Project Ethos
Definition
Ethos: The characteristic spirit of a people, community, culture, or era
as manifested in its attitudes and aspirations; the prevailing character of
an institution or system
([OED](#OEDI1)
ethos, n. 2.a).
Introduction
This document describes MoEML’s attitudes, values, and aspirations as a project.
Building on the collective experience of past and present teams and many open
discussions about how we can work collaboratively and respectfully in community,
this document outlines the principles that guide us and how they manifest in our
daily practice. If our [Praxis documentation](praxis.xml)
captures how we encode and process our research into a website, and our [Mission Statement](mission_statement.xml) describes how we
envision that website contributing long-term to scholarship and public
humanities, the [Project Ethos](ethos.xml) document is the
blueprint for how we work together on a daily, weekly, and yearly basis to make
the MoEML website possible.
MoEML strives to create and maintain an environment where everyone is treated
with respect and dignity. Documenting our principles and procedures in this
full-length document is one way we create that environment.
MoEML’s ethos applies to all people who are involved in the project, including
university faculty, staff, affiliates, and students, at the home university of
MoEML or elsewhere.
Members of the MoEML Team at the University of Victoria are additionally bound by
UVic’s equity and diversity policies in all our dealings with UVic students,
staff, and faculty. You will find a non-inclusive list of UVic policies [here](https://www.uvic.ca/equity/about/policies/index.php) and
direct links to [select UVic policies at the end
of this document](#ethos_resources).
This document begins with an [acknowledgement that
MoEML is hosted on unceded, colonized land](#ethos_territory). The document then sets out
[definitions](#ethos_definitions), [general team principles](#ethos_principles), and statements on
[diversity, equity, and inclusion](#ethos_diversity), [giving credit](#ethos_credit), [conflict resolution](#ethos_conflict), and [hiring](#ethos_hiring). We
conclude with [links to resources and UVic
policies](#ethos_resources).
We choose to share [Project Ethos](ethos.xml) publicly, in
keeping with our project principle of openness. We invite other projects to
adopt and adapt it. In keeping with our [own
principle of giving credit](#ethos_credit), we’d be glad to be given credit if you do
adopt or adapt this document.
Territorial Acknowledgement
We acknowledge, with respect, that MoEML is built and hosted on the traditional
and unceded territories of the Songhees, Esquimalt, and WSÁNEĆ peoples whose
historical relationships with the land continue to this day. We acknowledge that
MoEML focuses on the city that funded and launched the first English colonial
activities that have been and continue to be so destructive to Indigenous
peoples around the world. We acknowledge, with respect, that many contributors
to MoEML live on colonized lands, some unceded and some governed by treaties
that have been honoured more in the breach than the observance. We commit to
speaking this truth as a part of the necessary reconciliation work that we must
do, both in the MoEML project and in our lives.
Definitions
- Project Director: The overall academic lead of the project, with expertise
in the big picture and with a long project
memory. The Director has ultimate responsibility for
financial, employment, equity, and scholarly matters; in that role, she
seeks advice from various offices on campus, listens to other team members,
and makes the tough calls when necessary. The project also has Assistant
Directors who take the lead on subdomains of the project.
- Principal Investigator: The lead applicant on a grant application. Often
but not always the Project Director.
- Project Manager: The person in charge of planning the daily, weekly, and
monthly work of the project and monitoring the finances, in conjunction with the
Project Director. Often helps with grant applications. Fills in gaps in the
project expertise as needed.
- Team Members: The members of the MoEML
team, including the Project Director(s) and Assistant Directors,
Project Manager(s), Developers(s), Research Associates, Research Assistants,
and any other person fulfilling a role on the MoEML project.
- Contributors: The people and/or projects that contribute scholarly content
to MoEML who are not a part of the MoEML
team.
- Project: The collaborative enterprise of MoEML as a whole.
- Accommodation: The services and/or tools that can help reduce barriers and
provide different ways of working.
