4.1 Termination of Employment

Updated: October 2023

Both the School and the employee have the right to sever an employment relationship. A staff member’s employment with the School constitutes a contract in law and therefore, termination of employment by the School, where this is necessary, must be in keeping with relevant legislation. Where termination occurs for reasons other than cause, individuals must be treated fairly and appropriate severance arrangements will be made. Where termination is for cause, employment may be terminated without notice or severance.

Voluntary Terminations

List of 2 items.

Resignation
When an employee chooses to resign from employment, proper notice will give the School sufficient time to calculate any monies owing and prepare any necessary termination documents. Such notice can initially be verbally communicated but must be followed by notice in writing.
- Faculty intending to resign from the School must give at least three months’ notice in advance of their intended last day at work.
- Administrative and Facilities employees intending to resign from the School must give one month’s notice.
Retirement

Employees who plan to retire are urged to provide the School with a minimum of three months’ notice. Longer notice would be appreciated. This will allow time for the processing of appropriate pension forms to ensure that any retirement benefits to which an employee may be entitled commence in a timely manner. It also allows the School to make the necessary staffing arrangements for coverage once retirement has begun.

Involuntary Terminations

List of 4 items.

Non-Renewal or Early Termination of Term Employment

Term employment contracts shall include a specific provision clearly indicating that the contract expires automatically on the specified end date unless the School gives notice to the contrary. In addition, term employment contracts shall include a specific provision clearly indicating that the contract may be terminated by the School prior to the end of the specified end date of the term with appropriate written notice.
Termination Due to Willful Misconduct

Willful misconduct implies an act of such gravity and seriousness that it constitutes a breach of the employee’s fundamental obligations to the employer, and is therefore grounds for immediate dismissal. If a staff member has purposely committed an act of serious misconduct such as theft, violence, gross negligence of duty, insubordination, abandonment of position, or breach of confidentiality, the Chief People Officer shall discuss the matter with the employee if the employee can be contacted. If the review of the situation and other relevant facts so warrant it, notice of termination shall be given to the employee and their employment terminated immediately.

Under certain circumstances, it may be appropriate to place the employee on leave with pay pending further investigation. If upon investigation the allegation is not confirmed to warrant dismissal, the employee will be reinstated. If the investigation confirms that dismissal is warranted, employment will be terminated immediately, with no notice or pay in lieu of notice.
Termination of Probationary Employees

If it is determined that an employee will be terminated during the probationary period, the employee will be given appropriate notice by the School in accordance with the Employment Standards Act of Ontario.
Termination without Cause

Termination without cause refers to situations where the termination of employment is not related to employee misconduct, but where the School has decided that the employee’s services are no longer required. In such situations, the employee will be provided with appropriate written notice of termination (or pay in lieu of notice, at the School’s option) and severance if applicable.