Community of Borden-Carleton Employee Policies and Procedures (Handbook) — full text

This is an automated transcription (OCR) of the captured official document — minor recognition errors are possible; the source document governs. Snapshot 8f7c69241fd0 · verified 2026-06-04 · original document · archived snapshot · unofficial consolidation, the official version is held by the municipal clerk.

Policy Statement.. | EFFECTIVE DATE..... DISCLAIMER STATEMENT INTRODUCTION Welcome... Council's Message HIRING NEW EMPLOYEES .. Documentation Letter of Employment Personal Information Confidentiality. Orientation Job Description Equal Opportunity in Employment Occupational Health and Safety POLICIES #1. Benelits. #2. Holidays Statutory Holidays .... Non-Statutory Holidays #3. Salary .... Salary Administration Salary Increases - Overtime... #4. Sick Leave #5. Vacation ... #6. Daily Work schedules Hours of Work ... Responsibilities #7. Probationary Period #8. Business Travel .. #9. Storm Conditions .. #10. Bereavement Leave .. #11. Compassionate Care Leave .. #12. Pregnancy and Parental Leave #13. Unpaid Leave..............-. #14. Performance Evaluation Review Policy Intent... Responsibilities . EMPLOYMENT PRACTICES .. Use of Community of Borden-Carleton Computer Systems, Office Equipment and Communication Devices .. | |-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------| ## Employee Policies and Procedures ## TABLE OF CONTENTS  | Conflict of Interest Harassment and Discri tion Process........ Sources of Assistance ... Informal Options for Dealing with Harassment Formal Options for Dealing with Harassment Additional Options Investigation and Resolution Remedial Action ..... False Allegations Discipline .... Professional Devclopment and Continuing Education ............. Resignation and Termination of Employment Exit Interview .. | Definition ...- Usage Guideline Misuse.. Monitorine Guidelines and Examples E-mail .. Internet Use Voice-Mail . Telephones - Office & Cellular Discipline ...- Open Communication Service Standards of Conduct Attendance and Punctuality.. Alcohol and Drug Abuse Smes inad Appearance External Employment. Privacy -.- | |-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------| ## COMMUNITY OF BORDEN-CARLETON ## DISCLAIMER STATEMENT ## COUNCILS MESSAGE Co are lie o have seces flap it in for employmen in the Communiy of Borden Carleton. ## WELCOME ## EFFECTIVE DATE ## INTRODUCTION A serious breach of this rule shall be grounds for dismissal. This Agreement ensures that all employees respect the confidentiality of information about clients, - at the che before divulging iner-mation to anyone playe is not sure if something is confidenial employment. All Community employees are required to sign a Confidentiality Agreement as a condition of ## Confidentiality ## case of an emergency. This information is important in order to enable the Community to notify family members in The Community of Borden Carleton complies with the provisions of the PEt Occupational Health dnd Safery Act and Regulations. - Note: Confidential personnel files are maintained by the CAO under the direction of the Chairman of the day. ## Personal Information Al employe are pind no lie topiA of any dare name breadtes, elephone ## Occupational Health and Safety The Community of Borden-Carleton provides a work environment that supports teamwork, fairness and respect among all employees. All employment decisions are made without consideration of age, coltu, red tric or ain ri, miy tits maria salis ply of a divide or lass of individuals. Résumé with current address and telephone contact information; Canada Revenue Agency TD1 form; Letter of employment signed by the employee and the Chairman/CAO Signed Declaration of Confidentiality Agreement. ## Equal Opportunity in Employment The Council/CAO has the right to change job descriptions and encourages employees to suggest changes that are reflective of their job. That Con ei pinfry dies and reponst provide all employes with a witen job descripion ## Job Description ## Letter of Employment familiarization with the employees, the facilities, a review of these employment policies in detail, reporting relationships and specific job expectations. New employees are encouraged to ask any ## Documentation During the first week of employment, the CAO will be responsible for providing new employees with an orientation to the Community of Borden-Carleton. The CAO will provide training on the specific ## HIRING NEW EMPLOYEES ## Orientation In order to qualify for these holidays, Employees must meet requirements under the PEI Employment Standards Act. 3.7 would be at the request of the Chairman. The ideal py aleines et in the ce of lie dmitra. and 2 time their applicable rate when working on statutory holidays. Such work 2.2 If an employee is called in on a statutory holiday, he shall be paid at double time. New Year's Day Good Friday Christmas Day Boxing Day Labor Day Easter Monday Thanksgiving