- HCMC:
[Humanities Computing and Media Centre](https://www.uvic.ca/humanities/hcmc/index.php) at the University of
Victoria.
- HUMS:
[Faculty of
Humanities](https://www.uvic.ca/humanities/) at the University of Victoria.
- UVic:
[University of Victoria](https://www.uvic.ca/) in
Victoria, British Columbia, Canada.
General Team Principles
- As an academic project, funded by
[SSHRC](https://www.sshrc-crsh.gc.ca/home-accueil-eng.aspx),
and staffed by students at various stages of their studies, MoEML is
committed to the ongoing learning and development of its members.
- MoEML acknowledges that every member of the team has and will develop
specific areas of expertise and interest.
- MoEML acknowledges that a large digital project requires many domains of
expertise. All this expertise is equally necessary to the ultimate
achievement of the project outcomes.
- MoEML acknowledges that we are all learners. We take the time to teach
each other the things we have learned in the course of our work.
- MoEML is committed to giving credit where credit is due.
- Our team structure is flat.
- All team members are free to assume particular tasks and redefine their
roles. All team members take responsibility for identifying gaps between how
things are and how they could be. We then work together to realize the
possibilities we envision. (See
[Jenstad
and Takeda 2018](#JENS11).)
On Diversity, Equity, and Inclusion
- We are all learners.
- MoEML provides training for newly hired members.
- Team members have the right to receive all necessary training to
complete their work.
- MoEML provides new team members with detailed documentation that
has been carefully developed, and constantly updated, with the
various expertise levels in mind.
- MoEML assigns senior members to work with junior team members to
help with training and to answer questions as they arise. If the
assigned senior member is not available, the new member may speak to
any other member of the team, so long as they are available and
qualified to address their questions.
- MoEML publishes documentation and training material.
- MoEML allows for people to move to another part of the project,
either to mobilize their skills more effectively or to learn
something new, so long as all the people involved in the
change agree.
- MoEML provides a team environment where individuals are available
to train each other as needed. For example, if we have an expert
technical writer on the team, and another individual is interested
in such skill, the technical writer will provide training and
support to the person interested in learning.
- MoEML encourages team members to post questions to the general
channel of the team’s virtual working space (Microsoft Teams for
example), especially if the rest of the team would benefit from the
conversation.
- Teamwork is key to the project’s success.
- MoEML embraces the diversity of skills and backgrounds represented
by the team members.
- MoEML treats various skills as equally important and valuable to
the project (including but not limited to computational, digital,
scholarly, editorial, bibliographical, historical, geographical,
textual, financial, and managerial skills).
- The Project Director and Project Manager ensure that participants
have appropriate time and opportunity to report on their work, raise
questions, and contribute to discussion of issues in team meetings.
The Project Manager calls for agenda items in advance of meetings
and pre-circulates the agenda. The Project Director chairs team
meetings.
- The Project Director makes sure that the person most qualified to
address an issue is the one to lead the discussion. For example, the
expert on documentation will address documentation questions/issues,
unless they ask for support in the matter.
- Student success—academic and professional—is key to the project’s success.
- MoEML accommodates students’ interests in particular skills
through flexibility in role distribution.
- MoEML ensures that learning opportunities are offered equally to
all team members.
- MoEML prioritizes the education of student team members. In cases
of a conflict between the requirements of their education (classes,
urgent deadlines, meetings with professors or TAs) and the
requirements of their work, MoEML encourages students to prioritize
their schooling.
- Research assistants have a right to be treated equitably and fairly.
- The Project Director offers equitable rates of pay, matching or
exceeding the
[CUPE 4163](https://www.uvic.ca/hr/assets/docs/cupe-4163-component-1--2-ta-appendix---academic--scientific-assistants---2019-2021.pdf) negotiated rates.
- MoEML assigns roles based on people’s skills, expertise, and
desire to obtain new skills. No person is given a task or role
because of gender, race, sexual orientation, or status in the
university hierarchy.
