HR Network News Archive
- Focus on People
- Health & Wellbeing
- HR Memos
- HR News
- Professional Development
- UBC News
By Marlene Dong on November 28, 2019
With the winter months and the holidays fast approaching, many faculty and staff are preparing for vacations both at home and abroad. Sometimes, medical emergencies while travelling can happen – and it can end up being a frightening and costly experience.
Staff and faculty who are enrolled in the UBC extended health benefits plan are invited to attend an information session to understand their travel benefits.
Date: Dec. 11, 2019
Time: 12:00 – 1:00 p.m.
Location: Centre for Brain Health, Room 101 (lower level), 2215 Wesbrook Mall
RSVP: Register now
By Breeonne Baxter on May 2, 2019
UBC staff and faculty who are enrolled in the UBC extended health benefits plan are invited to attend this free, upcoming information session to understand your travel benefits. This session is an great opportunity to hear about such topics as:
Date: May 7, 2019
Time: 12:00 – 1:00 p.m.
Vancouver: Centre for Brain Health, Room 101 (lower level), 2215 Wesbrook Mall. Register now.
Okanagan: Reichwald Health Sciences Centre (RHS), Room 257, 1088 Discovery Ave (via videoconference). Register now.
By Breeonne Baxter on September 20, 2018
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
For employees: Transgender and Gender-Diverse Faculty and Staff at UBC
By Breeonne Baxter on March 22, 2018
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.
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.
By Breeonne Baxter on March 22, 2018
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.
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.
By Breeonne Baxter on February 2, 2017
Effective Jan. 1, 2017, the waiting period (unpaid) for Employment Insurance (EI) benefits has been reduced from two weeks to one week. The reduction in the waiting period applies to regular (unemployment) benefits, and special benefits for maternity, parental, adoption and compassionate care leaves.
The following explains the impact to maternity, parental and adoption EI benefits and the University’s Supplemental Employment Benefits (SEB) Program:
There will be no change to the number of weeks of unpaid leave or length of time EI benefits are payable.
The number of weeks of unpaid leave remains at:
The length of time EI benefits are payable, after serving the one-week waiting period, continues to be:
The reduction in the waiting period to one week will impact the Supplemental Employment Insurance (SEB) Top-Up benefit programs at UBC. The changes are outline below and will apply to employees with leaves staring on or after Jan. 1, 2017.
Reducing the EI waiting period to one week will change:
1) How SEB benefits are calculated in Week Two:
2) Reduce the total number of weeks payable under SEB by one week. Using a birth mother who is in the CUPE 2950 employment group as an example:
There will be no change to how paid leave benefits are calculated for Postdoctoral Fellow Award Recipients.
This arrangement will be in place from Jan. 1, 2017, to Jan. 2, 2021. During this four-year period, the University will work with the Unions/Associations to make any necessary collective agreement changes to the SEB program to align with changes to the Federal EI program.
The Human Resources’ Maternity, Parental and Adoption Leave page includes a table that outlines by employment group the EI benefits and SEB benefits that are payable during each week of the leave.
If you have any questions, contact Stephanie Mah, HR Benefits Specialist, at email@example.com or (604) 8922-6823.