Day Canada Day isander Lay 3.6 Employees in the Maintenance and Recreation Departments shall receive time in Overtime Any employee who receives an unsatisfactory evaluation may appeal to Council. (See Evaluation Policy #7, paragraph 3.4) Remembrance Day 2.1 immediately following the employees rest day. With pay one ho ul files incoral with as do 24 had be recy holiday an employees rest day, Such holiday shall be moved to the normal working day Salary increases will be determined annually according to evaluation results conducted by Heads of Departments. After recommendations are presented to Council any increases awarded will come into effect on January I, of each year. Salary Increases This information will then be documented and added to employee information files. Lie rule and incies cot i pay instead of time in lieu is the excepion rather than ## POLICY #2 - HOLIDAYS - (Adopted January 10", 2006) 3.3 Salaries are paid to employees every two weeks. applicable Federal and Provincial restraint legislation. 1.1 approved by council. Medical insurance shall be made available to all permanent employees on a fiftyfifty percent (50% - 50%) cost shared basis under a program to be selected and Notwithstanding any section of this policy, Council retains the right to comply with Each full time employee shall be assigned a pay range which reflects the responsibilities of the position and is relative to other pay ranges. MEDICAL ## Salary Administration POLICY #1 - BENEFITS- ## POLICIES ## POLICY #3 - SALARY- arrangements are made to ensure continuous service to the public each working beyond the provision of the employment information. Employees incurring a lengthy illness may be eligible to receive sick benefits under Employment Insurance through Human Resources Skills Development Canada (HRSDC). The Community of Borden-Carleton will provide a Record of Employment to an employee who wishes to apply for sick benefits, but has no role 6.2 ## early as 4:00 p.m. providing that: Subject to approval by the Administrator, Department Heads may organize their staff to work hours for each day commencing as early as 7:00 a.m. and ending as ## HOURS OF WORK 4.8 Employees must inform payroll administration immediately upon their return to work in order to receive paid sick leave to which they are entitled. After three days of continuous absence, the employee must submit a medical certificate signed by a qualified medical practitioner, confirming that the employee's medical condition prevents the employee from working. 4.6 leave are required to notify the CAO. Employees who are ill and cannot come to work, or become ill at work and must 6.1 Council determines the hours within which service to the public is to be provided. The Administrator and Department Heads are responsible for maintaining daily This policy applies to employees in the Administration, Recreation, Police and Maintenance Departments. 4.5 Accumulated days are not redeemable upon the termination of employment. ## POLICY #6 - DAILY WORK SCHEDULES- 4.4 Part-time employees are not entitled to accumulated sick days. 20 years servic......25 days. 10 to 15 years service..... 20 days. 5 to 10 years service.......IS days. 1 to 5 years service........ 10 days. 4.2 5.3 Vacation will be awarded as follows: 5.2 Vacation will be based on 8 hour shifts. 4.1 5.1 Vacation will be the decision of council and administered by the Administrator, vacation will be administered and recorded by the Administrator. ## POLICY #4 - SICK LEAVE - ## POLICY #S - VACATION- 11 7.2 9.3 A the no dietrio employees may be pair time lost due to storm during or at the completion of the said period. 9.2 conditions. It will be the practice of the Community of Borden-Carleton to follow the decision made by the provincial government to delay opening or shut down due to storm 9.1 Employees are expected to use their own judgement regarding travel on storm days. The Community does not wish nor expect employees to put themselves at risk. ## POLICY #7 - PROBATION PERIOD- ## changes. Tum are are responsible for aerin to the daily wore schedule which celes to reason for the absence to the Department Head. ## POLICY #9 - STORM CONDITIONS- ## Chief Administrative Officer. provided. Department Heads are prescribed the hours of work and lunch period for employees, as well as the timing and duration of rest periods, within the above guidelines and subject to the approval of the Administrator for department-wide Meals during out of Province travel or in-province travel meals relating to Community business will be reimbursed with receipts for all reasonable expenditures. It is understood that, when an employee is required to attend an evening meeting, it may be to the Communities advantage for the employee to purchase a meal rather than leave the place of work and return to his or her home. Reimbursement for purchased meals in this instance will be at the discretion of the 6.7 Municipal Council decides the hours during which service to the public is to be ## RESPONSIBILITIES 8.3 readings. Amount of mileage paid will be calculated from actual start and stop odometer 6.6 Each employee is to be provided with a paid 15 minute rest period each morning between 10:00 a.m. and 11:00 a.m and afternoon between 2:00 p.m. and 3:00 p.m. 8.2 Mileage will be paid at a rate equivalent to the effective rate paid by the Provincial Government of Prince Edward Island at the beginning of the month for which the travel occurred. All payments will be submitted on the last day of the month. 