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Sessional Instructor appointments are guided by the TSSU Collective Agreement. Sessional Instructors appointments are concluded by the Dean (or delegate).
Authorities
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.
- BC Labour Relations Code (RSBC 1996, c. 244)
- Recommend removing this from the authorities list as there is no specific mention of retention requirements for employee files in the Act (Shamin).
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.
SFU Policy A 12 Series, Other Academic Appointments
Recommend removing this from the authorities list as there is no specific mention of retention requirements for records related to sessional instructors (Shamin).
SFU Policy A 10.02, Procedure for Appointment of Sessional Instructors.
- (1) The appointment form FFP 4b shall be completed by the Dean's Office.
- (2). Copies 1 and 2 shall be sent to the appointee for signature, with the following: TSSU Collective Agreement, TSSU dues form to be completed and returned, TD 1 to be completed and returned, FPP7 to be completed and returned.
- (3) The appointee signs both copies; keeps copy 2 and returns copy 1 with the completed forms.
- (4) When the signed copy 1 of the appointment form is returned, the Dean's office shall distribute as follows: copy 1 remains in the Dean's Office, Copy 3 sent to TSSU + last copy of completed dues form, Copy 4 sent to payroll + completed forms, Copy 5 discarded, copy 6 sent to Human Resources, Copy 7 sent to department.
Collective Bargaining Agreement: TSSU
- Article XIX: Employment file states that "an employment file shall be kept for each bargaining unit employee." The section includes detailed information about which documents should and should not be kept on the employee file. For example (A) the file shall include the department copy of the normal appointment document(s), a current curriculum vitae... (B) except for regularly conducted evaluations by students, no anonymous communication shall be placed in the employee file.
- Article X: Disciplinary Action, Suspension, Termination and Resignation states that (C)(1) "On the request of an employee any written disciplinary or adverse reports shall be removed from the employee's file and destroyed provided that twenty-four (24) months have elapsed since the issuance of the report and no other adverse reports have been received."
RRSDA's
Personnel Files
1999-045 - Personnel Files: Teaching Support Staff Union (TSSU) Employment Files
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