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UBC Reports Jun 13, 1996

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 THE  UNIVERSITY OF  BRITISH  COLUMBIA
T TBC REPORTS
Gavin Wilson photo
Victory Day
Happy student flashes a victory sign after a recent Congregation ceremony
at War Memorial Gym. More than 5,000 students filed onto stage May 28-
31 to be admitted into convocation by Chancellor Robert Lee. It was the
last Congregation for Lee, who is stepping down after a three-year term.
UBC mourns passing
of former president
by Gavin Wilson
Staff writer
Former UBC President Douglas Kenny
has died at the age of 72. He served as
president   from
1975 to 1983.
"UBC owes a
huge debt of grati-
tude to Doug
Kenny," said UBC
President David
Strangway. "He
was an outspoken advocate for
the cause of
higher education
in Canada and
devoted his entire
career to the betterment of the
university."
Kenny began
his academic career at Victoria
College before
moving to UBC,
where he received _       ,     T_
a BA in 1945 and Douglas Kenny
an MA in 1947. He received a PhD from
the University ofWashington in 1952.
He joined UBC as a lecturer in the
Dept. of Psychology in 1950 and rose
through the academic ranks, becoming a
full professor in 1964.
As a researcher, Kenny's interests lay
in the areas of personality and learning,
developmental psychology and patterns
of child behaviour. He published many
articles in professional journals and was
a visiting lecturer at
Harvard  University
from 1963-65.
Kenny became
head of the department in 1965 and
laid the foundation
for what soon became one ofthe premier schools of psychology in Canada.
Today it is housed in
a building that bears
his name.
Kenny became
dean of Arts, UBC's
largest faculty, in
1970. He held the
position for five years
until his appointment as university
president in 1975.
After stepping down
as president, he resumed his responsibilities as a professor
until he retired in 1988.
Always deeply involved in university
affairs, Kenny served as a member or
chair of a number of key committees. He
See KENNY Page 2
, 1924-1996
North campus new
locale for Liu Centre
Work is expected to soon begin on the
Liu Centre for International Studies,
funded by a gift from the Liu Foundation.
The Liu Centre will be a comprehensive centre of teaching and research which
will draw on UBC's strength in international studies and increase academic
space at the north end of campus.
Phase one consists of a major restoration
of the former Faculty Club premises for the
use of academic units. Space will also be
dedicated to provide a gathering place on the
campus, including dining facilities, honouring the spirit of the original Koerner family
gift of the building to UBC.
In phase two, a site-sensitive building
will be erected in the west end of the
current parking lot. This residential/hotel facility will cater to conference participants, visitors to the university and registrants in special UBC programs, and be
linked to the Faculty Club building.
The building will be subject to an
interim Official Community Plan approval
process currently being considered by
the university and the Greater Vancouver Regional District.
"I am confident that the new Liu Centre for International Studies and the associated facilities will contribute significantly to the university's educational role
and will enhance UBC's already strong
international reputation," said UBC President David Strangway.
Originally, the Liu Centre, including
the residential building, was to be located near Gate 6 on the campus. Meanwhile, proposals for a hotel were being
examined for the Faculty Club site.
The Liu Centre will provide a forum for'
faculty, distinguished visitors and students to engage in study and dialogue.
Plans include housing prominent UBC
international units at the centre, such as
the Centre for Human Settlements, the
Institute for International Relations and
the South-North Studies program.
See LIU Page 2
Professor emeritus earns
province's highest honour
University Prof. Emeritus Peter larkin   I advisory  committee  of the  Northern
received the Order of British Columbia  | River Basins Study.
(OBC) this month, the
highest form of recognition the province extends
to citizens.
Established in
1990, the OBC recognizes those "who have
served with the greatest distinction and excelled in any field of
endeavour benefiting
the people of the province or elsewhere."
Larkin came to B.C.
in 1948 as the chief
fisheries biologist with
the B.C. Game Commission. In 1955, he joined UBC as
director of the university's Institute
of Fisheries.
Larkin's career at UBC spans four
decades and includes administrative
stints as head of the Dept. of Zoology,
dean of Graduate Studies and vice-
president, Research. He currently
serves as overseer of the North Pacific
Universities Marine Mammal Research
Consortium and chair of the science
Larkin
An author of more
than 160 papers on
fisheries and related
topics, Larkin has
served on numerous
provincial advisory
committees dealing
with wilderness preservation and ecological
reserves. In the area of
science and technology, he has served on
the B.C. Research
Council, Discovery
Foundation, the Science Council of B.C.
and the Vancouver
Hospital and Health Sciences Centre.
Nationally, he has served on the
Science Council of Canada, the National Research Council, the International Development Research Centre
and the National Task Force on Environment and the Economy.
In 1995 he received the Science
Council of British Columbia Gold
Medal for career achievement and was
inducted into the Order of Canada.
Inside
Painful Proceedings
3
World experts on pain share findings in Vancouver
Kiddie Quartos
3
Children's books contain more than good stories
Porcine Proportions
3
Offbeat: These little piggies aren't going all the way home
Super Sid
12
Sid Katz steers Science World beyond tourist attraction 2 UBC Reports • June 13,1996
Kenny
Continued from Page 1
was also active in the Faculty
Association, of which he served
a term as president.
His commitment to excellence
and his deep and abiding affection for his alma mater were
recognized with an honorary
degree awarded in 1983.
Kenny was also president of
the B.C. Psychological Association, a member of the American
Psychological Association and
honorary president of both the
Vancouver Institute and the UBC
Alumni Association.
Kenny also served on the governing boards of the Canada
Council, Vancouver General Hospital and the Social Sciences and
Humanities Research Council.
Market
holds
true for
election
UBC's Election Stock Market made accurate predictions
ofthe number of seats won by
political parties in last
month's provincial election.
Predictions of seats won at
market close, along with the
actual numbers, were: NDP
37.5 (39), Liberal 34 (33),
Reform 4 (2) and Progressive
Democratic Alliance 1 (1).
The popular vote and majority government markets
were not very active and did
not predict as well as they
have in past elections, said
Tom Ross, professor in the
Faculty of Commerce and
Business Administration.
At closing, the stock market had 44 traders who invested $6,324.
This is the second time
that investors have been able
to trade on UBC's Election
Stock Market. In 1993 it predicted the popular vote in the
federal election with great
accuracy. The market is used
•to show students how stock
markets react to news events.
Liu
Continued from Page 1
It will also provide high-quality space for seminar and conference rooms, meeting facilities and offices for faculty and
graduate students. This is expected to be completed by the
summer of 1997.
The centre will be centrally
located in a part of campus that
is gaining prominence as a public place, near the Chan Centre
for the Performing Arts, Morris
and Helen Belkin Art Gallery,
Frederic Wood Theatre, and
Museum of Anthropology.
For fast, accurate & affordable
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Jonathan Berkowitz, Ph.D
4160 Staulo Crescent, Vancouver, B.C., V6N 3S2
Office: (604) 263-1508
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Jt
President
The University of British Columbia
The University of British Columbia is one of
Canada's leading teaching and research
institutions.  Incorporated in 1908, it is
a publicly supported, comprehensive
university comprising twelve faculties,
nine schools, and twelve centres and
institutes. The University's mission is
to be a world-renowned institution of
higher education and research.
UBC is affiliated with major teaching
hospitals, including one which has a facility on campus.
Total credit course enrolment in 1994/95 was 31,000,
and there are approximately 2,000 faculty and 5,500
non-academic and support staff.  Total expenditures in
1994/95 were $747 million, including $356 million in
operating and $135 million in sponsored research.  The
UBC endowment fund surpassed $300 million in 1995.
As Chief Executive Officer, the President has general
supervision over all academic work and is responsible for
directing the operation of the University and its business
affairs.  The President has other powers and duties as
may be assigned by the Board of Governors.
The salary and terms of appointment of the President
are negotiable.
The University is concerned about the under-representation
in administration of women, aboriginal people, visible
minorities and persons with disabilities.  The University
welcomes all qualified applicants, especially members
of these designated employment equity groups.
Applications or nominations for this position, indicating
the qualifications on the basis of which the individual
merits consideration, will be received until a selection
is made and should be sent as soon as possible to the
UBC Presidential Search Committee, c/o:
Janet Wright & Associates Inc.
21 Bedford Road, Suite 100
Toronto, Ontario     M5R 2J9 Fax:(416)923-8311
In accordance with Canadian Immigration requirements,
this advertisement is directed to Canadian citizens and
permanent residents.
Janet Wright &Associates Inc.
THE UNIVERSITY OF BRITISH COLUMBIA
Vancouver Hospital and
Health Sciences Centre
Applications are invited for the position of Director of the
Brain and Spinal Cord Research Centre at the University of
British Columbia and the Vancouver Hospital and Health
Sciences Centre (VHHSC). We seek a senior neuroscientist
(PhD and/or MD) with an established, international reputation in research.
The Brain and Spinal Cord Research Centre, recently established to enhance the multi-disciplinary development of
neuroscience research, will focus on fundamental and
applied research avenues common to many neurological
and psychiatric disorders. It will also form the hub of
neuroscience education and training at UBC and VHHSC.
There are approximately 70 active neuroscience faculty
members, with their associated research groups, at UBC and
VHHSC. UBC has maintained an active inter-departmental
graduate program in neuroscience with an annual enrolment of more than 50 graduate students.
The director will develop and lead the research and educational priorities of the Centre and will identify and actively
pursue opportunities for fund development. The director
will report to the dean of Medicine, UBC, and the vice-
president, Research, VHHSC. The successful candidate will
also be appointed as a tenured professor within an appropriate UBC department. Salary will be commensurate with
qualifications and experience.
Qualified applicants are invited to submit their curriculum
vitae, the names of three references, and a summary of their
current research program to: Dr. Martin Hollenberg, Chair,
Brain and Spinal Cord Research Centre Search Committee,
c/o Faculty of Medicine, University of British Columbia,
2194 Health Sciences Mall, Vancouver, B.C., Canada, V6T
1Z3. Deadline for submission of applications is Aug. 31,
1996 and the anticipated starting date is Jan. 1,1997.
In accordance with Canadian immigration requirements,
this advertisement is directed to Canadian citizens and
permanent residents. UBC and VHHSC welcome all qualified applicants, especially women, aborginal people, visible
minorities and persons with disabilities.
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UBCREPORTS
UBC Reports is published twice monthly (monthly in
December, June, July and August) for the entire university
community by the UBC Public Affairs Office, 310 - 6251
Cecil Green Park Road, Vancouver B.C., V6T 1Z1. It is
distributed on campus to most campus buildings and to
Vancouver's West Side in the Sunday Courier newspaper.
Managing Editor: Paula Martin (paula.martin@uDc.ca)
Editor/Production: Janet Ansell (janet.ansell@ubc.ca)
Contributors: Connie Bagshaw (connie.bagshaw@ubc.ca),
Stephen Forgacs (Stephen.forgacs@ubc.ca)
Charles Ker (charles.ker@ubc.ca),
Gavin Wilson (gavin.wilson@ubc.ca).
Editorial and advertising enquiries: (604) 822-3131 (phone),
(604) 822-2684 (fax).
UBC Reports welcomes the submission of letters and
opinion pieces. Opinions and advertising published in UBC
Reports do not necessarily reflect official university policy.
Material may be reprinted in whole or in part with
appropriate credit to UBC Reports. UBC Reports • June 13, 1996 3
Experts gather to share
knowledge of pain
by Gavin Wilson
Staff writer
Pain has always been a universal aspect ofthe human condition, but it is still
poorly understood.
This summer, nearly 4,000 of the
world's leading experts will gather in Vancouver for the Eighth World Congress on
Pain to exchange ideas and information
on a wide range of related topics.
The triennial congress, at the Trade
and Convention Centre Aug. 17-22, is
being held in Canada for the first time
since 1979.
"We all know what it is like to experience pain," said Kenneth Craig, one ofthe
congress organizers, a professor of psychology at UBC and president of the
Canadian Pain Society. "Unfortunately,
people often suffer pain in an uncontrollable or chronic manner. It is the major
cause of suffering and disability today."
