The Brunswickan Bylaws

Revisor: Joel Rumson

Ratified: November 29th, 2024

1.0 Statement of Principals and Directon

1.1 It is our privilege and duty to seek and report the truth as we understand it, defend free speech and the right to equal treatment under the law, capture the diversity of human experience, speak for the voiceless, and encourage civic debate to build our communities and serve the public interest.

1.2 We believe student publications exist as an essential component of all student communities and as such, must be accessible to those communities.

1.3 In addition, we believe the student press should maintain a critical perspective, consider the needs and concerns of non-students.

1.4 We acknowledge that The Brunswickan as an institution is uniquely valuable and constructive within the community, as it provides information and analysis in an alternate forum to individuals and groups that have little or no access to other media.

1.5 We also believe the student press should acknowledge its privileged position in being relatively free from commercial control. It should strive to protect and enhance that position by defending its editorial autonomy and giving its staff the power to democratically determine the paper’s advertising and financial policies. Because of its relative freedom, the student press can examine issues neglected by other media. Our mandate is to cover issues that affect students. We believe that no subject need fall outside the grasp of the student press, and that we best serve our purposes when we help broaden the boundaries of debate on educational and social issues.

1.6 We recognize that hierarchies based upon power and privilege exist in Canada, and the important role the post-secondary system plays in influencing the social order. This role is reflected in the policies regarding accessibility to post-secondary education and the resulting composition of the student body, in the content of the information we receive, and is evidenced by the positions we are expected to occupy within the economic and social order.

1.7 We strive to provide students with information and analysis of the nature and role of post-secondary education within the Canadian economic and social system, relate financial policies against post-secondary education and other social services to the general economic situation in Canada, and assist students in making informed decisions regarding these policies.

1.8 Furthermore, we shall report on, and critically evaluate, the role played by existing student organisations in responding to these situations and encourage change in the leadership and/or structure of these organisations should they fail to recognize their responsibility to encourage students to act.

1.9 In pursuit of these ideals, The Brunswickan shall employ educational, forward-thinking, investigative and active methods. Recognizing our limitations, we aim to maintain a sense of humour and humility.

2.0 Definitions

2.1 “Company” means Brunswickan Publishing Incorporated.

2.2 “The Brunswickan” means the newspaper published by Brunswickan Publishing Incorporated.

2.3 ”By-laws” means the Constitution and By-laws of the Company, amended as required

2.4 “Head Office” means the location where The Brunswickan is produced. Currently located 21 Pacey Drive, Suite 35 Fredericton NB, E3B 5A3.

2.5 “Listserv” means a form of mass email communication sent to Members of the Company.

2.6 “Notice” means notification of intent.

2.7 “Board” means the Board of Directors of the Company.

2.8 “Department Head” means Editor-in-Chief, Creative Director, News, Arts, or Sports Editor/Features Editor.

2.9 “Officer” means the Editor-in-Chief, Business Manager, Secretary of the Board of Directors, and any Member selected by the Board of Directors to act as an Officer of the Company.

2.10 “Director” means a member of the Board of Directors.

2.11 “Editor” means a member of the Editorial Board.

2.12 “Member” means a Director, University of New Brunswick or Saint Thomas University student who has met the criteria to be a member of the Company.

2.13 A “contribution” shall be determined by the Editor-in-Chief, Business Manager, or Department Head when appropriate and typically refers to any quota appearing in an issue of The Brunswickan.

2.14 “Volunteer” means an individual who has not yet met the criteria for membership in the Company but has contributed to The Brunswickan.

2.15 “Hiring Criteria” means the specific requirements set out by the Hiring Committee, including but not exclusive to knowledge of The Brunswickan and UNB.

2.16 “Chair” means the longest serving member of the Board.

3.0 Interpretation

3.1 In these By-laws and in all other by-laws of the Corporation hereafter passed unless the context otherwise requires, words importing the singular number or the masculine gender shall include the plural number or the feminine gender, as the case may be, and vice versa, and references to persons shall include firms and Corporations.

