HR News

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.

Your Help Needed: Tell Us How We Can Improve the HR Website

We are starting a year-long process to update and expand the HR website, and we are asking key users of HR services to help us by filling out a quick survey on how you use the HR site, and what we could add to make the site more user-friendly and useful to you.

The survey is available at https://ubc.ca1.qualtrics.com/jfe/form/SV_25Cp2jYtEHKIIm1 until March 2, 2018.

If you have any questions, or if you would prefer to share your thoughts in person, please contact HR Communications at communications@hr.ubc.ca. If you have already completed the survey, we thank you.