6.5 Each employee is to be provided with a non-paid lunch period not to exceed 60 minutes and not less than 30 minutes. nature of the employees work. Employees using their own vehicle while traveling for community business are entitled to receive mileage payment. The Community of Borden-Carleton will reimburse all reasonable expenses incurred by an Employee who has received prior authorization to travel on Community business in accordance with the following. 6.4 provide for the delivery of service in the most efficient manner; do not increase the geof adonati handli petan of hours worked. ## POLICY # 8 - BUSINESS TRAVEL. - 6.3 Department Heads should ensure that arrangements are established that: Not withstanding article 7.1, any employee shall have the privilege of requesting a formal evaluation, in order to be given the opportunity to correct any problems that may result in one being released from his/her position. This evaluation shall take place at least two (2) weeks prior to intended notice of termination. coming whete or persiay adj swans are areas a means of twenty-six (26) weeks. The eight (8) weeks of leave can be taken within a twenty-six (26) week time frame. The provisions of the Employment Insurance Act and the PEI Employment Standards Act will be followed in the administration of this benefit. development of individual employees as to set personine sperman re andren a for tal on going training and employees who must be absent from work to provide care or support to a family member who has a serious medical condition with a significant risk of death within 11.1 The Community of Borden-Carleton will provide up to eight (8) weeks leave of absence with Empy to chible employe according at at Benermer grada ror ## 14.2 The intent of this policy is to: POLICY INTENT establish a process whereby the work performance of each employee in the ## POLICY # 11 - COMPASSIONATE CARE LEAVE- 14.1 This policy applies to all employees of the Community of Borden-Carleton. Note: With respect to out-of-province travel, please refer to the Unpaid Leave section. POLICY # 14 - PERFORMANCE EVALUATION POLICY- 10.4 To attend a funeral who is not a family member as a pallbearer or flower bearer, the Community of Borden-Carleton will grant a leave of absence without loss of regular pay for a maximum of one-half (½) day at the request of the employee. 13.2 must be provided to the CAO, prior to the unpaid leave. of the Group Insurance Plan premiums while on leave without pay. Post-dated cheques Employees shall be responsible for maintaining both the Employer and Employee share 10.3 To attend a funeral as a pallbearer or flower bearer, the Community of BordenCarleton will grant a leave of absence without loss of regular pay for a maximum of one-half (½) day at the request of the employee. has been depleted. to requesting leave without pay, employees must ensure that all vacation entitlement 10.2 In the event of a death of an employee's aunt, uncle, nephew or niece, the Community of Borden-Carleton will grant a leave of absence without loss of regular pay for a maximum of one (1) working day at the request of the employee. 13.1 Leave without pay in special circumstances, i.e., out-of-province travel for bereavement leave, may be granted upon prior approval from the CAO for up to a maximum of one (1) week per year with a minimum of one (1) day per request. Prior will grant a leave of absence without loss of regular pay for a maximum of three (3) working days at the request of the employee. ## POLICY #13 UNPAID LEAVE - the death of an employee's mother-in-law, father-in-law, sister-in-law, brother-in- law, grandfather, grandmother or grandchild, the Community of Borden-Carleton conditions and there shall be no reduction in remuneration. assigned to them before the leave, or to a position of comparable work and working In the rent of the death of an employers not are adi spouse org Borden-Carleton will grant a leave of absence without loss of regular pay for a maximum of five (5) working days at the request of the employee. In the event of for complete details. An Employee must give two (2) weeks notice in writing, together with a medical certificate, the Community Office when applying for pregnancy or parental leave. After the leave, the employee has the right to return to the position Pregnancy and parental leave will be granted according to the PEI Employment Standards Act and the Employment