4.0 Bylaws

4.1 These By-laws may be enacted, repealed, or amended by a two-thirds majority of votes cast by the Members. Any By-Law that has been enacted, repealed, or amended by a two-thirds majority vote cast by Members shall also be ratified by a two-thirds majority vote of the Board of Directors.

4.2 A motion to enact, amend or repeal the By-laws or any part thereof shall take the form of a written letter to the Board of Directors signed by no less than five (5) Members of the Company. The motion to enact, amend or repeal any By-Law of the Company shall be brought to a vote of Members at a special meeting to be held no less than two (2) weeks after the Board has received the written motion. Notice of the special meeting shall be given by the Board to Members, in writing or through email communication, not less than one (1) week in advance of the meeting.

4.3 Typographical errors, spelling errors, and incorrect citations in the By-Laws may be corrected by a unanimous decision of the Board of Directors at any of its regular meetings, provided that no less than 30 days notice is given to Members of the substance of each change and the modifications by the Board do not alter the explicit or implicit meaning of the By-Laws.

5.0 Corporate

5.1 Company Name

5.1.1 The name of the Company shall be Brunswickan Publishing Incorporated. The name of the newspaper published by the Company shall be The Brunswickan.

5.2 Corporate Seal 

5.2.1 The seal of the Company shall be in such a form as prescribed by the Board of Directors of the Company and shall have the words The Brunswickan endorsed thereon. The seal of the Company shall only be used with explicit approval of the Board of Directors.

5.3 Head Office

5.3.1 The Head Office of the Company shall be located in the city of Fredericton, in the County of York, in the Province of New Brunswick.

5.4 Finances

5.4.1 The fiscal year of the Company shall begin May 1 and end April 30.

5.4.2 A two-thirds majority vote by Members and ratification with a two-thirds majority vote by the Board of Directors is required to approve the Company’s budget for any fiscal year.

5.4.3 The officers of The Brunswickan shall adhere to the financial policies of The Brunswickan as set forth in the Financial Policies.

5.5 Financial Discretion and Accountability 

5.5.1 Financial Decision Making Framework

  • The Company shall establish and maintain a payroll framework that is reliable, secure, and capable of handling payroll processing in compliance with all applicable federal, provincial and local laws. 
  • Company shall regularly review its financial management systems functionality to ensure compliance with the evolving needs, and such that it remains compliant with changes in legislation, outside and within the Company.

5.5.2 Financial Discretion and Responsible Personnel: 

  1. The Business Manager shall oversee the financial decision-making processes, with initial collaboration with the EIC, and ensure that payroll is processed timely and accurately. 
  2. The Business Manager is responsible for maintaining oversight of all financial transactions, ensuring accuracy, and confirming that all financial decisions are aligned with the budget.
  3. They shall ensure that all employee compensation, deductions, and tax withholdings are accurately calculated and recorded. 
  4. In case of errors, it is the responsibility of the Business Manager to address the issue promptly and issue corrections. 
  5. The Business Manager is responsible for providing accurate employee data, and ensuring that any changes to employee status are communicated and updated in the payroll system. 
  6. Employees are responsible for reviewing their payroll statements for accuracy and completeness, and notifying the business manager of any discrepancies or errors.

5.5.3 Data Security and Confidentiality:

  1. The Company shall implement appropriate security measures to protect sensitive payroll data, including encryption, secure user authentication, and restricted access based on job responsibilities.
  2. All payroll data, including employee compensation, social security numbers, and tax details, shall be kept confidential and shall not be shared outside of the Business Manager, and in cases with the external accountant, except as required by law.
  3. Only authorized personnel shall have access to financial records and decision-making tools. The Company shall maintain an updated list of authorized users and regularly audit access to ensure compliance with security protocols. 

5.5.4 Payroll will be processed on a bi weekly basis. In the event of any system downtime or technical issues, the Business Manager shall take appropriate action to minimize delays in payroll processing.

