As part of our commitment to providing an inclusive workplace for all who work, research and teach at UBC, we also recognize the importance of supporting faculty and staff in bringing their whole selves to work.

For breastfeeding mothers, UBC has established a number of spaces on campus where you can breastfeed your child, pump milk and tend to your child’s needs.

The ability to breastfeed in public without harassment or censure is a right protected under both Policy SC7 – Discrimination and the BC Human Rights Code. To learn more, please visit the UBC Equity & Inclusion website.

If you are a UBC faculty or staff member returning to work after parental leave or if you are interested in establishing a breastfeeding-friendly space in your work area, we encourage you to first talk to your department administrator or department head. The resources and information provided below for private and semi-private spaces may help inform your conversations.

UBC students who require support and/or accommodation should contact their faculty’s advising office for assistance.

This page provides information about breastfeeding-friendly spaces for faculty and staff at UBC’s Vancouver campus. To learn about spaces at UBC Okanagan, visit the Okanagan Baby Friendly Initiative.

The Healthy Workplace Initiatives Program (HWIP) is an annual fund available to UBC departments and units to support grassroots wellbeing activities in the workplace.

HWIP Funding   

The program provides up to $3000 of seed funding to support for health-related, sustainable initiatives. 

HWIP funds are intended to:  

• Enable units and departments to create and maintain healthy work environments
• Build capacity and knowledge within units 
• Support the introduction of healthy initiatives intended to be adopted long-term by the department
• Reduce individual health risks 

HWIP is based on a reimbursement model, and all applications must be signed off by a Senior Leader.  

All successful departments will need to cover the cost of the initiatives upfront and then submit receipts for reimbursement. Reimbursement will only be made to the UBC faculty/school/department account.  

Application process

1. Review and select one of the funding categories below.
2. Have a conversation with your senior leader about the application and let them know about the reimbursement model for HWIP.
   • View the Making the Case for Managers document if you need some guidance.
3. Complete the online application form.
   • View a Preview of the HWIP application to see an example.
4. Submit the senior leader sign-off (you will receive a confirmation email containing instructions).

HWIP categories categories

Take a look at the HWIP categories to find your inspiration. Click on each category to see recent examples, and review the category-specific toolkits to learn more about each application category, including funding specifications and more.

Image

Art & creative expression: up to $500

Review the toolkit

Image

Bike share: up to $1,000 

Review the toolkit

Image

Yoga/fitness: up to $2,000 

Review the toolkit

Image

Healthy eating and Nutrition: up to $2,000 

Review the toolkit

Image

Inclusive wellbeing: up to $3,000

Review the toolkit

Image

Community garden: up to $2,000  

Review the toolkit

Image

Team health challenge: up to $2,000  

Review the toolkit

Image

Mental health training: up to $3000 

Review the toolkit

Image

Innovative new idea: up to $2,000 

Review the toolkit

Eating well is as important to your overall health as taking the time to be physically active and engage in activities that support your wellbeing.

Eating the daily recommended amount and types of food will help you:

• meet your needs for vitamins, minerals and other nutrients,
• reduce your risk of developing obesity, type 2 diabetes, heart disease, certain types of cancer and osteoporosis, and
• contribute to your overall health and vitality.

Start by exploring HealthLink BC to find nutritional information and resources. If you have questions about healthy eating, food, or nutrition, call 8-1-1 (or 7-1-1 for the deaf and hard of hearing) toll-free in BC or send a question by email.

UBC Resources

Assistance through EFAP

Access UBC’s Employee and Family Assistance Program to connect with trained professionals including nutritionists and coaches to help you achieve your goals. Learn more about the nutrition options by visiting Work, health, and life services. 

Assistance through your Extended Health Benefits

Did you know eligible faculty, staff and their dependents can use the UBC benefit plan to see a registered dietitian?

Many dietitians offer in-person or virtual appointments, and you and your family are covered for 80% of the costs for registered dietitians after you pay the deductible and up to a combined maximum of $600 (for CUPE 2950 members, the maximum is $500). For complete details about your Extended Health Plan, please refer to the Sun Life Benefits booklet for your employee group. And remember, you can use your extended health plan to help other members of the household. For example, you may be interested in exploring this service for a listed dependent, like your child, who needs support for an allergy or take on athletic pursuits. 

Your recruitment partner.

