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This module is specifically for Visiting Faculty appointments that fall under Policy A12.04

Authorities

  • Canada Student Loan Act (RSC 1985, c. S-23)Not sure if this is still a relevant authority. Recommend removing and replacing with a reference to Employment Standards Act (RSBC 1996, c. 113) 28(2)(c) would likely suffice (Shamin). 
  • Income Tax Act (RSC 1985, c. I-3.3)
    • Not sure if this is still a relevant authority. Keeping records for 7 years as per Employment Standards Act (RSBC 1996, c. 113) 28(2)(c) would likely suffice (Shamin). 
  • SFU
  • SFU Academic Policy - Academic Appointments Procedure (Series A 10.02) Procedure for Appointment of Visiting Faculty
  • (1) The appointment letter shall be signed by the Dean and distributed as follows: appointee (original + 1 copy of letter + enclosures listed below), Vice-President, Academic (Copy of letter + recommendation for appointment form, back-up materials, appointee's CV), Payroll (copy of letter), Human Resources (copy of letter). 
    • (2) When the signed appointment letter is returned by the appointee, the Office of the Dean shall distribute the letter and attachments as follows: Vice-President, Academic (copy of letter + completed forms), Department Chair (copy of letter), payroll (copy of letter), Human Resources - Benefits (copy of letter). 
  • SFU Academic Policy - Visiting Faculty (A 12.04)
  • Freedom of Information and Protection of Privacy Act (RSBC 1996, c. 165)
    • s.31 requires that personal information used to make a decision that directly affects an individual must be kept for at least one year.
  • BC Human Rights Code (RSBC 1996, c. 210)
    • s.12(5)(a) requires that a grievance related to wage discrimination be brought within 12 months of the employees termination. 
    • s.22 establishes that time limit for filing grievance as (1) within one year of the alleged contravention or (2) if a continuing contravention is alleged in a complaint, the complaint must be filed within one year of the last alleged instance of the contravention. 
  • Employment Standards Act (RSBC 1996, c. 113)
    • s. 28(2)(c) stipulates that "payroll records must be retained for 7 years following termination of employment. While this requirement is generally covered by the retention of Financial Services Payroll Files it is prudent to apply this retention period to all employment files. 
  • Limitation Act (RSBC 1996, c. 266)
    • s.3(5) stipulates that any action not specifically provided for in the act shall not be brought after the expiration of six years after the incident.

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