Approved Board of Governors 2015.70
WORKING CONDITIONS FOR SHORT, MEDIUM AND LONG-TERM NON-UNION CONTRACTUAL EMPLOYEES(RESEARCH AND OPERATIONS)
1. The objective of this policy is to define working conditions and underlying principles for non-union contractual employees who are paid from trust funds and research funds and for non-union contractual employees in an operations role.
The University wishes to offer fair and equitable working conditions to contractual employees, based on length of service and duration of contract or employment.
2. Research role
The purpose of the research roles is to support and manage research projects and research activities. Employees are paid either through a trust fund or a research fund.
3. Operations role
The purpose of these roles is to support short-term operational requirements of faculties and services.
4. Continuous service
Any succession of contracts of at least 15 hours per week, with no interruption greater than 13 weeks.
5. Short term contractual employees
This group consists of contractual employees with a total workload of at least 15 hours per week and who will have accrued less than one year of continuous service at the University upon completion of their employment contract.
6. Medium term contractual employees
This group consists of contractual employees with a total workload of at least 15 hours per week who will have accrued at least one year and less than two years of continuous service at the University upon completion of their employment contract.
7. Long term contractual employees
This group consists of contractual employees with a total workload of at least 15 hours per week who will have accrued at least two years of continuous service with the University upon completion of their employment contract.
8. Retired employees
This group consists of employees who have officially retired from the University of Ottawa and who are in receipt of a benefit from the University of Ottawa Pension Plan. There must be a minimum period of 13 weeks between the retirement date and the date a retiree is rehired by the University.
These employees must not work more than 23 hours per week.
UNDERLYING PRINCIPLES FOR THE HIRING OF EMPLOYEES WHO ARE PAID FROM TRUST FUNDS AND RESEARCH FUNDS (INTERNAL SOURCES, GRANTS AND EXTERNAL CONTRACTS)
9. Research employees are critical to the conduct of research at the University of Ottawa. The University promotes equitable employment conditions for these employees.
Research employees work under the supervision of researchers (faculty members) who have obtained grants, contracts or funding from internal sources.
This policy is subject to funding agency terms and conditions. Should funding agency terms and conditions prohibit the offering of some of the employment conditions described in this policy and its associated administrative procedure, employee benefits will be harmonized to the extent permissible by the funding agency or, at a minimum, the conditions for short-term employees will apply.
UNDERLYING PRINCIPLES FOR THE HIRING OF CONTRACTUAL EMPLOYEES IN AN OPERATIONS ROLE
10. The University allows the hiring of contractual non-unionized staff in an operations role in the two following situations:
a) For a limited-term operational requirement
b) For a limited-term project of a maximum duration of three years. Upon exceptional circumstances, and with the written approval of the Associate Vice-President, Human Resources, these functions may continue on a contractual basis for a maximum of two additional years.
A contractual employee should not be hired in an operations role to meet a long term need beyond 3 years or for which a request for regularization will be made at a later time.
11. Employment conditions vary based on the employee type (short term, medium term, long term or retired, also applies to term employees who will become members of a recognized bargaining unit on their one year anniversary of continuous service) and are defined in on working conditions for contractual non-unionized employees (Research and Operations).
12. The Associate Vice-President, Human Resources is responsible for the interpretation of this policy.
13. Application of this policy is the responsibility of the deans and associate vice-presidents together with the Associate Vice-President, Human Resources.
14. No exceptions may be made to this policy without the consent of the vice-president, Resources and the vice-president responsible for the sector. For the Resources sector, exceptions must be approved by the vice-president, Resources and the President.
Revised on September 28, 2015