Welcome to Hiring Solutions. We're here to help you find the best talent to add to your dynamic team. Our mission is to offer a wide variety of recruitment services that fit your needs, making hiring easier. We specialize in recruitment for both temporary and permanent positions across different areas of the university. From finance and HR to administration, academics, and research, our team of talent acquisition experts will streamline the hiring process and connect you with great talent.

build your team

• All-in-one: We source talent for various positions, both temporary and permanent.
• Fast and accurate: Our extensive talent pool and network expedite your hiring process.
• The perfect fit: We select candidates with tailored skills tests to match your team's needs precisely.
• Save money: Your time is valuable. Entrusting recruitment to us frees up your time for other tasks.
• Partners in hiring: We collaborate with you to fulfill your staffing requirements effectively.

 

our services

Talent on demand: Need temporary staff for a project or unexpected vacancy? We provide a full recruitment package to find skilled temporary staff for short-term needs.

Integrated recruitment support: Looking for support in recruiting for permanent positions and finding the best talent to join your team? We use recruitment tools and technology in order to help you hire the best candidates.

• Long-list: We quickly review all resumes to create a long-list of candidates.
• Short-list: We refine the long-list to identify top candidates for the role.
• Video interviews: We conduct video interviews with prospective candidates for your review.
• Skills testing: We hold skill testing in basket tests to assess hard skills and competencies.
• Reference checks: We get in touch with references and manage the reference check process.

 

specialties

• Office support:  Each year, we place hundreds of individuals in admin, clinical, and finance roles to support your team effectively.
• Professional services:  We actively source top talent for management, professional, and executive positions.
• Diversity & inclusion: We align with UBC's commitment to diversity and inclusion in recruitment efforts.

 

talent Communities of expertise

Be part of UBC's team of hiring experts with our Recruitment Best Practices Centre.

• Tools and templates: Get our Recruitment Guide and Report - coming soon.
• Learn more: Join our workshops covering essential topics and FAQs to get better at hiring - coming soon.
• Stay connected: Sign up for news on workshops and more  - coming soon.

 

Success Stories

"UBC Hiring Solutions has always been of great support in providing qualified temp staff to fill my department’s personnel needs. I’ve collaborated with them for more than 10 yrs now and they are incredibly responsive and reliable. They thoroughly appraise the candidates in their manpower pool in order to match the skillsets and experience that the job order requires. In the last most recent years, I’ve interacted closely with Ratan and Anuja who have shown a level of professionalism, genuine care and competence. They kept me abreast of the progress of their search of candidates and were able to meet the deadline of the job request every time.

I would highly recommend UBC Hiring Solutions to anyone or department who might be in search for a temporary or permanent staff."

– Umberto Lombos, Manager, Pharmacists Clinic, Faculty of Pharmaceutical Sciences

Pricing models

We are a cost-recovery unit offering flexible pricing:

• Sourcing:  Our no-risk option involves actively finding candidates for your job posting. You pay only if you hire a candidate we recommend.
• Flat rate pricing option: Simple and transparent billing for integrated recruitment support.
• Monthly billing option: Pay monthly for flexibility and scalability for talent on demand.

Get started today

Ready to simplify your recruitment process and find great talent? Contact Hiring Solutions now to schedule a consultation or get a quote. Let's work together to meet your recruitment goals.

Prospective temporary staff can learn more on our public Hiring Solutions page, including more information on the process and what they can expect from temporary work. Current temporary staff can access the Time Sheet Portal in order to track their hours.

Contact Hiring Solutions

UBC is committed to building mentally healthy workplaces where all employees can thrive.

Register for Not Myself Today

If you are interested in becoming an NMT ambassador for your workplace at UBC, start by choosing which campus you work on. You will then be asked to share some basic details and we will be in touch with everything you need to register. 

Sign-up for Not Myself Today: Vancouver

Sign-up for Not Myself Today: Okanagan

All registered NMT ambassadors will be able to access digital and printable materials and activities provided through notmyselftoday.ca (Login details will be provided to those who register.) Physical materials are provided at cost ($200-300 is typically enough to cover the key materials).

If you have questions or would like to order materials, please contact Miranda Massie.

NMT and UBC Thrive

Before you register (and to help with planning)

If you use up all of your paid sick leave days and are still unable to return to work, you should apply for an unpaid medical leave.

