REDUNDANCY

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					RYERSON UNIVERSITY                                                          Content Revised March, 2004
Policy-Procedure                                                                  Updated August, 2007)


                                             REDUNDANCY


Introduction

This policy outlines the provisions for Management and Confidential career employees whose positions
have been eliminated and specific provisions concerning such situations.

Nothing in this policy shall be construed as overriding or modifying provisions governing termination of
employment owing to reasons other than redundancy (e.g. unsatisfactory performance, retirement, etc.)
even if redundancy of position also occurs.

This policy and the provisions herein do not apply in circumstances where the University temporarily closes
its operations in whole or in part.

Application

This policy and attendant procedures shall apply to all Management and Confidential career employees
who have successfully completed their probationary period. Management and Confidential employees
include those employees in positions classified in the DBM system, up to and including the D level.

Termination of employment as a result of unsatisfactory performance shall be dealt with under the policy on
Termination of Employment.

Responsibility

Vice President: The applicable vice president authorizes the declaration of the redundancy of a position.

Human Resources: Upon vice presidential approval and notification to the employee concerned by the
appropriate departmental manager, Human Resources will contact the redundant employee to review the
various options available, to provide information on benefits, pensions and other terms and conditions of
employment, and to prepare the documents on behalf of the University for the employee to sign.

Department: When the need for redundancy has been identified, the employing department, in
consultation with Human Resources, will advise staff members in the department of the reason for the
change and the effective date of the change, including the affected employee(s).




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RYERSON UNIVERSITY                                                        Content Revised March, 2004
Policy-Procedure                                                                Updated August, 2007)

POLICY

1.   Declaration of Redundancy of Position: Any established career position within the University
     may be declared redundant by the University.

     a.     This action may be necessary when such a position is no longer required for the discharge
            of the University=s tasks, when its utility is marginal, as a result of the introduction of new
            technology, or where at the time of scarcity of funds retrenchment of a career position(s) is
            judged to be necessary.

     b.     If two or more positions within an affected department are either interchangeable or have
            substantially overlapping functions, consideration respecting which position is to be
            declared redundant shall be based on a combination of factors, such as, skill, competence,
            efficiency, relative seniority, service records of their incumbents, and other factors which
            the University may deem to be relevant.

     c.     When a position is declared redundant its functions shall be discontinued or merged with
            those of other positions, or partly discontinued and partly merged.

     d.     If a position is declared as being only partially redundant it may be converted to a partial
            year position with a specified work commitment and salary percentage. If as a result of
            such a conversion the salary of the incumbent of the position is reduced by more than
            25%, the incumbent shall have, if he/she declares his/her unwillingness to remain in the
            reconstituted position, the same rights he/she would have under this policy if his/her
            position were declared entirely redundant.

2.   Notice of Redundancy: The incumbent of a position declared or about to be declared redundant
     shall be advised at an early date of the redundancy.

     a.     If no alternatives to termination are identified immediately, he/she shall be served a written
            notice of termination of employment, the period of that notice being no less than three (3)
            months.

     b.     In cases where the University determines that an employee will receive pay in lieu of notice
            for some of all of the notice period, he/she will receive a lump sum payment equivalent to
            his/her salary and benefits (per the Employment Standard Act of Ontario) for that portion of
            the notice period not work.

     c.     The Employment Standards Act also provides that vacation pay must be paid to the
            employee for the equivalent period of notice.

     d.     At the end of the end of the notice period, the employee is terminated.




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RYERSON UNIVERSITY                                                        Content Revised March, 2004
Policy-Procedure                                                                Updated August, 2007)

3.   Severance Allowance: When employment is terminated because of a declared redundancy of a
     position, the employee shall be paid on the effective date of his termination a severance allowance.


     a.      The severance allowance shall be equivalent three (3) weeks= pay at employee=s regular
             rate of pay for each completed year of service, to a maximum of forty-two (42) weeks.

     b.      The employee will be required to sign a Full and Final Release no later than the date of
             termination of his/her employment.

4.   Career/Outplacement Counselling: The redundant employee shall also be entitled to
     career/outplacement counselling to a maximum of $5,000. The career/outplacement counselling
     fees shall be paid against an invoice from the selected service provider and such fees are not
     convertible to cash.

5.   Tuition Waiver: The employee may instead of selecting career/outplacement counselling, elect to
     waive that entitlement, and opt for a tuition waiver provision of up to $3,500. The tuition waiver
     entitlement shall only apply to courses taken through Ryerson University. The access to courses
     through the tuition waiver provision shall expire automatically and without further notice within an
     eighteen month period after termination of employment.

6.   Vacation and Overtime: In addition to the severance and career/outplacement counselling or
     tuition waiver provisions, the employee will be paid, in cash, all outstanding vacation and overtime
     credits standing on his/her account on the date of termination. Although an employee may request
     to take vacation during the notice period, the University may not require them to do so in
     accordance with the provisions of the Employment Standards Act of Ontario.

7.   Benefits and Pensions: Benefits entitlements and coverage cease on the date of termination of
     the employee. Employees do however, have a 31 day period to convert their life insurance to a
     private policy with the University's current carrier and may do so at their own expense up to a
     maximum of $200,000.

