too.

Welcome from the Chief Human Resources and Equity Officer

Welcome to the employee handbook for the Management employees 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 focussed 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.

Laurier employees lead by building a thriving community and anticipating the future. They are…

  • collaborative
  • inclusive
  • innovative
  • accountable

This handbook is meant to outline the main aspects of the employee-employer relationship 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 (, Working at Laurier/Contacts.


Pamela Cant
Chief HR and Equity Officer


The Management 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 with 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.

Employment in the Management Group

The Management Group includes persons who have leadership and managerial accountability for various university faculties and departments. The Management Group includes assistant vice-presidents, deans, university librarian, directors and managers.

Jobs included in this group exercise full managerial responsibilities.

As part of the management team at Laurier, you have demonstrated leadership competencies that the university counts on for successfully meeting its goals. In addition to leading staff and/or faculty, you contribute to the strategies and plans that move the university forward.

Guiding Principle for Treatment

It is the intent of the university to provide overall working conditions, compensation and benefits for the Management 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.

HR has the responsibility to monitor the effectiveness of current practices and recommend changes if necessary. Employee views and suggestions are encouraged.


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