Announcements

When:
June 18, 2019

The Commuter Hub is located at North Campus and is home to 16 electric Vehicle (EV) charging stations.

In order to use these EV charge stations, you must download the ChargePoint app and input your credit card information. Before charging your vehicle, you must contact James Irvine, Manager Transportation and Parking Services, in order to obtain access to the parking garage. 

The first four hours of the EV charge will be free after which you will be charged $5 per hour. As summer is also fast approaching, for those who decide to bike to campus, the Commuter Hub also has 100 secure bike parking spots available.

If you have any questions, please contact devon.fernandes@humber.ca.

When:
June 18, 2019
Contact:
Michelle Trumper
Tel:
9056756622 x 55560
CONNECT  Employee Appreciation events announce the WINNERS of ticket draw

 CONGRATULATIONS to each of our four winners !   

North Campus Mugs & Munchies Monday, June 10 Christina Persaud
North Campus Cupcakes & Coffee Wednesday, June 12 Yoshita Thaker
Lakeshore Campus Mugs & Munchies Monday, June 10 Ariadna Jimenez
Lakeshore Campus Cupcakes & Coffee Wednesday, June 12 Christopher Rugo

Enjoy your $50 AMAZON gift card...

 

CONNECT Event Survey

There will be a survey link posted in the Communiqué by Wednesday, June 19 this week. 

Look forward to your suggestions moving into 2020.

 

When:
June 18, 2019
Contact:
Tola Olupona
Tel:
x4730

Investigation timelines:

  1. The Investigator may defer informing the Respondent of the complaint for a reasonable period of time, pending further investigation under special circumstances, 
  2. The Investigator will submit a written report to either the Director, Human Rights, Equity & Diversity (DHR) or Vice-President, Human Resources and Organizational Effectiveness (“VP, HR”) within forty seven (47) working days from the beginning of the investigation or as soon as reasonably possible.
  3. An Investigation may take up to 60 days to be completed, pending the circumstance of the matter.

Humber’s Human Rights Policy and Human Rights Complaint Resolution Procedure can be accessed at:

When:
June 18, 2019
Contact:
Bharat Saini
Tel:
x5160

The Policy on ableism and discrimination based on disability (2016) from the Ontario Human Rights Commission defines Disability as follows:

Defining disability is a complex, evolving matter. The term “disability” covers a broad range and degree of conditions. A disability may have been present at birth, caused by an accident, or developed over time. Section 10 of the Code defines “disability” as:

  1. any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,

  2. a condition of mental impairment or a developmental disability,

  3. a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,

  4. a mental disorder, or

  5. an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.

“Disability” should be interpreted in broad terms. It includes both present and past conditions, as well as a subjective component, namely, one based on perception of disability. It is the OHRC’s position that anticipated disabilities are also covered by the Code. This would apply where a person does not currently have a disability, but they are treated adversely because of a perception that they will eventually develop a disability, become a burden, pose a risk, and/or require accommodation. The focus should always be on the current abilities of a person and the situation’s current risks rather than on limitations or risks that may or may not arise in the future.

Although sections 10(a) to (e) of the Code set out various types of conditions, it is clear that they are merely illustrative and not exhaustive. It is also a principle of human rights law that the Code be given a broad, purposive and contextual interpretation to advance the goal of eliminating discrimination. A disability may be the result of combinations of impairments and environmental barriers, such as attitudinal barriers, inaccessible information, an inaccessible built environment or other barriers that affect people’s full participation in society.

The Centre for Human Rights, Equity & Diversity thanks you for helping to build a more inclusive Humber.

When:
June 17, 2019
Posters/Attachments: Event Poster

Please note there will be an external film shoot taking place at Lakeshore Campus on Wednesday June 19, 2019.

On June 18, there will be a small crew prepping their filming areas which may include exterior of F & G Cottage and the field behind the cottages (city property). 

June 19 filming will take place from 7 a.m. to 2 a.m. in the following areas:

  • City owned field behind F & G Cottage
  • Exterior of F/G Cottage
  • G round-a-bout and walkway 

Please refer to the attached PDF document outlining the specific areas of filming.

Please note that the accessible parking stalls within the G Cottage round-a-bout will be unavailable the entire day. 

Public Safety Security has been arranged to be with this film crew at all times while they are on Humber property.

If you have any questions or concerns please let me know meg.johnson@humber.ca.

Thank you,

Humber Conference Services

When:
June 17, 2019
Contact:
Tola Olupona
Tel:
416-675-6622 ext 4730

Investigation timelines:

  1. The Investigator may defer informing the Respondent of the complaint for a reasonable period of time, pending further investigation under special circumstances, 
  2. The Investigator will submit a  written report to either the Director, Human Rights, Equity & Diversity (DHR) or Vice-President, Human Resources and Organizational Effectiveness (“VP, HR”) within forty seven (47) working days from the beginning of the investigation or as soon as reasonably possible.
  3. An Investigation may take up to 60 days to be completed, pending the circumstance of the matter.

Humber’s Human Rights Policy and Human Rights Complaint Resolution Procedure can be accessed at:

When:
June 17, 2019
Starting Saturday, June 22 at 6 p.m.
Ending Sunday, June 23 at 8 a.m.
Affected services All technology and information services will be unavailable as of 6 p.m. including Banner, MyHumber, Blackboard, e-mail, corporate websites, Wi-Fi network, and lab computers.
Reason Systems in the main data center will be shut down in order to facilitate regular maintenance work.
When:
June 17, 2019
CONNECT  Employee Appreciation  Thank you!  ( and  Winning Numbers of Ticket Draw are announced)

OE/HR Services would like to thank everyone who attended the CONNECT events held at both Lakeshore and North campuses for 'Mugs & Munchies' and 'Cupcakes & Coffee'.