Chronic pain most often results from
backache, headaches, arthritis and neck
soft tissue trauma, as well as from terminal illnesses such as cancer and AIDS,
Craig said.
"Some forms of pain are of epidemic
proportion, such as back pain. In the last
10 years, long-term disability due to spinal problems has escalated dramatically."
The economic cost of caring for people
suffering from persistent, uncontrollable
pain—for the health care system, hospitals, compensation boards and insurance companies—is staggering, he said.
Despite the tremendous expense, an
estimated 20 to 30 per cent of those
suffering chronic pain cannot be helped
even with the best medical care. Another
20 to 25 per cent rely heavily on medication, which can put them at risk of substance abuse.
Craig said one of the most exciting
developments in pain management in
recentyears is the rise of multidisciplinary
pain centres which can offer care superior to that available from any one discipline, such as surgery.
As well as various medical specialties,
multidisciplinary pain care includes fields
such as nursing, psychology, physiotherapy, rehabilitation medicine, pharmaceutical sciences and dentistry.
The multidisciplinary approach also
emphasizes non-pharmaceutical control
of pain. Cognitive behavioural interventions, acupuncture and biofeedback, for
example, have proven to be effective.
In addition to these important clinical
approaches, advances in the basic sciences will be examined, including brain
chemistry of pain, new insights into synthetic narcotics, cellular and synaptic
mechanisms, basic neurophysiological
processes and the use of advanced
imaging techniques in the study of pain.
Some of the other topics to be covered
at the congress include: arthritis, cancer,
chronic pain in patients with physical or
mental disabilities, dental and mouth
pain, ethical issues in pain, gender and
pain, joint and muscle pain, low back
pain in the workplace, the use of opiates,
pain in children and the elderly, palliative
care nursing, phantom pain, postoperative pain and sports injuries.
Offbeat
by staff writers
Tim Miner has liquidated his pig portfolio.
Before UBC's director of Campus Planning and Development
retired on May 24, he put his piggies out to pasture—close to 180
of them.
Miner has collected assorted pig paraphernalia for almost 20 years. It
all started when someone gave him a porky trinket for his 40th birthday.
Miner's response was immediate: "I said, 'OK, it's crazy, but I'll
collect pigs.'"
Before moving on, Miner thought it would be a good idea to sell his
collection with the proceeds going towards a bench on campus, perhaps
with an appropriate pig epigraph.
Those unfamiliar with Miner's office whereabouts on West Mall had
only to look for the pink window frames on the renovated hut north of
the Kenny Building. The name plate next to his office door was covered
by a pig. The door itself was emblazoned with a "Pig Pen" plate.
Miner's coffee-drinking guests drew their cream and sugar from
porcelain pigs and placed their mugs on pink pig coasters.
Elsewhere, pigs abounded: glass pigs, wicker pigs, clay pigs, planter
pigs and pig puzzles. Among Miner's more practical pigs were a pig door
stop, pig chimes, a pig barrette, a pig bacon press and piggy banks
galore. Pig fridge magnets adorned the ceiling lights while an exotic
winged pig mobile from Bali twirled in a corner.
Friends contributed other far-flung pigs from China, the Czech
Republic, England and throughout the United States.
Miner has kept the first pig he purchased, along with a handful more,
as keepsakes.
The rest, he said, have gone to market.
Stephen Forgacs photo
Librarian Frances Woodward oversees the Arkley Collection which contains
many unusual children's books, of interest for not only their value as works
of literature, but for the insight they provide into social attitudes.
Library houses treasure
trove of children's lit
by Connie Bagshaw
Staff writer
What was once the object of child's play
keeps Frances Woodward busy at work.
As a custodian of the Arkley Collection, UBC's treasury of early and rare
children's books dating from 1713 to
1939, Woodward oversees the purchase,
restoration, cataloguing and storage of
more than 10,000 volumes currently in
the collection.
It is a labour of love for Woodward, who
handles each book with a wonderment
reminiscent of what their original recipients must have felt upon first meeting
Mother Goose and Winnie the Pooh. But
the work is demanding and unabating.
'The books are not unlike children
themselves," Woodward said. 'They need
lots of care. Everything in the collection is
waiting for some attention."
Among those on the waiting list are the
collection's rarest volume, an American
first edition of Isaiah Thomas's The History of Little Goody Two Shoes, the Salvador Dali limited edition of Alice in Wonderland and a privately printed edition of
Beatrix Potter's Tailor of Gloucester.
Started in the early 1960s, the collection is named in honour of UBC graduate
Stanley Arkley and his wife, Rose, a primary school teacher, who in 1976 donated
about 3,000 volumes to Main Library and
funds to purchase future editions.
From its inception, the collection was
built by Sheila Egoff, a professor emerita
of UBC's School of Library, Archival and
Information Studies who, despite retirement, continues to assist with its care.
Egoff has already published a catalogue of the Canadian children's books
in the collection and currently spends
several hours each week in Main Library's Special Collections Division compiling a catalogue of the British and
American volumes. She is also a tireless
fundraiser for the collection.
"Finding the money is a full-time job in
itself, but it's the only way to get things
done," Egoff said.
Although her love and sheer enjoyment ofthe books keeps her dedicated to
their cause, Egoff also cited the historical
importance of children's literature.
"Even if it's not great writing, so many
children's books are interesting sociologically," she explained. "As they were
written for children, the books often give
us clear, simple, straightforward information about such things as the manners and morals of the day."
Egoff offered The Toilet, one of the
most expensive books in the Arkley Collection, as an example.
At first glance the tiny volume, published in 1821, appears to be a delicately
illustrated book about personal beauty
and grooming. Turning to the page which
invites the reader to learn about "a universal and genuine beautifier," one finds
that the secret is "good humour."
A Book of Drolleries, published in 1874,
is one ofthe more bizarre illustrations (by
today's standards) of how blacks were
depicted in literature at that time.
"It offers insights about how 19th-century American blacks were viewed," Egoff
said. "Sometimes sociologists forget to use
children's books, which is a shame."
Unlike special collections at most institutions which restrict access. Woodward said that people are encouraged to
use the Arkley Collection which also contains textbooks from the 18th century to
about 1930, Russian children's books
and a British Columbia collection. Books
must be requested and used in the Special Collections reading room.
Donations to help build and preserve
the collection are needed. For more information, call Woodward at 822-2819. -tf
4 UBC Reports • June 13, 1996
Calendar
Sunday, June 16
Botanical Excursion
Cypress Park. Fred Ganders,
Botany; Stephen Partington,
naturalist. Meet at 10am, Park
Royal cinemas. Participants
should arrange their own transportation and bring their own
lunch. To register and for further
information call Prof. Iain Taylor,
822-3554.
Monday, June 17
IHEAR Seminar
Accessing Resources For Adults
With Hearing Impairments.
Gladys Loewen and Catherine
Kaulback. BC Cancer Research
Centre, 601 West 10th Ave, Lecture Theatre, 4:30pm. For special listening needs and information call 822-3956. Fax822-5949.
Tuesday, June 18
First Nations House of
Learning Lecture
East Meets West. Ravi Shankar,
spiritual teacher and founder of
the Healing Breath Workshop.
First Nations House of Learning,
1985 West Mall, 7:30pm. Call
228-8728.
Friday, June 21
Grand Rounds
Congenital Adrenal
Hyperplasmia: From Molecular
Biology To Social Policy. Dr.
Jeremy Winter, Endocrinology
and Diabetes Unit, B.C. Children's Hospital. GF Strong auditorium, 9am. Call 875-2307.
The Longest Day
Run-Walk 10k/5k
For Alzheimer BC And BC Athletics. Osborne Gym, 7pm. Barbecue afterwards plus door prizes.
Call 681-6530.
Tuesday, June 25
School of Theology
Lecture Series
50 Billion Galaxies In One Grain
Of Sand. Madeleine L'Engle and
Archbishop T. David Somerville.
Chapel of the Epiphany, 6050
Chancellor Boulevard, 7:30pm.
Call 228-9031 ext. 221.
Monday, July 1
Continuing Studies
Panel Discussion
Canada And Its Party System.
Henry Brady and Richard
Johnston. Sutton Place Hotel, 845
Burrard St., La Versailles Ballroom, 12:15-2pm. $10. For both
this and July 3 discussion $15.
Call 822-1450.	
Tuesday, July 2
School of Theology
Lecture Series
Judas Iscariot: A Personification
Of Christian Prejudice. John S.
Spong, Bishop of Newark. Chapel
ofthe Epiphany, 6050 Chancellor
Boulevard, 7:30pm. Call228-9031
ext. 221.
Wednesday, July 3
Skin Cancer Screening Clinic
for UBC Students, Staff,
Faculty
Skin Screening Done By A Dermatologist. Bring Sunglasses To
Check UV Protection. Vancouver
Hospital/HSC, UBC Pavilion, Student Health Service Room, 9:30-
11:30am. Call 822-7011.
Continuing Studies
Panel Discussion
How Violent Speech Incites Violent Actions. Henry Brady and Richard Johnston. Sutton Place Hotel, 845 Burrard St.. La Versailles
Ballroom, 12:15-2pm. $10. For
both this and July 1 discussion
$15. Call 822-1450.
Thursday, July 4
School of Theology
Lecture Series
Spirituality For The 21 st Century:
An Asian Eco-Feminist Perspective. Dr. Hyun Kyung Chung,
EWHAWoman'sU., Seoul. Chapel
ofthe Epiphany, 6050 Chancellor
Boulevard, 7:30pm. Call 228-
9031 ext. 221.
Saturday, July 6
Botanical Excursion
Whistler Mountain. Wilf Nicholls,
Botanical Gardens. Meet at Park
Royal cinemas, 8am. Participants
should arrange their own transportation and bring their own lunch.
To register and for further information call Prof. Iain Taylor, 822-3554.
Thursday, June 27       Monday, July 8
School of Theology
Lecture Series
Towards A First World Theology
Of Economic Justice. Ched
Myers, ecumenical justice and
peace activist and author; Denise
Nadeau, community and social
justice activist and writer. Chapel
of the Epiphany, 6050 Chancellor Boulevard, 7:30pm. Call 228-
9031 ext. 221.
Friday, June 28
Grand Rounds
Novel Strategies For Prevention
Of Lung Infection In Patients With
Cystic Fibrosis. Dr. David Speert,
Pediatrics. GF Strong auditorium,
9am. Call 875-2307.
Day-Long Public Forum
Ethnic Nationalism And The Politics Of Identity. Sophie Body-
Gendrot, Sorbonne; Van Zyl
Slabbert, Witwatersrand U, South
Africa. Coast Plaza at Stanley Park,
1733 Comox, 9am-5pm. $30; students, $15. Call 822-1450.
Biochemistry and Molecular
Biology Seminar
Flavocytochromes: Nature's Electrical Transducers. Stephen V.
Chapman, Chemistry, U. of Edinburgh. IRC#4, 3:45pm. Refreshments at 3:30pm. Call 822-9871.
Tuesday, July 9
School of Theology
Lecture Series
The Myth Of Jewish And Christian
Identity. Paul van Buren. Chapel
ofthe Epiphany, 6050 Chancellor
Boulevard, 7:30pm. Call228-9031
ext. 221.
Thursday, July 11
School of Theology
Lecture Series
A Sovereignty Change - Hong Kong
'97 In A Biblical Perspective. Dr.
Eric Kun-Chun Wong, Chung Chi
College, Hong Kong. Chapel of the
Epiphany, 6050 Chancellor Boulevard, 7:30pm. Call 228-9031 ext.
221.
Notices
Volleyball
Faculty, Staff and Grad Student
Volleyball Group. Every Monday
and Wednesday, Osborne Centre,
Gym A, 12:30-1:30pm. No fees.
Drop-ins and regular attendees
welcome for friendly competitive
games. Call 822-4479 or e-mail:
kdcs@unixg.ubc.ca.