If you are in the third month of your absence from work due to illness or injury and it does not seem that you will be able to make a full return to work, you should apply for long-term disability. Learn more about long-term disability benefits.

How to apply for unpaid sick leave

For unpaid medical leave, apply to your department in writing, including a doctor’s certification of the illness and a prognosis of your expected return date. Your department will then place you on an unpaid medical leave in Workday. After notifying your department in writing, you can also submit your request for approval through Workday.

Login to Workday

For Workday resources and help visit the Integrated Service Centre.

Employment Insurance (EI)

If you are going on unpaid sick leave, you should apply for Employment Insurance as soon as you know the dates of your leave.

A Record of Employment (ROE) is required for your EI application.  Your Payroll Representative will send your ROE electronically to Service Canada following your last paycheque.  You do not need to request a ROE from UBC.

If you would like to speak with someone at UBC regarding your ROE:

• UBC Vancouver Staff Payroll Representatives
• UBC Vancouver Faculty Representatives
• UBC Okanagan Staff and Faculty Payroll Representatives

Applying for Employment Insurance (EI)

Details on applying for Employment Insurance Sickness Benefits can be found on the Service Canada website.

For medical leaves of more than six months (four months for CUPE 2950), you may be eligible to apply for the Income Replacement Plan/Disability Benefits Plan.

What happens to my benefits when I’m on an unpaid sick leave?

When you are on leave, you can choose to keep your benefits or cancel your benefits. See Benefits Coverage while on a Leave for more information.

We all know that life demands exist outside of work. Below are a list of suggested resources to assist you and your family in navigating elder care and caregiver support.

Compassionate care and general leaves

You may need to take time off work to care for a family member who is extremely ill or due to the death of a family member. The first type of leave is called a compassionate care leave, and the second type of leave is known as a compassionate or bereavement leave — learn more about Compassionate care & compassionate or bereavement leave. 

Counselling services and elder care support

The Employee and Family Assistance Program (EFAP) is a confidential and voluntary counselling support service. Counsellors can help with a range of issues, including relationship challenges, stress, depression, anxiety, addiction, family issues, grief and more. Services are confidential and available in multiple languages and formats.

EFAP also offers an extensive suite of services to support you, from providing wellbeing coaching or advising on family issues to offering legal support. These Work/Life consultations are conducted over the telephone and are designed to help you make the decisions that are best for you. Access WorkLife support services here.

Health authorities

Health Authorities provide services for Seniors, including Seniors Housing, and Home and Community Care. For more information, click on the Health Authority responsible for the area in which you, or your family member, lives.

• Vancouver Coastal Health – Vancouver, Richmond, North and West Vancouver and along the Sea-to-Sky Highway, Sunshine Coast and BC’s Central Coast.
• Fraser Health – Burnaby, Port Moody, Surrey, White Rock, New Westminster, Coquitlam, Port Coquitlam, Delta, Langley, Abbotsford, Pitt Meadows, Maple Ridge, Mission, Chilliwack, Agassiz and Hope. Visit their Caregiver Support page.
• Interior Health – Kelowna, Kamloops, Cranbrook, Trail, Penticton and Vernon, as well as a multitude of more rural and remote communities. Visit their Caregiver Support pages.
• Vancouver Island – Victoria, Nanaimo, Salt Spring Island, Comox as well as a multitude of more rural and remote communities.
• Northern Health – Northeast, Northern Interior and Northwest regions of British Columbia.

Government benefits and resources

• BC Palliative Care Benefits Program: Coverage for medication, supplies and equipment related to end-of-life care.
• Employment Insurance Compassionate Care Benefits: Employment Insurance (EI) benefits for people off work caring for a sick family member.

Helplines and referral services

• BC Seniors Healthcare Support Line: 1-877-952-3181
• Healthlink BC: 8-1-1
• Senior Advocacy Line: 1-866-437-1940
• Route65.ca is a free, B.C.-specific directory that helps the public connect with available independent living, assisted living, long-term care, and home health options. The platform also offers educational tools and resources that can help people who are navigating the system.
• A Place For Mom: Free service for connecting seniors and their families to retirement homes.

Community organizations and support groups

• Family Caregivers of British Columbia: Booklets, newsletters, workshops, support groups, referrals and resource library.
• Family Caregiver Alliance: Information, support and self-care resources in multiple languages.

You might need to take time off from work to recover from an injury or illness.

