Rules and Procedures on Departure

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

RULES AND PROCEDURES

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

Termination

Termination of employment may be without cause (e.g., workforce adjustment (including layoff), release from a probationary period) or for cause.

  1. Notice will be provided to the employee, if applicable, and where eligible, severance will be paid.
  2. The manager must complete the Notice of Departure form (found on the HR portal for managers), including the employee’s leave and attendance situation up to the date of termination, and send it to the Shared Services Centre as soon as possible but no later than the effective separation date.
  3. An employee who has been advised of his/her termination and is subsequently placed on salary continuance as part of the notice period is not eligible for short-term disability (STD) or long-term disability (LTD) during the period of salary continuance.
  4. The employee must provide his/her personal contact information to the Shared Services Centre.
  5. The manager must ensure all Corporation assets and property are returned as soon as possible and the employee’s departure is communicated accordingly. (See Tools – Manager’s Checklist for Employee Departure.)

End of Fixed Term Employment

  1. To signify an end of term employment (natural end date or early end date), the manager must complete the Notice of Departure form (found on the HR portal for managers), including the employee’s leave and attendance situation up to the end date, and send it to the Shared Services Centre as soon as possible, but no later than the effective separation date.
  2. In cases of termination (i.e., early end of term employment), the manager must consult Human Resources to ensure the terms and conditions resulting from the termination of the contract are respected.
  3. The employee must provide his/her personal contact information to the Shared Services Centre prior to departure.
  4. An employee whose term is ending and is subsequently absent from work due to illness may be on paid and/or unpaid sick leave, subject to medical certification, up to and including the effective date of the end of term employment, at which time the end of term employment will be processed. If long-term disability (LTD) coverage is in effect on the first day of short-term disability, the employee may qualify for LTD benefits. (See Policy on Leave/Rules and Procedures on Disability Leave and Benefits)
  5. The manager must ensure all Corporation assets and property are returned prior to the departure date and the employee’s departure is communicated accordingly. See – Manager’s Checklist for Employee Departure.
  6. A term employee, who elects to terminate his/her term employment prior to the natural end of the term, or who refuses a renewal or extension of term employment, is deemed to have resigned.

Resignation

  1. An employee must provide his/her manager with written notice of resignation. A minimum of two weeks of notice is requested in order to facilitate departure arrangements.

    Note: All employees, except short-term employees, who resign will be asked to participate in an exit questionnaire, conducted by a third party, to assist CBC/Radio-Canada in identifying the principal reason(s) the employee chose to leave the Corporation and recognize trends to address, as necessary. To ensure confidentiality, only aggregate results are reported.

  2. An employee is not entitled to use annual leave or other leave credits to extend a resignation date. In other words, the resignation date is the last day the employee is actively working.
  3. The manager must:
    • Acknowledge the notice of resignation, in writing, to the employee;
    • Complete the Notice of Departure form (found on the HR portal for managers), including the employee’s leave and attendance situation up to the date of resignation, and send it to the Shared Services Centre as soon as possible, but no later than the effective date of resignation.
  4. The manager must obtain the necessary approval for any authorized absence with pay pending the effective resignation date. (See Approvals for the Management of Human Resources.)
  5. The employee must provide personal contact information to the Shared Services Centre prior to departure.
  6. An employee who has submitted his/her resignation and is subsequently absent from work due to illness may be on paid and/or unpaid sick leave, subject to medical certification, up to and including the effective date of resignation, at which time the resignation will be processed. If long-term disability (LTD) coverage is in effect on the first day of short-term disability, the employee may qualify for LTD benefits. (See Policy on Leave/Rules and Procedures on Disability Leave and Benefits.)
  7. If an employee is absent without authorization, the employee may be considered to have resigned or abandoned his/her employment with the Corporation.
  8. The manager must ensure all Corporation assets and property are returned prior to the resignation date and the employee’s departure is communicated accordingly. (See Tools – Manager’s Checklist for Employee Departure.)

Retirement

  1. To be eligible for retirement and elect an immediate pension benefit, an employee must be a member of the CBC Pension Plan. The employee may also be entitled to a long service gratuity (LSG) upon retirement. (See Rules and Procedures on Long Service Gratuity.)
  2. The retirement date must be the last calendar day of a month.

    Note: An employee on short-term disability, long-term disability or on Workers’ Compensation will be required to provide a note from his/her attending physician stating that he/she has the capacity and ability to make a decision affecting his/her work and financial situation. His/her retirement will not be considered if this note is not provided.

  3. An employee must provide his/her manager with written notice of retirement. A minimum of three months of notice is recommended in order to process the retirement transition from the employee payroll to the pensioner payroll on a timely basis.

    Note: An employee on short-term disability, long-term disability or on Workers’ Compensation will be required to provide a note from his/her attending physician stating that he/she has the capacity and ability to make a decision affecting his/her work and financial situation. His/her retirement will not be considered if this note is not provided.

  4. The manager must:
    • Acknowledge the notice of retirement, in writing, to the employee (with a copy to Human Resources);
    • Complete the Notice of Departure form (found on the HR portal for managers), including the employee’s leave and attendance situation up to the date of retirement, and send it to the Shared Services Centre as soon as possible, but no later than the effective date of retirement.
  5. The employee must provide personal contact information to the Shared Services Centre prior to retirement.

    Note: Approximately six weeks after the notification of retirement to the Shared Services Centre, but no more than five months prior to the retirement date, the Pension Administration Centre will send a package regarding the employee’s pension and benefits options to his/her home address.

  6. An employee who has submitted his/her retirement date and is subsequently absent from work due to illness may be paid and/or unpaid sick leave, subject to medical certification, up to and including the effective date of retirement, at which time the retirement will be processed. If long-term disability (LTD) coverage is in effect on the first day of short-term disability (STD), the employee may qualify for LTD benefits. (See Policy on Leave/Rules and Procedures on Disability Leave and Benefits.)
  7. The manager must ensure all Corporation assets and property are returned prior to the employee’s last day of work, and the employee’s departure is communicated accordingly. (See Tools – Manager’s Checklist for Employee Departure.)

SUBSIDIARY POLICY INSTRUMENTS

TOOLS

INQUIRIES

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

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