Free Tai Chi at the Grad
Centre
Double Tai Chi system along with
basic Chi Kung exercise. Taught by
John Camp. Mondays. 6-7pm and
Thursdays, 12:45-2pm. Join or drop
in anytime. Call 822-3203.
Free Meditation Classes at
the Grad Centre
Meditation practice will be followed
with discussion, breathing, visualization and more. The Sri
Chinmou Society. Tuesdays, Penthouse, 7:30-8:30pm. Join or drop
in anytime. Call 822-3203.
Free Trager Movement
Classes at the Grad Centre
Practice simple, effortless movements
that release stress, recreate feelings
of aliveness and enhance lightness
and flexibility. Tutor Michael
Madrone. Wednesdays, Penthouse,
6:30-7:30pm. Join or drop in anytime.
Call 822-3203.
Morris and Helen Belkin
Art Gallery
Attila Richard Lukacs until Aug.
14. A travelling exhibition organized by the Musee d'art
contemporain de Montreal. Tuesday - Friday: 10am-5pm; Saturday, 12-5pm. 1825 Main Mall. Call
822-2759.
Surplus Equipment
Recycling Facility
Weekly sales of furniture, computers, scientific etc. held every
Wednesday, noon-5pm. SERF,
Task Force Building, 2352 Health
Sciences Mall. Call 822-2582.
Faculty Development
Would you like to talk with an
experienced faculty member, one
on one, about your teaching concerns? Call the Centre for Faculty
Development and Instructional
Services at 822-0828 and ask for
the Teaching Support Group.
Fitness Appraisal
The John M. Buchanan Exercise
Science Laboratory is administering a comprehensive physiological
assessment program available to
students, staff, and the general
public. A complete fitness assessment with an interpretation of the
results takes approximately one
hour and encompasses detailed
training prescription. A fee of $50
for students and $60 for all others
is charged. For additional information or an appointment, please
call 822-4356.
Studies in Hearing and
Communication
Senior (65 years or older) and junior (20-30 years) volunteers
needed. Participants will attend
up to three one-hour appointments
at UBC. Experiments will examine
different aspects of hearing and
communication abilities. Honorarium for some studies. Please
call The Hearing Lab, 822-9474.
Parents in Long-Term
Care Study
Daughters with a parent in a care
facility are invited to participate.
Study focuses on the challenges of
visiting/providing care and its effect on well-being. Involves interviews/responses  to  question
naires. Call Allison. Counselling
Psychology at 946-7803.
Clinical Trial in Dermatology
A study comparing two oral medications. Famciclovir and
Valacyclovir in the treatment of
first episode of Herpes Zoster (shingles). Age 50 and over. Division of
Dermatology. 835 West 10th Avenue, 3rd floor. Reimbursement
for expenses. Call 875-5296.
Chronic Low Back
Pain Research
The Dept. of Counselling Psychology is looking for women with
chronic low back pain to volunteer
to participate in a research project
aimed at understanding what factors help or hinder peoples' ability
to manage pain on a daily basis.
Participants will be asked to meet
with a researcher for one interview, and then to complete some
questionnaires at home every day
for 30 days. Ifyou are a woman 19
years of age or older, have had low
back pain for at least six months,
experience back pain on a daily
basis, have a spouse or partner
living with you, and would be willing to invest approximately 10
minutes a day for 30 days, please
call 987-3574 for more information. All information will be kept
strictly confidential.
Clinical Research
Support Group
The Clinical Research Support
Group which operates under the
auspices of the Dept. of Health
Care and Epidemiology provides
methodological, biostatistical,
computational and analytical support for health researchers. For an
appointment please call Laurel
Slaney at 822-4530.
Bilingual Language/
International Leadership for
Grades 8-12
Japanese and English. July 21-
August 10. 1996. BC students join
high school teens from Japan and
learn Japanese, international leadership and cultural similarities and
differences. Cost $975 ( may be
offset by hosting a Japanese student). Enquiries 822-1545 or
BLISS@cce.ubc.ca
Language Programs
Three-week intensive conversational programs in French, Spanish, Japanese, Mandarin, Cantonese, German and Italian begin July
2 in Buchanan D, 3rd floor. For
course times and registration, call
822-0800
Explore Your Stress
Coping Skills
Psychologists in the Counselling
Psychology Department need clerical workers to participate over
two months in a study looking
at work-related stress. If interested contact Marlene at 822-
9199.
Physics Summer Camp
for Kids
Spaces are filling for Science
Summer Camps for students
ages 8-13. The Physics Outreach
Program in the Department of
Physics and Astronomy is holding four one-week sessions beginning July 8. For camp and fee
information, call 822-3853 ore-
mail: outreach@physics.ubc.ca.
Garden Hours
Nitobe Memorial Garden, Botanical Garden and the Shop-in-the-
Garden are open 10am-6pm
daily (including weekends) until
Oct. 13. Call822-9666(gardens),
822-4529 (shop).
Guided Tours of
Botanical Garden
By Friends ofthe Garden. Every
Wednesday and Saturday, lpm,
until Oct. 13. Free with admission. Call 822-9666.
English Language Institute
Homestay. English-speaking
families are needed to host international students participating
in ELI programs for periods of
two to six weeks. Remuneration
is $22/night. Call 822-1537.
Parents with Babies
Have you ever wondered how
babies learn to talk? ... help us
find out! We are looking for
parents with babies between
one and 14 months of age to
participate in language development studies. If you are interested in bringing your baby
for a one-hour visit, please call
Dr. Janet Werker's Infant Studies Centre, Department of Psychology, UBC, 822-6408 (ask
for Nancy).
The Anxiety Disorders Unit
At Vancouver Hospital on the
UBC campus is about to begin a
major treatment study for obsessive compulsive disorder. Free
psychological treatment is provided. For further information,
please call 822-1788.
Technical Writing and
Speaking Series
Making Effective Oral Presentations. June 24-28. Designed to
assist graduate students in engineering in preparation of their
oral defences and theses and
presentation of papers to professional bodies. Individual
video taping is provided, with
your blank tape. Donna Shultz,
CEME 1212, 4-6pm. $90. Call
822-3347.
UBCREPORTS
CALENDAR POLICY AND DEADLINES
The UBC Reports Calendar lists university-related or
university-sponsored events on carnpt# and off campus within the Lower Mainland.
Calendar items must be submitted on forms available from the UBC Public Affairs Office, 310 - 6251 Cecil
Green Park Road, Vancouver B.C., V6T 1Z1. Phone:
822-3131. Fax: 822-2684. Please limit to 35 words.
Submissions for the Calendar's Notices section may be
limited due to space.
Deadline for the July 11 issue of UBC Reports —
which covers the period July 14 to August 17—is noon,,
July 2. UBC Reports   June 13, 1996 5
THE UNIVERSITY OF BRITISH COLUMBIA
POLICY #3 — DISCRIMINATION AND HARASSMENT
Draft Revision
THE UNIVERSITY OF BRITISH COLUMBIA
June 13, 1996
Dear Colleagues,
Following extensive consultation, Associate Vice-president Sharon Kahn and
Vice-provost Libby Nason have drafted revisions to the University's Policy on
Discrimination and Harassment. The entire policy with revisions is printed here
for your review.
Key points in the revision
• In keeping with its original design, the revision narrows coverage under this
policy to discrimination and harassment on grounds protected by the B. C.
Human Rights Act.
• At the same time, the revision reinforces the duty of administrative heads of
unit to take disciplinary or remedial action when necessary.
• To accurately reflect the investigative procedure in place, "decision" has been
changed to "recommendation."
• The capacity of the investigator and of the Panel to examine evidence is
enhanced.
• Both respondent and complainant may have a representative present.
• The revision requires that both complainant and respondent participate and
provide evidence in a timely manner.
• The associate vice-president, Equity, will have the authority to stay or
terminate UBC's formal proceedings.
• A definition of systemic discrimination is added, and the definition of sexual
harassment is streamlined.
All draft changes are in italics. Please send any comments and suggestions to
Libby Nason, vice-provost, by June 28.
Sincerely yours.
David W. Strangway
President
Note: New language is in italics
Approved: January 1995
RESPONSIBLE:
All Vice Presidents
PURPOSE:
The fundamental objectives of this University policy are to prevent discrimination and
harassment on grounds protected by the B. C. Human Rights Act, and to provide
procedures for handling complaints and imposing discipline when such discrimination and harassment do occur.
In addition, the University has the obligation to ensure that its policy and procedures
are fair and are applied fairly. It is therefore necessary to provide an environment in
which victims of discrimination and harassment, including sexual harassment, feel
free to bring complaints forward. It is equally important that those against whom
allegations are made have a full and fair opportunity to meet those allegations.
POLICY:
The University of British Columbia is committed to providing its employees and
students with the best possible environment for working and learning, an environment that allows friendship and collegiality to flourish. Every student and member
of faculty and staff at the University of British Columbia has the right to study and
work in an environment free from discrimination and harassment, including sexual
harassment. The University therefore does not condone discrimination and harassment, including sexual harassment, of any kind. Indeed, the University regards
discrimination and harassment as serious offenses that are subject to a wide range
of disciplinary measures, including dismissal or expulsion from the University.
The University and all members of the University community share responsibility for
ensuring that the work and study environment at UBC is free from discrimination and
harassment. Specifically, Administrative Heads of Unit bear the primary responsibility for maintaining a study and work environment free from discrimination and
harassment, including sexual harassment; Administrative Heads of Unit are free to
act, and should act, on this responsibility, whether or not they are in receipt of
individual complaints; and the knowledge and experience of the Equity Office are
available to all members of the University community.
This policy addresses discrimination and harassment on grounds protected by the
B.C. Human Rights Act.
BACKGROUND:
Discrimination and harassment, including sexual harassment, can occur between
individuals of the same or different status, and both men and women can be the
subject of harassment by members of either gender. Discrimination and harassment,
including sexual harassment, can involve individuals or groups; can occur during one
incident; or over a series of incidents including single incidents, which, in isolation,
would not necessarily constitute discrimination or harassment; can be direct or
systemic; and can occur on campus or off, during working hours or not.
The impact of behaviour on the complainant subject to the reasonable person test (see
definition section) defines the comment or conduct as discrimination and harassment.
This policy is to be interpreted in a way that is consistent with the UBC Calendar
statement on academic freedom. (See definition section.) Neither this policy in
general, nor its definitions in particular, are to be applied in such a way as to detract
from the right of faculty, staff, and students to engage in the frank discussion of
potentially controversial matters, such as age, race, politics, religion, sex and sexual
orientation. These are legitimate topics and no University policy should have the
effect of limiting discussion of them or of prohibiting instructional techniques, such
as the use of irony, the use of conjecture and refutation, or the assignment of readings
that advocate controversial positions, provided that such discussion and instructional techniques are conducted in a mutually respectful and non-coercive manner.
Neither this policy in general, nor its definitions in particular, are to be applied in such
a way as to detract from the right and obligation of those in supervisory roles to
manage and discipline employees and students subject to managerial and instructional practices.
ACCESS TO COMPLAINT PROCEDURES:
A complaint of discrimination or harassment (see definition) pertaining to University
work, studies, or participation in campus life may be lodged by any member(s) ofthe
University community against other member(s) ofthe University community and/or
the University.
A complaint may be lodged even when there has been apparent acquiescence of the
complainant in the conduct or comment in question.
Contractors, their employees and agents, and visitors to the University also are
expected to conduct themselves in any University-related activity in a manner
consistent with this policy. Allegations of discrimination and harassment, including
sexual harassment, against such persons will be dealt with by the University as
potential breaches of contract, and/or may result in suspension of University
privileges, such as access to the campus.
Although contractors, their employees and agents, and visitors to the University who
suffer discrimination or harassment do not have access to these complaint procedures, such individuals are encouraged to consult with an Equity Advisor or express
their concerns directly to the Associate Vice President Equity.
COMPLAINT PROCEDURES:
Complaints of discrimination and harassment, including sexual harassment, can be
resolved by employing any or all ofthe following procedures: (A) informal resolution,
(B) mediation, (C) investigation and recommendation.
