Table of Contents
2.0 Statement of Principles and Direction
3.0 Rules of the By-Laws
7.0 Progressive Discipline
10.0 Hiring Committee
11.0 Protection of Directors
12.0 Board of Directors
1.1 “Company” means Brunswickan Publishing Incorporated.
1.2 “The Brunswickan” means the newspaper published by Brunswickan Publishing Incorporated.
1.3 ”By-laws” means the Constitution and By-laws of the Company, as amended on an as-needed basis with approval from the Board of Directors.
1.4 “Head Office” means The Brunswickan offices at the University of New Brunswick Student Union Building at 21 Pacey Drive.
1.5 “Notice” means notification of intent.
1.6 “Publication” refers to the Company.
1.7 “Board” means the Board of Directors of the Company.
1.8 “Section Editor” means News Editor or Culture Editor.
1.9 “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.
1.10 “Director” means a member of the Board of Directors.
1.11 “Editor” means any member hired by the Company and serving in an editorial position; it is not limited to positions on the Editorial Board.
1.12 “Member” means a student who has met the criteria to be a member of the Company.
1.13 A “contribution” shall be determined by the Editor-in-Chief, Business Manager, or Section Editor when appropriate and typically refers to any piece of media or article appearing in an issue of The Brunswickan or in online publication.
1.14 “Volunteer” means an individual who has not yet met the criteria for membership in the Company but has contributed to The Brunswickan.
1.15 “Hiring Criteria” means the specific requirements set out by the Hiring Committee, including but not exclusive to knowledge of The Brunswickan and the University of New Brunswick.
2.0 Statement of Principles and Direction
2.1 It is our right and duty to seek and report the entire truth as it exists, definitively proven by evidence gathered and kept in intergenerational, expert, and community knowledge and the human capacity for research and science.
2.2 We defend the freedom of the press and the newspaper as an institution in its hallowed duties to comfort the afflicted and to afflict the comfortable. It is our role, as it has been the role of many publications before us, to stand as a critical forum for conversation poised to speak up against those in power without suffering the consequences that would face an individual student.
2.3 We recognize that Canada is a country that is based on the genocide of Indigenous peoples, and that same genocide continues today. The facts on which we report as journalists point to the fact that this nation is broken, and that it exists on the crutches of racism, colonialism, and white supremacy. This country is unjust and continues to be unjust because of hierarchies of class, race, and economy that are perpetuated intergenerationally. We seek to be a source of information from which knowledge on the history and current affairs of this unjust reality can be accessible to students via a student lens, so that over time, through education, change can be made towards a more just society.
2.4 No minority group is voiceless. Because of this fact, we do not only advocate on the behalf of minority groups, but pledge our publication to the cause of justice everywhere, and will give our physical print space and online resources to all minorities who require a platform to discuss the injustices they are facing in our community, continuously fighting against injustice not only in the university community, or in Canada, but abroad.
2.5 We will never accept, for any reason, any prejudice that threatens our community. Be it racism, misogyny, homophobia, transphobia, facism, or anything else, we will fight it with every resource at our disposal. Every creeping issue that seeks a foothold in the student community will find opposition in us. The word tolerance is a plague on our society and we eschew it – the bulwark of freedom is found in understanding, in expressing love, truth, knowledge of others. By cultivating this, we will do better to fight against schisms in our society than we ever could by preaching an agenda of false pluralism or tolerance.
2.6 We acknowledge that student publications exist as an essential component of student communities and should be accessible to those communities, thus we will continue to evolve alongside our community in order to best suit its needs.
2.7 In addition, we believe the student press should maintain a critical perspective, and keep in mind the needs and concerns of non-students, therefore we do not limit ourselves to content that is only of concern to the student community.
2.8 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 in a province where the media is dominated by the conservative Irving plutocracy. Our role is invaluable as New Brunswickers have little access to locally-relevant information relayed in a way that is untainted by the Irving family’s narratives, beliefs, and manipulation.
2.9 We acknowledge our privileged position in being free from commercial control as an autonomous student publication. We strive to protect and enhance that position by defending its editorial autonomy and giving our staff the sole power to democratically determine the paper’s advertising and financial policies. We keep our Editorial Board and Board of Directors free of any administrative interest, and all members serve only the interests of students and the publication. Because of this 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.
