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Manager and supervisor FAQs

Last updated: November 18, 2021

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.

RETURNING TEAMS TO CAMPUS

A REMINDER THAT THERE ARE TOOLS AND RESOURCES AVAILABLE TO HELP YOU PLAN YOUR TEAM’S RETURN TO CAMPUS

HR has developed resources to support leaders and their teams when returning to on-campus work:

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

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 available, 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 and/or email Wellness and Recovery for more information at rtwdm@sfu.ca.

WILL SFU ALLOW HYBRID WORK?

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.

Any work from home arrangements currently in place are 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 COMMUNICABLE DISEASE PLAN?

Faculties and service will no longer need to develop their own safety plans and can transition to the prevention measures outlined in the Communicable Disease Plan including: 

  • Encouraging everyone to become fully vaccinated
  • Ensuring that staff and faculty complete their mandatory vaccination declaration
  • Ensuring masks are worn in indoor public spaces, as per public health orders, regardless of vaccination status
  • Maintaining careful physical contact by limiting the number of sustained contact 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
  • Visiting 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 TO 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. 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.