Item 13 – Termination of Employment

Employees may be terminated as a result of loss of funding, reorganization, changing requirements for which the employee is not suited, or other exceptional circumstances where clear just cause for termination does not exist.

Due to the unpredictable and competitive nature of research funding, employees in positions funded from research funds should regularly communicate with their supervisor to ensure they are aware of the end of funding terms that affect their employment.

In cases of termination or resignation, supervisors should consult with the College’s HR SBA for support in the process.

Term positions of less than two (2) years end automatically upon the expiration of the stated term date without additional notice.

An employee in a term position continuously for more than two (2) years, will be provided with notice that their term is not being continued or extended as outlined in Item 13.2 prior to the stated end date of the current term.

An employee whose term position (of any duration) ends prior to its stated end date will be provided with notice or pay in lieu of notice as outlined in Item 13.2.

Where termination occurs for reasons other than just cause, individuals will be provided notice (or pay in lieu of notice) as follows:

Termination for cause, which can occur before and after the probationary period, does not require notice. Termination for cause may include, but is not limited to gross misconduct, significant and uncorrected performance problems, violation of policies and standards, theft, fraud, dishonesty.

An employee who has been employed by the employer for at least thirteen (13) consecutive weeks shall provide a minimum of two (2) weeks’ notice of intent to resign to their immediate supervisor.

An employee who intends to retire should provide notice to their supervisor at least six months prior to the expected date of retirement.