Insurance Act. Consult your local HRSDC office ## POLICY # 10 - BEREAVEMENT LEAVE - ## POLICY # 12 - PREGNANCY AND PARENTAL LEAVE- Employees will be made aware of the performance evaluation process. Approximay period, the superior to consition with of employe) wil complete a probationary performance evaluation report. has been a noticeable positive change in the performance of the employee. The salary dusting oil besuie nothing proval orth CA and may be 14.6 General Procedure Employees receiving a satisfactory evaluation rating will be eligible for performance evaluations undertaken. It is important that changes in salary/wage rates be directly tied to the ongoing process of performance evaluation: departments, in consultation with their CAO; administering the performance evaluation process within their respective 14.9 Effect on Salary 14.5 Department Heads are responsible for: Performance Evaluation Form. (See Appendix A & B) If a satisfactory consensus cannot be reached between employee and these differences with their supervisor. where considered appropriate; sproach win be an and in pales herce the CAO and superiory employees provide continuous feedback to those individuals for whom they recommend freiven of the performa, o palation protes and are directly responsible. The formal approach will involve at least one performance review for each reviewis lie be termany died at aped by was of asiantal mip. ye 14.8 Appeals The formal evaluation form will be signed by the employee and supervisor following the interview and discussion. A signed copy will be maintained by the CAO in the employee's personal file. (See Appendix A & B) evaluation of their performance over the review period should try to resolve Employees who feel that their overall rating does not represent a true porall implementation and maintenance of the performance evaluation 14.4 The Chief Administrative Officer is responsible for: posit respects of the employee's performance and means to adress carrying out the annual performance evaluation of the Chief Administrative Officer in accordance with a process that has been approved by Council.(See Appendix "A") the duties, responsibilities and requirements of the position and expected performance level Leak areas in che employe's performance and means to adress Intel marvel of his policy and for apling any future changes or with the employee in order to reinforce an ongoing mutual understanding between the employee and the supervisor in terms of: The supervisor will discuss the employee's performance evaluation rating song tem cek god is here should tempt to achieve 14.3 The Council is responsible for: 17 ## Primary ## Usage Guideline 1. Very Unsatisfactory 2. Unsatisfactory 3. Satisfactory 4. Very Satisfactory 5. Outstanding Performance Information technology resources are the property of the Community of Borden-Carleton and must be used in accordance with the general principles of this policy. Information technology resources are RATING GUIDE ## Definition normally expected of an employee. say raor portion, lem poor overy bod. for the regurat level, nor consistently superior to the required. Very satisfactory will acknowledge a level of performance which is consistently above the norm that is expected in performance for the position. Outstanding Performance refers to the demonstration of on-the-job performance that is consistently superior in quality to that which would be ## policy. The Community of Borden-Carleton operates on the basis that considerable trust and confidence is placed in each of its employees. It is expected that employees will act with integrity in applying this with a high standard of ethical and professional behavior. The security and well-being of information technology resources is the responsibility of all the Compunity of order precion. The yes, and are fuse carto sear as in alres which act in accordance with these responsibilities, this policy, relevant laws and contractual obligations, and requirements of the job. It does not mean that every aspect of the individual's ## 14.11 Definitions of Rating Very Unsatisfactory is as the term applies. The purpose of this document is to provide principles of appropriate information technology usage at the Community of Borden-Carleton. The improper use of information technology could harm the Community of Borden-Carleton's reputation and expose the Community of Borden-Carleton and its employees to legal action. This policy provides guidance to employees regarding the appropriate use of information technology resources. ## Policy Statement following competin die in signature a one cop othere in al employee. Devi Community of Barden-Carleton Computer Systems Office Equipment and Communication 14.10 Retention of Performance Evaluation Records ## EMPLOYMENT PRACTICES  19 Intentionally gaining unauthorized access to information technology resources; Permit unauthorized access; - the consent of the employee, reading the contents of