Probation & Termination

Probation and Termination

This pages outlines our policies for probation and termination of staff.

Probation

  1. If a Staff member requires additional training, they will be placed on probation until the training has been completed.
  2. While on probation Staff members may not do the following:
    1. Interact with authors;
    2. Receive any further assignments to evaluate or edit submissions.
  3. While on probation Staff members must remain active members of the Journal
    1. Active member status is defined as maintaining regular communications with the Journal.
    1. Staff members on probation may assist with tasks such as tabling or event set up.

Resignation

  1. All Staff members have the right to resign from their position at any time.
  2. In order to resign in good standing with the Journal, the staff member must provide a minimum of two weeks notice.
    1. A Staff member who resigns in good standing with the Journal may be given an invitation to return in the same or different capacity at the Journal.
    2. A Staff Member who resigns in poor standing with the Journal may or may not be given an invitation to return to the Journal. An invitation will be given dependent on the circumstances of the resignation.

Termination

  1. Junior Staff
    1. Warning
      1. Any Junior Staff member who fails to submit their required weekly paperwork will receive a warning.
        1. Peer Reviewers are required to submit their Peer Review Form and, if applicable, their in-text review within a week of receiving the assignment.
        2. Editors are required to make first contact with their assigned author within a week of receiving the assignment. They are required to be in contact with the author at least once per week while the assignment is active.
      2. Staff members who communicate with authors have the following additional requirements:
        1. To communicate promptly with authors. Emails should be responded to within two days of receipt;
        2. To follow proper procedures as described during the onboarding period;
        3. To treat authors with respect.
    2. Termination
      1. Any Junior Staff member who receives a second warning may be asked to resign from their position. Depending on the offense, Editors may be given the option of becoming Peer Reviewers.
      2. Any Junior Staff member who is asked to resign may be given an invitation to return to the Journal after a period of at least three weeks.
      3. Exceptions may be made for Junior Staff members who inform their direct superior of their unavailability prior to receiving a warning.
  2. Senior Staff
    1. All Senior Staff members must remain fully active. Senior Staff members who are inactive for a week will be given a warning.
    2. Senior Staff members who receive two warnings may be asked to resign from their position in poor standing with the Journal.
      1. Exceptions may be made for Senior Staff members who inform the Editor-in-Chief and Director of Operations prior to begin given a warning.
      2. Senior Staff members who will be unable to perform their duties for more than two weeks will be asked to resign in good standing with the Journal.
      3. Any Senior Staff member who has resigned in good standing from the Journal may receive an invitation to return in a different capacity to the Journal.
      4. No individual who voices their concerns about a Senior Staff member may be punished in any way, to include but not limited to termination.
    3. Editor-in-Chief
      1. Should the Editor-in-Chief resign or be asked to resign, the Editorial Director and the Director of Operations will temporarily become Co-Editor-in-Chief until the role is filled.
      2. No individual who voices their concerns about the Editor-in-Chief may be punished in any way, to include but not limited to termination.
    4. Following resignation, voluntary or requested, the Senior Staff member will no longer receive their stipend.