5.5.5 The Company shall maintain accurate records of all financial transactions, including income, expenditures, investments, and budgetary adjustments. These records must be stored securely and in compliance with the Company’s retention policies. Furthermore, the Company shall retain payroll records for a period of at least 5 years in accordance with applicable laws.

5.5.6 The current Business Manager is responsible for providing appropriate training for the incoming Business Manager on financial decision-making processes, systems, and policies. This training shall be provided upon initial hiring.

5.6 Signing Authority

Signing Authority Contracts, documents or any instruments in writing that require the signature of the Company shall be signed by any two of the Editor-in-Chief, Business Manager, Secretary of the Board of Directors or any Member specifically authorised by the Board of Directors. 

All contracts, documents and instruments so signed shall be binding upon the Company without any further authorization or formality, provided that the contracts, documents or instruments do not contradict the By-Laws of the Company. 

Authorisation from the Board of Directors in the form of a two-thirds majority vote shall be required for any unbudgeted expenditure that exceeds two hundred and fifty ($250) Canadian dollars. Unforeseen expenditures shall be accommodated in the event of travel emergencies as long as the Board of Directors is retroactively informed.

6.0 Comimittees

6.0 Committees

6.1 The Board of Directors may, by resolution, from time to time establish Committees to advise and assist the Board in carrying out its duties. At any meeting, Members may, by resolution, establish Committees to advise and assist the Company on issues including, but not limited to finances, hiring, constitution reform, and by-law amendment.

6.2 Grievance Committee

6.2.1 For any formal complaint made under the Company’s Code of Conduct policy a Grievance Committee shall be formed. The Grievance Committee shall consist of three (3) Directors.

6.3 Performance Review Committee

6.3.1 There shall be two annual performance reviews for all paid editorial staff and employees. These reviews shall take place not later than the last day of each academic term. The performance reviews shall be executed by a Performance Review Committee composed of three (3) Members who are elected at a meeting of Members not later than the last week in October. The Members shall appoint a Committee member to sit as Chair of Performance Reviews, and oversee the review process.

6.4 Appeals Committee

6.4.1 For any appeal made with regards to a Board of Directors decision to dismiss a member of the Editorial Board or the Board of Directors for a job description infraction an Appeals Committee shall be formed. The Appeals Committee shall consist of the Editor-in-Chief or Chair of the Board of Directors acting as Chair of the Appeals Committee and two (2) Directors or Editors selected in accordance with section 7.3 of the Company By-Laws.

7.0 Progressive Disipline

7.0 Progressive Discipline

7.1 If any Member feels that a member of the Editorial Board or Board of Directors is not fulfilling their job description or mandate, they may submit a written complaint to the Company’s Human Resource (HR) Representative outlining the specific infraction(s). The Editor-in-Chief and/or the Business Manager of The Brunswickan shall be recognized as the HR Representative for the Company. 

In a case where a Director, or Business Manager is subject to a complaint(s), the elected Chair of the Board of Directors shall act as the HR Representative. 

In a case where the Editor-in-Chief is not fulfilling their job description or is perceived to pose a conflict of interest in a particular case, the Chair of the Board of Directors shall act as the HR Representative for the Company. 

At the discretion of the HR Representative, action shall begin not less than one (1) week after the written complaint, subject to the By-Laws set forth below.

7.2 First and Second Warnings

7.2.1 The first two (2) warnings shall be given verbally by the HR Representative. Both warnings shall include specific examples of the behaviour that needs to change and suggestions for performance improvement. Each warning shall be documented and filed in a confidential personnel file by the HR Representative. 

Documentation shall include the date of the warning, the improvements necessary, any response by the member of the Editorial Board in regards to the charges of poor performance, and the signatures of the person who gave the warning and the person subject to the warning. 

At least two (2) weeks shall elapse between the first and second warnings.

