The benefits you are eligible for as a member of the BCGEU Okanagan employee group depend on:

• if you work full time, part time or hourly,
• the length of your appointment,
• the number of hours you work per week, and
• your age at your date of hire,

Before you enrol in your benefit package, please review the table below to familiarize yourself with:

• the benefits you are eligible for,
• whether these benefits are mandatory or optional,
• the date that each benefit will become effective, and
• the monthly cost of each benefit.

You will receive a benefits task in your Workday inbox to enrol. Once you receive this task, please ensure that that you enrol in the benefit plans in Workday. For Workday resources and help visit the Integrated Service Centre.

Login to Workday

You may also be eligible for the following benefits and entitlements:

• Tuition Waiver, after serving a waiting period,
• professional development reimbursement fund,
• leaves and
• vacation.

You do not need to enrol in the above benefits. You apply for them when you want to use them.

UBC's human resources team can help with consulting services around organizational development.

Consulting service options

The Organizational Development (OD) and Learning team can provide a wide range of services to support units across the university. This expertise is grounded in evidence-based approaches and supports the advancement of UBC’s strategic commitments.

If you have a request, and feel you would benefit by working with our team of OD and learning consultants, please complete the request form below. One of our team members will get back to you.

OD & Learning Request Form

Examples of organizational development consulting services

The benefits you are eligible for as a member of the BCGEU Vancouver (Child Care) employee group depend on:

• if you work full time, part time or hourly,
• the length of your appointment,
• the number of hours you work per week, and
• your age at your date of hire

Before you enrol in your benefit package, please review the table below to familiarize yourself with:

• the benefits you are eligible for,
• whether these benefits are mandatory or optional,
• the date that each benefit will become effective, and
• the monthly cost of each benefit.

You will receive a benefits task in your Workday inbox to enrol. Once you receive this task, please ensure that that you enrol in the benefit plans in Workday. For Workday resources and help visit the Integrated Service Centre.

Login to Workday

You may also be eligible for the following benefits and entitlements:

• professional development reimbursement fund,
• leaves, and
• vacation.

You do not need to enrol in the above benefits. You apply for them when you want to use them.

Administrative Executives hold senior administrative roles – such as vice president or associate vice president of non-academic units – at UBC.

The benefits you are eligible for as an Administrative Executive depend on:

• your age at your date of hire, and
• your salary, which determines whether you are eligible to enrol in the Staff Pension Plan or Faculty Pension Plan.

You are eligible for the first Administrative Executive benefits program if your annual salary for 2026 is less than $218,456.79.

You are eligible for the second Administrative Executive benefits program if your annual salary for 2026 is $218,456.79 or greater, which represents the maximum earnings for the Staff Pension Plan.

Before you enrol in your benefit package, please review the table below to familiarize yourself with:

• the benefits you are eligible for,
• whether these benefits are mandatory or optional,
• the date that each benefit will become effective and
• the monthly cost of each benefit.

You will receive a benefits task in your Workday inbox to enrol. Once you receive this task, please ensure that that you enrol in the benefit plans in Workday. For Workday resources and help visit the Integrated Service Centre.

Login to Workday

You may also be eligible for the following benefits and entitlements:

• Tuition Waiver, after serving a waiting period,
• leaves, and
• vacation.

You do not need to enrol in the above benefits. You apply for them when you want to use them.

UBC offers workshops on a range of topics including ergonomics training, health and wellbeing, human resources management, and professional development.

UBC onboarding, professional development courses, wellbeing workshops, and required training are housed together in one central location.

Today’s learning opportunities come in a variety of forms and styles, with something to suit every learner. UBC encourages all faculty and staff to further their professional and personal development by taking part in any of our learning and leadership opportunities.

Access the Workplace Learning Ecosystem

UBC's menu of workshops includes the following areas of interest.

Looking for something else?

UBC's human resources team can help with consulting services around organizational development. Visit Organizational development consulting for more information. 

Email the professional development workshops team or call 604 822 9644 and let us connect you to the right learning opportunity suitable to your needs.

Academic Executives hold senior academic roles – such as president, provost, vice president and associate vice president – at UBC.

The benefits you are eligible for as an Academic Executive depend on your age at your date of hire.

Before you enrol in your benefits package, please review the table below to familiarize yourself with:

• the benefits you are eligible for,
• whether these benefits are mandatory or optional,
• the date that each benefit will become effective, and
• the monthly cost of each benefit.

You will receive a benefits task in your Workday inbox to enrol. Once you receive this task, please ensure that that you enrol in the benefit plans in Workday. For Workday resources and help visit the Integrated Service Centre.

Login to Workday

You may also be eligible for the following benefits and entitlements:

• Tuition Waiver,
• Tuition Waiver for Dependent Children,
• leaves and
• vacation.