As described below, you will continue to be paid your salary and receive uninterrupted benefits based on your employee group, whether you work full-time or part-time, and how long you are away from work.

What do I do if I’m sick?

When you’re sick, you should contact your supervisor right away to let them know that you’re too ill to be at work that day. You or your supervisor will record the sick day through Workday and reduce your sick leave bank accordingly. If possible, let your supervisor know when you plan to next be at work and keep them updated if this should change. For prolonged absences, you may be asked to provide a doctor’s note.

Login to Workday

For Workday resources and help visit the Integrated Service Centre.

How many sick days am I eligible for each year?

The number of sick days you can take each year depends on your UBC employee group.

What if I use up all my sick days?

You are allowed a certain number of sick days each year, and some employee groups are allowed to build up their sick days into a sick leave bank that can be accumulated and used up to the specified maximum. If you use up your allowed number of sick days or your sick leave bank, you should:

• apply for an unpaid medical leave of absence if you have not yet met the qualifying period (this is also called the elimination period) for receiving long-term disability benefits, or
• apply for long-term disability benefits if you think you will be unable to return to work after the six-month qualifying period for receiving long-term disability benefits.

When you are on an unpaid medical leave, your benefits may be affected. Learn about your Benefits coverage while on a leave.

Can I use my sick days to care for a dependent who is ill?

It depends on your employee group. The list below shows the employee groups who can use their sick days to care for a dependent, and the number of days allowed. The sick day(s) used to care for a dependent will be deducted from your personal sick leave bank.

• Administrative Executive: You can take up to five days of accumulated sick leave time to care for a dependent. An eligible dependent is your child, spouse/partner or parent.
• BCGEU Vancouver (Child Care): You can take up to five paid sick days to care for a dependent. An eligible dependent is your child, spouse/partner or parent.
• BCGEU Okanagan: You can use up to 10 paid sick days to care for a dependent if you have at least 12 days in your sick leave bank for personal use. An eligible dependent is your child, spouse/partner, parent, guardian, sibling, grandchild, grandparent or any other person who lives with you as a member of your family.
• CUPE 116: You can take up to five paid sick days to care for a dependent, if you have at least 12 days in your sick leave bank for personal use. An eligible dependent is your child, foster child, spouse/partner or parent related to you by blood, marriage or adoption or, as a partner, is living in a marriage-like relationship with you.
• CUPE 2278: You can take up to five days of your sick leave to look after a dependent who shares a residence with you.
• CUPE 2950: You can take up to five paid sick days to care for a dependent if you have at least 12 days in your sick leave bank for personal use. An eligible dependent is your child, foster child, spouse/partner or parent related to you by blood, marriage or adoption or, as a partner, is living in a marriage-like relationship with you.
• Executive Administrative: You can use up to five paid sick days to care for a dependent. An eligible dependent is your child, spouse/partner or parent.
• Farm workers: You can take up to five paid sick days to care for a dependent who shares a residence with you, if you have at least 12 days in your sick leave bank for personal use.
• IUOE 115: You can take up to five paid sick days to care for a dependent who shares a residence with you, if you have at least 12 days in your sick leave bank for personal use.
• Management & Professional: You can use up to five days of your sick leave time to care for a dependent. An eligible dependent is your child, spouse/partner or parent.
• Non-union technicians and research assistants: You can take up to five paid sick days to care for a dependent who shares a residence with you if you have at least 12 days in your sick leave bank for personal use.

Am I eligible for paid time off for a medical or dental appointment?

It depends on your employee group. As outlined below, some employee groups can take a certain amount of paid time off for medical or dental appointments.

• BCGEU Vancouver (Child Care): You may use your paid sick leave days for medical or dental appointments.
• BCGEU Okanagan: You can take up to two hours for a medical or dental appointment for yourself or up to 15 hours a year as paid time off for appointments for you and your dependent children. Any time beyond this will be deducted from your sick leave bank.
• CUPE 116: You can take up to 3.75 hours per month if you work a 37.5 hour work week and up to 3.5 hours per month if you work a 35 hour work week for medical or dental appointments as paid time off. Any time beyond this will be deducted from your sick leave bank.
• CUPE 2950: You can take up to 3.5 hours per month for medical or dental appointments as paid time off. If you exceed 3.5 hours, then the average usage over the previous twelve months will be calculated and if you have not averaged 3.5 hours, additional time for appointments is available up to the maximum potential of 42 hours. Any time beyond this will be deducted from your sick leave bank.
• Executive Administrative: You can take up to 0.5 days per month for medical or dental appointments as paid time off. Any time beyond this will be deducted from your sick leave bank.
• Farm workers: You can take up to 0.5 days per month for medical or dental appointments as paid time off. Any time beyond this will be deducted from your sick leave bank.
• IUOE 115: You can take up to 0.5 days per month for medical or dental appointments as paid time off. Any time beyond this will be deducted from your sick leave bank.
• Non-union technicians and research assistants: You can take up to 0.5 days per month for medical or dental appointments as paid time off. Any time beyond this will be deducted from your sick leave bank.

