Notices of Termination
Before you consider what severance you might need to pay an individual, please review the required manner and length of "notice of termination" from the CAS Terminations page.
Severance Policy for Ranked Contract Academic Staff
The CAS Regulations took effect on September 1st, 2010. However during the transition period to full implementation, existing classifications converted to CAS and others considered as CLOSED will still fall under the pre-CAS Severance Policy. See the section on Transition Period at the bottom of this page.
Severance pay entitlements for ranked Contract Academic Staff are specified in articles 5.10.1 through 5.10.4 of the Regulations Relating to the Employment of Contact Academic Staff.
Severance Policy for Unranked Contract Academic Staff
Severance pay entitlements for unranked Contract Academic Staff are specified in articles 6.8.1 and 6.8.2 of the Regulations Relating to the Employment of Contact Academic Staff.
Ineligible for Severance
The following unranked classifications are not eligible for Severance pay as per the Regulations Relating to the Employment of Contact Academic Staff:
- Course Lecturer (article 7.8)
- Course Instructor (article 7.8)
- Adjunct Professor(article 8.7)
- Professor of Practice (article 8.7)
- Visiting Academic Staff (article 9.7.1)
Pre-CAS Severance Policy Retained Here During Transition Period
The CAS Regulations took effect on September 1st, 2010. However during the transition period to full implementation, existing classifications converted to CAS and others considered as CLOSED will still fall under the pre-CAS Severance Policy as noted below.
Severance Policy for Unranked Academic Staff
August 9, 1995
All non-tenure stream academic staff with continuous contracts of employment and classified as Academic or Academic Librarian staff are covered by this policy noted below except for the following categories: Visiting or Adjunct Classifications, Geographic Full-Time (Hospital) (GFT-H) classifications, Student and Trainee classifications.
This policy on severance pay entitlement applies to academic staff who are not covered by any of the other University regulations concerning severance, with the exception of the categories noted above.
Five-Years of Continous Employment
This policy is limited to those staff who have academic appointments, and who have been employed continuously on a full-time or part-time basis as academics for a period of five years, but who are not in the tenure stream.
Eligible Classifications:
- Associate Director (Non-Stipend) (CLOSED CLASSIFICATION)
- Director (Non-Stipend) (CLOSED CLASSIFICATION)
- Research Assistant (awaiting approval of collective agreement)
- Research Associate (awaiting approval of collective agreement)
- Professional Associate (CLOSED CLASSIFICATION)
Contractual Employees
Some contractual employees may not be eligible, for instance Course Lecturers.
Who to Contact
Should the employee be entitled to a severance payment, please notify the Human Resources Total Compensation Office which will determine and effect the payment.
Payment Guidelines
An academic staff member not in the tenure stream who is terminated other than for disciplinary reasons will be entitled to severance pay according to the following guidelines:
- Individuals Paid from Research Accounts
Eligible academic staff paid from research accounts (restricted funds) and who are terminated other than for disciplinary reasons are entitled to a severance payment equal to one month's salary for each year of service, based on the average annual salary from academic employment at McGill earned in the past three years, to a maximum payment of 12 months.
Should you believe that an employee paid from research account is entitled to this payment, please notify the HR Total Compensation Office which will confirm eligibility and determine and effect the payment. - Individuals Paid Exclusively or Partially from Base (Operating) Funds
Eligible academic staff who are or have been paid exclusively or partially from base (operating) funds in the past five years and who are terminated other than for disciplinary reasons are entitled to a severance payment equal to one month's salary for each year of service, based on the average annual salary from academic employment at McGill over the past three years, to a maximum payment of 24 months.
In the case of staff paid exclusively from base (operating) funds, 100% of the severance allowance will be paid from the base (operating) fund.
In the case of staff paid partially from restricted funds, Departments will pay the pro-rated portion of the base-funded salary (averaged over the past three years). The pro-rated, restricted-fund component will be charged to the central severance fund.