We are pleased to announce there were approximately 351 employees who attended the North Campus and 132 employees who attended the Lakeshore Campus CONNECT events who brought either a sustainable mug and/or water bottle with them! Thank you for continuing to support ongoing sustainability efforts college-wide.

We can confidently estimate that approximately 500-600 employees attended the events.

As well, we want to acknowledge and thank the School of Music students for their professionalism and for the provision of such entertaining and quality performance(s) this week! Thanks to musicians Sean Bertram, Jeremy Bautista and Brent Webb, Jacob Wutzke, Ben Maclean, Thomas Hainbuch, Jared Gershon and Kyle Tarder-Stoll.

As promised, for a chance to win a $50 Amazon gift card, the four winning ticket numbers**, one winner/ticket has been selected from each of the four events:

North Campus Mugs & Munchies Monday, June 10 Ticket # 9299027
North Campus Cupcakes & Coffee Wednesday, June 12 Ticket # 9299230
Lakeshore Campus Mugs & Munchies Monday, June 10 Ticket # 9513036
Lakeshore Campus Cupcakes & Coffee Wednesday, June 12 Ticket # 0074418

**Note: Another draw will take place if prizes are not claimed by Monday, June 17 at 5 p.m. The new tickets number drawn will be posted in Wednesday's Communiqué. 

If you have a winning ticket number, please bring the ticket to LRC HR Services to see Michelle Trumper or Maureen Martin-Edey to claim your prize.

CONNECT Event Survey

There will be a survey link posted in the Communiqué by Wednesday, June 19 this week. 

Look forward to your suggestions moving into 2020.

Have a great weekend!

Lori Diduch
Vice President, Human Resources and Organizational Effectiveness
Dawn Bassant
Director, Organizational Effectiveness 
When:
June 17, 2019
Contact:
Bharat Saini
Tel:
x5160

Humber College has identified in its 2018-2023 Strategic Plan, Pillar 3 that it will “Continue to build a diverse and inclusive community of exceptional students, faculty and staff.” One of the deliverables in meeting this strategic priority was to reestablish Humber’s Employment Equity Program (EEP). This was done in Fall 2018 by the Centre for Human Rights, Equity & Diversity.

Humber voluntarily complies with the Employment Equity Act. The Act has been in existence for approximately 40 years and is intended to remove barriers to full participation in employment for four designated groups: Women, Aboriginal Peoples, Persons with Disabilities, Visible Minorities/Racialized people and Humber has included Sexual and Gender Diversity.

Frequently Asked Questions

1. What is Employment Equity?

Employment Equity is an on-going planning process used by an employer to:

  • identify and eliminate barriers in an organization's employment policies and procedures;
  • put into place positive policies and practices to ensure the effects of systemic barriers are eliminated; and
  • ensure appropriate representation of identified group members throughout their workforce.

2. Why is Employment Equity necessary?

The federal government has identified four designated groups that have experienced historical and current barriers to full employment opportunities and therefore are under-represented in the Canadian workforce. The identified groups experience high unemployment rates, lower than average salaries as well as a concentration in low-status jobs. Employment Equity measures are necessary to facilitate the removal of systemic barriers that may prevent members of the identified groups from full participation in the workplace.

3. Do questions on race or disability contravene human rights legislations?

Section 16 of the Canadian Human Rights Act and Section 14 of the Ontario Human Rights Code stipulates that it is not a discriminatory practice to collect information if it is intended to be used in adopting or carrying out a special program, plan or arrangement designed to eliminate discrimination of certain groups of individuals.

4. Who can complete the Employment Equity Questionnaire?

All full-time, part-time, contract and sessional employees are invited to complete the Employment Equity Questionnaire. Completion of Humber’s Employment Equity Questionnaire is voluntary.

5. Why do I have to include my employee number on the questionnaire?

The Employment Equity Act and its Regulations requires the Employment Equity Questionnaire have a unique employee identifier. Centre staff will conduct a workforce analysis based on the information provided. Every position at Humber is coded with a National Occupational Classification (NOC) code. In order for us to develop aggregate statistics based on NOC codes, Humber needs to be able to link employees’ equity data using the employee number to the NOC code. Once the workforce analysis process is completed, a report will be prepared to show the representation of designated groups in each Employment Equity Occupational Group.

6. Who will have access to the information that I provide on the questionnaire?

Completed Employment Equity Questionnaires are confidential and are only accessible by the Centre for Human Rights, Equity and Diversity at Humber College. To ensure confidentiality, the Employment Equity data is reported in an aggregate format and never on an individual basis.

7. How will the information be used?

The information that you provide in the Employment Equity Questionnaire will be kept confidential and will only be reported in aggregate form for Employment Equity purposes. In other words, the reported data will not contain any personal identification. The information will provide up-to-date knowledge of Humber’s workforce representation and will allow the College to identify where under-representation exists. It will also help Humber to target its efforts toward removing barriers that may exist in the College’s employment systems.

If you have questions pertaining to Humber's Employment Equity Program, please contact Bharat Saini at 416.665.6622 x5160 or bharat.saini@humber.ca.

The Centre for Human Rights, Equity & Diversity thanks you for helping to build a more inclusive Humber.

When:
June 17, 2019

As part of We The North Day in Toronto, Humber will be streaming live coverage of the Toronto Raptors Parade on HTV screens across all campuses this morning beginning at 10 a.m.

Share in the excitement. Rep the Raptors.

#WeTheNorth

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