How are my sick days calculated if I am on an unpaid maternity and/or parental leave?

Applies to Staff only:

• BCGEU Vancouver (Child Care) and IUOE 115: No accrual of sick days during maternity and parental leave.
• BCGEU Okanagan: Full accrual of sick days for the first month of leave, and for the remaining maternity and parental leave, sick days are pro-rated based only on the top-up portion of payments.
• CUPE 2950: Full accrual of sick days for the first month of leave, and for the remaining maternity leave, sick days are pro-rated based only on the top-up portion of payments. There is no accrual of sick days during parental leave.
• Management & Professional: Six months of sick time per illness or injury.
• Other staff members: Sick days are pro-rated based on the top-up portion of payments during maternity leave only. There is no accrual of sick days during parental leave.

How are my sick days calculated if I am on an unpaid adoption leave?

Applies to Staff only:

• BCGEU Okanagan: Full accrual of sick days for the first month of leave, and for the remaining adoption leave, sick days are pro-rated based only on the top-up portion of payments.
• Executive Administrative: Sick days are pro-rated based on the top-up portion of payments during adoption leave.
• Management & Professional: Six months of sick time per illness or injury.
• Other staff members: No accrual of sick days during adoption leave.

Vacation benefits are offered as part of UBC’s overall commitment to help staff and faculty achieve work-life balance.

The number of vacation days you can take depends on your UBC employee group and how many years you have worked at UBC.

What’s my annual vacation entitlement?

Your vacation entitlement depends on your UBC employee group and starts from your date of hire. The following is the amount you are eligible for as a full-time employee. If you are a part-time employee, your vacation is pro-rated based on the number of hours you work (for example, if you work 50% time, you are eligible for half the vacation entitlement).

Vacation entitlements are updated in Workday during the first week of October for the next year.

Note: Negotiated individual contracts may vary.

How is my vacation calculated if I am on an unpaid maternity and/or parental leave?

Applies to Staff only:

• BCGEU Vancouver (Child Care) and IUOE 115: No vacation accrual during maternity and parental leave.
• BCGEU Okanagan: Full vacation accrual in the first six months of maternity and parental leave.
• CUPE 2950: Full vacation accrual for the first month of leave, and for the remaining maternity leave, vacation is pro-rated based only on the top-up portion of payments. There is no vacation accrual during parental leave.
• Management & Professional: Vacation is pro-rated based on the top-up portion of payments during maternity and parental leave.
• Other staff members: Vacation is pro-rated based on the top-up portion of payments during maternity leave only. There is no vacation accrual during parental leave.

How is my vacation calculated if I am on an unpaid adoption leave?

Applies to Staff only:

• BCGEU Okanagan: Full vacation accrual in the first six months of adoption leave.
• Management & Professional: Vacation is pro-rated based on the top-up portion of payments during adoption leave.
• Other staff members: No vacation accrual during adoption leave.

What if I haven’t used all my vacation?

You are expected to use your annual vacation days each year. If you have not used all your vacation days in a year, some employee groups allow you to carry over a certain number of vacation days into the following year. See the table above for more information or see your collective agreement or employee handbook.

How do I submit a vacation request?

You should arrange your vacation requests with the head of your individual department or unit. Vacation requests can be submitted directly through Workday and be routed to your manager for review and approval. Ask your department manager or director for details about your vacation benefits.

Login to Workday

For Workday resources and help visit the Integrated Service Centre.

How is my vacation pay calculated?

Your UBC employee group and your length of employment determine how much vacation you are eligible for. Generally, the longer you have been employed at UBC, the more vacation time you are entitled to receive. For long-time employees, you may qualify for additional vacation days up to a specified maximum.

