On May 14, the Co-Management Team of the School College Work Initiative (SCWI) will again be hosting the 2019 Provincial Symposium at Humber College funded by both the Ministry of Education and Ministry of Training, Colleges and Universities.  

This one-day program will feature workshops presented by district school boards and colleges from across the province on SCWI dual credits, OYAP, and activities. They will share information about the effective programs that are being offered to secondary students in SCWI projects this year and plans for next year.  

Representatives will include directors, supervisory offices, student uccess Leaders, secondary principals, teachers, guidance counsellors, OYAP co-ordinators, dual credit and co-op education teachers. Invited guests include presidents, academic VPs, registrars, student services staff and interested faculty from all colleges.

The keynote speaker will be Dr. Jon Callegher.

Call for Proposals

Overview

Making the Shift has put out a call for Expressions of Interest for research and implementation projects focussing on the prevention of, and/or sustainable exits from youth homelessness. Projects are eligible for one to five years of funding. Successful applicants will be invited to submit a full proposal this summer.

Making the Shift – Youth Homelessness Social Innovation Lab (MtS) is a federally funded Networks of Centres of Excellence, with the goal of transforming how we respond to youth homelessness in Canada. MtS is designed to affect a shift from the ad-hoc response to youth homelessness – centred on emergency services and time-limited supports – to a strategic and coordinated system that prioritizes the prevention and ending of youth homelessness.

Funding Streams

There are two funding streams one can apply to:

• Core Research Projects (CRP) These are larger multi-year projects with budgets of over $50,000 (total).
• Small Research Projects (SRP) This program funds smaller scale, shorter term research projects valued at less than $50,000 (total). The application process for this stream is less onerous.

How to apply

To submit an Expression of Interest:

• All applications must use the MtS Expression of Interest Portal.
• Applicants should consult the Making the Shift – Research Application Guidelines before completing the Expression of Interest.
• Applicants should determine eligibility before submitting an Expression of interest
• Ensure your project fits with the research and knowledge mobilization mandate of Making the Shift
• All sections of this template must be completed.
• For inquiries and to discuss how your proposed project can fit with the vision and overall deliverables of MtS, please contact: mtsfunding@yorku.ca

Completed application packages are due by 5 pm ET on May 20, 2019. 

If you are interested in applying for these funding opportunities or if you would like more information about Applied Research & Innovation opportunities at Humber, please contact crystal.williams@humber.ca.

Vacation time is an essential part of a healthy work-life balance. We encourage all staff to schedule and plan their yearly vacation allotment in consultation with their manager. 

In order to ensure that requests are considered fairly and effectively, please be advised of the following guidelines and related articles from the Collective Agreements:

Academic Staff (Article 15 – Vacations)

Academic Staff (Professors, Librarians and Counsellors) are entitled to a two month vacation period as scheduled by their manager. Managers, in consultation with the employee and HR, may arrange alternative dates for vacation periods depending upon academic and operational requirements. All requests should be submitted in writing. Please note: individuals may request to have vacation scheduled in other than a contiguous two-month block.

For the majority of academic staff, the two month 2019 summer vacation period is as follows:

Faculty return on Monday, August 26, 2019. Classes begin on Tuesday, September 3, 2019.

SUMMER HOURS AND SATUTORY HOLIDAYS

Summer Hours

During the period from May to August, where operationally feasible, management has the authority and discretion to establish summer working hours for their employees. These hours may vary from regular operating hours.

Summer hours usually mean that employees continue to work their full number of hours each week, but may start and finish earlier or later in the day. When considering requests for summer hours, managers are encouraged to engage in conversation with their employees to discuss feasible options while ensuring regular customer service is maintained.

Should there be any questions regarding the scheduling and/or taking of vacation, or the observance of holidays, please contact your HR Business Partner/Manager:

College Holiday Schedule

The College will be closed on the following College Holidays during 2019:

*Early Closings

Early closings for summer 2019 will continue. Staff normally working on these days, may leave one and a half hours (1.5) early from the end of their regular workday. 

Staff who are required to work full hours on any of the early closing days shall be given one and a half hours (1.5) off on another day during the summer, to be scheduled by the manager of the area.

Overtime pay on the early closing days shall apply only in situations where employees are required to work beyond their regular number of work hours and have the approval of their manager.

Subject to the operational requirements of the division/department, early closures apply to the following:

• Friday, May 17 (prior to Victoria Day)
• Friday, June 28 (prior to Canada Day)
• Friday, August 2  (prior to the Civic Holiday)

Statutory Holiday Pay

Staff required to work on a statutory holiday shall be paid time and one-half for each hour worked, plus holiday pay.

Part-time staff may be eligible for holiday pay, plus time and one half pay, for hours worked on any statutory holiday. To qualify for statutory holiday pay, part-time employees must have worked on their scheduled day of work preceding and following the recognized holiday.

Payments made to all part-time staff shall be equal to the total amount of regular wages earned by the employee in the four weeks prior to the statutory holiday, divided by twenty.

Humber's Sexual Assault and Sexual Violence Policy outlines the responsibility of Humber community members to prevent and respond to sexual violence. It is important that all students, staff and faculty familiarize themselves with the Sexual Assault and Sexual Violence Policy and Procedures which can be accessed here: https://humber.ca/legal-and-risk-management/policies/general-administration/sexual-assault-and-sexual-violence-policy.html

What is Sexual Harassment?

Sexual Harassment: A form of sexual violence prohibited by the Ontario Human Rights Code (Code). Sexual harassment is defined as a course of vexatious comment or conduct based on an individual’s sex and/or gender that is known or ought to be known as unwelcome. Under Occupational Health and Safety Act (OHSA), workplace harassment has been expanded to include workplace sexual harassment, which may or may not include:

• engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity (including transgender) or gender expression, where the course of comments or conduct is known or ought reasonably to be known to be unwelcome; or
• making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Gender-based harassment is a subset of sexual harassment and prohibited by the Code. It refers to behaviours that regulate and reinforce traditional heterosexual gender norms.

Examples of behaviors of sexual harassment includes but is not limited to:

• any deliberate and unsolicited sexual comment, suggestion or physical contact that creates an uncomfortable learning, working and living environment for the recipient and is made by a person who knows or ought reasonably to know that such action is unwelcome;
• a reprisal or threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the person;
• unwelcome remarks, jokes, sexual innuendoes or taunting about a person's body, attire, sex, personal or social life;
• practical jokes of a sexual nature which cause awkwardness or embarrassment;
• displaying and/or distributing pornographic pictures or other offensive material of a sexual nature, either in print or electronic form;
• leering (suggestive staring) or other gestures;
• unnecessary physical contact such as touching, patting or pinching;
• expressions of gender bias which may include remarks that are discriminatory, degrading or derogatory and create a poisoned work environment;
• requests for sexual favours; and/or
• sexual assault.

Please note that the behaviours and actions described above are not an exhaustive list of examples of sexual harassment.

If you would like to make a formal report of having experienced sexual assault and sexual violence, please call:

• Department of Public Safety at 416.675.6622 x8500
• Director, Centre for Human Rights, Equity and Diversity at 416.675.6622 x4425