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Manager and supervisor FAQs

Last updated: April 21, 2022

RETURNING TEAMS TO CAMPUS

WHAT TOOLS OR RESOURCES ARE AVAILABLE TO HELP SUPPORT MY TEAM’S RETURN TO CAMPUS?

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

HOW DO I BEST 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?

Yes. Over the last two years, we learned a lot about our collective ability to be flexible and creative in where and how we work. We worked in new ways, in new environments and with new priorities as the world around us changed.

SFU’s Hybrid Work Arrangements (HWA) program, designed for leaders and staff across SFU, intends to bring structure and certainty to the university’s approach to hybrid work.

HWA involves employees who spend part of their time on campus (typically 50 per cent or more) and part of their time working remotely.

Given the variety of work across our campuses, a one-size-fits-all approach is not possible. Some roles may have the option of hybrid work while others may not. Learn more about the requirements and limitations for leaders in the HWA framework.

As more departments consider the potential for hybrid work in their units, SFU’s principle-based approach supports the university’s priorities, enables operational excellence and brings flexibility to the way we support our community.

The program will continue to be monitored over the coming months and adjustments may be made as needed. Read more about SFU’s HWA guiding principles here.

The Human Resources website has been updated to include dedicated pages for leaders with tools, checklists, samples and training materials to support implementation and team success.

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.

ARE RAPID TEST KITS AVALIABLE FOR FACULTY AND STAFF?

SFU has received a one-time shipment of self-administered Rapid Antigen Tests from the Provincial Health Services Authority. These tests have been provided to SFU to support the continuity of on-campus learning, instruction, research and operations during the spring 2022 term.

All students, faculty and staff attending SFU campus in person, including frontline food service, janitorial and security contractors, are eligible for one test kit. Each test kit contains five single-use rapid tests.

Learn more.

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 your team to be fully vaccinated and get a booster doses when eligible, and reminding them that they are provided up to three hours paid leave to get each dose of the COVID-19 vaccine
  • Encouraging staff and faculty to complete their vaccination declaration
  • Maintaining careful physical contact by limiting the number of sustained contact with others
  • Practicing hand hygiene and cough/sneeze etiquette
  • Conducting a daily COVID Self-Assessment before coming to campus
  • Staying home when you are sick, and encouraging your team to do the same
  • 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.