7.3 Appeals Process

7.3.1 After the second warning the Editor or Director in question shall have the right to appeal to the Board of Directors within one (1) week of receipt of said warning. The appeal shall take the form of a written letter in the individual’s defence. An Appeals Committee shall be struck upon receipt of the appeal to determine the outcome of the appeal. The Appeals Committee shall be composed of three (3) Directors or Editors of the Company according to the following guidelines and procedure:

7.3.2 The HR Representative shall be Chair of the Appeals Committee. One shall work to immediately fill the other two (2) positions, avoiding any persons known to be closely associated or substantially in conflict with either the respondent(s) or complainant(s).

7.3.3 The first additional member of the Appeals Committee shall be a voting Director of the Company selected from Section(s) 12.1.a-g of the Company By-Laws.

7.3.4 The second additional member of the Appeals Committee shall be a member of the Board of Directors or Editorial Board. If no member from the Board of Directors or Editorial Board is available to sit on the Appeals Committee then a Member shall be selected in their place.

7.3.5 Having preliminarily established an absence of malice or conflict on the part of a prospective member of the Appeals Committee, the HR Representative shall disclose the written appeal to the prospective Appeals Committee member in strict, stated confidence. 

The Chair shall then ask the prospective Appeals Committee member to declare if one feels able to deal fairly with the appeal involving the named party or parties. If one cannot do so, then they shall be replaced by another suitable member according to the criteria set out in sections 7.3.3 or 7.3.4 of the By-Laws.

7.3.6 The Chair shall make every reasonable effort to complete the initial selection of the Appeals Committee within twenty-four (24) hours of receiving the appeal.

7.3.7 The Chair will notify the respondent(s) within twenty-four (24) hours of the composition of the Appeals Committee to ensure there are no substantial conflicts from the perspective of the respondent(s). It shall fall to the judgement of the Appeals Committee as a whole to weigh any objections.

7.3.8 If the Appeals Committee does not find in favour of the Editor or Director in question, said Editor or Director shall not be eligible for any further appeals under section 7.3 of the Company By-Laws.

7.3.9 Upon receipt of a second warning by the Editor or Director in question, pay may be suspended, at the discretion of the Appeals Committee, until a decision by the Appeals Committee has been made.

7.3.10 The Appeals Committee shall send a letter to the Editor or Director in question within one (1) week of reaching a decision advising the respondent(s) of the Appeals Committee’s decision. Should the Appeals Committee find in favour of the respondent(s), the Editor or Director in question shall not be subject to any reprimand or negative repercussions and shall be given a “clean slate”. Should the Appeals Committee find in favour of the complainant(s), the Editor or Director in question shall be eligible to receive one (1) final complaint, herein referred to as “Third Warning/Notice of Dismissal.”

7.4 Third Warning/Notice of Dismissal

7.4.1 The third and final warning shall be written and given by the HR Representative to the Editor or Director in question. The third warning shall include specific examples of the behavior that needs to change, suggestions for performance improvement, and explicitly state that if poor performance continues the member of the Editorial Board will be dismissed. 

A copy of the third warning must be signed and dated by the HR Rep and the member in question and filed in the confidential personnel file by the HR Rep with the previous two (2) warnings. 

The third warning shall be given no less than one (1) week after the second warning.

7.4.2 The HR Representative shall notify the Board of Directors within one (1) week of the third warning that the member in question received the third and final warning.

7.5 Dismissal

7.5.1 If any Editor or Director receives a third warning and, based upon the judgement of the HR Representative, has not improved performance, the Board of Directors shall ratify the dismissal of the Editor or Director in question, effective immediately. The HR Representative shall notify the Member in question of their dismissal and send a formal letter documenting the dismissal. A copy of this letter shall be placed in the confidential personnel file.

7.6 Immediate Dismissal

7.6.1 Any Editor or Director who commits a grievous offence that presents a significant or immediate threat to the Company, its property, or any Member, shall be designated for immediate termination by the HR Representative. 

7.6.2 Dismissal shall take effect upon unanimous vote by the Board of Directors within not less than one (1) week after identification by the HR Representative. The dismissal shall be documented as in section 7.5.1 of the By-laws.

