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Advocacy Corner: Position Eliminations

October 5, 2016

Each month, our Advocates answer your questions about workplace challenges, the AD 10 policies and how they’re applied. Questions? Submit them anonymously here.

Hello, I'm Anne Mason, an advocate on APSA's Advocacy Committee. On behalf of the Committee, I'm answering your questions related to probation and breaks.

 

  1. When a department unit is restructured and in that process a job is eliminated, does the employee receive any monetary compensation?

    Yes. Under policy AD10.18 Position Eliminations and Employment Continuity, when a position is eliminated, severance pay is provided. It is calculated by one month’s salary for each full year of service to a maximum of eighteen months’ salary.

    However, the first step after a position has been eliminated is reemployment.

    Section 5.02 states, [a] Continuing Employee whose position is eliminated will be informed of the job postings link on the Human Resources website and encouraged to apply for any posting which he/she believes he/she may be qualified. The Continuing Employee should review his/her employment file and résumé with the appropriate HR Advisor in Human Resources to ensure that all appropriate skills, qualifications, and abilities are noted.   

    (5.07) If by the end of the notice period, the Continuing Employee has not been selected to fill a vacancy or has refused a position more than one (1) salary grade below his/her former position then
    1. relocation counseling by an external consultant will be offered to the Continuing Employee (at no expense to him/her), and
    2. termination of employment will occur at the end of the notice period and the Continuing Employee will receive severance pay of one (1) month's salary for each full year of service to a maximum of eighteen (18) months’ salary.

 

2. What happens to APSA staff who have worked here for 10 - 20 years or more?

If a Continuing member who has worked at SFU for 10 to 20 years, has their position eliminated, their severance will be based on their years of service; one month’s salary for each full year of service to a maximum of 18 months’ salary.

A Continuing Employee, for example, who worked for 10 years, would receive 10 months of paid severance. A Continuing member, who’s worked for 20 years, would receive 18 months of paid severance.

 

 

Previous Advocacy Corners:

Probation and Breaks

Termination

Coworker Concerns

Benefits

Time off in lieu

Variable Scheduled Work Week