A birth mother who takes pregnancy leave must begin her parental leave as soon as her pregnancy leave ends. 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 contacthr@wlu.ca. The university will maintain accurate personnel records. 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. The contributions and coverage under the Long Term Disability Plan shall be based on the employees actual salary. In this case, the employee shall immediately notify their manager. After the first 30 calendar days, the employee will be required to make both the employee and the universitys contributions toward the cost of the available benefits that the employee wishes to continue during the leave. Employee orientation is a process, not an event, that begins with an individuals first experience with the University. An essential workshop for each new employee is to participate in Understanding the Employee Success Factors. This workshop is scheduled on an ongoing basis. <>/MediaBox[0 0 612 792]/Parent 13 0 R/Resources<>/Properties<>>>>>/Rotate 0/StructParents 3/Tabs/S/Type/Page>> <>/Contents(Introduction3)/Dest[16 0 R/XYZ 63 691 0]/F 4/Rect[69.75 657.44 546.75 670.97]/StructParent 4/Subtype/Link>> A leave of absence will be granted to employees who are called for jury duty or subpoenaed as a witness in a court proceeding. If the leave is for more than 30 calendar days, the employee will be required to make both the employee and the universitys contributions toward the cost of the available benefits that the employee wishes to continue during the leave. It is the universitys 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. <>/Metadata 7 0 R/Outlines 8 0 R/PageLayout/SinglePage/PageMode/UseOutlines/Pages 13 0 R/StructTreeRoot 314 0 R/Type/Catalog/ViewerPreferences<>>> Full-time employees are automatically credited with 105 sick days upon hire. Should theuniversityend the employees 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. The employee may opt to receive salary payments only during the actual time worked or have them spread over the entire work reduction period, and will advise HR of their intention, in writing. *Employment will normally be terminated after a minimum of 24 months absence and a medical prognosis indicating return to work is not imminent. 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. If the employees progress and performance is deemed to have been unsatisfactory or an additional assessment period is required, the director/manager may extend the probationary period or discontinue employment. 5 0 obj 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. Once an employee is hired into a new position and placed at the appropriate point in the salary range, he/she will continue to move through the range through annual merit increases, based on the successful achievement of performance goals. Indicates, which part of ISO 14289 standard is followed Non-union employees except those considered confidential or have managerial accountability should refer to the Professional Administrative Group Handbook for information specific to their employment. b. We are passionate about Inspiring Lives of Leadership and Purpose amongst our students, alumni, faculty and staff. The university will reimburse the employee up to $50 per certificate, or another amount as determined by the university. The Extended Health Care Plan in effect at the date of retirement to a maximum of $30,000 per year; b. x % word/_rels/document.xml.rels ( ZMo8/b[)h6-"Il*ri^F{CP=hDI|@fqYl/7WX*J&>\@PdJ^"&*b*jbUOr+jQ-,tk5KfW_\9\' v3\1gK <>stream Employees, who participate in seminars, conferences, conventions, and workshops at the request of the University, and in consultation with their manager/supervisor, will do so without loss of compensation or benefits. Eligibility is determined at the beginning of the academic term, and no partial waivers will be made. > The Business Office will automatically waive the academic tuition fees. As such the application of this policy is done in a consultative manner involving the management accountable for the decision and HR. Employees who have not received supplementary benefits for a pregnancy leave will be eligible to receive 100% of his/her full reference salary for the first two weeks of parental/adoption leave and an amount equal to the difference between the Employment Insurance benefits received and 95% of his/her reference salary for the next 10 weeks of parental/adoption leave. Dependent children and spouses must meet the admission requirements of the programs. Leaves may not exceed one year and are subject to written approval from the employees manager. Internship and Co-operative Education fees are waived. 8 0 obj The security and confidentiality of personnel files will be the responsibility of the Office of the Assistant Vice-President: Human Resources. However, it is understood that occasions may arise that require a reasonable amount of overtime for the efficient operation of the university. Theuniversitywill contribute an amount equal to 7% of the employees Reference Salary. If there is a similar position for which they are qualified, the person will be placed in this position without a search. A person requiring accommodation due to a disability must make a request to his/her dean or manager and HR. 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 one-hundred percent (100%) waiver of the domestic academic tuition fees (or equivalent) for undergraduate and graduate courses taken at Laurier and at Martin Luther University College, with the exception of the MBA program offered at the Toronto campus, and any executive style graduate degree program. Pregnancy leave must be taken as one continuous period. For more detailed information on the compensation program, please refer to theEmployee Groups and Resources page. endobj uuid:7ae90e8f-9989-4331-90b2-13937fdcb2e5 These factors are used by HR to analyze and evaluate the skill, effort, responsibility and working conditions inherent in each job. Additional information can also be found under the Compensation section of this handbook. Employees will be responsible for all non-tuition fees, including registration and examination fees, incidental and ancillary fees, and for any course materials. The recommended time frame is minimum of three months prior to the proposed retirement date. 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 9101,249 per year are eligible to receive a 50% waiver of the domestic academic tuition fees (or equivalent). Throughout the leave period, you will receive a percentage of your salary, as outlined below. Integer 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. 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. LTD benefits continue in accordance with the LTD plan. The management group compensation system will maintain internal equity with other jobs at the university through a consistent application of the job evaluation plan and benchmarking with other comparable jobs at the Waterloo campus. They are. 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. The university will provide safety training to employees and the employees will participate in such training. 16 0 obj An employee with a 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. During a compassionate leave, the university will continue the employees benefits coverage, unless the plan is contributory and the employee has elected to discontinue contributions. <> Full-time employees are eligible to become Members of the Wilfrid LaurierUniversityPlan on the first day of the month coincident with or following their first day of employment with theuniversity. 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. These two arrangements are exclusive of each other and payment for one will not be applicable for both facilities. Persons who celebrate their religion on days that would otherwise be working days need to be accommodated in order to practice their religion. 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.