7.6.3 If an Editor or Director is subject to section 7.6.1 of the By-laws but the Board of Directors does not vote unanimously (see 7.6.2), the action taken in 7.6.1 shall be recognized as the equivalent to a second warning and the Editor or Director in question will be subject to the By-Laws outlined in Section 7.3.

7.7 Replacement Procedure

7.7.1 In the event of the resignation or dismissal of a member of the Editorial Board, the Company shall call for nominations for a replacement in accordance with the procedures set forth below:

7.7.2 After completing the dismissal procedures set forth in section 7.5.1, an advertisement shall be immediately published in the upcoming print issue of The Brunswickan, calling for applications for the vacant position, as well as on the website and the BPI social accounts, until the position(s) is filled. 

A Hiring Committee will be formed of three (3) members, one elected from each of the Members, Editorial Board, and Board of Directors. The members of the Hiring Committee elected by the Board of Directors shall act as Chair of the committee and shall oversee the hiring process with respect to these by-laws. One applicant shall be appointed to the position by majority vote of the Hiring Committee. In the event that no one applies for the position, the Board of Directors, in consultation with the Editorial Board, shall appoint a Member to fill the position.

7.7.3 In the event of the resignation or dismissal of a member of the Board of Directors, the Board shall call for nominations from the organisation or body or individuals said Director represented as soon as possible. When a candidate has been nominated, the board shall schedule a special meeting of members and members shall vote on the ratification of the candidate. If elected, the new member of the Board shall sit with full rights and responsibilities until April 30th or until its successor is duly elected or appointed.

8.0 Membership

8.0 Membership

8.1 Any person who meets all of the following criteria is eligible for membership in the Company:

8.2 Members of the Company shall be enrolled as students at the University of New Brunswick or St. Thomas University except the Board of Directors nominees listed in 12.1.d, 12.1.f, and 12.1.h. The Board of Directors nominee listed in Section 12.1.h may be a student of the University of New Brunswick or St. Thomas University.

8.3 The publishing year of The Brunswickan shall be divided into two terms: Fall and Winter. Member status is attained immediately after contributing four (4) articles or photos to The Brunswickan in a single term and remains valid until the end of the next term.

8.4 Membership at the beginning of the first term of any publishing year shall consist of all Members who made four (4) or more contributions in the last term of the previous publishing year.

8.5 A list of Members shall be submitted to the Business Manager by each Department Head on or before the final day of each month. Using these lists, the Business Manager shall compile a master list of Members. This list shall be amended at the end of each month to add the names of new Members, and at the end of each term to remove the names of those persons who are no longer Members.

8.6 The list of Members shall be posted at the head office of the Company. Any person not listed as a member who is eligible for Membership pursuant to sections 8.1, 8.2, and 8.3 of the Company By-Laws may submit a written request to be added to the Membership list to the Business Manager or Editor in Chief.

8.7 The Editor-in-Chief and the Business Manager shall determine what constitutes a contribution. A Department Head may determine what constitutes a contribution provided they only certify contributions by individuals working in their department.

8.8 Each Member shall be entitled to one vote at annual, general and special meetings

8.9 Members who are students at the University of New Brunswick (Fredericton Campus) and Saint Thomas University shall be eligible to apply for all hired positions on the Editorial Board.

8.10 Members shall have the right to opt-out of Membership in the Company.

9.0 Meetings of Members

9.0 Meetings of Members

9.1 Members shall meet regularly at the Head Office of the Company or any suitable location on the University of New Brunswick Campus each week during the months of September, October, November, January, February and March. Meetings shall be held at least once during the months of December and April. These meetings, case-by-case, are permitted by both online and in-person mediums pending specific requirements. 

9.2 The Annual General Meeting of the Members shall be held at the Head Office of the Company or any suitable location on the University of New Brunswick Campus on or about the last week of October. At the Annual General Meeting, there shall be presented to the Members for their approval a report by the Board of the Directors of the affairs of the Company for the forthcoming year to be presented by the Editor-in-Chief; a financial statement of the Company for the forthcoming year to be presented by the Business Manager; and such other information or reports relating to the affairs of the Company as the Board of Directors may determine. 

