Administration

HR memo: Local elections on Oct. 20

On Oct. 1, 2018, we distributed a memo on the university’s obligations towards employees scheduled to work on the date of the upcoming general local elections, Saturday, Oct. 20, 2018.

Resources supporting transgender and gender-diverse faculty and staff

At UBC, diversity is welcomed and respected, and considered foundational to excellence in research, education and engagement. UBC recognizes that respect and support for transgender and gender-diverse faculty and staff are central to their success and wellbeing. It is our interactions at work that can help us to feel a valued member of society. The recognition of gender diversity, specifically for people who identify as transgender, two-spirit or non-binary, affirms and acknowledges that gender is highly personal and fluid, and is worthy of respect at UBC.

All human resources practitioners and managers/supervisors have the responsibility to provide a welcoming, inclusive and respectful work environment. By working proactively with an employee who wishes to transition and/or utilize gender-affirming procedures, you can help create a positive experience for the individual and all employees in your unit.

The information in the following resource documents can to help you to building a positive work environment and in modelling behaviour that shows respect for diversity and inclusion that you expect your staff to demonstrate in their relationships with each other and the people they work with across the campus.

Please familiarize yourself with these resources so you can best support transgender and gender-diverse staff, faculty and student employees in your department.

For managers/supervisors/HR practitioners: Supporting Transgender and Gender-Diverse Faculty and Staff at UBC

Information includes:

  • Human rights and employer responsibilities
  • Definitions to assist you in understanding gender diversity
  • Transitioning in the workplace: planning a collaborative, supportive approach
  • Guidelines for the manager/supervisor and support team
  • UBC and other external resources
  • Transition checklist (for working with the employee)

For employees: Transgender and Gender-Diverse Faculty and Staff at UBC

Information includes:

  • Transitioning in the workplace: planning a collaborative, supportive approach
  • Guidelines for the transitioning employee
  • Transition checklist
  • Information on health and benefits
  • Information on counselling and support/social groups

If you have any questions, please contact your HR Advisor. For more information on campus-wide initiatives on gender diversity, please visit the Equity & Inclusion website.

New Staff Conflict of Interest Declaration System at UBC

New Staff Conflict of Interest Declaration System at UBC

UBC is implementing a new system to collect Conflict of Interest declarations for staff with specific management responsibilities. Staff members who are required to complete a declaration in the new system will be contacted directly over the next several months.

Starting in June, 2018, UBC staff with advanced management responsibilities (supervisory or signing authority) will be asked to complete annual declarations through the new Staff Conflict of Interest (SCOI) system. Declarations will be forwarded to supervisors for review and approval.

A new website has also launched to help staff learn about UBC’s Policy 97, how to identify conflicts, how to complete the COI declaration, and how to develop good management plans when conflicts arise. Visit https://scoi.ubc.ca for more information about conflict of interest for staff at UBC.

Inviting comments on Proposed Policy #7 (Occupational and Research Health and Safety Policy)

Faculty and staff are invited to comment on the Proposed Policy #7 (Occupational and Research Health and Safety Policy) and its related procedures (collectively referred to as “Proposed Policy #7”).

You can view the policy at https://universitycounsel.ubc.ca/files/2018/05/Policy-7_Call-For-Comments.pdf

Proposed Policy #7 establishes consistent, up-to-date, standardized, and subject matter specific procedures related to health and safety. This is intended to ensure all preventative measures are appropriately taken to eliminate unnecessary risks, injuries, and occupational diseases, arising out of UBC’s workplace, teaching, and research environments, in order to sustain UBC’s reputation as both a leading research and teaching institute and employer.

Deadline for comments: September 30, 2018

Faculty and staff are invited to submit any comments to the Office of the University Counsel at university.counsel@ubc.ca by September 30, 2018.

Expression of Interest in Advisory Committee to UBC’s Indigenous Research Support Initiative: Deadline June 1, 2018

UBC’s Indigenous Research Support Initiative (IRSI) invites individuals from Indigenous communities, UBC faculty and UBC staff to express their interest for an advisory role as part of IRSI’s Indigenous Advisory Committee.

The ISRI commits to enabling collaborative research, better practices of engagement, and supporting research excellence.

The purpose of the Advisory Committee is to provide culturally-relevant advice, leadership and guidance to the staff and leadership team of the IRSI on matters relating to but not limited to: strategic direction of the network, research and ethics protocols, community outreach, governance, procedures and processes of the network.

Expression of interest closing date: June 1, 2018

Full details: https://research.ubc.ca/about-vpri/indigenous-research-support-initiative#advisory