Vacation pay is calculated in weeks and/or days over a standard calendar year (January 1 to December 31). When you are hired and when you officially resign or retire as a UBC employee will impact how your vacation pay is calculated.

Do I get time off over the Winter holidays?

Some employees are eligible for paid leave over the Winter holidays. You are eligible for paid leave during the period between Christmas/Boxing Day and New Year's Day if you are a member of one of the following employee groups:

• Administrative Executive
• BCGEU Okanagan
• CUPE 116
• CUPE 2950
• Executive Administrative
• IUOE 115
• Management & Professional

See Winter leave for more information.

When you are on a leave, you can choose to keep your benefits or cancel your benefits.

These benefits include Extended Health, Dental, Employee and Family Assistance Program, Basic Group Life, Optional Life/AD&D, and the Income Replacement Plan/Disability Benefit Plan. You can also choose to continue making contributions to your UBC Staff or Faculty Pension Plan.

Once your leave has been processed in Workday, you will receive a Benefits Task in your Workday inbox to make your elections for On Leave benefit plans. You are responsible for paying the full cost (employee plus employer share) for any benefits you choose to continue while on a leave not covered by the BC Employment Standards Act. Once you submit your benefit elections, a Benefits Partner from Payroll will check that your benefits elections are correct and notify you of the monthly cost and next steps.

For short-term unpaid leaves that are five days or less, the process to continue and reinstate your benefits is different. If you are on an unpaid leave that is five consecutive days or less, your benefits will automatically continue and the pro-rated cost of the benefits will be charged on your paycheque when you return.  If you do not want to continue your benefits, you will receive a notification to do this in Workday. If you discontinue any of your benefits while on a short-term unpaid leave, you will have to re-enroll in Workday for some of the benefits.  Please see Reinstating your benefits upon return to work section below. 

Keeping your benefits and maintaining your pension

For compassionate care, family caregiving, maternity, parental or adoption leaves

If you wish to keep some or all of your benefits, UBC will continue to pay the employer portion of your benefit premiums and you are responsible for paying the employee portion of the premiums that are normally deducted from your paycheque.

You are eligible for the Tuition Waiver during this time.

The Benefits Cost Calculator can tell you what it will cost you to maintain your benefits while on leave.

During your leave, UBC will maintain your pension by contributing the employer portion, only if you continue to contribute the employee portion.

For all other leaves, including any approved leave beyond the BC Employment Standards Act

If you wish to keep some or all of your benefits, you are responsible for paying the full cost (employee plus employer portion) of the premiums. This means that you must pay both the employee and employer share of the premium or contribution (for pension).

There are two exceptions to this:

1. During the first month of unpaid leave (does not include Layoff with Recall Rights), CUPE 2950 employees do not pay the Dental premium;
2. For unpaid leave less than one month, BCGEU Okanagan employees do not pay the employer share of the benefits premium. For the pension contribution, the University will contribute the employer portion if the employee continues their portion.

You are not eligible for the Tuition Waiver during this time.

The Benefits Cost Calculator can tell you what it will cost you to maintain your benefits while on leave.

For CUPE 116 and CUPE 2950 employees only, your Union may cover the cost of certain premiums for a specified length of time during an unpaid medical leave. For more information, contact UBC Payroll.

Cancelling your benefits

You can also choose to cancel some or all of your benefits while on leave.

Failing to pay your premiums is considered canceling benefits.

Income Replacement Plan/Disability Benefit Plan

If you decide to cancel your IRP/DBP coverage while on leave, you are not eligible to apply for a disability claim for any illness or injury that occurred while you are on leave.  You are also unable to retroactively pay for coverage.

Reinstating your benefits upon return to work

If you cancel your benefits while on leave, your benefits will not be reinstated until you come back to work:

Some benefits will be automatically reinstated if you were enrolled before your leave.

• Basic Group Life Insurance, Income Replacement Plan/Disability Benefit Plan and the Employee and Family Assistance Plan will be automatically reinstated on the date you return to work. You will receive a notification in Workday to re-enrol in the extended health, dental and Pension plans. You can complete your re-enrolment for these plans directly in Workday.

For Optional Life Insurance and Optional Accidental Death & Dismemberment Insurance, you will need to reapply for coverage and complete another Statement of Health to Sun Life for review and decision.

Login to Workday

For Workday resources and help visit the Integrated Service Centre.