The Equity Advisor or the Administrative Head of Unit (or designate) assists the
complainant in clarifying the allegations, and their related consequences, and in
considering the applicability of various options, such as an apology from the
respondent or reassignment of duties.
A. Informal Resolution: Administrative Head of Unit or Equity Office
Informal resolution is a resolution to which the complainant consents, and is arrived
at with the assistance of an Administrative Head of Unit and/or an Equity Advisor,
but without the use of either mediation or investigation. The possible means of
achieving informal resolution are numerous. Examples include advice to the
complainant, such as referral for counselling or letter to the respondent; investigation
by the Administrative Head of Unit; relocation of the complainant and/or the
respondent; disciplining the respondent; or referral to other University policies and
procedures, such as the policy on student discipline in the UBC Calendar or the Policy
on Scholarly Misconduct; or any other appropriate and just measures. Informal
resolution can occur without knowledge to anyone other than the complainant and
the Administrative Head of Unit, or the Equity Advisor who receives the complaint.
In all cases, the Administrative Head of Unit considers whether the complaint arises
from a systemic problem (see definition section), and if so, seeks the assistance ofthe
Equity Office to resolve it.
In keeping with their administrutme responsibilities. Administrative Heads of Unit take
disciplinary or remedial action upon informing the individual affected. No informal resolution
of a complaint that adversely affects the academic, employment, professional, or other
interests of the respondent shall proceed without the consent of the respondent.
B. Mediation: Equity Office
At any time after a complaint has been received by the Equity Office, the parties can
attempt to resolve the complaint through a process of mediation, provided that both
parties consent to such a process. The Associate Vice President selects a mediator who
is external to UBC and trained in alternate dispute resolution techniques. Appointed
mediators and the format of the mediation process are acceptable to both the
complainant and the respondent.
A mediated settlement arrived at between the complainant and the respondent is written out,
signed by the complainant and the respondent, and counter-signed by the mediators. If a
potential settlement entails action to be taken by the University, the University becomes a
third party to the mediation and also must agree for there to be a settlement.
A copy of any agreement reached during mediation is provided to each of the
signatories and to the Equity Office, and remains confidential.
No person involved in a mediation proceeding shall give evidence or introduce documents
from that proceeding during any other subsequent University proceeding where that
evidence or those documents would disclose that any person had agreed or refused to agree
to mediation or, if mediation occurred, what took place during the mediation.
C. Formal Investigation and Recommendation: Equity Office
Request for Investigation and Recommendation
At any time after the complaint has been made, if the complainant wishes to have the
complaint investigated, the complainant has the right to file a written request with the
Equity Office. Requests include detailed accounts ofthe conduct or comment on the
part of the respondent that forms the basis of the complaint.
Within five working days, the Equity Office delivers a copy of a request for investigation to the respondent.
The respondent has the right to respond to the request in writing, provided such right
is exercised within ten working days from receipt of that request. The respondent may
acknowledge or deny the validity of the complaint in whole or in part, provide new
information, or propose a resolution of the complaint.
Within five working days from receipt of the respondent's written reply to a request
for investigation and recommendation, the Equity Office delivers a copy of that reply
to the complainant.
On receipt ofthe respondent's written reply, the complainant may accept the reply as
full resolution ofthe complaint, or on the basis ofthe respondent's written reply, the 6 UBC Reports • June 13, 1996
THE UNIVERSITY OF BRITISH COLUMBIA
POLICY ON DISCRIMINATION AND HARASSMENT — DRAFT REVISION (cont.)
complainant may choose to pursue either informal resolution or mediation, in which
case an Equity Advisor puts into effect the appropriate procedures.
Investigation
When informal resolution or mediation has failed to resolve a complaint, the Equity
Office informs the respondent's Administrative Head of Unit, and the Associate Vice
President Equity assigns an investigator who is external to UBC.
The purpose ofthe investigation is to provide information to Administrative Heads of
Unit who are charged with making sound managerial decisions about issues under this
policy.
The investigator examines the complainant, the respondent, and such other persons
as she or he considers may have information pertaining to the complaint. The
investigator re-examines or seeks additional witnesses in order to confirm evidence
or explore discrepancies. The investigator prepares a written report that includes a
judgement on both the applicability ofthe policy and the facts ofthe case, disputed and
undisputed.
Interviews are private and held away from the work areas of those involved.
The investigator submits the report to a Panel comprised of three people (one of whom
is external to UBC) appointed by the Associate Vice President Equity. This Panel
meets with the complainant and with the respondent to examine each on the evidence
in the investigator's report and on related allegations. At its discretion, but especially
in cases of relevant, new information arising that has not been explored with both the
complainant and the respondent, the Panel may request supplementary reports from
the investigator or a history of any previous discipline from the Associate Vice
President, Ekjuity. As well, the Panel may meet with anyone else it deems necessary.
The Panel formulates recommendations on the following:
• whether the policy applies in the circumstances;
• whether on the balance of probabilities, and with the onus of proof being on the
complainant, there has been a violation of the policy;
• whether discipline or remedies are appropriate.
In the event that the Panel recommends that the complaint be upheld, it may
recommend both a form of discipline for the respondent and a remedy for the
complainant. It also may recommend any other measures it considers appropriate
in the circumstances. Such recommendations are made in writing and supported by
reasons.
In the event that the Panel recommends the complaint be dismissed, it may
recommend counselling, support, education, and such other measures as it considers appropriate for the complainant and/or the respondent. It also may recommend
such measures as it considers appropriate to restore the complainant's or respondent's unit to effective functioning. Such recommendations are made in writing and
supported by reasons.
In the event that the Panel recommends not only dismissal of the complaint but
contemplates finding the complaint to have been made in bad faith, it shall meet with
the complainant and provide an opportunity for the complainant to respond prior to
making its recommendation. It may recommend both a form of discipline for the
complainant and a remedy for the respondent. The Panel also may recommend any
other measures it considers appropriate in the circumstances. Such recommendations are made in writing and supported by reasons.
The Panel distributes its recommendations and reasons to the Associate Vice
President Equity, the complainant, the respondent, and Administrative Heads of Unit
with authority to receive the recommendation.
Recommendation
For students, the Administrative Head of Unit with authority to receive the Panel's
recommendations is the President; for members of staff, it is the Director or Head of
Department; for faculty, the authority may be either the President or the Dean/Head,
depending on the nature of the discipline contemplated. The Agreement on
Conditions of Appointment states that only the President may discipline a faculty
member by dismissal or suspension without pay. The individual receiving the Panel's
recommendations meets with the complainant and with the respondent, confers with
the Associate Vice President Equity and the appropriate Dean or Vice President, and
considers the Panel's recommendations.
The individual receiving the Panel's recommendations may take such disciplinary
and remedial measures as he or she considers appropriate. A written report of
measures taken with supporting reasons is distributed to the Associate Vice
President Equity, the appropriate Dean or Vice President, the complainant, the
respondent, the investigator, and the Panel.
Appeal
A student who denies that a violation of the policy took place or who disagrees with
an imposed penalty has recourse through the Senate Committee on Appeals on
Academic Discipline. Amember of staff or faculty has recourse through the provisions
of the collective agreement or terms and conditions of employment. To the extent
provided for in collective agreements, complainants also may have recourse to appeal
the decision. As well, the complainant and respondent may have recourse to extra-
University processes.
INITIATION OF COMPLAINT PROCEDURES:
While it is possible for anyone to seek anonymously the advice and assistance of an
Equity Advisor, only those complaints in which the complainant's identity is disclosed
may be taken through the mediation and investigation stages.
.Only those complaints lodged within one calendar year of an event, or in the case of
a series of events, the last event in a series are processed. The Associate Vice President
Equity may grant extensions beyond this one-year limit.
The procedures in this policy can be initiated by persons directly affected (by the
conduct or comment that forms the basis of the complaint) or by Administrative
Heads of Unit.
A. Initiation of Procedures by Persons Directly Affected
Persons directly affected by the conduct or comment that forms the basis of the
complaint may lodge the complaint with either an Administrative Head of Unit or with
an Equity Advisor.
At any time, complainants may choose to withdraw from these complaint proceedings.   Nevertheless, the University's legal responsibility to provide an environment
free from discrimination and harassment, including sexual harassment, may obligate
the University to proceed in the absence of a complaint from the persons directly
affected. In such cases, the Administrative Head of Unit and the Equity Advisor decide
whether to proceed, taking into account the need for protection against retaliation on
the part of witnesses and the need for due process on the part of respondents.
Response of Administrative Heads of Unit
Administrative Heads of Unit deal immediately with allegations of discrimination and
harassment, including sexual harassment, by investigating, by applying University
policies or procedures, by attempting to effect an informal resolution, and by taking
preventive, interim, disciplinary and/or remedial measures including when appropriate, ordering the behaviour to stop.
In responding to complaints of discrimination or harassment, including sexual
harassment. Administrative Heads of Unit are encouraged to seek the assistance of
the Equity Office.
If at any time, the complainant is dissatisfied with the actions taken by an
Administrative Head of Unit, the complainant can lodge the same complaint with an
Equity Advisor or extra-University agencies.
Response of Equity Advisors
The Equity Advisor provides the complainant with a copy of this policy and explains available
options. In addition, with the consent ofthe complainant, the Equity Advisor attempts to
effect an informal resolution of the complaint. As well, the Equity Advisor recommends to
the Administrative Head of Unit measures to protect the safety, academic, and other interests
of the complainant pending resolution of the complaint.
If the complaint cannot be resolved informally, and the complainant wishes to access
mediation or to make a written request for investigation and recommendation, the
Equity Advisor assists the complainant in so doing.
B.  Initiation of Procedures by Administrative Heads of Unit
Administrative Heads of Unit may lodge complaints with an Equity Advisor to resolve
allegations of discrimination or harassment, including sexual harassment. An
Administrative Head of Unit who lodges a complaint is identified as the complainant,
and the persons directly affected by the conduct or comment that forms the basis of
the complaint may be called upon as witnesses in any subsequent investigation or
recommendation.
When an Administrative Head of Unit becomes a complainant, she or he surrenders
any rights or responsibilities assigned to administrators by these procedures. The
individual to whom this complainant reports assumes the latter's rights and
responsibilities. Any disputes that arise over the applicability of any ofthe procedures
shall be referred to the Associate Vice President Equity, whose decision shall be final.
If an Administrative Head of Unit lodges a complaint with an Equity Advisor, and the Equity
Advisor believes that these complaint procedures apply, the Advisor, in consultation with the
complainant, follows the procedures for informal resolution ofthe complaint, and where
appropriate, follows the procedures provided for informal resolution or mediation; advises
and assists the complainant in taking necessary measures to protect the interests of those
directly affected by the complaint; and if the complaint cannot be resolved informally or by
mediation, and the complainant wishes to make a written request for investigation and
recommendation, assists him or her in so doing.
If the Equity Advisor believes that these complaint procedures do not apply, the
Advisor explains to the Administrative Head of Unit why this policy has no application
and refers him or her to another University office or extra-university agencies.
Where the identity of the persons responsible for acts of harassment is unknown to
the Administrative Head of Unit, the Associate Vice President Equity arranges an
investigation and notifies appropriate authorities both inside and outside the
University. In addition, the Administrative Head of Unit, in consultation with the
Associate Vice President Equity, arranges for measures intended to restore the unit
to effective functioning.
GENERAL PROVISIONS:
Right of Parties to Support and Assistance
The complainant and respondent are at all times during these procedures entitled to
have a representative present.
The complainant is entitled to the support and assistance of an Equity Advisor.
The respondent is entitled to the support and assistance of an advisor external to UBC
who is appointed by the Associate Vice President Equity.
Members of unions and employee associations have all rights to representation that
their collective agreements confer.
Participation in the Process
To ensure due process, both complainant and respondent are expected to participate
and provide evidence in a timely manner. In cases where either the complainant or
respondent does not participate or provide evidence within a reasonable time, the
investigation and recommendation process nevertheless may proceed.