- Team members treat each other with respect.
- The Project Director monitors the team to make sure no one person
manages or directs
other team members, unless specifically required to do so by their
job description.
- MoEML asks team members to address each other respectfully.
- MoEML asks team members to give respectful and constructive
feedback. Feedback and commentary are not opportunities to shame
people or abuse one’s position in the university’s hierarchy.
- MoEML asks team members to call people by their preferred names
and pronouns.
- The Project Director checks in privately with BIPOC team members,
international student team members, and junior team members
periodically.
- MoEML is attentive to the mental health and well being of team members.
- MoEML encourages team members to take care of their health and
family first, their studies second, and their job third.
- MoEML recognizes that mental health issues are an invisible
challenge and that it can be difficult to ask for help. Team members
may speak to the Project Director in confidence and do not have to
give details of their situation unless they wish to.
- Team members have the right to have their mental health needs be
respected.
- MoEML works with the team to reset priorities and reassign tasks
when a person needs to take time off work.
- Team members have the right to ask for accommodations to support them in
their work.
- MoEML does not have designated funding for accommodations but
supports accommodations for student team members when they can be
funded by or obtained from the University of Victoria.
- The Project Director works with student team members and the
[Centre for Accessible
Learning](https://www.uvic.ca/services/cal/) (CAL) to determine what accommodations are
necessary.
- The Project Director turns first to CAL to acquire the necessary
support and technologies.
- When CAL cannot provide what is needed, the Project Director will
work with the student team member, the Humanities Computing and
Media Centre (HCMC), the Faculty of Humanities (HUMS), and the
University of Victoria Libraries to address the accommodation
requirements.
- Where necessary and feasible and when funding opportunities exist,
the Project Director will submit applications to relevant funding
bodies or to university offices for funding to purchase the adaptive
tools, technologies, and infrastructure needed to accommodate a team
member.
- MoEML honours different ways of working.
- Team members can choose to work independently, in pairs, or in
groups, within the requirements of the project’s current objectives
and tasks.
- The Project Director and Project Manager work with team members at
UVic to determine the best place of work. Some students will prefer
to work on a bookable workstation in HCMC, while others will prefer
to work on their own laptops or desktops in another location.
- Lack of technology is not a barrier to working for MoEML. Team
members who need to work outside of the HCMC or remotely but do not
have a laptop or desktop should speak with the Project Director to
make the appropriate arrangements to borrow a laptop and/or install
software, as long as the project has the capacity and funding to
provide hardware and software.
- Team members have the right to privacy and confidentiality.
- Every team member is asked to respect and keep confidential any
other team member’s confidential disclosures.
- MoEML does not require team members to divulge any aspect of their
lived experience. If they do choose to divulge any part of it, other
MoEML team members will acknowledge and respect their lived
experience.
- MoEML does not require team members to disclose details of mental
health, physical health, or other personal situations. If they do,
the Project Director will treat their disclosure as confidential,
except as indicated in the next item.
- The Project Director has a duty of care to student team members
and must report to the appropriate campus authorities threats to
self, threats to others, abuse of minors, and abuse of power.
- MoEML is part of a larger institutional ecosystem.
- MoEML is bound by the equity and diversity policies of the
University of Victoria in all its dealings with UVic students,
staff, and faculty, including but not limited to the policies listed
[here](https://www.uvic.ca/equity/about/policies/index.php).
- The Project Director seeks advice from the Graduate Advisor, the
Associate Dean of Research, the Department of English Equity Committee,
and/or
[Equity
& Human Rights (EQHR)](https://www.uvic.ca/equity/index.php) when necessary.
- All UVic team members have access to the services of the
[Office of the Ombudsperson](https://www.uvic.ca/universitysecretary/senate/appeals/ombudsperson/index.php).