individual e-mail and files. Infringe copyright or proprietary rights; Use, copy, or otherwise access anyone else's files or systems without permission; Comal nily or Borden dare on eason testine cone for compline Home rot the resources; - Playing, downloading or distributing games; Unauthorized attempts to defeat the security features of information technology Re ones oral is redoni is systems and al miser aside inse i i races. - Incurring charges from on-line services not related to Community business; Accessing, downloading or distributing obscene or pornographic material; - Accessing, downloading or distributing material that contravenes human rights legislation or harassment policies; ## Monitoring · Accessing, downloading or distributing software without approval; Destroying or altering hardware, software, equipment or data without authorization. · - Use for private business, personal profit, benefit or gain, or political activity; Knowingly spreading viruses; and - Deliberately damaging files, equipment, software, or data belonging to yourself or others; i repoint no a initiator enda caten intermation ecology resources in. · · - Use resources for activities that breach existing policies or regulations; Use resources for any illegal or unethical purpose; Purchasing of goods on behalf of the Community of Borden Carton withou Misuse Secondary uses are those which are neither explicitly permitted nor denied. Usage that becomes excessive, an imposition on others or strains a resource is misuse. For example, the personal use of a Communities telephone would be secondary. If it becomes excessive, this would constitute misuse. of Borden-Carleton open to legal action, or damage the Community of Borden- Spreading libel, slander, rumors or misinformation that could leave the Community ## Secondary - Sharing user names and passwords without authorization; Report it to the CAO Delete the e-mail and send a reply to the sender indicating that the e-mail was unacceptable, and that the sender is not to send similar e-mails in the future; or If an employee receives an unacceptable e-mail, the employee should take the following action: Non-compliance with this policy may result in disciplinary action up to and including termination of employment. denity, mr on ng ts engi to represent yourse as that employe, concaling your ## Discipline Large attachments which are not business related, such as animated greetings; and or interpretation of this policy should not hesitate to ask for help. Advertising items for sale, or e-mails which are for personal gain; These are examples only. Employees are expected to exercise common sense and good judgment in the application of this policy. Employees requiring assistance on any matters regarding the application E-mails in which an employee represents personal opinions as being those of the Community of Borden-Carleton's, or which damage the Communities reputation; information. As cellular phones, even digital phones, are not secure, employees should exercise great caution in discussing Community business while using a cellular phone, especially with respect to confidential · images; Abusive, derogatory, obscene, pornographic, defamatory or harassing messages or The Community of Borden-Carleton does monitor usage of telephones on a regular basis to assure billing accuracy and that there is no misuse. E-mails which cause congestion and disruption of networks and systems; ## Telephones - Office & Cellular ## Chain e-mail; specifically authorized. the system. Employees must not attempt to access the contents of others' voice-mail boxes unless ## The following is unacceptable: is the proper the coned. A of a den Cater and i erase eat and econ in preparing. ## Voice-Mail ## E-mail ## IT Resource Guidelines and Examples in addition, employees should be aware that the Community of Borden-Carleton's information technology resources may be subject to the Community of Borden-Carleton's obligation to respond to eg bein, upera, ober or order, orate onable discovery magues is such somerice ## Internet Use An employee, who receives an unacceptable e-mail and forwards it on for reasons other than reporting it to mal ement, may be held responsible for the content of the e mail as if he or she had writen the It is the Community of Borden-Carleton policy that alcohol and illegal drugs shall not be consumed or used on the premises. ## Alcohol and Drug Abuse Perform their official duties and arrange their private affairs in such a manner that will prevent conflicts of interest from arising; Regulari nanct and punctuality are expecteday. Unapes at expected to be pres and must unacceptable and may be subject to disciplinary action. Act in the best interest of the Community of Borden-Carleton; ## Attendance and Punctuality An employee's attendance record is an important part of the annual performance appraisal. ## All employees shall adhere to the following principles: ## Contic or interest ta ore pal cowledge all