Any person whose willful actions or inactions obstruct the application of these procedures
or who willfully breaks an undertaking or agreement shall be subject to discipline.
Retaliation
No one shall suffer reprisal for refusing to violate this policy or for bringing forward,
in good faith, a complaint or concern about discrimination or harassment, including
sexual harassment. The University considers retaliation or the threat of retaliation
at any stage to be a serious offense because it prevents potential complainants,
witnesses, and administrators from acting on their concerns.
All persons involved in these procedures shall report threats and other safety
concerns immediately to the Equity Office and relevant administrators.
Administrative Heads of Unit deal immediately with allegations of retaliation by
investigating, and when appropriate, ordering the behaviour to stop, and taking
preventive, interim, disciplinary and/or remedial measures.
In its deliberations and recommendations, the Panel shall consider any allegations
of retaliation.
Confidentiality
All members of the University community involved in a case are expected to maintain
confidentiality, particularly within the work or study area in question and in shared
professional or social circles. These members include Equity Advisors, support staff, UBC Reports • June 13, 1996 7
THE UNIVERSITY OF BRITISH COLUMBIA
POLICY ON DISCRIMINATION AND HARASSMENT — DRAFT REVISION (cont.)
Administrative Heads of Unit, and witnesses, as well as the respondent and the
complainant. Although at times difficult to avoid, the breach of confidentiality
undermines the provision of due process, and thus proves a disservice to both the
complainant and the respondent.
Confidentiality is not the same as anonymity: For a complaint to go forward to
mediation or investigation and recommendation, the identity ofthe complainant and
the details ofthe complaint must be released to the Equity Advisor, the respondent,
and those involved in the application of these procedures.
Subject to the policy on confidential files (to be approved), terms of confidentiality,
including the need to disclose information that restores a unit to effective functioning,
may be agreed on in informal or mediation agreements between the complainant(s)
and respondent(s), or recommended by the Panel, or ruled on by the Administrative
Head of Unit.
The University, through the Associate Vice President Equity, may take necessary
steps to ensure the health, safety, and security of any member of the University
community.
For educational purposes, the Equity Office may discuss specific cases and their
resolutions without identifiers.
Confidentiality may not apply to persons subject to extra-University judicial
processes.
Use of Documents
Documents are used only for the purpose for which they were created and are retained
by the Equity Office. Access to Equity Office files is restricted to current members of
the Equity Office staff. In cases involving repeat complaints or security and safety
issues, a University Vice President may review Equity Office files.
Documents may be required by law to be released to extra-University processes.
Multiple Proceedings
A complaint under this policy may also be pursued in extra-University processes.
The fact that a complaint is being pursued under these procedures does not preclude
the complainant from pursuing an extra-University process. Similarly, where
complaints are brought by a respondent against a complainant, these complaints may
be dealt with by a single Panel.
Where two or more complaints have been lodged against the same respondent, these
complaints may be dealt with by a single Panel. Where complaints are brought by a
respondent against a complainant, these complaints may be dealt with by a single
Panel.
Conflict of Interest
Members of the University community are governed by the terms of the University
Conflict of Interest Policy. Individuals in an intimate or sexual relationship with a
person in a subordinate position shall disclose the relationship to the Administrative
Head of Unit and shall cooperate with those measures the Administrative Head of
Unit considers appropriate to avoid conflict of interest in matters such as supervision and evaluation.
When power differentials exist amongst or between faculty, staff, and students, those
holding positions of authority shall not abuse, nor seem to abuse, the power with
which they are entrusted. Such relationships include, but are not limited to, those
between a coach, an academic advisor, an instructor/professor, a counsellor, a
residence advisor, a tutor, a thesis/practicum supervisor, a research head, or a
director and his or her subordinate, junior colleague, or student. Anyone who enters
into a sexual relationship with a person where a professional power differential exists
must realize that, if a charge of sexual harassment is subsequently lodged, it will be
extremely difficult to defend the conduct on grounds of mutual consent.
An inappropriate sexual relationship may create a negative work or study environment for others and give rise to a complaint under this policy.
Interim Solutions
The complainant, respondent, or unit may require immediate measures to preserve
safety, morale, or efficiency while a situation is being resolved, investigated, or decided.
Such measures, whether carried out by the Administrative Head of Unit or by the Equity
Advisor, should not be viewed as judgment of the credibility of the complainant or
respondent, who may appeal such measures with the Associate Vice President Equity.
His or her decision is final, subject to the provisions of collective agreements.
Remedy Options
Once a case has been decided, the complainant or the respondent may request
measures be taken to correct damage done to her or his career development, academic
record, physical or emotional health, reputation, or finances. Arrangements are
negotiated with the appropriate University officer.
Discipline Options
Discipline is appropriate to the offense and relevant circumstances of the case, and
is applied after an admission or judgment of wrongdoing. Considerations in
determining discipline include, but are not limited to, work history, previous
discipline, past cases, respondent's acknowledgment of wrong, relationship of
parties, degree of aggression and physical contact, number of events, impact on the
complainant, and intent of the respondent.
Stay or Termination of Proceedings
The Associate Vice President Equity, following consultation with the Associate Vice
President Academic and Legal Affairs, may stay or terminate UBC's formal investigation and recommendation proceedings.
Options Available Outside the University
Nothing in this policy shall be construed to remove any rights of appeal or rights to
grieve that members ofthe University community have independent of this policy, or
to remove any rights to take action against the University or members ofthe University
community in other processes within or without the University.
Concerns and Complaints about Procedures
General or specific complaints about the application of these procedures may be
addressed to the Associate Vice President Equity.
THE EQUITY OFFICE:
The Equity Office has responsibility for
•   providing advice and assistance to Administrative Heads of Unit and others
seeking direction in the handling of cases;
• advising and assisting those who bring forward complaints during all stages ofthe
procedures, including the initiation of a complaint, as well as the undertaking of
informal resolution, and arranging for mediation or investigation;
• ensuring that the policy and procedures in this document have been appropriately
and effectively implemented;
• providing information and advice on the complaint process and limitations to
confidentiality to any member of the University community;
• providing education to individuals and departments on the prevention and
remediation of discrimination and harassment, including sexual harassment;
• publishing annually in UBC Reports statistical and summary reports on the
number of complaints made, types of complaints, outcomes, educational activities, and an evaluation of this policy and its procedures.
PRESIDENT'S ADVISORY COMMITTEE ON DISCRIMINATION AND HARASSMENT:
The Associate Vice President Equity ensures that the President's Advisory Committee
on Discrimination and Harassment reflects the diversity of members ofthe University
with regard to gender, culture, ethnicity, disability, and sexual orientation.
The tasks of this Committee are to
(a) advise and assist the Associate Vice President Equity in creating and implementing an educational program designed to make all members ofthe University aware
of
• the nature of discrimination and harassment, including sexual harassment:
• measures that should be taken to prevent discrimination and harassment
from occurring; and
• the procedures to be followed and possible outcomes involved in the event of
a complaint.
(b) advise and assist the Associate Vice President Equity in the evaluation of Equity
Office services, procedures, and educational programs.
DEFINITIONS:
Academic freedom at UBC is defined in the UBC Calendar: 'The members of the
University enjoy certain rights and privileges essential to the fulfilment of its primary
functions: instruction and the pursuit of knowledge. Central among these rights is
the freedom, within the law, to pursue what seem to them fruitful avenues of inquiry,
to teach and learn unhindered by external or nonacademic constraints, to engage in
full and unrestricted consideration of any opinion. This freedom extends not only to
the regular members of the University but to all who are invited to participate in its
forum. Suppression of this freedom, whether by institutions ofthe state, the officers
of the University or the actions of private individuals, would prevent the University
carrying out its primary functions. All members ofthe University must recognize this
fundamental principle and must share responsibility for supporting, safeguarding
and preserving this central freedom. Behavior which obstructs free and full
discussion, not only of ideas which are safe and accepted, but of those which may be
unpopular or even abhorrent, vitally threatens the integrity ofthe University's forum.
Such behavior cannot be tolerated."
Administrative head ofunitis Director of a service unit: Head of an academic department;
Director of a centre, institute or school; Principal of a college; Dean; Associate Vice
President; University Librarian; Registrar; Vice President; or President.
Complaint for investigation and recommendation under these procedures means a
written complaint by an individual or group that he/she/they have been discriminated against or harassed including sexually harassed; or that there has been
retaliation for consulting with an Equity Advisor or for participating in proceedings
under this policy; or that there has been a breach of an undertaking as to future
conduct. A written complaint must identify the protected ground undertheB. C. Human
Rights Act that is the basis of the complaint and provide sufficient detail for an
investigation.
Contractors include vendors of goods and services to the University, volunteers,
homestay families, persons in the community guiding practicum and internship
placements, and others with similar connections to the University.
Discrimination refers to intentional or unintentional treatment for which there is no
bona fide and reasonable justification. Such discrimination imposes burdens,
obligations, or disadvantages on specific individuals or groups as defined by the
British Columbia Human Rights Act (1984, amended 1992.) The grounds protected
against discrimination by the British Columbia Human Rights Act include age, race,
colour, ancestry, place of origin, political belief, religion, marital status, family status,
physical or mental disability, sex, sexual orientation, and unrelated criminal convictions. The Act contains a number of exemptions and defenses. For example, the
University's Employment Equity Policy, which has as its object the amelioration of
conditions of disadvantage, is exempt from a complaint of discrimination under the
Act. Similarly, the Supreme Court of Canada upheld the University's policy on
mandatory retirement, and therefore, it also is exempt under the Act.
Harassment refers to physical, visual or verbal behaviour directed against a person
for which there is no bona fide and reasonable justification. Such behaviour adversely
affects specific individuals or groups as defined by the British Columbia Human
Rights Act.   (See definition of discrimination for protected grounds.)
Member of the University community is a student, a member of faculty, or a member
of staff.
Reasonable person test means a reasonable person in the position ofthe complainant
would have experienced the impact ofthe behavior described by the complainant, or a
reasonable person in the position ofthe respondent would or ought to have known that
the behavior might have such an impact. The perspectives of both complainant and
respondent must be taken into account.
SezKual Harassment refers to comment or conduct of a sexual nature by a person who
knows or ought reasonably to know that the conduct or comment is unwanted or
unwelcome. The conduct or comment detrimentally affects the work or study environment
or leads to adverse job- or study-related consequences for the victims of harassment.
Systemic Discrimination refers to policies or practices that appear neutral, but which
contain unjustifiable or unreasonable barriers that lead to adversejob- or study-related
consequences for members of groups protected by the B. C. Human Rights Act. 8 UBC Reports • June 13, 1996
THE UNIVERSITY OF BRITISH COLUMBIA
FINAL REPORT OF THE REVIEW COMMITTEE -
HEALTH, SAFETY AND ENVIRONMENT DEPT.
INTRODUCTION
The Health, Safety and Environment Department of The University of British
Columbia was formed in 1993 when responsibility for the University's Environmental
Program was added to the Department of Occupational Health and Safety, which was
established in 1985. The Health, Safety and Environment Department (henceforth
abbreviated HSE) has responsibilities in a number of areas including:
Asbestos management
Biosafety
Chemical safety
Diving safety
Environmental programs
Occupational hygiene
Personal security
Radiation safety
WCB claims and retum-to-work of injured workers
According to the HSE Mission Statement, the mandate of the Department is "to lead
the development and implementation of health, safety and environmental programs
for the University community."
A review of the Department was initiated by the Vice-President Administration and
Finance in the fall of 1995 with the following terms of reference:
1. To review the mandate, organizational structure, strategic plans, staffing and
budget, including cost recovery programs of the Department.
2. To evaluate the overall effectiveness and accountability ofthe Department and, in
particular, to review the areas of environmental management, accident and
disease prevention, research support and WCB claims administration.
3. To identify opportunities for improved service, process improvement, and relationships with campus consumers.
The reviewers were also asked to include comparisons, where possible, with other
comparable universities and organizations.
