Matters Related to Equity

THE FREEDOM OF INFORMATION AND
PROTECTION OF PRIVACY ACT (MANITOBA) (“FIPPA”)
The University upholds the principles of and follows FIPPA which was proclaimed on May 4, 1998 and was extended to local public bodies, including all educational institutions in the Province of Manitoba, on April 3, 2000. Administration Bulletin No. 76 outlines the procedures that the University will follow with regard to FIPPA.

The purposes of FIPPA are:

a. to allow any person a right of access to records in the custody or under the control of the University, subject to the limited and specific exceptions set out in FIPPA;

b. to allow individuals a right of access to records containing personal information about themselves in the custody or under the control of the University, subject to the limited and specific exceptions set out in FIPPA;

c. to allow individuals a right to request corrections to records containing a personal information about themselves in the custody or under the control of the University;

d. to control the manner in which the University may collect personal information from individuals and to protect individuals against unauthorized use or disclosure of personal information by the University; and to provide for an independent review of certain decisions of the University under FIPPA.

Click here for more information on FIPPA.


FIPPA Information Sheet #03¹
Reference Letters for UMFA Members
Managing Refernce Letters in Accordance with the UMFA Collective Agreement

A. Personal Files
The official personal file for each UMFA member is kept by the Dean/Director of the academic unit. The file is treated in accordance with the relevant articles of the UMFA Collective Agreement (“the Agreement”). As of April 1, 2004, the relevant articles are Articles 11; 19, section D.5; and 20, section C.

According to section 11.1.3 of the UMFA Collective Agreement, April 22, 2002, an UMFA member’s official personal file cannot contain any anonymous material. Anonymous material is material of which the authorship has not been disclosed to the member. Anonymous materials include any oral or written comment received by the University related to a Member’s performance or conduct where the Member has not received a copy of the written comment(s) and/or a detailed summary of the oral comment(s) including authorship within a reasonable period of time receipt by the University.
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¹ abridged for this manual.

Policy:	Respectful Work and Learning Environment
Approved:	June 22, 2004
Approved by:	Board of Governors
Contact:	Executive Director of Human Resources
Applies to:	Board of Governors members, Senate members, Faculty/School Councils, All Employees, Students, External Parties-All Contractors and Suppliers
Reason for Policy To support a climate of respect in the workplace and in the learning environment where individuals or groups of individuals are free from harassment and discrimination. Procedures Relating to the Policy on Respectful Work and Learning Environment Anyone who believes that any member of the University has subjected him or her to harassment or discrimination in the course of University-related employment, study, training or activities may discuss concerns and/or make a complaint under the Respectful Work and Learning Environment Procedures. All informal complaints must be made within a reasonable time, usually within one year from the date of the most recent alleged incident. All formal complaints must be made within one year from the date of the most recent alleged incident unless, in the discretion of the investigating officer, extenuating circumstances would warrant an extension of time. Click here for a full description of Policies and Procedures related to Respectful Work and Learning Environment.

Policy:	231	Page 231.1
Subject:	Language Usage Guidelines
Approved by:	President
Contact:	Office of the President
Group:	All Staff
Revised:	April 1985
The University of Manitoba, as an institution of higher learning, has a commitment to high standards in all communications, both written and oral as well as a prominent role in promoting desirable social change as an employer, it is especially sensitive to the fair treatment of individuals and groups. The University of Manitoba therefore follows guidelines which are designed to avoid communicating in a manner that reinforces questionable attitudes and assumptions about people and sex roles. Often the problem is one of word choices which may be interpreted as biased, discriminatory, or demeaning, even though they were note intended to be. These guidelines will assist administrators in choosing words which are accurate, clear, and free from bias.