corespondence within fve (5) working days from Clients shall be handled to the best of the employee's ability; chen eping and imal mesage shall be acknowicized and returned within a The Community of Borden-Carlton recognizes the importance of protecting employee privacy rights by keeping personal information secure, and using it only for the purpose for which it was collected. ## Privacy In order to sustain a professional level of service, the following service standards of conduct apply: Working in a professional environment requires excellent teamwork and communication skills. If an employee fails to demonstrate the appropriate attitude and ability to work as part of the team, they will be counseled by the CAO. The Community of Borden-Carleton does not object to its employees having outside employment, providig i do nonafect at premed the en must not one Cal of any exarmal The Community of Borden-Carleton has a responsibility to provide service to its clients in an efficient and timely manner. Service Standards of Conduct The Corners or pen laden rile es are in rear on a wit he publicated before, To Communis of Borden Can an has an open dor ple a in eises and conces All ## Dress and Appearance ## Open Communication The Community of Borden-Carleton is committed to providing a smoke-free environment. ## Smoking ## Business Travel Investigating the complaint and following the harassment complaint procedure; Maintaining the confidentiality of the individual(s) concerned, except where disclosure is necessary for the purposes of investigating the complaint or taking disciplinary measures in relation to the alleged complaint if discipline is imposed; ## The Community of Borden-Carleton is responsible for: Any attempts to resolve the situation. witnesses or others affected; and Details of the harassment, including the time, date, place and the names of any ## Process To Community of Borden Cate wil not tolease harassment on the basis of any of the protected ## Informal Options for Dealing with Harassment The Human Rights Act protects everyone within provincial jurisdiction from harassment and other forms of discrimination on the basis of race, religion, sex, (including pregnancy and sexual orientation), marital status, physical disability, mental disability, political opinion, color or ethnic, national or social origin, and age. · Member of the Community Council. ## Chief Administrative Officer; or have known that the behavior was unwelcome. Harassment is defined as any unwelcome physical, visual or verbal conduct. Harassment may include, but is not limited to, verbal or practical jokes, insults, threats or personal comments. It may take the form of posters, pictures or graffiti. It may involve touching, striking, pinching or any unwelcome physical contact. Any behavior that insults or intimidates is harassment, if a reasonable person should ## Sources of Assistance The Community of Borden-Carleton, in co-operation with its employees, is committed to a healthy, harassment-free work environment for all employees. The Community of Borden-Carleton has developed a company-wide policy intended to prevent harassment and will deal quickly and effectively with any incident that might occur. · harassment. Cooperating fully with all those responsible for dealing with a complaint of subjected to harassment; Taking action, where possible, should they feel they are or another person is being ## Harassment and Discrimination Report suspected conflicts of other employees to the CAO. Conflicts of interest that may arise shall be dealt with first by the CAO and, if deemed necessary, by the Council. Changing their own behavior when given indication that the behavior is offensive or harassing to others; Treating all persons in the workplace in a manner that is free of harassment and that respects individual differences; Not solicit or accept transfers of economic benefits; and Core inch man as to rake advantage of their employment with the Treating all persons in the workplace in a manner that is free of harassment and that respects individual differences; Nou ke oringly take adries of or one fre, and main beined in hote generally available publicly; Ensuring fair and equitable procedures for all parties to a complaint of harassment and taking disciplinary or other corrective measures, where necessary. their position and respond to the complaint. The investigation will be concluded as quickly as possible and with the strictest possible confidence. Both complainant and respondent will be informed in writing of the outcome of the investigation. The Community of Borden-Carleton will pro-actively provide direction and feedback to employees - Alparis of harsmen wil be baredied at the most appropriate level of Central Development ## Discipline Wiremany barsene sumit is can bores and effectedy though informal. Boset omal and formal complaints of harassment will be reviewed initially for such considerations as relevance of the subject matter and