The review team consisted of:
• Gail Bellward, Professor, Pharmaceutical Sciences
• Bob Buckley, former Chief Safety Officer, Cominco
• Suzanne Dodson, Facilities and Preservation Manager, Library and former Chair of
the University Health and Safety Committee
• David Gorman, Director, Health and Safety, University of Toronto
• John Grace (Chair), Dean of Graduate Studies and Professor, Chemical Engineering
• Don Mavinic, Professor, Civil Engineering and Chair, Environment Committee
• David Measday, Associate Dean of Science and Professor, Department of Physics
and Astronomy
• Chuck Rooney, Director, Plant Operations
The campus at large was informed ofthe review in a letter dated November 1, 1995
from Vice-President Gellatly addressed to all Deans, Heads and Directors. This letter
invited written submissions. The UBC members of the committee met on December
7, 1995 to plan the process. The on-site portion ofthe review process was carried out
on February 12 and 13, 1996.
The review committee is grateful to Dr. Wayne Greene and his staff and to the other
persons who provided input and helped organize the review process.
INPUT TO THE COMMITTEE
Only three letters were received in advance in response to the announcement of the
review. One of these came from the Academic Women's Association and was focused
on personal security issues; the second was prepared by the Director of UBC Housing
and Conferences and was more general in scope, commenting on the role and
performance of HSE; the third was from the Library, again reflecting the experience
ofthe users with HSE. One ofthe interviewees, the Director of Parking and Security,
brought three other letters from his staff. The lack of response from the campus
community appears to reflect a mixture of satisfaction, apathy, and lack of familiarity
with respect to HSE.
The interview schedule, given in the Appendix, was set up in such a way that the
Committee could interview the Director and senior HSE staff, the two persons to
whom the Department reports, some representative "user" groups (from academic
departments-Chemistry, Mechanical Engineering, Medical Microbiology, Pathology;
from Unions-CUPE 116 and 2950; Food Services; Women Students' Office), parallel
service departments (Campus Planning and Development, Parking and Security, and
Plant Operations) and regulatory bodies (WCB and the Vancouver Fire Department).
Interviews were generally 30 minutes in length and allowed vigorous interaction with
the review committee.
OVERALL ASSESSMENT
Alarge and complex university like UBC is subject to a formidable variety of safety risks,
health hazards and environmental concerns. These arise from the wide-ranging
research enterprise, from the construction and renovation of buildings, from the various
service functions, and from a host of related issues. Governmental regulations must be
complied with, even though these have often been written with other (primarily
industrial or commercial) organizations in mind. Moreover, the University should be
taking a leadership role with respect to the health and safety of its employees, students
and users and in responding to environmental issues. HSE is the unit at UBC which is
intended to provide knowledgeable leadership in these areas, on the one hand ensuring
that the university environment is safe, healthy, environmentally friendly, and demonstrating leadership, while on the other hand, not interfering unnecessarily in the
essential teaching and research functions of faculty and students.
The Review Committee found that HSE performs these difficult and delicate functions
in a conscientious and sensitive manner. Staff are well trained, well led, highly
motivated and dedicated to their duties. The Committee heard a number of wishes
expressed that HSE take on new roles and tasks, but it never heard criticism ofthe
skill and service provided by the unit. In an overall sense, the Committee finds that
HSE is providing valuable service to the university community, within its limited
resources and authority to accomplish its mandate.
UNIVERSITY POLICIES RELEVANT TO HEALTH, SAFETY AND ENVIRONMENT
The primary University policies which govern the operation of HSE are:
Policy #6: Environmental Protection Compliance
Policy #7: University Safety
Policy #9: Chemical Waste Disposal
Policy # 10: Procedures for Working with Biohazardous Materials
Policy #11: The Committee on Radioisotopes and Radiation Hazards
Policy #12: Pest Control
Policy #15: Smoking
Policy #3: Acquired Immune Deficiency Syndrome (A.I.D.S.)
The Review Committee notes that the Environmental Protection Compliance policy is
written in a more stringent and legalistic manner than the University Safety Policy,
possibly because of recently appreciated "due diligence" requirements and personal
liability provisions on the Board of Governors. Four vice-presidents are responsible
for the former policy whereas only one, the Vice-President Administration and
Finance, is listed as responsible for the latter, suggesting that the former may be
regarded as more important. This different emphasis also appears to be reflected in
the allocation of resources within HSE. In the view ofthe Committee, the requirement
of the University to protect the health and safety of its own workers and students
should be no less stringent than its responsibility to comply with and uphold
environmental standards.
Recommendation # 1: Policies 6 and 7 should be reviewed to bring them into line with each
other with respect to language, consistency of action, seriousness of approach and the role
and responsibilities of administrators. It should be unequivocally clear that the health and
safety of employees, students and the public are at least as important as environmental
protection and that responsibility for compliance lies with the line of management up to and
including the President and all of the Vice-Presidents.
Personal and environmental health are a major concern of people today and their
general level of trust of "authorities" in this regard is low. In the past, the University
has not provided "cutting edge" leadership with regard to such things as use and
disposal of solvents and other chemicals, maintenance of clean air in buildings, safety
education and work re-entry after injury. Recently the University has developed a
number of excellent programs through HSE, but these are clearly in response to
precedents set in society related to due diligence and the increasing legislation
reflecting society's concerns. This is not good enough. Because we are the largest
collection of arms-length experts in the various disciplines in the Province and
because of the wide variety of potentially dangerous chemicals and procedures, the
University has the responsibility to develop new and more effective methodologies and
should be a model of forward thinking and action. Positive changes in this respect will
not occur without a forward-thinking attitude on the part of administrators, coupled
with adequate funding.
Recommendation #2: University policies and the mandate of HSE should not only
reflect the need to provide compliance with relevant legislation and due diligence of
administrative officers, but they should stress the role of the University in providing
leadership to the society at large in issues related to health, safety and the environment.
Recommendation #3: Policy #9 on Chemical Waste Disposal is dated 1977 and
should be reviewed to ensure currency.
ROLES AND RESPONSIBILITIES
Under the Environmental Protection Compliance policy, "administrative heads of unit
are responsible for ensuring compliance with legislation and UBC procedures both on
and off campus." The policy further holds administrative heads responsible "for
ensuring communication about the goal of compliance with environmental legislation
and appropriate training of all persons working or studying within their units in
relevant environmental issues and procedures for recognizing, dealing with and
reporting accidents that affect the environment." Similarly, the University Safety
policy requires heads, among other items, to:
• provide a safe, healthy and secure working environment;
• ensure regular inspections are made and take actions as required to improve
unsafe conditions;
• ensure that health, safety, and personal security considerations form an integral
part of the design, construction, purchase and maintenance of all buildings,
equipment and work processes;
• ensure compliance with WCB and other applicable legislation;
• establish department or building safety committees;
• ensure adequate resources are available to implement appropriate procedures.
It is probable that many administrative heads are not fully aware of these responsibilities.
The University's current practice is to send out its imposing compilation of administrative
policies about once per year without commentary. There are no job descriptions for most
academic department heads and a tendency to underplay the responsibilities when trying
to persuade faculty members to take on the role of head or director.
Recommendation #4: Administrative heads of units should be explicitly informed in
writing of their roles and responsibilities with respect to health, safety, environmental
and other (e.g., equity) issues before they begin their terms. A university-wide
document should be prepared outlining these duties and should be automatically
forwarded to all new appointees and, on a regular basis, to continuing heads. The
document should also cover goals, list manuals and other resources, outline the role
of HSE, and make clear the University's commitment to safety, health and environmental stewardship.
There was some ambiguity in the documentation supplied by HSE with respect to its
own role. According to the University Safety Policy, HSE "assists departments to
implement and maintain effective health, safety and personal security programs,
liaise with the regulatory authorities on behalf of the University and support the
activities ofthe University's Safety Committees". Under the Environmental Protection
Compliance policy, the Manager, Environmental Programs (an HSE staff member) is
"responsible for focusing efforts on the most serious problems, promoting development of environmental plans and coordinating activities through the administrative
heads of unit. These efforts include environmental audits, central monitoring,
recording and reporting progress (and instances of non-compliance) on environmental protection issues, providing training to the campus community and serving as the UBC Reports ■ June 13, 1996 9
THE UNIVERSITY OF BRITISH COLUMBIA
FINAL REPORT OF THE REVIEW COMMITTEE—HEALTH, SAFETY AND ENVIRONMENT
central information source about current and anticipated legislation applicable to
UBC, as well as providing linkages for sustainable development efforts."
The above roles are important and appropriate for the HSE Department. In addition,
as it is the University, not individual departments, which is held accountable by
regulatory authorities such as the WCB, another important role of HSE is to provide
central oversight of compliance to safety and environmental regulations. Regulations
in this area are often complex, and specialized expertise is needed to address some
areas, such as radiation safety and disposal of biomedical wastes. A centralized unit
also has an important role to play in raising awareness of health, safety and
environmental issues. If administrative heads of units take their responsibilities
seriously, enforcement by another unit will rarely be needed. The Committee
appreciates the supportive educational style of HSE which has gently changed
attitudes. The University policies permit HSE to intervene more strongly when serious
problems are identified, and the committee was told that this has occurred on
occasion, though with possible over-reluctance.
Recommendation #5: While the major day-to-day responsibilities of Health, Safety
and Environment have to do with providing expertise, advice and encouragement to
the university community to comply with relevant legislation and to show leadership
in health, safety and environmental areas, it should be explicitly recognized that the
Department is mandated to take strong actions when necessary.
The Committee is pleased to note that the various university-wide advisory committees dealing with various health, safety and environmental issues function quietly
and effectively. Care is needed to ensure that representation on these committees is
broadly representative, with due attention to the collective expertise assembled.
Members of these committees provide major service to the University community,
often with little or no recognition. Some administrative heads, directors and deans are
making a concerted effort to recognize the onerous time commitment of faculty and
staff on these committees. This is applauded. This Committee strongly encourages
such recognition.
REPORTING STRUCTURE
Dr. Wayne Greene, Director of HSE, currently reports to Frank Eastham, Associate
Vice President Human Resources, who in turn reports to Terry Sumner, Vice-
President Administration and Finance. The review committee considered whether the
reporting structure adequately reflects the importance ofthe issues of health, safety
and the environment within the University and whether the structure may impose
bureaucratic hurdles to taking prompt and decisive actions where warranted, e.g., in
emergencies or where critical problems come to light. The Committee notes that while
Dr. Greene himself reports through Mr. Eastham to the VP Administration and
Finance, most of the safety committees for which he is responsible report to the Vice
President Research. It noted also that none of those interviewed, including Dr.
Greene, Mr. Eastham and Mr. Sumner, had any major concerns with the current
arrangement. The Committee does not propose any major changes. Nevertheless it
believes that the accountability ofthe University could be enhanced by the following:
Recommendation #6: It should be explicitly recognized that the HSE Director is
empowered and obliged to report directly to the President or to any of the Vice-
Presidents significant risks to health, safety or environment which, in the opinion of
the Director, require their intervention to ensure an appropriate response. The
Director should also be required to report to the appropriate Vice President and/or
the President the particulars of any event which has resulted in injury or illness which
is life-threatening or likely to lead to significant permanent disability, and any event
which could well put the University at serious risk arising from civil liability,
administrative law or other proceedings.
ACCIDENTS AND INJURIES
The Review Committee is concerned about the jump in the number of days lost due
to accidents which occurred from 1992 to 1993. The increase in that one year was
from 2,594 to 6,498 (a factor of 2.5 increase which then rose further to 6,756 in 1994
but then declined to 6,114 in 1995. Over the same period, the days lost per claim rose
from 13.44 to 29.25). There were corresponding major increases in medical costs and
wage compensation. While it is difficult to make direct comparisons with other
institutions and employers, the UBC lost days and accident rate appear to be high,
and this is also reflected in WCB assessments. Accidents among custodial workers,
food service workers and maintenance crews have been especially worrisome, with
back injuries seemingly most prevalent.