2.10 We will always report on news stories factually and correctly, and will correct any errors as required. However, we believe that in the age of modern media, to vow against bias is unethical for any publication, even when reporting news. The facts reported by journalists are not neutral, and in the face of systemic oppression, it would be abhorrent to say otherwise. Therefore, in all instances, we admit that our bias will always be for the truth. The injustices in this society speak for themselves when they are given a voice.
2.11 In order to preserve the editorial integrity of this publication and the freedom and independence that it enjoys, no article written by any reporter will be shared beyond Brunswickan staff before publication. All requests from interviewed parties to view an article before it is published will be categorically denied on this grounds as it violates editorial policy which is as follows:
- Each written piece submitted by a reporter or community member will meet the standards of the constitution. The Editor-in-Chief or either Section Editor is empowered to refuse any article or submission that does not meet the standards of the By-Laws or constitution or accurately represent the Statements of Principle.
- Any interviewed party will have been interviewed with verbal or written consent except in cases of investigative work with written permission from the Editor-in-Chief, with the understanding that this action is illegal and can result in real legal penalty.
- Each piece selected for publicated will be reviewed by the relevant Section Editor, defined as
- News Editor or
- Culture Editor
- Following review from the relevant Section Editor, each piece selected for publication will be reviewed by the Copy Editor to ensure it meets The Brunswickan’s adapted Canadian Press Guidelines.
- Following review from the Copy Editor, the Editor-in-Chief reviews every article selected for publication before it is published, no matter the format. The EIC reviews every piece of media published, and along with the relevant Section Editor, is responsible for quality and content of each piece published during their tenure. Before publication, only relevant Members are allowed access to articles.
- Articles and media, once reviewed following this process, will be published following the schedule set by the Editor-in-Chief and Social Media Manager. The only exceptions to these policies can be made for officers of the law, sitting members of government, and on an as-needed basis for breaking news stories. Permission is required of the Editor-in-Chief for any exception to be made.
2.12 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, acknowledging the fact that the current system denies the right to post-secondary education to all but an elite few. We will assist students in making informed decisions going forward so they can personally benefit until such a time as the government prioritises the minds of the future.
2.13 Further, we shall report on, and critically evaluate, the role played by existing student organisations at the university in responding to critical issues affecting students and encourage change in the leadership and/or structure of these organisations should they fail to in their duty to encourage students to act, or in their duty to protect students from outside interests or administration. It is the strongly held position of this publication that student organizations should not act as an extension or enforcer on behalf of administration, but as a defender of student rights as inspired by student movements and the grand traditions of students who came before us – we will never hesitate to immediate and extreme action should we scent failure on this, perhaps most important front.
2.14 We dedicate ourselves to active allyship with the university’s true social institutions: CHSR, the Grad House-Windsor Castle Bar, and the Cellar Pub. These institutions are vital to the survival of the university’s culture and exist for the benefit and betterment of students.
2.15 In pursuit of these ideals, we shall employ educational, investigative, and active methods. We maintain a sense of humour, while admitting that we are only able to be limitless in our action and writing so long as we exist with the support of even a handful of students, as we have for over 155 years.
2.16 It is not our duty to maintain the current order through reporting on only what we see with our senses, but to agitate the current order with our writing and use our greatest faculty – the mind – and write also what we imagine our community could be, to support the ideas of progressive students so that all may benefit from the education we have been gifted, and the content which we create.
3.0 Rules of the By-Laws
3.1 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. Until such time as it has been ratified by a two-thirds majority vote of the Board of Directors, such is viewed only as a draft change, and can be acted upon by The Brunswickan at the discretion of the Editor-in-Chief, but is not defensible by the Company.
3.2 A motion to enact, amend or repeal the By-Laws or any part thereof shall take the form of a written letter to the President of 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.
3.3 Typographical errors, spelling errors, and incorrect citations in the By-Laws may be corrected by a unanimous decision of a vote of Members at any of 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 Members do not alter the explicit or implicit meaning of the By-Laws. Notifications of these changes must immediately be sent to the Board of Directors.
4.1 The name of the Company shall be Brunswickan Publishing Incorporated. The name of the newspaper published by the Company shall be The Brunswickan.
4.2 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.
4.3 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 at the Student Union Building on the ground of the University of New Brunswick. Room 35, 21 Pacey Dr. Fredericton, NB
5.1 The fiscal year of the Company shall begin May 1 and end April 30.
5.2 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.
5.3 The Business Manager is to be named Financial Officer for the Company.
5.4 The officers of The Brunswickan shall adhere to the financial policies of The Brunswickan as set forth in the Financial Policies
- Members are only to be remitted pay as owed and allowed in accordance with the approved budget, with each salary for each position recorded in documentation available to Signing Authorities (see By-Law 5.5).
