Discipline and Termination of Employment

Volunteer Calgary

Discipline and termination of employment Notice of termination by and to an employee shall be in accordance with the Employment Standards Code of Alberta. Termination for convenience An employee may terminate their employment with VC by providing a minimum of two (2) weeks notice to their supervisor. Although not mandatory, employees are requested to provide as much notice of termination as possible. If an employee wishes to terminate their employment at the end of their commitment, two (2) weeks notice shall be required. Should there be a need to reduce the number of staff currently employed by VC, a minimum of two (2) weeks notice of termination of employment shall be given to those employees affected. Discipline and termination of employees Employees shall perform their assignments within the specifics of the position description. Employees who consistently fail to conform to the specifics of their position description or exhibit inappropriate behavior or poor performance shall be required to meet with their supervisor and one other impartial supervisor. This meeting will attempt to identify the problems, find ways to improve the situation and suggest adequate solutions, concluding with a recommended course of action and an appropriate time frame in which the employee will be expected to improve to the satisfaction of VC. Details of the meeting will be documented, signed by all parties as a correct representation of points discussed and placed in the employees personal file. If the situation persists, a verbal warning will be given to the employee by the supervisor and will be supported by written documentation distributed to both the employee and the executive director of VC, with a copy signed by both parties put in the employees file. If the employees inappropriate behavior or performance continues, the employee shall be dismissed. Dismissal shall only occur when all other efforts to correct the problem have failed. Dismissal shall take place only after consultation with executive director

HR Council for the Voluntary & Non-profit Sector www.hrcouncil.ca

Termination for cause Employment may be terminated for just cause and without notice after consultation between the supervisor and the executive director of VC for the following breaches in VCs Code of Ethics and/or Guiding Principles: Gross misconduct or insubordination Sexual harassment Performance of assignment(s) while under the influence of alcohol or mindaltering drugs Theft Misappropriation of VC funds Abuse of VC equipment or materials Falsification of VC records Misrepresentation of personal information Illegal, violent or unsafe actions Abusive treatment of clients or co-workers, either physically or mentally Failure or inability to project a positive image of the services of VC Prior to dismissal all property belonging to VC will be returned to the supervisor Prompt notification to the staff and the appropriate employees regarding immediate dismissal of a VC employee shall be the responsibility of the executive director or appropriate VC supervisor.

Discipline and Termination of Employment

A national organization agreed to post this policy on www.hrcouncil.ca as part of the HR Toolkit. Sample policies are provided for reference only. Always consult current legislation in your jurisdiction to create policies and procedures for your organization

HR Council for the Voluntary & Non-profit Sector www.hrcouncil.ca