On Giving Credit
- All team members and contributors—regardless of their disciplinary
backgrounds and career stages—have the right to have their scholarship and
labour acknowledged equally and truthfully.
- We give credit where credit is due, in keeping with the
[Collaborators’ Bill of Rights](https://hcommons.org/deposits/item/hc:31187/) and [Student Collaborators’ Bill of Rights](https://humtech.ucla.edu/news/a-student-collaborators-bill-of-rights/).
- We do not consider any labour to be mechanical; all labour is
critical and worthy of acknowledgement.
- MoEML does not distinguish between paid and unpaid labour.
- Every contribution to the project, whether that contribution
consists of markup, one or multiple files, an edition, an anthology,
and/or development work on the platform, is credited and
acknowledged.
- MoEML team members and contributors take intellectual
responsibility for their work, both before and after peer
review.
- MoEML team members and contributors cite their sources accurately,
tag quoted material appropriately (with quotation marks in untagged
drafts and with the quote element in marked-up files), and
indicate when they are paraphrasing from source material.
- MoEML gives credit to peer reviewers when they choose to be named
and acknowledged.
- When MoEML team members deliver conference papers or write
publications together, we list the authors in alphabetical order,
unless there is reason to list them otherwise. Such reasons include
an author writing the bulk of the manuscript and others contributing
smaller sections. Note that first authorship is earned only when
said author did most of the work (writing, revisions, and
editing).
- Academic seniority is not a reason for first authorship.
- If the contributions are equal and alphabetical order would
normally make the senior scholar first author, the senior scholar
may choose to be second or subsequent author for the benefit of
their students or early career colleagues.
- Clear and complete metadata is key to the project’s commitment to
giving credit where credit is due
.
- MoEML gives granular credit at the level of the XML file, on the
[Team page](team.xml), and in the team member
or contributor’s entry in the Personography (PERS1.xml), as is
appropriate for the nature of the work.
- MoEML ensures that all team members and contributors have an entry
in the project’s
[Personography
(PERS1.xml)](PERS1.xml) with a unique identifier.
- MoEML ensures that all team members and contributors have an
opportunity to write a bio-bibliographical note in their
Personography entry that they can update as they work on the
project. The bio-bibliographical note may contain a standard
academic narrative of qualifications and publications; links to a
personal website(s), academic profile(s), and/or publications; and a
narrative statement about the contributor’s contributions to the
project. Each team member and contributor has the right to write
this note and determine what to highlight about their contributions
to the project. Team members and early career contributors are
particularly encouraged to keep their bio-bibliographical notes
up-to-date.
- Team members add their roles and responsibilities to an XML file
by adding a respStmt element and corresponding children
(resp and name) in the file’s
titleStmt section. For detailed documentation on adding
a respStmt, see
[Responsibility Statements](encode_teiHeader.xml#encode_teiHeader_respStmt).
- MoEML uses the
[Library of Congress MARC Code List for Relators](https://www.loc.gov/marc/relators/) to
describe roles when there is congruence between the MoEML role and a
role defined in the MARC list (found at [https://www.loc.gov/marc/relators/relaterm.html](https://www.loc.gov/marc/relators/relaterm.html)). Given
the ubiquity of MarcRelators in metadata, the project uses these
codes to align with the standards of the fields and disciplines to
which the project contributes. Where there is no MARC relator to
describe a MoEML role, the project will create a custom value
following the pattern set by the Library of Congress. In cases where
we cannot find a code that corresponds to a certain role for the
project, MoEML will propose a new potential MARC relator to the
Library of Congress.
- Team members who undertake more than one role on a file give
themselves multiple respStmt elements, one for each
role.
- Team members add change elements to the
revisionDesc element every time they make substantial
changes to a file. The contents of the change elements
remain in the file’s metadata as a record of the amount and nature
of the work that a team member has done in a particular file. The
change element supplements the information that can be
captured in the respStmt.
