Academic Assessments. 20.5.1 Disciplinary processes must be kept distinct from academic assessments such as those used in the processes of renewal, tenure, promotion, annual merit assessment or student evaluation. In particular,
(a) the fact that a disciplinary measure has been imposed or is contemplated cannot be considered in an academic assessment but the facts that resulted or may result in the imposition of discipline may be considered if relevant to that process;
(b) the existence of an academic assessment, or findings arising from an academic assessment cannot lead to discipline unless the steps preceding discipline provided for in this Article including notice and investigation have been followed.
21.1 The Parties to this Agreement are committed to maintaining a working and learning environment that is free from discrimination and harassment.
Academic Assessments. 20.5.1 Disciplinary processes must be kept distinct from academic assessments such as those used in the processes of renewal, tenure, promotion, annual merit assessment or student evaluation. In particular,
(a) the fact that a disciplinary measure has been imposed or is contemplated cannot be considered in an academic assessment but the facts that resulted or may result in the imposition of discipline may be considered if relevant to that process;
(b) the existence of an academic assessment, or findings arising from an academic assessment cannot lead to discipline unless the steps preceding discipline provided for in this Article including notice and investigation have been followed.
Academic Assessments. 18.5.1 Disciplinary processes must be kept distinct from academic assessments. In particular:
(a) The fact that a disciplinary measure has been imposed or is contemplated cannot be considered in an academic assessment, but the findings which resulted, or may result in the imposition of discipline may be considered if relevant to that process.
(b) The existence of an academic assessment, or findings arising from an academic assessment, cannot lead to discipline unless the steps preceding discipline provided for in this Article, including notice and investigation, have been followed.
19.1 The Parties consider harassment as described in the University’s Harassment/Discrimination Complaint Policy and Procedure (the “Policy”) to be a serious offence that violates fundamental human rights, personal dignity and integrity.
19.2 Except as hereinafter provided, the Policy applies to all Members. There shall be no amendments to the Policy insofar as it applies to the Members during the term of this Agreement without the consent of the Association.
19.3 A Member is bound by the provisions of the Policy until such time as a formal hearing has been completed and a sanction, if any, has been imposed on the Member pursuant to the provisions of the Policy.
19.4 The Member may either appeal the finding of harassment/discrimination and/or the sanction determined by the Harassment/Discrimination Complaint Board in accordance with the appeal procedures set out in the Policy or pursuant to the provisions of the grievance procedure in Article 17.
19.5 The Member shall, within ten (10) working days of the final disposition of the matter by the Harassment/Discrimination Complaint Board as set out in the Policy, advise the Secretary of the University in writing that the Member wishes to appeal and/or grieve the decision of the Harassment/Discrimination Complaint Board as to responsibility and/or sanction. In the event that a complainant seeks to appeal the decision of the Harassment/Discrimination Complaint Board as to responsibility and/or sanction, the rights of appeal or grievance of the respondent Member shall be held in abeyance pending the conclusion of the complainant’s appeal.