Any amendments, enactments or repeals of any By-Laws of the Company shall be brought to a vote of the Members at the Annual General Meeting.

Most importantly, this meeting serves to provide a forum bringing forth considerations related to the direction, mission, and objectives of the paper for the upcoming academic year.

9.3 One (1) general hiring meeting shall be held in January. The meeting shall be held before the end of the last week of January in which the Member representing staff interests shall be elected to the Hiring Committee.

9.4 Special meetings of the Members may be held from time to time, online, or, at any place within the city of Fredericton, in the county of York, in the Province of New Brunswick if the Members are given notice not less than one (1) week before the meeting by the Editorial Board.

9.5 Notice of all other meetings of Members shall be given by the Chair of the Board of Directors or the Editor-in-Chief. The notice shall specify the time, place and purpose of such meeting and shall be given a single page advertisement published on TheBruns.ca no less than two (2) weeks and no more than four (4) weeks preceding the meeting.

9.6 Meetings of the Board of Directors

9.6.1 Regular meetings of the Board of Directors shall be held at the Head Office of the Company or any suitable location on the University of New Brunswick Campus. Meetings shall be held at least once a month in September, October, November, January, February, March, April, and once during the period from May to August.

9.6.2 Special meetings of the Board may be held from time to time, online, or at the Head Office or any suitable location on the University of New Brunswick Campus, upon call by the Chair or any three (3) Directors. The Chair shall notify Directors not less than one (1) week before the meeting.

9.6.3 Meetings of the Board may be held without formal notice immediately following the Annual General Meeting of Members if all Directors are present or have signed their consent in writing to the meeting being held in their absence.

9.6.4 Notice of all meetings of the Board shall be given by the President or Secretariat, shall specify the time and place and shall be delivered, directly, by mail or email, to each Director no less than five (5) days before the Annual General Meeting is to take place.

9.6.5 At the meeting of the Board held in January the Board shall elect one (1) member to sit on the Hiring Committee (see Section 10.0).

9.7 Meetings of the Editorial Board

9.7.1 Meetings of the Editorial Board shall be held at the Head Office or any suitable location on the University of New Brunswick Campus at least once a week for the months of September, October, November, January, February, March. Meetings must be held once monthly in December and April.

9.7.2 Special meetings of the Editorial Board may be held from time to time, online, or at the Head Office or any suitable location on the University of New Brunswick Campus, upon call by the Editor-in-Chief, Business Manager or the two (2) Department Heads. The Editor-in-Chief shall notify the Editorial Board members not less than one (1) week before a special meeting.

9.8 Quorum

9.8.1 Quorum for all regular meetings of the Members, Board of Directors and Editorial Board shall consist of a simple majority of Members (fifty (50) percent plus one (1)). Quorum for special meetings shall consist of a two-thirds (2/3) majority.

9.8.2 If less than the quorum required for the transaction of business is in attendance at the time for which any meeting of Members or Directors was called the meeting may, after a lapse of fifteen (15) minutes from the time for holding the meeting, be adjourned by the Members present, for a period not exceeding one (1) week at any one time without any notice other than by announcement at the meeting until a quorum shall attend.

9.8.3 Questions arising at any meeting of the Members shall be decided by a majority of votes thereon. The Chair of the Board of Directors shall not vote unless the vote is tied, in which event the Chair may vote to break the tie.

10.0 Hiring Committee

10.0 Hiring Committee

10.1 Hiring of all Editorial positions shall be overseen by the Hiring Committee. The Hiring Committee shall be initially composed of three (3) members. The Members of the Company shall elect one (1) Member to sit on the Hiring Committee. The Board of Directors shall elect a Director who is not a member of the Editorial Board to sit on the Committee. The Editorial Board shall elect an Editor to sit on the Committee. Members of the Hiring Committee may not also be applying for a position, or be known to be closely associated or substantially in conflict with any other applicant. 

