Policy on Employment and Workforce

Effective Date: April 1, 2018
Responsibility: Vice-President, People and Culture

APPLICATION

This Policy applies to CBC/Radio-Canada employees as well as applicants for CBC/Radio-Canada positions.

Governing policies and procedures for unionized employees found in the applicable collective agreements apply if they differ from this Policy and its subsidiary instruments.

OBJECTIVE

To outline policies and procedures related to the various phases of employment, taking into account the principles of employment equity, diversity and inclusion, and accommodation.

DEFINITIONS

Accommodation: The act of taking reasonable appropriate measures to adapt work arrangements and/or facilities to provide an inclusive workplace environment free of discrimination against individuals or groups protected under the Canadian Human Rights Act and the Employment Equity Act. Although often associated with the removal of physical barriers or the provision of technical devices, an accommodation is not restricted to persons with disabilities.

Relocation Assistance: Funds provided to an employee to help offset the costs associated with relocating from one location to a CBC/Radio-Canada location within Canada.

Fixed Term Employment: Employment with a start date and expiry date (e.g., contract employment, temporary employment equal to or greater than 13 weeks, or short-term temporary employment of less than 13 weeks).

Undue Hardship: An action requiring a significant difficulty or expense with respect to an employer’s duty to accommodate an individual. Key considerations in assessing hardship include:

  • Health and safety risks;
  • Financial cost(s);
  • Disruption of a collective agreement;
  • The interchangeability of the workforce and workplace facilities;
  • Significant impact on other employees;
  • Operational requirements of the workplace.

STATEMENT OF POLICY

CBC/Radio-Canada recognizes that the talent, passion and commitment of its workforce are fundamental to its success. In order to attract and retain a dedicated, innovative and highly skilled workforce, CBC/Radio-Canada strives to provide a rewarding, progressive and diverse workplace that fosters respect and a high performance culture, and offers employees opportunities for development and advancement.

Employment

CBC/Radio-Canada offers employment by way of permanent positions and fixed term employment. The Corporation also engages freelancers or services through third party contracts outside the scope of this Policy. (See Finance and Administration Policy 2.3.28 Independent Contracts.)

Candidates for positions with a bilingual requirement must demonstrate that they meet the second language proficiency level indicated in the job posting.

As part of CBC/Radio-Canada’s recruitment and employment activities, the Corporation screens applicants who are in the final stages of selection for permanent or term positions through background checks, such as criminal record, and credit history, as warranted. Other verifications such as education, professional references as well as language evaluation may be performed.

Employment Equity, Diversity and Inclusion

CBC/Radio-Canada promotes equity throughout the organization and values equal opportunity. As an employer, the Corporation incorporates employment equity initiatives for the four designated groups under the Employment Equity Act: women, Aboriginal peoples, persons with disabilities, and members of visible minority groups. Furthermore, CBC/Radio-Canada strives to be an inclusive workplace that reflects the diverse communities which it serves.

Non-Discrimination

CBC/Radio-Canada is committed to provide an inclusive workplace environment free of discrimination. In support of this, the Corporation accepts responsibility to ensure that its policies, practices, work arrangements and facilities do not have unlawful discriminatory effects on individuals or groups protected under the Canadian Human Rights Act, or identified as a designated group under the Employment Equity Act.

It is a discriminatory practice, directly or indirectly, to:

  • Refuse to employ, or continue to employ, any individual on a prohibited ground of discrimination; or
  • In the course of employment, differentiate adversely in relation to an employee on a prohibited ground of discrimination.

Such practices are not discriminatory if they related to the necessary, essential and legitimate job requirement of the position in question and the accommodation of the needs of an employee would impose undue hardship on CBC/Radio-Canada. (See Rules and Procedures on Accommodation.)

Accommodation

CBC/Radio-Canada recognizes that individuals have different needs at work requiring different solutions to remove discriminatory barriers. The Corporation takes reasonable appropriate measures to provide any necessary accommodation to its employees and applicants, and will respond in a timely, confidential and sensitive manner to requests for such accommodation. A serious, conscientious and genuine best effort is made to accommodate an individual’s request, up to the point of undue hardship.

In addition to availability in electronic format, policies and their subsidiary policy instruments must be made available in alternate format upon request, including, among others, audio and large print.

Relocation Assistance

In certain circumstances, CBC/Radio-Canada provides employees with financial assistance to help offset specific moving expenses related to a transfer or relocation to a CBC/Radio-Canada location within Canada.

Note: Employees who relocate to work outside Canada for a duration of longer than 12 months must follow the program guidelines for those working outside Canada. Employees working outside of Canada in a temporary situation of 12 months or less must follow the Policy on Employee Related Expenses and Reimbursements / Rules and Procedures on Business Travel.

Departure

It is the policy of CBC/Radio-Canada to assist and treat fairly and reasonably an employee departing from the Corporation. Employment may be terminated by the Corporation for a variety of reasons, such as restructuring, workforce adjustment, termination with or without cause. If applicable, notice will be provided to the employee and, where eligible, severance will be paid.

For a non-unionized employee whose employment is terminated without cause, reasonable notice will be provided. Depending on the circumstances, including the operational or programming needs of CBC/Radio-Canada, reasonable notice will be provided as either working or non-working notice, or pay in lieu of notice (or a combination thereof). The amount of reasonable notice will be assessed, on a case-by-case basis, taking into consideration a variety of factors including, but not limited to: an employee's age, years of service, salary, position within the organizational hierarchy and expertise.

In cases of retirement or resignation, an employee must provide written notice to his/her manager.

An employee, at his/her time of departure, must also resign from any appointment(s) and/or directorship position(s) he/she is holding on behalf of the Corporation.

CBC/Radio-Canada may rehire a former employee, as per the specific circumstances and conditions outlined in the Directive on Re-Employment.

SUBSIDIARY POLICY INSTRUMENTS

REFERENCES

HISTORY

This Policy replaces:

  • Human Resources Policy 2.2.1: Staffing
  • Human Resources Policy 2.2.2: Employment Equity
  • Human Resources Policy 2.2.13: Relocation
  • Human Resources Policy 2.2.20: Non-Discrimination and the Duty to Accommodate

INQUIRIES

All questions pertaining to the interpretation of this Policy should be referred to the local Human Resources office.

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