Non-Union Employee Commitments
Personnel & Employment AP 410
The Superintendent ensures the fair treatment of all employees, including those who hold managerial positions or positions of confidence and are not covered by a collective agreement.
The following shall apply to non-union employees.
1. All employees shall be provided health plan benefits, leaves of absence considerations, sick leave credits, paid holidays, earned vacation benefits and pension plan coverage no less favourable than the coverage extended to similar employees in related job groupings covered by Board collective agreements.
2. All new employees shall be employed for a probationary six (6) month term. Longer term employment may be offered if the position continues to exist and the employee has received a satisfactory written evaluation from his/her immediate superior.
3. Length of service records shall be maintained by Human Resources for the purposes of salary and benefits application.
4. Non-management employees shall be granted hours of work and overtime provisions no less favorable than those extended to similar employees in related job groupings who are covered by Board collective agreements.
5. At the discretion of the Superintendent or designate, management employees may be granted up to ten (10) days of flex time per annum to compensate for actual work time occurring outside the normal working days.
6. All employees are entitled fair treatment with respect to evaluation, discipline and/or dismissal.
6.1. Employees who are concerned about their treatment by supervisors may appeal to the Superintendent. The Superintendent’s decision shall be the organization’s final decision.
7. Employees shall also be governed by all other applicable Board policies and current employment practices.
8. In the event that any interpretation of these clauses is required, the Superintendent’s ruling shall prevail.
9. Salary grids and compensation packages shall be reviewed annually by the Superintendent and appropriate adjustments shall be made.
10. Non-union staff are encouraged to use their full vacation entitlement, annually.
10.1. If this is not possible the employee may defer holidays to a subsequent year provided that the accumulation is not greater than an employee’s annual entitlement, and
10.2. The employee has received permission from the Superintendent or designate to defer accumulated holiday time.