Common use of Policy Guidelines Clause in Contracts

Policy Guidelines. As stated in the preamble, the Board of Governors of Lakehead University believes that all members of the University community have the right to study, to work, and to live in an environment free from harassment and discrimination including, but not limited to, any or all that are based on the prohibited grounds of the Ontario Human Rights Code. To provide an environment that supports the University's goals and the dignity and self-esteem of its members, the University's policy constitutes the following: 1) Behaviour from members of the University community that constitutes harassment or discrimination on any of the prohibited grounds as set out in the Ontario Human Rights Code shall not be tolerated. 2) Individuals who believe they have been harassed or discriminated against shall have the right to complain and receive due process under this Policy. 3) Complaints of harassment and discrimination should be directed to the Harassment and Discrimination Coordinator. However, it is recognized that some individuals may wish to complain initially to their supervisor or, in the case of students, to a staff or faculty member. When complaints are initiated at this level, the supervisor, staff, or faculty member shall maintain confidentiality and encourage the complainant to talk with the Harassment and Discrimination Coordinator. It is also the responsibility of the supervisor, staff or faculty member to notify the Coordinator immediately of the nature of the complaint without naming the complainant and the alleged respondent and to consult with the Coordinator about any necessary action or documentation. 4) The scope of harassment and discrimination shall extend to include the poisoned environment and appropriate concerns of a systemic nature. 5) Each member of the University community is responsible for helping to create an environment that is free from harassment and discrimination. It is the University’s objective to make the University community aware of what constitutes harassment and discrimination and the procedures that are in place for dealing with allegations of harassment and discrimination, and understands their responsibility to cooperate in the processing of complaints made under this procedure. All supervisors, both academic and staff, shall seek to create an environment free of harassment and discrimination within their area of responsibility. Supervisors will not condone or ignore activities within their areas of responsibility that violate the rights of students, faculty or staff. Supervisors are expected to make those for whom they have responsibility aware that any form of harassment and discrimination is prohibited; and to ensure that any complaints will be attended to promptly and effectively. 6) Harassment and discrimination are serious offenses and individuals found to have perpetrated such offenses may be required to attend training or be subject to disciplinary action ranging from a verbal apology to dismissal or expulsion. 7) Each member of the University community shall be made aware of this Policy and his/her rights and obligations under the Policy. 8) Individuals who are party to a complaint shall be entitled to confidentiality subject to the conditions of the complaints procedures. University personnel having access to information relating to a complaint of harassment and/or discrimination must hold such information in confidence. However, University personnel shall act and, if necessary, break confidentiality in cases that involve imminent danger, when an institutional response is warranted or when otherwise required by law. 9) The Harassment and Discrimination Coordinator shall maintain records of informal complaints for the purpose of statistical reporting. Such records shall not identify the alleged respondent(s). The Coordinator shall compile a single, complete file on a formal complaint and shall maintain this file for seven (7) years. All records of the complaint placed in any other file for disciplinary purposes shall be in accordance with University policies, practices and respective collective agreements. 10) Complaints will be dealt with expediently, fairly and effectively. 11) When appropriate, an individual will be advised of options to pursue a complaint through an informal resolution process. However, this does not preclude an individual's right to proceed directly to a formal complaint. 12) During formal investigation or a complaint, the Harassment and Discrimination Coordinator shall not be called as a witness related to information released to her/ him through her/his duties under this policy. 13) A third party who has been engaged in facilitation under the informal process, under this policy shall not be called as a witness in any subsequent formal investigation nor be required to produce notes taken at a facilitation process. 14) Vexatious complaints are not condoned and individuals creating such complaints may be subject to disciplinary action. 15) A reprisal or threat of reprisal against a complainant or against a person involved in the complaint process, whether the complaint is substantiated or not, may result in disciplinary action. 16) Visitors to the University or contractors engaged by the University will be expected to adhere to this Policy. 17) A person's right to equal treatment without discrimination is not infringed by the establishment of a special program. The University may implement a special program to relieve hardship or economic disadvantage, assist disadvantaged persons or groups to achieve or attempt to achieve equal opportunity, and/or to contribute to the elimination of discrimination prohibited by the Ontario Human Rights Code.

