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Manager and supervisor FAQs

Where do I go if I have a question not covered in the FAQs?

Visit the Faculty and Staff community page or email covid19@sfu.ca and we'll work to get you an answer as soon as we can.

TRANSITIONING YOUR TEAM BACK TO CAMPUS

WHAT TOOLS AND RESOURCES ARE AVAILABLE TO HELP ME PLAN MY TEAM’S RETURN IN THE FALL?

HR has developed resources to support leaders to transition their teams back:

WHO APPROVES THE TRANSITION PLANS?

Transition plans will be approved by deans in the case of faculties or department heads outside of faculties. It’s important that we give ourselves and our teams some flexibility and time to gradually return over the summer so we can get reacquainted with our lives on campus.

While many people are looking forward to returning and reconnecting with students and their colleagues, some are coping with new challenges that the pandemic has presented including hesitancy and anxiety about returning to in-person activities, challenges with childcare, and with inequities that have been amplified by the pandemic.

Careful planning is needed to ensure service and operational requirements are met, while at the same time supporting faculty and staff through the transition.

Plans should be flexible enough to respond to emerging requirements and the altered needs of our community and should be re-evaluated regularly to ensure operational requirements are being met.

HOW DO I SUPPORT THE MENTAL HEALTH AND WELLBEING OF MY TEAM DURING THE TRANSTION?

We need to maintain a psychologically safe environment for people, so that employees can recognize when someone is stressed. A phased return will help people get more comfortable being on campus. SFU has mental health information and resources for employees including crisis intervention, counselling, coaching, online resources, training, apps and more. Visit the COVID-19 and your wellbeing page of the Human Resources website for more information. Email Wellness and Recovery for more information, rtwdm@sfu.ca.

WILL SFU ALLOW HYBRID WORK FOR THE FALL?

We know that many people are interested in exploring hybrid work, a blend of working from campus and home, and continuing to retain the best parts of the flexible work arrangements that evolved during the pandemic. We are too. Being a people place means that we care about our people and we want to do what we can to address the needs of our workforce. We need time to get this right.

A working group is developing and testing a framework for hybrid-work for the university, aiming for broader roll out in early 2022. Human Resources will be connecting with leaders to provide more information.

Leaders interested in trying out these new tools with their teams now, will need approval from their Dean or administrative department heads. If approved, contact your HR Strategic Business Partner for more information.

Any work from home arrangements put in place for the Fall Term will be considered temporary until the university Hybrid Work framework and toolkit have been released.

HOW DO I MANAGE REQUESTS FOR WORKPLACE ACCOMMODATION?

Workplace Accommodations are adjustments employers are legally required to make in the workplace for employees to address discrimination that arises from personal characteristics protected under the BC Human Rights Code. These protected personal characteristics are: race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, or conviction/summary conviction of an offence unrelated to the employment or intended employment.  

The university is under no legal duty to create special workplace arrangements based on an employee’s personal preferences that are independent of personal characteristics. Responses to these requests are at the discretion of supervisors.

Requests for accommodation related to physical or mental disability should be made through SFU HR Wellness and Recovery by email to rtwdm@sfu.ca.

More information is available on the Workplace Accommodation Procedures page of the HR website.

SAFETY PLANNING

HOW DO I TRANSITION MY SAFETY PLAN TO SFU’S COMMUNICIBLE DISEASE PLAN?

Faculties and departments will no longer need to develop their own safety plans and can transition to the prevention measures outlined in the Communicable Disease Plan and Step 3 of BC’s Restart plan including: 

  • Encouraging everyone to become fully vaccinated
  • Recommending masks be worn in indoor public spaces if you are not fully vaccinated
  • Maintaining careful social contact by limiting the number of sustained contacts with others
  • Practicing hand hygiene and cough/sneeze etiquette
  • Conducting a COVID Self- Assessment before coming to campus
  • Staying home when you are sick
  • Following restrictions on gatherings and other activities including recreation and dining
  • Visit the Communicable Disease Plan page of the SRS website for links to the plan, training and more.

EMPLOYEE ILLNESS AND ABSENCES

CAN I REQUIRE AN EMPLOYEE GO HOME IF THEY ARE VISIBLY ILL?

Yes. As a supervisor, you are required to provide for and maintain a safe workplace for all of your employees. It is your responsibility to ensure an employee does not attend the workplace if they are exhibiting clear signs of illness (e.g. coughing, fever). Employees who are not well should be encouraged to stay home, rest and recover.

HOW DO I CODE PAYROLL TIMESHEETS FOR STAFF WITH COVID-19 ABSENCES?

These payroll codes should be used for staff who:

  • Have been diagnosed with COVID-19
  • Are waiting for COVID-19 test results
  • Need to self-isolate or self-monitor and are unable to work from home
  • Are following a public health order
  • Have been directed to stay home due to exposure risks

For the above absences, select the appropriate Payroll Code:

  • Temporary (hourly) employees: Code 286
  • Continuing (salary) employees: Use the normal sick leave code applicable

ARE EMPLOYEES REQUIRED TO PROVIDE MEDICAL NOTES IF THEY HAVE COVID-19 OR ANOTHER FLU - LIKE ILLNESS?

Although medical notes are part of the normal procedures for sick time, employees will not likely be required to provide a medical note for respiratory illness at this time in order to prevent overburdening the medical system. We will revert to normal practice for the Fall semester. If an employee’s illness is not related to a respiratory illness, and may be of a prolonged nature, medical documentation may be required.

We encourage supervisors to check in with employees who are away with any illness at least once per week.