Fair Hiring Policy

Purpose

This Policy outlines the University's approach to the recruitment, selection and appointment of employees.

Scope

This policy applies to all employees (including employed students) at the University as well as candidates for positions at the University.

Should there be a conflict between this document and a Collective Agreement between the University and one of its employee groups, the applicable Collective Agreement will govern.

Definitions

For the purpose of this policy:

1. A "Family Member" includes, but is not limited to, a parent, spouse (including common law spouse), child, sibling or half-sibling, grandparent, grandchild, niece, nephew or any of those by way of marriage ("in-law" or "step" relatives).

Policy

The University is committed to the recruitment of the best-qualified candidates for its employment opportunities and aspires to achieve an equitable, diverse and inclusive community of employees.

The University will actively encourage the recruitment of members of historically disadvantaged and marginalized groups including Indigenous persons (especially Mi'kmaq), racialized persons (especially African Nova Scotians), persons with disabilities, those who identify as women and/or 2SLGBTQIA+ and any others who would contribute to the diversity of our community.

Recruitment Process

Recruitment occurs within the framework of legislation, applicable collective agreements, equal opportunity, budgetary limitations and University needs. Recruitment processes at the University are governed by the following principles:

1. The University will post job vacancies internally and/or externally to attract the best qualified candidates.
2. Position advertisements will include the salary rate or salary range applicable to the position, where available.
3. All positions will be filled by the best qualified candidates selected and appointed based on education, experience, knowledge, abilities, suitability and past performance.
4. Decisions will be governed by federal and provincial law and legislation, in accordance with the terms and conditions set out in our collective agreements and staff handbooks, University policy, the Harassment and Discrimination Policy and the Employment Equity Policy.
5. Recruitment and selection processes will be structured to promote the equitable assessment of candidates.
6. Where candidates are determined to be similarly qualified for a position, the final hiring decision will favour the selection of person(s) from historically underrepresented and marginalized groups, especially where the candidate has been historically underrepresented in the discipline, field and/or employment category of focus. This will be done in compliance with the terms and conditions of our Collective Agreements.

All non-union position vacancies at the University will be posted and will be subject to an open competition except for the following:

1. Short-term, part-time and casual positions;
2. Internal secondments for up to twelve (12) months;
3. Promotions or transfers where the promoted or transferred employee’s former position is not being backfilled;
4. Research positions (including postdoctoral fellowships) where the successful candidate has been identified in advance by the faculty member; and,
5. Positions at arms-length organizations (such as externally funded research institutes (i.e., NCCDH) and external bodies (i.e., Theatre Antigonish)).

Unionized positions will be administered according to the hiring provisions of the relevant Collective Agreement.

Candidates for Employment

The following principles apply to candidates for positions at the University:

1. All qualified individuals may apply for employment with the University including University employees, students and alumni. Foreign nationals may apply, however, their candidacy is governed by applicable provincial and federal legislation.
2. The employment individuals under the age of eighteen (18) is subject to applicable provincial legislation.
3. The University’s Conflict of Interest and Standards of Conduct policies apply to the recruitment and employment of individuals with the University. Family members may apply for positions, but the related employee will not be included in the recruitment process or hiring decision. At the same time, fair and equal consideration will be given to family members and associated individuals for positions for which they are qualified.