- MoEML asks all contributors to follow the principles and practices
set out in this
On Giving Credit
section of [Project Ethos](ethos.xml), especially those
practices pertaining to students.
- MoEML encourages contributors not working in TEI or Oxygen to
create a metadata section at the top of their files, listing
research assistant(s) author(s), intellectual contributors,
reviewer(s), date(s) of creation, and revision history for everyone
who contributed in any way to the creation of the content. This
information will be translated by team members into
respStmt elements and change elements when the
file is encoded.
- MoEML provides appropriate training to new team members on the
project’s crediting policy and practices. Minor changes to practice
are conveyed to team members by a shared communication channel and
immediately added to project documentation. Substantial changes to
practice are conveyed via training sessions for team members as well
as through project documentation.
- MoEML is committed to giving credit to developers and designers, whose
work makes the entire project possible.
- Developers add their roles and unique identifiers to the top of
xsl files
- Developers and designers are encouraged to document their work in
their bio-bibliographical note.
- MoEML acknowledges developers and designers in publications if
their ideas inform the argument made in the publication, even if the
developer or designer has not been involved in the process of
writing up the ideas for the publication. MoEML’s position is that
the publication would not be possible without the developer and/or
designer.
- MoEML lists developers and designers on the
[Team](team.xml) page.
On Conflict Resolution
- Respectful, supportive, and constructive communication amongst team
members is key to the project’s success.
- MoEML treats disagreements as opportunities for the project to
grow and develop.
- MoEML treats misunderstandings as opportunities for the team
members to write clearer documentation.
- MoEML appreciates diversity in opinion and methodology as drivers
of innovation.
- MoEML encourages team members to share conflicting opinions in a
respectful way. All involved parties should also respond in an open
and respectful way.
- Team members have the right to be treated equitably in cases of conflict.
- While MoEML encourages parties involved in conflict to address
the conflict directly with each other, MoEML also acknowledges that
direct address is sometimes not possible. If power dynamics affect
one or more of the people involved and make them vulnerable, then
they are encouraged to seek support from the Project Director and/or
(if the parties are UVic staff, faculty, or students) the
appropriate people and offices on campus.
- MoEML holds a vote when there are multiple, irreconcilable
positions on a certain issue. The results of the vote are binding,
regardless of the academic status of the team members proposing the opposing
views.
- Team members have the right to follow UVic’s established policies and
procedures on conflict resolution. MoEML follows UVic’s policies and procedures on conflict
resolution. Procedures are divided into 7 categories:
Student-Faculty, Student-Staff, Student-Student, Faculty-Staff,
Faculty-Faculty, Staff-Staff, and Project Management-Research
Assistant. For all student conflicts, the student can choose to
visit the
[Office of the
Ombudsperson](https://uvicombudsperson.ca/) at UVic.
- Student-Faculty/Staff
- A student seeking support is encouraged to speak
first to the Project Director, who will work with
them on the appropriate process. If the Project
Director needs to speak to the faculty/staff member
in question, they will maintain the student’s
anonymity and respect confidentiality, unless
otherwise requested by the student. The Project
Director may suggest that a graduate-student team
member consult the following people, in the order
listed, if/when necessary, as proposed in section
3.1 of the
[UVic Graduate Supervision Policy](https://www.uvic.ca/graduatestudies/assets/docs/pdfs/policies/graduate-supervision-policy.pdf):
their supervisor(s), supervisory committee
member(s), Graduate Advisor, Head of the academic
unit, Associate Dean of Graduate Studies, and the
Dean of Graduate Studies, until the issue is
resolved
.
- A faculty/staff member seeking support is
encouraged to speak to the Project Director, who
will work with them on the appropriate process, or
liaise with the student regarding the issue flagged.
Note that MoEML is a project that focuses on
training students and supporting them in their
academic and professional careers. The Project
Director and the faculty/staff member are encouraged
to use such opportunities as a teaching moment for
all involved, with the student’s best interests in
mind.