8.   Ryerson Retirement Pension Plan: The terminated employee will be provided with his/her
     pension plan options within 4 to 6 weeks after termination. These options are prepared by the
     University's administrator and forwarded to the terminated employee by Ryerson's Pension Unit
     administrator.

8.   Re-employment Program: Notwithstanding the above, an employee who has received a notice of
     termination because of the redundancy of his/her position may make arrangements with the
     University to enter a re-employment program. By choosing this option the employee agrees to
     forego, irrevocably, the severance allowance and obligates him/herself:

     a.      to follow a re-training program approved by the University after consultation with the
             employee;




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RYERSON UNIVERSITY                                                        Content Revised March, 2004
Policy-Procedure                                                                Updated August, 2007)


     b.      to actively pursue opportunities of employment outside the University;

     c.      to perform on request occasional or part-time services for the University in assignments
             which are appropriate to his/her qualifications and past service status and which do not
             interfere unduly with the objectives of (a) and (b) above.

     The choice of the re-employment option by the employee shall have the following effect:

     a.      the effective date of his/her termination shall be postponed to the last day on which he/she
             is in the re-employment program and he/she shall remain in active employment status until
             that date;

     b.      at the beginning of his/her re-employment program the employee shall be detached from
             his/her former department and placed for reporting purposes for the duration of the
             program under the authority of Human Resources;

     c.      the employee shall continue to receive throughout the duration of his/her re-employment
             program his/her salary at the rate prevailing on the last day of his/her active employment in
             his/her former department; he/she shall also be covered by the full program of benefits.

9.   Duration of the Re-Employment Program: The maximum duration of the re-employment
     program shall be the number of months which is equal to the number of completed years, or parts
     thereof, of service as a regular career or probationary career employee, but not more than twelve
     months in total.

     The actual duration of the re-employment program within the above maximum shall be determined
     by the requirements of such a re-training program as is reasonable in the light of the employee=s
     background, capacity and career potential.

     In exceptional circumstances, when re-training requirements justify this, a re-employment program
     of a duration of not more than three years may be approved for the employee. In such a case, the
     total salary which would have been paid for the normally allowable maximum period shall be pro-
     rated for the duration of the extended program; coverage under the benefits program or such part
     of it as the employee may require, shall be provided for the duration of the extended program,
     except that salary related benefits (pension and life and disability insurances) shall be based on the
     pro-rated, lower salary.

     Whatever the approved duration of the re-training program, it shall terminate forthwith if the
     employee either drops out of re-training or accepts outside employment on a full-time or other
     substantial time commitment basis.




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RYERSON UNIVERSITY                                                          Content Revised March, 2004
Policy-Procedure                                                                  Updated August, 2007)


      If the actual duration of the re-employment program is less than the maximum allowable (twelve
      (12) months) the employee shall receive on termination of the program a lump sum severance
      allowance, calculated based on the period by which his/her re-training program is short of the
      maximum allowable for him/her under the formula.

10.   Administration of the Re-Employment Program: The provisions of the re-employment program
      shall be administered by Human Resources.

      a.      An employee who wishes to enter the re-employment program shall discuss his re-training
              plans with, and obtain the necessary approval from Human Resources. Thereafter he/she
              shall maintain periodic contact with Human Resources at such intervals as may be
              required for the purpose of monitoring and reviewing progress and results, following up on
              any apparent outside employment opportunities, etc.

      b.      Human Resources will also make every effort to arrange for any internal consultative
              services (occupation, financial, psychological, etc.) and for any other services which may
              be reasonably required by the employee in connection with the re-training and/or search
              for a new job objectives and which the University might be able to provide without undue
              interference with its normal business.

11.   Reassignment and Recall: Should, at any time after the employee has been advised of the
      redundancy of this position and before three years have elapsed from the date of termination
      originally foreseen in his written notice a vacancy arise in the University for which the employee is
      considered to be a potentially suitable, he/she shall be considered, if interested, as a candidate for
      the vacant position as if he/she were a member of the department in which the vacancy exists.

      a.      If the above consideration is favourable to the employee concerned and if the new position
              is of a lower grade than the employee=s last position the employee shall normally be given
              a salary within the range of the new position.

      b.      During the period in which the employee has limited priority rights for consideration for any
              potentially suitable position, he/she shall at his/her request be advised at his/her last
              declared address of any vacancy in positions specified by level, department or other
              identifier, so that he/she can signify his/her interest in the vacancy.

12.   Partial Redundancy of Position: If a position is regarded as being only partially redundant it may
      be converted to a fractional (reduced workload) position with a specified work commitment and
      salary percentage. If as a result of such a conversion the salary of the incumbent of the position is
      reduced by more than 25% the incumbent shall have, if he/she declares his/her unwillingness to
      remain in the converted position, the same rights he/she would have under this policy if his/her
      position were declared entirely redundant.




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RYERSON UNIVERSITY                                                            Content Revised March, 2004
Policy-Procedure                                                                    Updated August, 2007)


13.     Financial Obligations/Funding: Departments are responsible for the employee's salary and
        benefits including vacation pay and overtime. Departments are also responsible for severance, and
        if applicable, benefits costs associated with the redundancy.

Jurisdiction

This policy falls under the jurisdiction of the Vice President, Administration and Finance. The interpretation
and application of this policy and its attendant procedures is the responsibility of the Executive Director,
Human Resources. The Vice President, Administration and Finance makes final decision under this policy,
where required.




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