The Editor in Chief is enabled to grant the Business Manager a seat on the Hiring Committee. Applicable where other potential Directors, and, Members, are unable to participate due to unprecedented and or unforeseen circumstances which were not forecasted. 

The three (3) members of the Hiring Committee shall be elected not later than the last week of February. The member elected by the Board of Directors shall act as Chair of the Hiring Committee and shall oversee the hiring process with respect to the By-Laws set forth below. The Chair shall only vote in the hiring of the Editor in Chief, after which their voting right is transferred to the new Editor-in-Chief, who shall sit as a fourth (4th) member of the Hiring Committee (see Section 10.3).

10.2 The Hiring Committee shall begin the hiring process not less than one (1) week after the Committee has been formed. The Hiring Committee shall post advertisements in The Brunswickan, on the website, and on Company social media for all open positions. The Hiring Committee shall select candidates for interview from the applications submitted. Interviews shall begin not less than one (1) week after the closing date for submissions. The closing date shall be not more than three (3) weeks after the first advertisement has run in The Brunswickan or been posted online.

10.3 The hiring process for the Editor-in-Chief shall be completed not later than the end of the third week of March. The hiring process for the Business Manager and the remainder of the Editorial Board shall be completed not later than the end of March.

10.4 The Hiring Committee is encouraged to reach unanimous decisions regarding the hiring of the Editorial Board but a simple majority shall be required to approve any candidate for any position.

10.5 The Hiring Committee shall canvas the Members of the Company for questions to ask the candidates of each position to be filled. These questions must relate specifically to the different demands of each position.

10.6 Candidates for all positions must announce by written or electronic communication their candidacy to the Chair of the Hiring Committee not less than one (1) week prior to the closing date for submissions which will be determined by the Committee.

10.7 One (1) week prior to the closing date, an email notifying Members that the closing date is in one (1) week shall be sent to the Members of the Company through the Company Listserv by the Chair of the Hiring Committee. Notice shall also be posted at the Head Office of the Company by the Chair of the Hiring Committee. 

The purpose being to allow Members to bring to the attention of the Committee any professional concerns they may have regarding any candidates.

10.8 If no candidate has offered or been selected for a position, the deadline shall be moved back one (1) week. If no candidates offer for a position during that time frame, another hiring process shall be held not later than the final week of September the following semester. If no candidate has offered for a position by then, the deadline shall be moved back one (1) week until the position is filled. 

Subject to ratification by the Board of Directors, the Editorial Board may appoint a substitute candidate to hold any position until the Hiring Committee hires a candidate for that position.

10.9 The Hiring Committee shall endeavour to ensure that all successful applicants demonstrate intimate knowledge of The Brunswickan, the University of New Brunswick, and any other criteria the Hiring Committee sees fit to apply. Collectively known as the Hiring Criteria, these requirements shall be made available to all applicants.

11.0 Officers

11.0 Officers

11.1 The Officers of the Company shall consist of the Chair of the Board of Directors, the Editor-in-Chief, the Business Manager, and any Member the Board of Directors appoints by a two-thirds majority.

11.2 Protection of Directors

11.2.1 Each and every Director, Officer, and Editor of the Company shall assume office under the express understanding, agreement, and condition that they, their heirs, executors, administrators, estates, and effects shall, from time to time and at all times, be indemnified and saved harmless out of the funds of the Company from and against all costs, losses, charges, and expenses whatsoever which such Director, Officer, or Editor sustains or incurs in or about any action, suit, or proceeding brought, commenced, or prosecuted against them in respect to any act, deed, matter, or thing whatsoever made, done, or permitted by them in the execution of their duties, and also from and against all other costs, losses, charges, and expenses whatsoever, which they sustain or incur in or about or in relation to the affairs of the Company, except such costs, losses, charges, or expenses as are occasioned by their own neglect or default.