It is recognized that not all accidents are reported; safety training has stressed the
importance of incident and accident reporting, and this may have caused some ofthe
increase in reported accidents. Moreover, a small number of serious accidents can
make a major change in days lost. Nevertheless, the committee notes the importance
of identifying and eliminating hazards, encouraging safe practices and indoctrinating
employees and students with the importance of safety.
A higher priority needs to be assigned to the development of a comprehensive accident
prevention program particularly targeted towards those departments accounting for
the majority of reported accidents and resulting lost work days. While the primary
responsibility for accident prevention rests with the department head, HSE can
provide valuable support in achieving this objective. However, an examination of
HSE's organization chart shows that only one position, that of Occupational Hygiene
Officer, is dedicated to the general area of occupational safety and hygiene, as opposed
to the more specific and specialized positions of Biosafety, Chemical Safety, Diving
Safety, and Radiation Safety, all primarily focused on the academic units. In striking
contrast, there are six positions associated with the Environmental Programs Group
and four in the Asbestos Management Group. This observation is not meant to
suggest that the latter groups are over-staffed but that the Occupational Hygiene
function is under-resourced. Even the title ofthe one position implies that the priority
is hygiene rather than accident prevention. A comment was in fact made by the W.C.B.
Regional Manager during our interview that, although the University's health and
safety program was generally good, the primary focus is on hygiene, not on safety.
HSE's Self Study and Strategic Plan both recognize the need for a more effective
accident prevention program with a more active role for HSE in its development.
Recommendation #7: HSE should review its resource allocation to determine if
additional resources could be directed to Occupational Safety, with an emphasis on
providing support to departments for more effective accident prevention programs.
RETURN-TO-WORK
Recent initiatives in encouraging rehabilitation and graduated return-to-work of
injured workers have been effective and greatly appreciated by the work-force. A
proposal for the development of a comprehensive return-to-work program is under
consideration. Despite these initiatives we note that the very effective employee
carrying out the return-to-work functions is only supported on soft money. In view
ofthe escalation in days lost per claim, noted above under "Accidents and Injuries",
and the importance (social and psychological as well as financial) of an effective
return-to-work program, we recommend:
Recommendation #8: Rehabilitation and a graduated return-to-work program for
injured workers should be strongly encouraged. The staff position responsible for
these functions should be a high priority for regular funding, both within HSE and
for the University.
SAFETY COMMITTEES
Eighty-five safety committees have been established across the University. HSE
assists these by providing manuals and encouraging their proper functioning.
Unfortunately, only about one-quarter of these committees appear to be operating
effectively. While the ineffective onps are most often in low-risk areas, it is clear that
there are potential problems associated with the failure of most safety committees to
function effectively . The low level of activity is associated, it would seem, with such
factors as low perceived priority for this work, lack of recognition for the substantial
workload, lack of meaningful involvement of management, lack of follow-up to safety
committee recommendations, lack of regular reporting, and failure to notice and
follow up when a safety committee becomes inactive.
The review team is concerned by the general level of non-operation and ineffectiveness
of safety committees. It notes that HSE recently assigned safety committee liaison
duties to its staff, with each staff member expected to attend some meetings of four
to six safety committees with which he/she is the liaison person. While this action is
helpful, we recommend a number of further steps:
Recommendation #9: Safety committees, in conjunction with managers and
supervisors, must continuously emphasize "prevention" through regular group
meetings, inspections, policy updates, etc. The emphasis on safety in the working
environment should be expanded.
Recommendation #10: Ideally, the administrative head should be a member of any
safety committee whose jurisdiction spans her/his entire organization. Where this is
not possible, he/she should be represented by a delegate who will be seen as having
real authority and influence, acting as the committee chair or secretary.
Recommendation #11: Safety committees chairs must be expected to prepare an
annual report which should summarize the actions and achievements of the
committee, ongoing issues, outstanding items awaiting management response or
action, a self-assessment by the committee, and objectives for the coming year. This
report should be directed upward to the administrative head or next level up, with a
copy to HSE and to all committee members for information. Interim reports should
be provided at other times as the need arises.
Recommendation #12: Administrative heads, directors and deans should be
expected to institute remedial actions in response to the reports.
Recommendation #13: Administrative heads, directors and deans should be asked
to recognize appropriately the work of committee members on safety issues.
Recommendation #14: In addition to encouraging and supporting safety committees to fulfill their role, HSE liaison persons should monitor the effectiveness of
committees and their compliance with University policies and WCB regulations.
Deficiencies should be reported to the administrative head with recommendations for
corrective action.
CHEMICAL SAFETY
Although there have been very few serious accidents at UBC involving noxious
chemicals, the possibility of a major incident remains high. It is distressing that many
fume hoods have been found to be malfunctioning or are misused. It is, in addition,
inexcusable that WCB has found it necessary to write over 40 orders in the last five
years concerning respirators. UBC should be a leader in setting high standards rather
than contravening safety regulations. We must set a much better example to the
community and maintain a safe working environment, with fully functioning safety
equipment meeting all legislative requirements. Flouting of the law sets a poor
standard for students who should be trained by example to obey the law and work
ethically with concern for the safety of colleagues.
Recommendation #15: The University should move as quickly as possible to
maintain fume hoods fully functioning and to deal with respirator problems.
HOSPITALS AND EXTENDED CAMPUS
Where research space in the hospitals is controlled by UBC, safety and health issues
are supposed to be under the control of the University. In reality, HSE seldom
becomes involved because of the physical separation and overlapping jurisdiction
with the safety committees ofthe hospitals themselves. This situation may have led
to some unsafe working conditions and to citations from WCB.
Recommendation #16: UBC employees, students and clinical faculty working in
hospitals must be told clearly whose safety, health and environmental policies they
are subject to. Where it is UBC, the occupants should receive the same degree of
assistance and attention as on-campus employees.
Increasingly, UBC graduate students, faculty and other research personnel are
engaged in fieldwork and projects at other sites — Bamfield, Haney research forest,
industrial employers, ocean-going vessels, etc. While such work is technically covered
under the relevant University policies covering health, safety and environment, there
is little of a practical nature that HSE can do to help in such locations or to assure
that safety and health standards are being met. Thus the responsibility lies entirely
with local faculty and staff, whose attention is needed to establish and sustain safe
and healthy working conditions.
Recommendation # 17: HSE should draw up a new policy or amend existing policies
to make it clear that research and teaching work for the University done off-campus
are subject to the same policies as on-campus work and outlining any special
procedures. The policies should emphasize the responsibility of all faculty, staff and
students in conforming to WCB regulations and in maintaining a safe and healthy
working environment, wherever the work occurs.
ROLE VIS-A-VIS OTHER SERVICE UNITS
The Review Committee feels that HSE should be playing a stronger role in the design
and renovation of buildings. There currently appears to be little HSE input, except
with respect to fume hoods. Many safety and ventilation problems originate in faulty 10 UBC Reports ■ June 13, 1996
THE UNIVERSITY OF BRITISH COLUMBIA
FINAL REPORT OF THE REVIEW COMMITTEE—HEALTH, SAFETY AND ENVIRONMENT
design or maintenance. HSE should be involved in the planning of new buildings and
renovations at an early stage to ensure greater attention to safety, health and
environmental design criteria. It should also be encouraging effective maintenance in
areas where this could improve safety and health. The Committee was told that
Campus Planning and Development would welcome the involvement of HSE at any
stage in their planning process.
Recommendation #18: Health, Safety and Environment should be encouraged to
assume an earlier and more significant role in the planning and design of new
buildings and in the renovation and maintenance of existing facilities.
There appear to be good working relationships between HSE and such service units
as Parking and Security, Housing and Conferences, and Plant Operations.
PERSONAL SECURITY
HSE was recently given responsibility for personal security on campus, a function
transferred from Parking and Security. The Review Committee was pleased to note the
recent progress made in this area, aided by a provincial government special fund
(Safer Campuses Initiatives) and a hard-working manager. There are still concerns
on campus, especially by women with respect to lighting, but there appears to be a
strong resolve to address these issues and to make the campus more secure for all
who use it, night or day.
Recommendation # 19: HSE should continue to be expected to provide leadership
in personal security issues and should be given recurring resources to work with
Campus Planning and Development, Parking and Security, the Alma Mater Society,
and other units and organizations, to implement continuing improvements in
campus lighting, bus services, telephones, etc. Actions need to be well communicated
to the campus at large.
TRAINING
The responsibility to ensure that employees are properly trained rests with the unit
head and, in the case of students, with the supervisor or instructor. HSE coordinates
a series of training programs for staff and graduate students. Some of the courses.
e.g. in radiation safety, chemical safety and diving safety, are given regularly by HSE
staff members, frequently involving resource people from the University at large (often
from the relevant committees) to provide some input. Most ofthe courses have hands-
on practical components as integral parts ofthe courses. Some specialized courses
(e.g., in use of ladders, chain saws, driver safety) are sponsored and arranged at the
departmental level, and these bring in instructors from outside the University-
Recommendation #20: In areas outside those where HSE can offer training courses,
HSE should assist departments by providing resources to locate qualified instructors
and training materials.
The training courses offered by HSE are highly regarded. The only suggestions that
the Committee heard was that these be offered more frequently and at off-campus
locations (e.g., in the hospitals). Providing more courses is not currently possible with
the current level of funding.
Recommendation #21: More funding will be needed if HSE is to meet the strong
demand for additional course offerings.
WASTE MANAGEMENT
The Review Committee is pleased to commend HSE for its forward-looking initiatives
in handling special (hazardous) waste streams from the University. The solvent
recovery and chemical recycling operations are especially notable. Even though the
costs for these operations significantly exceed the cost recoveries, the leadership
provided and non-monetary benefits are beneficial to the University at large.
Recommendation #22: The solvent recovery and chemical exchange programs
should be continued, with appropriate public education and expansion of the
recycling data-base.
HSE currently operates a pathological incinerator on the south campus. This is at
least 20 years old and, despite recent (1994) modifications in the equipment and
changes in operating procedures to enhance performance, the incinerator does not
conform to modern standards.
A task force was formed in 1988 to develop an integrated plan of action to meet
anticipated waste reduction and management needs. The task force recommended
replacement of the existing incinerator with one incorporating the best available
technology. With the aid of special funding from the Ministry of Advanced Education,
UBC undertook the design, permitting and public consultation process. However, the
project was shelved in 1994 on the basis of recommendations ofthe Provincial Waste
Reduction Commission. Furthermore, existing incinerators which do not meet
emission standards are being phased out, with the result that UBC's biomedical and
research waste incinerator will have to be shut down completely in June 1996. Having
no adequate waste disposal facilities in B.C. is a continuing problem which can only
be addressed at the provincial and federal government levels. However, the University
is directly affected by these governmental decisions and has many experts who can
provide input on the various options.
Recommendation #23: The University should offer the expertise of its faculty and
other employees to the provincial government in order to help evaluate the best
methods for dealing with our wastes.
WORKPLACE HAZARDOUS MATERIALS INFORMATION SYSTEM (WHMIS)
A WHMIS program was initiated at UBC in 1988 as a result of federal and provincial
legislation. This involved massive effort on the part of HSE and the University, as each
department appointed a WHMIS coordinator who attended a one day "train-the-
trainer" course and then became a resource for the department, while also being
responsible for providing training to other employees in the department. The
University has moved a considerable distance towards compliance with this legislation, but there is still some way to go.
One ofthe principal requirements of WHMIS legislation is the requirement for proper
labeling of chemicals and material safety data sheet (MSDS) management. In a
decentralized institution like UBC, complying with the labeling and MSDS requirements is a major challenge. Large numbers of unique chemicals are delivered to many
different worksites from many suppliers in containers of various shapes and sizes.
Suppliers, especially those based outside Canada, commonly fail to provide labels or
MSDS sheets in proper form.
HSE has attempted to help departments by purchasing, on CD-ROM, MSDS information from several sources and making this available to departments across the
University. However, the job of coordinating compliance across the University is
daunting. WCB has issued directives to UBC requiring improvements to the WHMIS
program and citing various areas of non-compliance. In response, HSE has been
attempting to improve the University's level of compliance, especially in the approximately 30 science and applied science departments where there is significant use of
chemicals. It is urgent that HSE improve and extend its information exchange program
within and outside the University to minimize the considerable duplication of effort
which currently characterizes the response to the WHMIS/MSDS requirements.
