POLICY:

Terminations arise from resignation, retirement, involuntary termination, or temporary layoff. All terminations shall be handled in a fair and lawful manner. The Board will comply with the requirements of the Alberta Employment Standards Code & Employment Standards Regulation with respect to all employer-initiated terminations.

Employees who resign from their employment voluntarily must give the Board written notice of termination of one week, if he/she has been employed for more than three (3) months but less than two (2) years, or two (2) weeks if he or she has been employed for more than two (2) years. For an incumbent in the Library Director position, notice of one (1) month is required.

Involuntary terminations require the review by the Library Director and approval of the Board Chair. Temporary layoffs without recall for ninety (90) consecutive days are deemed to be involuntary terminations and the provisions of this policy shall apply.

An employee who is released for disciplinary reasons (except for just cause), or inability to perform work, usually will receive a warning, written or otherwise, prior to involuntary termination proceedings being implemented.

PURPOSE:

The purpose of this policy is to ensure that employees who terminate employment, both voluntarily and involuntarily are treated fairly and in a consistent manner.

RESPONSIBILITY:

It is the responsibility of the Library Director to ensure this policy is administered consistently and fairly. The Director is also responsible for completing a Termination Checklist and filing the same with the employee’s personnel file.

DEFINITIONS:

“Involuntary Termination”: means a cessation of employment which may be initiated by The Board at any time, in its sole discretion.

“Layoff” means a week in which an employee is advised by the Board, either in writing or verbally, not to report for work and which results in the employee receiving less than

the employee’s weekly wages, at the regular wage, averaged over the previous eight (8) weeks. A layoff does not include a week in which the employee:

1. Was not able to work or was not available for work.

2. Was subject to disciplinary suspension.

3. Was not provided with work by reason of any strike or lockout occurring at the worksite or elsewhere.

“Resignation” means a cessation of employment which is initiated by an employee, without duress.

“Temporary Layoff” means:

1. In the case of an employee who has a right of recall to employment, a layoff that may continue for a specified period during which the employee is entitled to be recalled to employment.

2. In any other case, a layoff up to eighty-nine (89) consecutive days.

PROCEDURE:

1. The termination check list shown as below shall be completed by the Library Director for all employees who cease employment.

2. Resignation: Employees are expected to provide written notice of resignation to their immediate supervisor herein in advance of the effective date of resignation as follows:

• • If employed for more than three (3) months but less than two (2) years – one- week notice

• • If employed for more than two (2) years – two (2) weeks’ notice

• • For the Library Director position – one (1) months’ notice

3. Involuntary Termination: An involuntary termination shall be fully documented by the Library Director and discussed with the Board Chair prior to any termination discussion with the employee.

4. Notice of Involuntary Termination:

1. If eligible, an employee who is continuously employed for more than three (3) months and whose employment is terminated involuntarily shall receive written notice of termination, or pay in lieu thereof, in accordance with the provisions of the Alberta Employment Standards Code & Employment Standards Regulation or the written offer of employment, whichever is greater.