You do not need to enrol in the above benefits. You apply for these benefits when you want to use them.

Your dependents may be eligible for some benefits through your UBC Benefit Plans. As described below, dependents can include spouses, parents and children.

Spouses

Your spouse is considered your dependent and is eligible for coverage for some UBC benefit programs if:

• they are your spouse by marriage or under any other formal union recognized by law, or
• they are your partner of the opposite sex or the same sex who is publicly represented as your spouse.

You can only cover one spouse at a time. There is no required cohabitation period for adding your common-law spouse or partner to your benefits.

If you are separated and not yet divorced, your spouse can remain covered under the benefit plans as long as you remain legally married. However, if you are separated and enter a new common-law relationship, you can enrol your new partner only if you remove your former spouse from the plan.

Your spouse is eligible for the following benefits:

• Medical Services Plan
• Extended Health benefits
• Dental benefits
• Employee and Family Assistance Program

Parents

Your parents are considered your dependents only if they live with you and are financially dependent on you.

Dependent parents are eligible for the Employee and Family Assistance Program only.

Dependent children

A dependent child is defined as:

• your child
• your spouse’s child
• a child for whom you or your spouse is the primary caregiver (other than a foster child) and granted custody and control. If this applies to your situation, you will need to submit a legal document outlining the arrangement when you are enrolling in UBC benefits or applying to change your benefits to add the child to your coverage.

A dependent child must be under the age of 19 and cannot be married or in any other formal union recognized by law. There are two situations where your child over the age of 19 is also considered a dependent child. Your child must meet one of the three definitions above and be either:

• Under 25, not married and a full-time student attending an educational institution recognized under the Income Tax Act (Canada), and is entirely dependent on you for financial support (see Student Status below). Your child’s status as a full-time student must be confirmed annually in Workday. Or
• Incapable of financial self-support because of a physical or mental disability and Disabled Child Coverage approved by Sun Life (see Disability Status below). There is no age limit for continued coverage as long as your child is:
  • diagnosed with a disability prior to age 19 if not a full-time student attending an educational institution recognized under the Income Tax Act or prior to age 25 if diagnosed while attending an educational institution full-time,
  • entirely dependent on you for financial support, and
  • not married or in any other formal union recognized by law.

Once your child is over the age of 25, they are no longer eligible for dependent coverage under your UBC benefits and coverage will end at the end of the month they turn 25.

Your dependent child is eligible for the following benefits:

• Medical Services Plan
• Extended Health benefits
• Dental benefits
• Employee and Family Assistance Program

To add a new family member as a dependent on your Benefits package, take a look at this Workday Knowledge Base Article: KB0017011 - Enroll in, Waive or Add/Remove Dependent from Health Benefits.

Your dependent child may also be eligible for a Tuition Waiver to take UBC undergraduate credit courses. To be eligible, your child must be:

• unmarried
• under the age of 25
• substantially dependent on you for financial support at the start of the session to which the Tuition Waiver applies

Dependent children with Child (Legal Guardian) status are not eligible for a Tuition Waiver. Please contact UBC Benefits to discuss Tuition Waiver eligibility if your child has been approved by Sun Life for Disabled Child Coverage.

Confirming your child’s student status

Once your child turns 19 and each year until they turn 25, you will need to confirm that your child is a student for them to continue receiving coverage under your benefits plan. Confirmation is required annually and is done in Workday.

If your child takes a break from their studies that is not a summer break (non-summer break), they are not considered a full-time student and coverage will be cancelled. When they resume full-time studies, you can reinstate their coverage.

If your child is on approved medical leave from their school, coverage may continue during the approved leave if you provide supporting documentation from the school approving the leave.

If there are any changes (for example, your child takes a non-summer break from their studies, graduates earlier than originally indicated or changes plans and will not return to school), it is your responsibility to make the appropriate change in Workday. For more information please visit Making enrolment changes page. 

Confirming your child’s disability status

For your disabled child to continue to receive coverage under UBC benefits plans after the age of 19, or if your child is 19 and over and attending school full-time and becomes disabled before age 25, you have to submit a form to Sun Life and Sun Life must approve your child’s disabled status. Note that a section of the form must be completed by your child’s primary care physician.  Sun Life will review the information and advise you directly of their decision on whether to continue coverage. 

Sun Life’s form must be submitted within 31 days of your child’s coverage ending (for example, if they are turning age 19 and not attending a post-secondary institution). If Sun Life approves your child’s disabled child status, your child can continue as a dependent under your Extended Health and Dental plans for as long as Sun Life has approved coverage (in some cases Sun Life will approve lifetime coverage). This also applies to your child’s coverage under the Employee and Family Assistance Program. MSP will set up your child with an individual account.