- Members may be paid additional amounts as owed for travel due to distribution of the magazine, or may be given awards that translate to something with financial value, but this must be approved and accounted for in the approved budget.
- No Advertising Manager is empowered to collect funds on behalf of the Company in exchange for Advertising unless they present written communication from the Editor-in-Chief or the Financial Officer.
5.5 Signing authority is as follows: 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, or a Member specially 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. Authorization 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 extreme emergencies as long as the Board of Directors is retroactively informed, and only insofar as approved by both the President and the Business Manager.
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) Members, including the President. The Human Rights Representative (Business Manager) must be present at every meeting of the Committee, and should the complaint be made against the President, the Committee must be formed without their knowledge until the relevant time.
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 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 acting as Chair of the Appeals Committee and two (2) selected Editors chosen in accordance with section 7.3 of the Company By-Laws.
7.0 Progressive Discipline
7.1 If any Member feels that 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 (the Business Manager) outlining the specific infraction(s). The Editor-in-Chief of The Brunswickan shall never be recognized as the HR Representative for the Company, as this creates an environment where power can be abused. In a case where the HR Representative is subject to a complaint, the News Editor shall act as the HR Representative. In a case where the HR Representative is not fulfilling their job description or is perceived to pose a conflict of interest in a particular case, the News Editor 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. Rules set forth for warnings also apply to disciplinary infractions as used by the Editor-in-Chief at their discretion.
7.2 First and Second Warnings
7.2.1 The first two (2) warnings shall be given verbally by the HR Representative in the presence of at least one other member at a scheduled meeting, and with notice given. 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, in addition to that of the witnessing Member(s). At least two (2) weeks shall elapse between the first and second warnings.
- In the case of Editorial discipline only, and not in Human Rights complaints, the accused Member has the right to refuse signature of the warning on moral grounds. This does not void the warning, but acknowledges their right to have a different opinion on editorial matters and discipline within the framework of the paper.
- All personnel files are to be kept in Head Office and are not to be surrendered to any outside body, be it University of New Brunswick Administration, the University of New Brunswick Student Union, or any other entity without a legal warrant. If the filing cabinet is found to have been tampered with, it is to be immediately replaced and its cost is to be first priority. Acknowledge always that those who are not Members have constant access to Head Office, and remain vigilant.
7.3 Appeals Process
7.3.1 After the second warning the Editor in question shall have the right to appeal to the Board of Directors within one (1) week of receipt of said warning. Only Editors, members of the Board of Directors, or those who have been Members for more than one academic year have the right to file an appeal. The appeal shall take the form of a written letter in their 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. They 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). Ideally the Editor-in-Chief makes their left hand unless involved directly, and watches over the proceedings.
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 they feel able to deal fairly with the appeal involving the named party or parties. If they 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 rule in favour of the Member in question, said Member shall not be eligible for any further appeals under section 7.3 of the Company By-Laws.
7.3.9 Upon receipt of second warning by the Member 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 Member in question within one (1) week of reaching a decision advising the respondent(s) of the Appeals Committee’s decision. Should the Appeals Committee rule in favour of the respondent(s), the Member in question shall not be subject to any reprimand or negative repercussions and shall be given a “clean slate.” Should the Appeals Committee rule in favour of the complainant(s), the Member in question shall be eligible to receive one (1) final complaint, herein referred to as “Third Warning/Notice of Dismissal.” It is also necessary to recognize that it is possible for the matter to be resolved by the Appeals Committee without ruling in favour of either party, and in such situations the appeal will be dismissed.
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 Member in question. The third warning shall include specific examples of the behaviour that needs to change, suggestions for performance improvement, and explicitly state that if poor performance continues, the Member 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.
7.5.1 If any Member receives a third warning and, based upon the judgement of the HR Representative, has not improved performance, the Editor-in-Chief shall ratify the dismissal of the Member 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 or the Editor-in-Chief as empowered as President of the Board of Directors.
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 next issue of The Brunswickan, calling for applications for the vacant position, as well as on the website and on the official Company social media accounts until the position 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. 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 member 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. Any applicant hired shall be appointed to a position must be approved by majority vote of the Hiring Committee. In the event that no one applies for the position, the Editor-in-Chief, as empowered by the Board of Directors, shall appoint a Member to fill the position after consultation with the Editorial Board.
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, body, or group of 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 their successor is duly elected or appointed.
