Faculty Relations News

Postdoctoral Fellow Appointments – Reminder of Degree Requirement

In order to hold a Postdoctoral Fellow appointment at UBC an individual must have their PhD, MD or DDS in hand before the start of the appointment. In the case of a PhD it must have been awarded no more than 5 years in advance of the appointment start date and for an MD or DDS the date of award may be up to 10 years in advance.

Often positions are offered to individuals prior to the completion of their PhD. While an offer can be made prior to completion the individual should have their PhD in hand by the time they arrive at UBC to take up their appointment.  In the rare circumstance where the PhD has not yet been awarded the individual must obtain a letter from the Dean of Graduate Studies at their university confirming that they have completed all the necessary requirements for their PhD.  Postdoctoral positions should not be offered to individuals who are still working on their PhD.

The Postdoctoral Fellows Offer Letters have been updated to reflect the PhD requirement.  Please ensure that you are using the up-to-date letters when making offers.

New Member of Faculty Relations

This summer we welcomed Leah Terai to the Faculty Relations team. She is the new Senior Manager in Faculty Relations and her portfolio is comprised of the Faculties of Forestry, Pharmacy, Dentistry, and Law. Her most recent experience was as a Vice-Chair at the Labour Relations Board and prior to that she represented unions as legal counsel.

Information for Supervisors Regarding Employee Substance Abuse

UBC Human Resources has compiled information for supervisors with respect to employee substance use as it relates to job performance and workplace safety. Supervisors are encouraged to review this page as it sets out their duties and responsibilities pursuant to British Columbia’s Occupational Health and Safety Regulation.

Please visit the Human Resources website to learn more about this information and review the Employee Substance Use Q & A to help better assess what should be done if you suspect that an employee may be engaging in unauthorized/unapproved substance abuse.

Changes to the Minimum Wage

On June 1st 2018, BC’s minimum wage increased from $11.35 per hour to $12.65 per hour. We would like to remind you of this change and to emphasize that it may be a relevant consideration for Postdoctoral Fellow appointments. Administrators should check their Postdoctoral Fellow appointments to ensure that they are in compliance with the new minimum wage.

Changes to the SAC Guide

A number of changes have been made to the Senior Appointments Committee (SAC) Guide to Reappointment, Tenure, and Promotion. The SAC Guide is updated each year based on input from all faculties at both the Vancouver and Okanagan campuses, and is available in PDF format on the Faculty Relations’ website at: Tenure, Promotion & Reappointment for Faculty Members. A thank you to those who have provided feedback.

Look to future changes to the guide as we transition from a document based version to a fully online version.

Highlighting the Revised Language in Part 4, Article 9.02 with respect to Reviews for Promotion for Tenured Faculty

In the last round of bargaining, the University and the Faculty Association agreed to make amendments with respect to promotional reviews for faculty members contained in Part 4, Article 9 of the Collective Agreement. We wanted to highlight the revised language and to clarify the intention of the parties in implementing these changes. Prior to these amendments, candidates would participate in mandatory periodic and non-periodic reviews for promotion. Where a non-periodic review resulted in a recommendation by the Dean, the review was deemed to be a periodic review for the purpose of determining the timing of the next periodic review. In seeking to change this language, the intention of the parties was to simplify the process by eliminating the need to monitor and formalize a candidate’s request for promotion.

The revised language in Article 9.02 now provides a tenured faculty member with the opportunity to request an optional review for promotion in any year. If a Head makes a recommendation for a promotion review and the candidate agrees, then the review will also take place. It is important to note that if the review results in the promotion being denied, another optional review cannot be conducted for three years. The Head, the Dean or the candidate may decide to stop the process of an optional review at any time. But if an optional review is stopped by either the Head or the Dean, then only the candidate will be able to stop the next optional review. If an optional review is conducted past the point of obtaining referee letters, then a review will not be conducted in the following year.

LMIA requirements for tenure stream reappointments

We are pleased to let you know that Service Canada no longer requires that tenure stream positions be advertised again when subsequent LMIA submissions are required. While this eases the administrative burden, the expectation is still that tenure stream faculty members should apply for permanent resident status in their first few years at UBC.

Immigration update – IRCC Portal Guide for Offers of Employment

The How to Complete an Offer of Employment Guide created by Faculty Relations has recently been updated.  Administrators should refer to the updated version of the guide before they complete their next Offer of Employment on the Immigration, Citizenship & Refugees Canada (IRCC) Employer Portal.

In particular we would like to draw your attention to the Academic Exchange exemption for Visiting Faculty.  This exemption is applicable to individuals who hold a faculty appointment at another academic institution and the title provided to them at UBC, and reflected in the IRCC Offer of Employment should match that of their home institution. In some cases, for example that of Senior Lecturer, there is not a one to one match, but in most cases there should be.  Note that the title Visiting Scientist is not recognized by IRCC and does not normally fall under the Visiting Faculty exemption.  If you are inviting a researcher/scientist who does not hold an academic appointment elsewhere please contact Faculty Relations to discuss.

Annual 1% Lump Sum Payments for Regular Faculty Members

The 1% lump sum payment payable under Article 6 of Part 2 of the Agreement  has been processed on the June 30th paycheque. This payment is for regular members of the bargaining unit and is based on the annualized salary as of June 30th.  The payment will appear on the members paycheques under the code FAC LS.  Administrators will see this in their ledgers under the code LFC. The 1% lump sum for eligible Sessional Lecturers will be processed in September.

Salary Increases for Bargaining Unit Members

Salary increases effective July 1, 2018 for Continuing Members of the bargaining unit have been processed and will appear on the July 15th paycheque.  Increase components are comprised of a 1.5% General Wage increase, o.5% Mutual Beneficial Gains increase, Career Progress Increment, Merit and Performance Salary Adjustment.  Faculty Salary Increase Notices detailing the increase components and updated salary  will be mailed to faculty members in the week of July 9th.