The Christmas Holiday Closure will be effective:

• Friday, December 21, 2018 - The College will close end of regular business hours
• Wednesday, January 2, 2019 - The College re-opens and all employees resume their regularly scheduled hours

WORKING DURING THE CHRISTMAS PERIOD:

Support staff who are scheduled by their manager to work at the College during the Christmas Holiday period, shall be eligible for time and one half pay for each hour worked in addition to their regular holiday pay. For any payments of overtime, the Manager will have to submit a signed additional authorization form to HR Services

PART-TIME SUPPORT STAFF:

To be eligible for statutory holiday pay for the three statutory holidays during the Christmas period, (Christmas Day, Boxing Day and New Year's Day), part-time support staff must meet the following criteria as per the Employment Standards Act:

• have worked on their scheduled day of work preceding and following the recognized holiday period

Part-time staff who meet the above criteria and are required to work on any of the three statutory holidays are to be paid at time and one-half pay for each hour worked plus statutory holiday pay. Should staff be required to work on any of the other days during the holiday period they are to be paid on a regular hourly rate basis.

Statutory holiday payments to part-time staff that work irregular hours shall be equal to the total amount of regular wages and vacation pay payable to the employee in the four work weeks before the work week in which the public holiday occurred, divided by 20.  

Statutory pay is calculated automatically by payroll.  Time should only be entered if the employee works on the statutory holiday

Special note for Appendix D

Appendix D employees will be automatically paid by payroll for the week the College is closed (paid as per the Support Staff Collective Agreement).

PAYMENT PROCEDURE FOR PART-TIME STAFF:

Both electronic and paper timesheets for the January 4, 2019 pay must be received and/or approved by December 17, 2018 (pay period December 9 to December 22, 2018). Payment for the Christmas Day, Boxing Day and New Year’s Day statutory holidays will be deposited on January 18, 2019 (pay period December 23, 2018-January 6, 2019).

ELECTRONIC TIMESHEETS 

Do not enter time worked on a statutory holiday unless the employee actually worked the holiday. The pay owed for statutory holidays actually worked will be calculated and paid by the time management system.  If you enter time on either Dec 25, 26 or Jan 1, the person will be paid for the hours worked at time and one half as well as be paid for the statutory holiday which will essentially work out to double time and one half.  

HR Services

The Educational Technology Committee (ETC) is hosting a series of free Virtual Lunch & Learn Webinars! The webinars are underway for this fall term. Visit the ETC website to register for a webinar.

Want to volunteer to facilitate a webinar? We are now accepting proposals for the Winter term. Visit the ETC website to submit a proposal.

The ETC is formally represented by a member at each college in Ontario and represents the colleges’ practitioner knowledge base on the application of teaching and learning technologies.

Students are invited to attend the Entrepreneurial Enterprise Humber Shark Tank Event. If your student has a business idea and would like to pitch to a panel of judges to win prizes then this is a great opportunity for them. If they don't want to pitch, but want to watch and network with other students and professionals then they are welcome to join.  

Registration: eventbrite.ca/e/humber-shark-tank-tickets-52017390415

Snacks and refreshments will also be served. Please join and share with your students.

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 is to reestablish Humber’s Employment Equity Program (EEP).

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.