- Student-Student
- If Student A has an issue with Student B, Student
A is encouraged to approach Student B first, doing
so respectfully and collegially. If approaching
Student B is not an option or the conflict persists,
Student A is encouraged to speak with the Project
Manager. (Historically, MoEML’s project managers are
recent graduates and understand the UVic student
experience.) The Project Manager will confidentially
and respectfully address the issue with Student B,
in a way that does not expose Student A or
exacerbate the issue at hand. If Student A is not
comfortable speaking to the Project Manager, then
they can speak to the Project Director who will
address the issue confidentially and respectfully.
If the Project Director sees it as a teaching moment
for the team, then they may choose to use this
opportunity for everyone’s benefit, though
confidentially and with no reference to Student A or
Student B, nor to the specifics of the case to
maintain the anonymity of both parties.
- Faculty-Staff
- Faculty and staff members are encouraged to
approach their colleagues first, respectfully and
collegially, in an honest attempt to resolve
conflicts and misunderstandings. If the conflict
remains, then the person reaching out is encouraged
to speak to the Project Director, who will address
the issue respectfully and confidentially.
- Faculty-Faculty
- Faculty members are encouraged to approach their
colleagues first, respectfully and collegially, in
the case of a conflict, in an honest attempt to
resolve any issues and misunderstandings. If the
conflict remains, then the person reaching out is
encouraged to speak to the Project Director, who
will address the issue respectfully and
confidentially. Faculty may also choose to speak
with the Faculty of Humanities Associate Dean of
Research for the resolution of their conflicts and
misunderstandings, especially if other approaches do
not address the issues in question.
- Staff-Staff
- Staff members are encouraged to approach their
colleagues first, respectfully and collegially, in an
honest attempt to resolve any conflicts and
misunderstandings. If the conflict remains, then the
person reaching out is encouraged to speak to the
Manager of HCMC, who will address the issue
respectfully and confidentially. If the conflict
persists, staff may want to speak to the Project
Director to seek resolution. Staff may also choose
to speak with Human Resources for the resolution of
their conflicts and misunderstandings, especially if
other approaches do not address the issues in
question.
- Project Management (Project Director/Project Manager/Lead
Programmer)-Research Assistant
- Research assistants are encouraged to speak first
to the Project Director, who will work with them to
determine the appropriate process. If the Project
Director needs to speak to the project management
member in question, they will maintain the student’s
anonymity and respect confidentiality. If the
Project Director is involved in the conflict, then a
graduate research assistant is encouraged to consult
the following, in the order in which listed, if/when
necessary, as proposed in section 3.1 of the
[UVic Graduate Supervision Policy](https://www.uvic.ca/graduatestudies/assets/docs/pdfs/policies/graduate-supervision-policy.pdf):
starting with their supervisor(s),
supervisory committee member(s), Graduate Advisor,
Head of the academic unit, Associate Dean of
Graduate Studies, and the Dean of Graduate
Studies, until the issue is
resolved
.
- When a project management member seeks to resolve
a conflict, they are invited to speak to the
research assistant in question, respectfully and
collegially. Note that MoEML is a project that
focuses on training students and supporting them in
their academic and professional careers. That said,
the project management members are encouraged to use
such opportunities as a teaching moment for all
involved, with the student’s best interests in
mind.
On Hiring
- Candidates have the right to be given equal opportunity and not be
discriminated against based on their social or cultural backgrounds, race,
gender, or sexual orientation.
- Candidates have a right to clearly know the requirements and expectations
for positions in job postings.
- MoEML outlines all requirements and expectations in job
postings.
- The selection process begins with the consideration of candidates’
eligibility based on the outlined requirements.
- Shortlisted candidates have a right to be interviewed so they are
given an opportunity to discuss qualities and qualifications that were not conveyed in the
application, as well as how they would fit within the various MoEML
teams and groups.
- The Project Director conducts interviews with the selected
candidates. Where feasible, the grant co-applicant will also
meet and interview the candidates, before the hiring is
finalized.