use or advisability of other resolution methods. Nit in in wil ple sin an employe formaking a harasmen complim in good ## Investigation and Resolution ## Civil or criminal legal action. ## False Allegations A complaint filed with the Human Rights Commission; or misconduct. ## Additional Options A complainant may be able to pursue other courses of action, depending on the nature of the harassment and the circumstances. For example, the following options may be open, in addition to the procedures in this policy: Retaliation against a complainant or witnesses) in a complaint is an offence and will be considered employment, compensation or work assignments. Where the complaint is found to be justified, immediate steps will be taken to examine with the complainant any issues relating to promotions, job reine harassmencrements, performance ratings or other benetits which may have been lost as a result In situations where informal action has not solved the problem, or in very serious or difficult cases, it may be necessary for the complainant to file a formal complaint. A formal complaint must be in writing and signed by the complainant. The formal complaint should give a detailed account of the incident or incidents of harassment, including times, locations, witnesses and parties involved. The witen saten hole submit one resource lied in the sources of sitance section ## Formal Options for Dealing with Harassment the The Con up to ly of Bordin ariston pal. in to limpie diy apline elatin i the beast ons of circumstances and severity surrounding the incident. Discipline may range from a verbal warning to more serious forms of discipline, up to and including dismissal. In all cases where an employee is disciplined, written documentation will be placed in the employee's personnel file. above. Discussing the problem and exploring avenues of solution can correct many harassment situations without harming normal working relationships. If the person is uncomfortable with direct communication to the harasser, or if the communication does not stop the harassment, the complainant may seek help from one of the sources listed in the section Each case will require individual and impartial consideration. Remedies may include, but are not limited to: disciplinary action, support and counseling for the victim, mediation, sensitivity training, and continuing education with regard to the workplace harassment policy. ## Remedial Action To the unfortunate even that a lalt of emplanes is te in de, to effective opposion of thi be eliminated, or which employees shall be laid off. ## Layoff ## unpaid. The Community of Borden-Carleton may pay part of the costs associated with a University or grant an extended leave of absence to an employee for educational purposes. Such leave will be The Community of Borden-Carleton supports employees attending professional workshops and formal courses that will enable them to increase their professional and technical competence in areas that are mutually beneficial to the employee and to the Community of Borden-Carleton Workshops or courses attended by employees must be approved in advance by the Council. royces are lub pitcher reper in minst the 10. aplyes autho ced to atend courses ## Professional Development and Continuing Education Ral indion involving die pin, the Come ny Bore celes i as posterinesiation. The Come co de, de Cat no gies her there may be cases of severe breach of tutor. In these situations, an employee may be suspended with or without pay and will be asked to leave the premises while a thorough investigation is conducted by the CAO. The Community Council will decide on the length of the suspension or the conversion of suspension to termination of employment. When an employee voluntarily leaves the company, The Community of Borden-Carleton requests that the employee participate in an exit interview. The purpose of this interview is for The Community of Borden-Carleton to understand the reasons for leaving the company and to help The Community of Borden-Carleton improve as an employer. It also gives the employee an opportunity to obtain the necessary exit documentation, i.e., Record of Employment, and to hand in The Community of BordenCarleton property such as office keys, passwords, cell phones, etc. the degree of discipline applied, the details will be recorded in the employee's personnel file, and this information may be used by the Community if further action is required. ## Exit Interview The Community of Borden-Carleton will provide to the employee a minimum of two (2) weeks notice of termination of employment. The CAO will be given one (1) month's notice. Payment in lieu of notice can be given at the discretion of the Community Council. Borden-Carleton will use a system of progressive discipline to encourage correction of problem work behavior or issues. Eno yes are nogic he provide to tre or The Community of Borden-Carleton a minimum of ## Resienation and Termination of Employment