Policy Guidelines. As stated in the preamble, the Board of Governors of Lakehead University believes that all members of the University community have the right to study, to work, and to live in an environment free from harassment and discrimination including, but not limited to, any or all that are based on the prohibited grounds of the Ontario Human Rights Code. To provide an environment that supports the University's goals and the dignity and self-esteem of its members, the University's policy constitutes the following: 1) Behaviour from members of the University community that constitutes harassment or discrimination on any of the prohibited grounds as set out in the Ontario Human Rights Code shall not be tolerated. 2) Individuals who believe they have been harassed or discriminated against shall have the right to complain and receive due process under this Policy. 3) Complaints of harassment and discrimination should be directed to the Harassment and Discrimination Coordinator. However, it is recognized that some individuals may wish to complain initially to their supervisor or, in the case of students, to a staff or faculty member. When complaints are initiated at this level, the supervisor, staff, or faculty member shall maintain confidentiality and encourage the complainant to talk with the Harassment and Discrimination Coordinator. It is also the responsibility of the supervisor, staff or faculty member to notify the Coordinator immediately of the nature of the complaint without naming the complainant and the alleged respondent and to consult with the Coordinator about any necessary action or documentation. 4) The scope of harassment and discrimination shall extend to include the poisoned environment and appropriate concerns of a systemic nature. 5) Each member of the University community is responsible for helping to create an environment that is free from harassment and discrimination. It is the University’s 's objective to make the University community aware of what constitutes harassment and discrimination and the procedures that are in place for dealing with allegations of harassment and discrimination, and understands their responsibility to cooperate in the processing of complaints made under this procedure. All supervisors, both academic and staff, shall seek to create an environment free of harassment and discrimination within their area of responsibility. Supervisors will not condone or ignore activities within their areas of responsibility that violate the rights of students, faculty or staff. Supervisors are expected to make those for whom they have responsibility aware that any form of harassment and discrimination is prohibited; and to ensure that any complaints will be attended to promptly and effectively. 6) Harassment and discrimination are serious offenses and individuals found to have perpetrated such offenses may be required to attend training or be subject to disciplinary action ranging from a verbal apology to dismissal or expulsion. 7) Each member of the University community shall be made aware of this Policy and his/her rights and obligations under the Policy. 8) Individuals who are party to a complaint shall be entitled to confidentiality subject to the conditions of the complaints procedures. University personnel having access to information relating to a complaint of harassment and/or discrimination must hold such information in confidence. However, University personnel shall act and, if necessary, break confidentiality in cases that involve imminent danger, when an institutional response is warranted or when otherwise required by law. 9) The Harassment and Discrimination Coordinator shall maintain records of informal complaints for the purpose of statistical reporting. Such records shall not identify the alleged respondent(s). The Coordinator shall compile a single, complete file on a formal complaint and shall maintain this file for seven (7) years. All records of the complaint placed in any other file for disciplinary purposes shall be in accordance with University policies, practices and respective collective agreements. 10) Complaints will be dealt with expediently, fairly and effectively. 11) When appropriate, an individual will be advised of options to pursue a complaint through an informal resolution process. However, this does not preclude an individual's right to proceed directly to a formal complaint. 12) During formal investigation or a complaint, the Harassment and Discrimination Coordinator shall not be called as a witness related to information released to her/ him through her/his duties under this policy. 13) A third party who has been engaged in facilitation under the informal process, under this policy shall not be called as a witness in any subsequent formal investigation nor be required to produce notes taken at a facilitation process. 14) Vexatious complaints are not condoned and individuals creating such complaints may be subject to disciplinary action. 15) A reprisal or threat of reprisal against a complainant or against a person involved in the complaint process, whether the complaint is substantiated or not, may result in disciplinary action. 16) Visitors to the University or contractors engaged by the University will be expected to adhere to this Policy. 17) A person's right to equal treatment without discrimination is not infringed by the establishment of a special program. The University may implement a special program to relieve hardship or economic disadvantage, assist disadvantaged persons or groups to achieve or attempt to achieve equal opportunity, and/or to contribute to the elimination of discrimination prohibited by the Ontario Human Rights Code.