- All interviewees for a position are asked the same set of
questions.
- The interviewers time for the interviewee to
ask questions about the project, the team, the working
environment, and other issues. The interviewers will
address these questions sincerely and accurately.
- The Project Director ensures that candidates are notified
of the outcome of the interview in a timely fashion. Offers
and rejection letters will be distributed once a decision is
made.
- Given the pedagogical nature of the project, the Project
Director is open to discussing the interview questions and
answers with applicants—after the decision is made—as an
opportunity for them to learn from the process as they move
forward in their careers.
- All team members, but particularly returning team members starting
a new contract, have the right to work collaboratively with the
Project Director to co-create their contract.
- The Project Director works with team members to
write a contract that works for MoEML and the team
member. To that end, the objectives and outcomes
sections of the contract are tailored to the team
member, so that they can identify their areas of interest
and the skills they are interested in learning.
Once the Project Director and the team member are both
satisfied with the contract, the Project Director and
team member sign the contract, a copy of which is retained
by the team member as a reference for their work.
- The contract is renegotiable at the end of the agreed-upon
term. (See
[Training and Work Practices
Contract](moeml_contract.xml).)
Resources and UVic Policies
[UVIC Human Rights, Equity, and Fairness](https://www.uvic.ca/universitysecretary/assets/docs/policies/GV0200_1105_.pdf)
[Discrimination and Harassment Policy](https://www.uvic.ca/universitysecretary/assets/docs/policies/GV0205_1150_.pdf)
[Sexualized Violence Prevention and Response Policy](https://www.uvic.ca/universitysecretary/assets/docs/policies/GV0245.pdf)
[Academic Accommodation and Access for Students with
Disabilities](https://www.uvic.ca/universitysecretary/assets/docs/policies/AC1205_2340_.pdf)
[Policy of Prevention of Violence in the Workplace](https://www.uvic.ca/universitysecretary/assets/docs/policies/SS9120_6105_.pdf)
- Relevant
[SSHRC policies](https://www.sshrc-crsh.gc.ca/home-accueil-eng.aspx)
[UVIC’s Protection of Privacy Policy](https://www.uvic.ca/universitysecretary/assets/docs/policies/GV0235.pdf)
[Privacy and
Access to Information Office](https://www.uvic.ca/vpfo/departments/privacy/)
[UVic Wellness Centre](https://www.uvic.ca/students/health-wellness/student-wellness-centre/index.php)
[UVic Equity and Human
Rights](https://www.uvic.ca/equity/)
[CUPE Pay rates](https://www.uvic.ca/hr/assets/docs/cupe-4163-component-1--2-ta-appendix---academic--scientific-assistants---2019-2021.pdf)
[BC’s Freedom of Information and Protection of Privacy Act](https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/96165_00)
[LOC MARC
Code List for Relators](https://www.loc.gov/marc/relators/relaterm.html)
[Collaborators’
Bill of Rights](https://hcommons.org/deposits/item/hc:31187/)
[Student Collaborators’ Bill of Rights](https://humtech.ucla.edu/news/a-student-collaborators-bill-of-rights/)
[Postdoctoral Bill of Rights](https://hcommons.org/deposits/objects/hc:26742/datastreams/CONTENT/content)
[Faculty of Graduate Studies Graduate Supervision Policy](https://www.uvic.ca/graduatestudies/assets/docs/pdfs/policies/graduate-supervision-policy.pdf) (1.5:
To identify appropriately (including through co-authorship) the
contributions of all person who may an intellectual or other substantive
contribution to publications, conference presentations, exhibitions or
other disseminations of scholarly works in a fashion appropriate for the
field of study
. Also see 3: Student and Faculty
Resources)
[Conflicts of Interest in StudentFaculty Relationships](https://www.uvic.ca/universitysecretary/assets/docs/policies/AC1200_1320_.pdf)