Human Resources Policy Manual - The United Church of Canada

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Employment Procedures 1. Normal working hours of the General Council Office are 8:30 a.m. to 4:30 p.m., including lunch and breaks, Monday through Friday. The Conference offices may have different start and end times. 2. Employees cannot skip their lunch break in order to have more time off. 3. The Ministry and Employment Unit must be consulted prior to approving any changes to an employee’s work hours. This includes changes to regular hours, compressed work week, job sharing, and flexible hours. The United Church of Canada/L’Église Unie du Canada
Employment Term Employment Policy 1.10 Page 1 of 1 Reviewed September 2011 Term Employment Purpose The United Church of Canada provides opportunities for term employees to be employed for a defined period of time. Term employment includes employees who are employed on an “as-needed” basis, including those seconded from other courts of the church. Term employees are paid through the General Council payroll. This policy does not include feefor-service arrangements, as these individuals are not employees of The United Church of Canada. Policy 1. To ensure a fair and transparent process, approval must be received by the Ministry and Employment Unit who will initiate the recruitment process, similar to that for all positions in the General Council and Conference offices. Term employment vacancies will be filled according to the regular recruiting procedures. 2. Under normal circumstances, term employment will not be for longer than three years. However, in exceptional circumstances, an extension for specific projects will be considered, in consultation with the Ministry and Employment Unit. 3. For term positions of one year or more, applicable benefits will be offered unless the employee is already a member of the plan. 4. The terms and conditions of the term position, including salary placement within the category, will be determined by the hiring unit, in consultation with the Ministry and Employment Unit. 5. Employment situations that are considered “fee for service” and that may require a specific contract for work in the General Council and Conference offices, and that are not term employment as defined above, must be reviewed with the Ministry and Employment Unit before arrangements are made. The United Church of Canada/L’Église Unie du Canada
Page 1 and 2: Human Resources Policy Manual (For
Page 3 and 4: Introduction These policies have be
Page 5 and 6: Employment Position Approval Policy
Page 7 and 8: Employment Job Evaluation Policy 1.
Page 9 and 10: Employment Employment Equity Policy
Page 11 and 12: Employment Recruitment and Selectio
Page 13 and 14: Employment Committee Composition -
Page 15 and 16: Employment 6. Before a candidate fo
Page 17: Employment Working Hours Policy 1.9
Page 21 and 22: Employment Resignation Policy 1.12
Page 23 and 24: SECTION 2: COMPENSATION & LEAVES
Page 25 and 26: Compensation and Leaves 3. Employee
Page 27 and 28: Compensation and Leaves Acting Pay
Page 29 and 30: Compensation and Leaves Holidays Po
Page 31 and 32: Compensation and Leaves Vacation Po
Page 33 and 34: Compensation and Leaves Maternity T
Page 35 and 36: Compensation and Leaves 8. For term
Page 37 and 38: Compensation and Leaves Compassiona
Page 39 and 40: Compensation and Leaves Court Duty
Page 41 and 42: Compensation and Leaves Continuing
Page 43 and 44: Compensation and Leaves Sabbatical
Page 45 and 46: Compensation and Leaves Election to
Page 47 and 48: Employee Relations Code of Conduct
Page 49 and 50: Employee Relations maintained, and
Page 51 and 52: Employee Relations Gifts Received f
Page 53 and 54: Employee Relations Orientation Poli
Page 55 and 56: Employee Relations Harassment and W
Page 57 and 58: Employee Relations Problem Resoluti
Page 59 and 60: Employee Relations Problem Resoluti
Page 61 and 62: Employee Relations 7. Supervisors w
Page 63: Employee Relations Gifts to Staff P

Human Resources Policy Manual - The United Church of Canada

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