11.2.2 No Director, Officer or Editor of the Company shall be liable for the acts, receipts, neglects or defaults of any other Director, Officer, Editor or employee of the Company or for joining in any receipt or act of conformity or for any loss, damage or expense happening to the Company through the insufficiency or deficiency of title to any property acquired by order of the Board for or on behalf of the Company or for the insufficiency or deficiency of any security in or upon which any of the money, of or belonging to the Company shall be placed out or invested or for any loss or damage arising from the bankruptcy, insolvency or tortious act of any person, firm, organisation or corporation with whom or which any monies, securities or effects of the Company shall be lodged or deposited or for any other loss, damage or misfortune whatsoever which may happen to the Company in the execution of the duties of his or her respective office of trust or in relation thereto unless the same shall happen by or through their neglect or default.

11.3 Indemnity of Directors and Others

11.3.1 The Board of Directors shall be authorised from time to time, with a two-thirds majority vote of Directors, to give indemnities to any Director, Officer, Editor or other person who has undertaken or is about to undertake any liability on behalf of the Company.

12.0 Board of Directors

12.0 Board of Directors

12.1 The affairs of the Company shall be managed by a Board of nine (9) Directors to be elected or appointed as provided herein and shall consist of the following:

  1. The Editor-in-Chief of The Brunswickan (President).
  2. The Business Manager of The Brunswickan (Vice-President).
  3. One elected nominee representing UNB students (Student Representative).
  4. One nominee from The Brunswickan Alumni Chapter (Alumni Representative).
  5. One nominee from the Graduate Student Association (Graduate Student Representative).
  6. One nominee representing UNB faculty or administration (Faculty/Administration Representative).
  7. One Member elected in March to act as Staff Representative (Staff Representative).
  8. One individual appointed by the board as Secretary of the Board (Secretariat).
  9. One nominee from the press, journalism, or publishing industry (Industry Representative).

12.2 Board of Directors and the nominees in sections 12.1.d, 12.1.e, 12.1.f, 12.1.g, and 12.1.h of the Company By-Laws must be ratified by a two-thirds (2/3) majority vote by the Members of the Company at the Annual General Meeting.

12.3 In the event that any group entitled to appoint a director is unwilling or unable to do so, the Members shall have the right to appoint by majority vote a Member to replace such a nominee.

12.4 The Board of Directors shall hold office from May 1 to April 30 of the following year, or until its successors are duly elected or appointed.

12.5 The Board of Directors shall examine the Company’s budget and present recommendations regarding finances to the Officers of the Company.

12.6 The Board of Directors shall act as an advisory body to the Editorial Board and Members of the Company.

12.7 Ratification of amendments, enactments, and repeals of any and all By-Laws of the Company shall require a two-thirds majority vote of Directors of the Board.

12.8 Subject to these By-Laws, the Board shall have full power and authority in all things to manage and control the affairs of the Company and may make such rules and regulations and policies, not contrary the By-Laws, as they deem necessary to uphold the principles of the Company outlined in Section 1.0

13.0 Editorial Board

13.0 Editorial Board

13.1 The direction, content, policies, and day to day operations of the Company shall be managed by the Editorial Board, which shall consist of the Editor-in-Chief, the Business Manager, the Creative Director, the News Editor, the Arts Editor, the Sports or Features Editor, the Copy Editor, and the Advertising Manager.

13.2 Department Heads

13.2.2 The Department Heads shall consist of the Editor-in-Chief, the Creative Director, the News Editor, the Arts Editor, and the Sports Editor/Features Editor. Department Heads are responsible for the weekly operation of their respective departments.

13.2.3 All Department Heads and Editorial Board members shall not stand for election or become an executive member of the UNB Student Union Council, the STU Student’s Union Council, the Graduate Student Associations of UNB or STU, or any competing media organisation including, but not exclusive to, CHSR or The Aquinian.

Approvers: Daniel Mchardie, Emma McPhee, Lauren Cruikshank,  Joel Rumson, Thomas Lepper, Alicia Lowe, Bradley Garlie, Connor Fraser, Emu Devine, Emmanuel Joseph.