HR News

Call for UBC-V QPR Instructors: Application Deadline – June 13, 2018

The Suicide Awareness Working Group is recruiting staff and faculty members who are interested in becoming QPR (Question, Persuade, Refer) instructors at the Vancouver campus. This is a volunteer role and full training is provided.

As a QPR instructor, you will:

  • Provide training
  • Promote QPR within your department
  • Receive ongoing support from the QPR instructor community of practice and QPR Institute
  • Have the opportunity to contribute to UBC Vancouver’s suicide awareness strategy

If you are interested in becoming a QPR instructor, please read this Info Sheet and complete a brief online application by Wednesday, June 13, 2018. Training will take place on June 27 and 28, 2018.

If you know a staff or faculty member who may be interested, and you are supportive of their use of time toward this initiative, please encourage them to apply or share the Info Sheet with them.

Questions about the QPR instructor training program? Contact the Co-chairs of the Suicide Awareness Working Group: Tam Uden or Kelly Eaton.

Last Call to Register for “The Working Mind” Session on June 20

We have a few spots still available for “The Working Mind”, a new training session being previewed by Miranda Massie (Health Promotions).

This evidence-based workplace training program aims to increase mental health literacy for employees. Anyone in HR is welcome to register for this free session.

Visit the post from May 17 for more information about the training session.

Attend the Staff Pension Plan Fair on June 21

The UBC Staff Pension Fair takes place on Thursday, June 21 from 11:30 a.m. to 1:00 p.m. The fair will be held at the Robert H. Lee Alumni Centre. This is a drop-in event; no RSVP is required.
The Pension Fair is a great opportunity for members to learn more about their pension plan and increase their pension knowledge. We are also pleased to have the following groups in attendance:

Visit the SPP Pension Fair event website for more details.

PD Opportunity: Selection Interviewing: May 11, 2018 – 4 Spaces Left

We have four spaces left in our May 11, 2018, session on Selection Interviewing: Ensuring Equity. Register ASAP to sharpen your interview and recruitment skills.

Note that this workshop is designed for UBC managers/administrators who have responsibility for the recruitment of staff.

About this workshop

The interview is a vital step in the hiring process, so you want it to be as effective as possible. This workshop will focus on the essential skills of behavioural interviewing so that you can more effectively get to know your candidates and find the best fit for your team.

Learning Outcomes

Through group exercises, discussions and role-play within this workshop, participants will:

  • Develop questions and practice behavioural interviewing skills
  • Develop tools to select the best candidate for the position
  • Understand basic concepts of human rights, employment equity, and the Freedom of Information and Protection of Privacy legislation

Participants will also review current Human Rights and Employment Equity legislation and discuss the objectives of UBC’s policy on employment equity.

Facilitation Team and Presenters

  • Lani McGill, Human Resources Advisor
  • Kathryn Stagg, Human Resources Advisor
  • Lindi Frost, Director of Employee Relations
  • Jude Tate, Director of Equity and Inclusion

Course information

Selection Interviewing: Ensuring Equity
May 11, 2018, 9:00 a.m. – 4:00 p.m.
Cost: $25.00
Room 610, TEF III, 6190 Agronomy Road [map]
Register online until May 7; afterwards contact pd.workshops@ubc.ca

If you are interested in this course, you may be able to use your professional development funding. Please visit the page for your employee group to learn more.

Maternity/Parental/Adoptive Leave EI Benefit Changes – Information for Administrators

In the February issue of Benefits FYI, we highlighted the federal government changes to EI benefits for maternity, parental and adoptive leaves that came into effect on Dec. 3, 2017. We also detailed how these benefits work with UBC’s SEB top-up and provided four scenarios to help illustrate the information.

Summary of Key Points

  1. In addition to the two parental EI benefits options (standard and extended), note that employees may be off for a longer period of time if they select the extended parental EI benefits.
  2. Any additional leave taken beyond what is stipulated in the BC Employment Standards Act will be considered general unpaid leave and the employee is responsible for the full cost of the benefits and pension they wish to continue.
  3. There are no changes to how top-up is calculated for maternity leave for birth mothers.
  4. With the exception of BCGEU Okanagan, birth parents with staff appointments (mothers and fathers) are not eligible for top-up during parental leave. As such, during the parental leave they will receive standard or extended parental EI benefits only.
  5. BCGEU Okanagan birth parents (mothers and fathers) are eligible for top-up during parental leave; however, the top-up calculation is under development with the introduction of the extended EI parental benefit. More information will be available soon.
  6. Birth parents with faculty appointments (mothers and fathers) are eligible for top-up during parental leave, and if the extended EI parental benefits is chosen, the top-up will be calculated based on the standard option. This includes Academic Executives and Postdoctoral Fellows (employees).

For HR Administrators

If you have staff who will be taking maternity, parental or adoptive leave, we encourage you to consider how you will fill your department’s staffing requirements during the employee’s leave. If you have any questions on how to fill leave replacement positions over the new extended parental leave periods, please contact your HR Advisor.

When using ePAF (for a staff leave) or paper form (for a faculty leave) to notify Payroll of a leave, make sure you correctly code the leave for Payroll purposes. For example, if you have an employee who fits key point #2 above, please code the additional leave beyond 52 weeks for birth mothers, and 37 weeks for birth fathers and adopting parents as general unpaid (personal) leave.

More information

Family Caregiver EI Benefits – Information for Administrators

In the February issue of Benefits FYI, we detailed the federal government’s new EI family caregiver benefits, which help families care for a critically ill/injured family member or person that considers you a family member. The new benefits were introduced on Dec. 3, 2017, and are offered in addition to EI compassionate care benefits.

Summary of Key Points

  • The EI family caregiver benefit for children and adults are offered in addition to compassionate care EI benefits. An employee may apply for family caregiver benefits to care for a critically ill/injured family member or person who considers them a family member, whereas compassionate care benefits apply if the employee is caring for a terminally ill family member or person who considers them a family member (must be significant risk of death within 26 weeks).
  • The BC Employment Standards Act currently provides eight weeks of job-protected leave for compassionate care, but does not include family caregiver leave. If an employee applies for family caregiving EI benefits, they will need to apply for a general unpaid leave and they will be responsible for paying the full cost of the benefits and pension they choose to maintain.

For HR Administrators

If you have an employee where the above scenarios or situations apply, please ensure that you correctly code the leave for Payroll purposes.

For example, if you have an employee applying for family caregiving EI benefits, please use the code Leave of Absence, Family Caregiver Leave (LOA/FAM) if you are using ePAF (for a staff leave) or paper form (for a faculty leave). A new code was created to ensure a Record of Employment would be generated and sent to Service Canada.

If the employee is applying for a compassionate care leave, please continue to use Leave of Absence, Compassionate Leave (LOA/COM) for the first eight weeks of leave and general unpaid (personal) leave for any additional leave.

If you have any questions or concerns about backfilling staff positions, please speak with your HR Associate or Advisor.

More Information

New Orientations & Onboarding Site Launched

New Orientations & Onboarding Site Launched

We have launched our new Orientation site for staff and faculty. This new site focuses on helping new employees navigate through the essentials of starting, their first week, their first month and looking forward to success. We also have a new look and feel that we hope will enliven the onboarding experience.

Check out the new site at https://www.hr.ubc.ca/orientation/.


This new site dovetails in with our revitalized in-person orientation program at the Vancouver campus. If you’re interested in learning more, please contact workplace.orientations@ubc.ca.