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, St. Thomas University, the New Brunswick College of Craft and Design, or the New Brunswick Community College 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 aforementioned post-secondary institutions.
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 media pieces 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, and the staff who were hired by the final hiring committee of the previous academic year to serve as the new Editorial Board and working Membership.
8.5 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 Editor-in-Chief.
8.6 The Editor-in-Chief and the Business Manager shall determine what constitutes a contribution. A Section Editor may determine what constitutes a contribution provided they only certify contributions by individuals working in their section.
8.7 Each Member shall be entitled to one vote at annual, general and special meetings.
8.8 Members who are students at the University of New Brunswick (Fredericton Campus) and Saint Thomas University, the New Brunswick College of Craft and Design, or the New Brunswick Community College shall be eligible to apply for all hired positions on the Editorial Board.
8.9 Members shall have the right to opt-out of Membership in the Company on the understanding that they forfeit voting rights on all matters related to the Company, and must surrender all sensitive materials under the supervision of the Editor-in-Chief.
9.1 Meetings of Members shall occur 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. Meetings may be held off-campus when urgent need arises or for special events.
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 in the month 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 previous year to be presented by the Editor-in-Chief; a financial statement of the Company for the previous 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 shall bring forth a plan for the direction of the paper for the upcoming academic year and present the budget.
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 and 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 the Members shall be given by the Editor-in-Chief. The notice shall specify the time, place, and purpose of such meeting and shall be given to all staff members via official communication: either official Brunswickan email or Slack.
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. In cases where meetings are unable to take place in person, meetings may be held virtually.
9.6.2 Special meetings of the Board may be held from time to time at the Head Office or any suitable location on the University of New Brunswick Campus, upon call by the Editor-in-Chief, who shall always stand as President of the Board, or any three (3) Directors. The Editor-in-Chief 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, 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 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) Section Editors. The Editor-in-Chief shall notify the Editorial Board members not less than one (1) week before a special meeting.
9.8.1 Quorum for all regular meetings of the Board of Directors 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 President of the Board of Directors shall not vote unless the vote is tied, in which event the President may vote to break the tie.
10.0 Hiring Committee
10.1 Hiring of all positions shall be overseen by the Hiring Committee. The Hiring Committee shall be composed of three (3) members, one (1) elected each by Members, the Editorial Board, and the Board of Directors. 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 his or her 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 canvass the Members of the Company for questions to ask the candidates of each position to be filled. These questions should 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 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 of this clause is 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 timeframe, 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 suitable substitute candidate to hold any position if the Hiring Committee is unable to find an applicant.
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 Protection of Directors
11.1 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 which is brought, commenced or prosecuted against them in respect to any act, deed, matter or thing whatsoever made, done or permitted by them in or about the execution of the duties of their office, 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 his or her own neglect or default.
11.1.1 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 his or her neglect or default.
11.2 Indemnity of Directors and Others
11.2.1 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
12.1 The affairs of the Company shall be managed by a Board of eight (8) Directors to be elected or appointed as provided herein and shall consist of the following:
- The Editor-in-Chief of The Brunswickan (President).
- The Business Manager of The Brunswickan (Vice-President).
- One nominee representing University of New Brunswick Faculty.
- One nominee representing Brunswickan alumni.
- One nominee representing University of New Brunswick students, as elected by students.
- One nominee representing the press, journalism, or publishing industry.
- One Member of the Company who is elected by the Members to act as Staff Representative.
- One Member elected by the other members of the Board who shall be Secretary of the Board of Directors.
12.2 To hold a seat on the Board of Directors, 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 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 any and all 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 as outlined in the Statement of Principles.
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 Culture Editor, and the Copy Editor. They are the Officers of the publication, will represent it in all matters to the outside world, and are the knights that guard eternally all that this paper represents and aspires towards. The diagram below represents the power dynamic between all individuals in the day-to-day operations of the publication.
Editor-in-Chief/Business Manager –> News Editor/Culture Editor –> Creative Director –> Copy Editor
13.2 The Company is easily managed by dividing responsibility: this may include creating a dedicated Creative Team (formed by the Creative Director, Multimedia Editor, Ad Manager, Section Editors, EIC to plan the creative vision of magazines in advance of pitching articles), or creating a Senior Team for discussing sensitive matters to be brought before the Board of Directors (this may include only senior members of staff). These are not recognized as official designations in the same way as the Editorial Board, and are thus at the discretion of each Editor-in-Chief.