Policy Guidelines. As stated in the preamble, the The Board of Governors of Lakehead University believes that all members of the University community have the right to study, to work, and to live in an environment free from harassment and discrimination including, but not limited to, on any or all that are based on of the prohibited grounds of the Ontario Human Rights Code. To provide an environment that supports the University's goals and the dignity and self-self- esteem of its members, it is the University's policy constitutes the followingthat: 1) Behaviour 3.1 It will not tolerate behaviour from members of the University community that constitutes harassment or discrimination on any of the prohibited grounds as set out in the Ontario Human Rights Code shall not be toleratedCode. 2) 3.2 Individuals who believe they have been harassed or discriminated against against, shall have the right to complain and receive due process under this Policy. 3) 3.3 Complaints of harassment and discrimination should be directed to the Harassment and Discrimination CoordinatorOfficer. However, it is recognized that some individuals may wish to complain initially to their supervisor or, in the case of students, to a staff or faculty member. When complaints are initiated at this level, the supervisor, staff, staff or faculty member shall maintain confidentiality and encourage the complainant to talk with the Harassment and Discrimination CoordinatorOfficer. It is also the responsibility of the supervisor, staff or faculty member to notify the Coordinator Officer immediately of the nature of the complaint without naming the complainant and the alleged respondent and to consult with the Coordinator Officer about any necessary action or documentationaction. 4) 3.4 The scope of harassment and discrimination shall extend to include the poisoned environment and appropriate concerns of a systemic nature. 5) 3.5 Each member of the University community is responsible for helping to create an environment that is free from harassment and discrimination. It is the University’s objective to make the University community aware of what constitutes harassment and discrimination and the procedures that are in place for dealing with allegations of harassment and discrimination, and understands their responsibility to cooperate in the processing of complaints made under this procedure. All supervisors, both academic and staff, shall seek to create an environment free of harassment and discrimination within their area of responsibility. Supervisors will not condone or ignore activities within their areas of responsibility that violate the rights of students, faculty or staff. Supervisors are expected to make those for whom they have responsibility aware that any form of harassment and discrimination is prohibited; and to ensure that any complaints will be attended to promptly and effectively. 6) 3.6 Harassment and discrimination are serious offenses and individuals found to have perpetrated such offenses may be required to attend training or be subject to disciplinary action ranging from a verbal apology to dismissal or expulsion. 7) 3.7 Each member of the University community shall be made aware of this Policy and his/her rights and obligations under the Policy. 8) 3.8 Individuals who are party to a complaint shall be entitled to confidentiality subject to the conditions of the complaints procedures. University personnel having access to information relating to a complaint of harassment and/or discrimination discrimination, must hold such information in confidence. However, University personnel shall act and, if necessary, break confidentiality in cases that involve imminent danger, when where an institutional response is warranted or when where otherwise required by law. 9) 3.9 The Harassment and Discrimination Coordinator Officer shall maintain records of informal complaints for the purpose of statistical reporting. Such records shall not identify the alleged respondent(s). The Coordinator Officer shall compile a single, complete file on a formal complaint and shall maintain this file for seven (7) years. All records of the complaint placed in any other file for disciplinary purposes shall be in accordance with University policies, practices and respective collective agreements. 10) 3.10 Complaints will be dealt with expedientlyquickly, fairly and effectively. 11) 3.11 When appropriate, an individual will be advised of options encouraged to pursue a complaint through an informal resolution process. However, this does not preclude an individual's right to proceed directly to a formal complaint. 12) 3.12 During formal investigation or of a complaint, the Harassment and Discrimination Coordinator Officer shall not be called as a witness related to information released to her/ him through her/his duties under this policywitness. 13) 3.13 A third party who has been engaged in facilitation under the informal process, under this policy process shall not be called as a witness in any subsequent formal investigation nor be required to produce notes taken at a facilitation process. 14) 3.14 Vexatious complaints are not condoned and individuals creating such complaints may be subject to disciplinary action. 15) 3.15 A reprisal or threat of reprisal against a complainant or against a person involved in the complaint process, whether the complaint is substantiated or not, may result in disciplinary action. 16) 3.16 Visitors to the University or contractors engaged by the University will be expected to adhere to this Policy. 17) 3.17 A person's right to equal treatment without discrimination is not infringed by the establishment of a special program. The University may implement a special program to relieve hardship or economic disadvantage, assist disadvantaged persons or groups to achieve or attempt to achieve equal opportunity, and/or to contribute to the elimination of discrimination prohibited by the Ontario Human Rights Code.