Recommendation #24: Minimizing duplication of effort and achieving full compliance with WHMIS requirements should be high priorities for HSE. If necessary, the
University should find short-term resources and continue summer initiatives to
enable an acceleration in this effort. Electronically-based networking inside the
University and with other institutions should be established and maintained to aid
in the transfer of MSDS and other information.
DISASTER PREPAREDNESS/EMERGENCY RESPONSE
The Review Committee is concerned by the University's lack of preparedness for a
major emergency that could strike at any time (e.g.. earthquake, hurricane, airplane
crash, major explosion or spill). Until 1992 0.5 FTE was devoted to the preparation
of a disaster preparedness plan. However, the effort was cut in 1992 to only 0.15 FTE
and the plan was never delivered to the Board ofGovernors. There has been almost
no follow-up, and the University is blissfully unprepared: Administrators have no idea
what their roles might be. and a special "operations centre", which was to be available
for such exigencies, has never been equipped.
The due diligence requirements ofthe Board ofGovernors and the senior administration suggest that this degree of preparedness is totally inadequate. We note also that
a small academic "Disaster Preparedness Resource Centre" operated from within the
Centre for Human Settlements (4th floor of Library Processing Centre) is likely to close
when the faculty member who has been its driving force retires later in 1996.
Recommendation #25: It is imperative that the University devote the resources
needed to revive, complete, approve and maintain an effective emergency response/
disaster preparedness plan for the campus at large. This must include not only the
completion of the plan but also the development of an ongoing training program in
emergency preparedness for all who work, study and live on campus.
HEALTH PROMOTION
HSE has generally been so busy responding to compliance issues on mat ters of safety,
air quality, etc. that it has rarely had time to devote to health promotion among the
University workforce. There have been occasional efforts to provide smoking cessation, ergonomics and stress control training, but no sustained program. Working with
the Employee and Family Assistance Program, the unions and UBC's very successful
Institute of Health Promotion Research. HSE should be playing a greater role in
improving the determinants of health among UBC's staff. Experience at other
worksites suggests that the returns in terms of a healthier and happier workforce,
reduced days lost due to illness, and reduced stress at work and at home amply
reward investment in such programs.
Recommendation #26: An effective health promotion program should be established for
the University with participation by HSE, as well as other relevant groups and units.
FUNDING AND RESOURCES
It is clear that HSE is carrying out important functions in a professional and effective
manner. A number of the recommendations in this report would add to the
responsibilities ofthe Department, and more resources (principally staff positions in
such areas as emergency preparedness, safety, training and return-to-work) are
needed to allow HSE to accomplish the required tasks. We were told that the
University ofWashington, a university of comparable size to UBC, has about 55 FTE
positions in its corresponding department, excluding those working with its asbestos
program. The comparable number at UBC is 18 to 22. While we fully recognize the
funding constraints within this University, a forward-thinking employer must find
the resources needed to protect and advance the lives of its workforce and clients.
Some investment now could provide long term benefits and avoid costly incidents in
the future. Modest growth is needed in HSE to meet the expanding needs in some
areas and the requirement for increased efforts with respect to WHMIS/MSDS,
disaster preparedness, return-to-work and health promotion.
Recommendation #27: The Department needs modest increases in its staffing over the next
few years to cope with increasing responsibilities in protecting and promoting the health and
safety of the University workforce and its compliance with environmental regulations.
At the same time, care must be exercised not to transfer to HSE those functions and
responsibilities which belong to unit heads.
CONCLUSIONS
Good health, safety and environment programs generally share the following characteristics (Robinson, 1996):
• a strong leader who is able to direct a multifaceted and technically complex program;
• a centralized, prevention-oriented organization;
• adequate facilities for office, laboratory and hazardous waste storage;
• a strong policy supported by the CEO and management;
• good working relationships;
• agreed-upon goals and objectives;
• demonstrated commitment to professional development;
• an effective reporting line.
It is the review team's view that UBC's Health, Safety and Environment Department
does well with respect to these criteria at a time when there are ever-increasing
legislative requirements and expectations for reporting and for improvements in
protecting personnel and the environment. What HSE does is done well within the
resources available to them. The major factor preventing them from being more
proactive is their limited resources.
It is also the Review Team's view that improving the overall effectiveness ofthe Health,
Safety and Environment program at the University will require increased attention to
their responsibilities by Heads, Directors and other administrative personnel at all
levels. The Director and HSE staff can assist in bringing this about, but the leadership
in this effort must come from the President, Vice Presidents and Board ofGovernors.
Robinson, D., Northeast Winter Health and Safety Conference, Montreal, Jan. 24-26,
1996. UBC Reports ■ June 13, 1996 11
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The deadline for the July 11, 1996 issue of UBC Reports is noon, July 2.
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News Digest
A task force has been established to prepare a revised memorandum of understanding between UBC and the Greater Vancouver
Regional District (GVRD) concerning an official community plan for
the campus.
The university and the GVRD entered into a cooperative agreement in December 1994 to develop broad guidelines for future
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Built Without Compromise. *k si* 12 UBC Reports • June 13, 1996
Profile
Mission possible
Sid Katz is on a quest to turn us on to science
by Charles Ker
Staff writer
Pharmacologist, broadcaster, author, administrator, fundraiser,
UBC researcher, communicator,
folk singer and baseball expert. Surprise,
surprise—Sid Katz doesn't like to be
pigeonholed.
Listening to the smooth-talking educator (his title of preference) outside Vancouver's Science World, one might be
tempted to add "entrepreneur" to Katz's
resume.
"This area over here is being planned
as a possible research park—partly residential—and we're involved with discussions," Science World's chief executive
officer explains. "The city also wants to
make False Creek more accessible to
boating so they might put in a ramp for
kayaking and boat construction as part
of a community college program."
Guiding his visitor towards the entrance to Science World, Katz gestures
towards the neighboring Concord Pacific
Place development where he is negotiating to have Science World activities
plugged into the new community.
Says Katz: "If we're good, we should be
accessible and we have to be good because we're discretionary. My job is to
develop the overviews and vision required
to make this place sing."
Katz recently celebrated his fifth anniversary at the helm of the non-profit
science centre and the place is a virtual
opera house.
With an annual operating budget of
nearly $7 million, Science World claims
92 per cent self-sufficiency, soon to be
100, due in large part to the innovative
exhibits and programs introduced under Katz's leadership—exhibits which
promote the centre's credo of "I do, I
understand."
The biggest and newest of these is the
$1.6-million "Mine Games" exhibit which
gives visitors a hands-on opportunity to
learn how to discover gold or copper and
build a proper mine within a set budget.
The adjacent "hot seat" amphitheatre—
linked to schools through the BC Tel
Ubiquity System—lets students engage
in on-line, town hall debates about the
pros and cons of building a mine and
other controversial issues. Last March,
the secretary of state for science occupied
the hot seat for an on-line discussion on
careers in science.
Katz's objective for all centre initiatives is twofold: first, to present science
and technology to children and families
in an exciting, interactive format; and
second, to make Science World a central
focus for science awareness by plugging
it into the local scientific community. He
credits a 20-year affiliation with UBC as
a professor in the Faculty of Pharmaceutical Sciences as a key factor to achieving
these goals.
"The fact that I've been able to maintain a role in the scientific community
through my research on campus gives me
credibility when I ask for faculty assistance for this or that project."
Born, raised and educated in Mon-
Charles Ker photo
Under Sid Katz's watchful eye, Science World programs and exhibits are
reaching a bigger and broader audience while remaining a vital part of the
immediate community.
treal, Katz enrolled at McGill University
at the age of 17. Studies were augmented
with work at the family clothing store,
student protests and a passion for folk
music.
His master's thesis, published in
the American Journal of Physiology, looked at the effects of sex
hormones on gastric acid secretions in
guinea pigs. The findings helped explain
the root cause of morning sickness during pregnancy. But it is in the area of cell
regulation—how different cells in the body
relate from a biochemical standpoint to
the outside world—that Katz made his
mark.
Early research focused on brain cells,
but when Katz's father died of heart
disease at 57, his son decided to take
aim at the chemistry of cells in the
heart. Katz looked specifically at how
the different enzymes present in all
cells interacted with calcium—high
concentrations of which can lead to
strokes, migraine headaches, and a
host of heart diseases.
Katz's discovery that the enzyme
calmodulin regulated calcium in a specific area of the heart, thereby changing
its ability to relax or contract, won him
international recognition.
While he has relinquished teaching duties at UBC, Katz's laboratory above the UBC Bookstore
remains active. For six years he has been
contributing studies on cystic fibrosis,
asthma and calcium regulation as a member of Inspiraplex, the Montreal-based
Networks of Centres of Excellence in Respiratory Health.
But it is Sid Katz, broadcaster, who is
familiar to most. Again, he credits UBC for
helping launch his broadcast career which
began in 1980 after a university Open House.
The persistent professor convinced a
local cablevision operator into giving him
a 90-minute slot to interview various
UBC scientists live about their research
and give viewers a chance to call in with
questions. The result was a 20-part series of lectures and interviews called Frontiers in Medicine.
His real media breakthrough, however, came in 1988 when Ben Johnson
tested positive for steroid use at the
Seoul Olympics.
"I did the national news that night and
my phone just kept on ringing," says Katz,
whose commentary on the scandal led to
regular broadcasting spots on CBC Radio's Morningside, The Early Edition, As It
Happens and The Inside Track programs.
In 1989, he became a health and science
reporter for the BCTV Noon News and in
1990 the health columnist on the CTV
National News. He has also done a number
of documentaries for Knowledge Network
and the Discovery Channel.
"From the moment we wake up until
we go to bed we use science and yet it is
not foremost in our minds nor is it part of
our culture," says Katz, winner of numerous national awards for the public promotion of science. "I have always seen
myself as a mechanism for dialogue, to
show phenomena of science and to turn
people on to scientific possibilities."
Before his arrival at Science World in
1991, the centre was viewed more as a
tourist venue than a learning centre.
That's not the case any more.
Apart from the 60.000 school children
who parade through the facility each
year, Katz has introduced numerous
outreach programs for youth and adults.
The centre runs five-day summer retreats for elementary school teachers from
B.C. and across Canada.
Held in the Malcolm Knapp Research
Forest in Maple Ridge and Roche Lake in
Kamloops, the retreats bring teachers in
contact with scientists from UBC and
elsewhere so they might learn about advanced research in a particular area.
Close to a third of the 400 scientists involved in Science World's
Scientists and Innovators in the
Schools program are UBC faculty members. So far this year, participating scientists, technologists and technicians have
visited 4.500 classrooms in the province.
UBC scholars are also used as expert
resources for Science World's fledgling
interactive science magazine. Science, Eh?
The magazine allows school-age children
across Canada to talk to each other about
their science projects or go on-line to read
or participate in discussions taking place
in Usenet newsgroups.
"It's not just a web site but totally interactive," says Katz, who adds that the project is
being commercialized and targeted to Grades
6-9. "There are many ways to excite, educate
and raise awareness of science, and this is a
real breakthrough."
When Katz took over the top job at
Science World, he was down to four hours
sleep a night. Broadcasting, teaching,
public speaking and research left time for
little else.
Now that he's no longer a full-time
teacher at UBC and has cut back on
broadcasting gigs, he has more time to
spend on the finer things in life.
He starts every morning of the year
with an hour and 15 minutes of either
swimming, cycling or running. Most Fridays, he and his family escape to their
house and kayaks on Mayne Island.
When he gets to the office at Science
World on weekdays, however, the daily
"shot-list" awaits—a detailed, breakdown
of the day's activities.
'This is a big job which has taken every
skill I have and some I've had to learn,"
says Katz. "I try to lead by example and
that means I'm more hands-on than
hands-off."
Surprise, surprise.

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