You can confirm your child’s disability status in Workday. Once your enrollment is submitted, please contact UBC Payroll to receive Sun Life's form for submission.

Login to Workday

For Workday resources and help visit the Integrated Service Centre.

Conflict Theatre offers faculty and staff the opportunity to explore and embrace conflict in the workplace using the tools of theatre.

Conflict Theatre for teams

Using forum theatre techniques, teams in the UBC workplace can practice key conflict engagement skills to help them develop better work environments.

These performances, workshops, and activities offer an embodied, experiential approach to learning that is unlike other available training or seminars.

Conflict Theatre activities offer a variety of benefits to teams, including:

• Strengthening empathy and understanding within conflict
• Fostering a curiosity-driven approach to conflict, rather than one that is confrontational, fearful, or defensive
• Gaining a better understanding of how conflict arises, what keeps it going, and how to help navigate conflict
• Encouraging self-reflection to better understand your own emotions, context, perspective and patterns during conflict
• Creating a sense of community and learn a shared language for handling conflict

Conflict Theatre options

To book a performance or skill development session, email the Conflict Theatre team. The team will first compare Conflict Theatre's offerings with a team's needs, helping a manager and team arrive at a workshop type and length best suited to the team's needs.

Who's behind it, and contact information

Conflict Theatre is a collaboration between UBC human resources, the equity and inclusion office, and the department of theatre and film. For more information about our individual professional development opportunities, email the Conflict Theatre team.

Workforce analytics is the practice of using human resources analytics to improve business decision-making.

UBC's workforce analytics team provides consulting services, delivers regular reports, and provides workforce data and advice in support of strategic planning and decision-making. The team also acts as a bridge between units within the human resources department and across the university.

Key components

• Consulting services and analytical support in the areas of workforce analytics and reporting. We work and collaborate with partners across the university to identify client needs and provide available workforce data to support strategic decision-making on the local and university-wide levels.

• Developing UBC’s HR core metrics, including but not limited to the distribution of employee headcount and full-time equivalent (FTE), historic trends, retention and attraction data, employee life cycle surveys, and cross-tabulation analysis by various workforce demographics. We also perform workforce analysis to inform the development and content of university-wide initiatives and plans, such as the Focus on People 2025 framework.

• Consulting services in the area of survey methodology and design. We provide advice and expertise to partners across the university to ensure client surveys are designed to meet their intended purpose, carefully consider their audience, have actionable results, are streamlined for flow and reporting needs, and where appropriate, align with existing university-wide surveys.  

• Core quantitative analysis of UBC's Workplace Experiences Survey, including researching new findings, providing detailed reports to distributed clients, general interpretation, qualitative analysis of comments, and advising on data validity. We also collaborate with partners to identify actions arising from the report and recommend new workplace behaviours. For more information, contact workplace.surveys@ubc.ca.

For general inquiries about Workforce Analytics, contact: 

• Tanja Maier, Workforce Strategist
• Stuart Murray, Workforce Strategist

At UBC, diversity is foundational to excellence in research, education, and engagement.

Respect and support for transgender, Two-Spirit, and non-binary (T2SNB) staff and faculty are central to success and wellbeing. This resource provides information about what you can expect in terms of getting support at work, wherever you are in your journey.

Coming out at work is a personal decision. We recognize that there are unique needs of T2SNB employees before, during, and after coming out at work. Managers have access to information about how to create an inclusive environment, whether or not they know of someone being T2SNB. In particular, they have tools to support an employee-driven process during the coming out process, including education and communication plans to share as little as much as an employee wants. Based on the employee’s input, managers and human resources professionals are also ready to help with updates across systems.

Toolkit for employees

If you are looking for resources and supports as a T2SNB employee, view the T2SNB Employee toolkit (PDF).

T2SNB Employee toolkit

If you would like to provide feedback on the contents of the toolkit, we welcome your thoughts, ideas, and concerns via a brief, anonymous survey.

The toolkit above provides answers to frequently asked questions common among T2SNB employees, such as: 

• What if a colleague or student is struggling with my pronouns?
• What do I do to address frequently being challenged by other facility users in washrooms?
• What if I encounter systems limitations (e.g. public exposure of my legal first name)?
• What can I expect when I want to share a new first name and/or pronouns at work?

The toolkit also provides information about resources available locally, including:

• Equity & Inclusion Office resources
• Indigenous-specific supports
• Peer supports
• Counselling supports

Managers and supervisors are being provided with their own toolkit to learn and grow their competence for greater inclusion and support of gender diversity at UBC. The Equity and Inclusion Office and HR will continue to collaborate to ensure ongoing support and inclusion to T2SNB employees.