Conrad Hewitt(519) 884-8111, ext. 28228
"All members of the University have the right to work in
an atmosphere that encourages free and active intellectual
and scholarly discussion on a wide range of topics. They
also have the responsibility to provide an inclusive and
tolerant work [residence] and study atmosphere and to
treat each other with respect."
St. Jerome's University has developed a Faculty, Staff, and Student Grievance Policy to deal with issues of harassment, discrimination and unfair employment practices. This policy is in accordance with the Ontario Human Rights Code which prohibits discrimination "based upon race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, disability, age, marital status, family status, the receipt of public assistance, record of provincial offenses or pardoned federal offenses."
What Is Harassment?
Harassment refers to "a series of offensive comments or actions related to one or more of the prohibited grounds [under the Ontario Human Rights Code] that are known or might reasonably be known to be unwelcome, unwanted, offensive, intimidating, hostile, or inappropriate."
Sexual Harassment, Specifically, "Includes, but is not limited to:
* any advances of a sexual nature by a person who knows, or ought reasonably to know, that such advances are unwanted.
* an expressed or clearly implied promise of reward or reprisal for complying or failing to comply with a sexually-oriented request.
* sexually-oriented behaviour or remarks, including sexist remarks, which might reasonably be perceived to create an offensive or hostile atmosphere for work, study, or recreation."
What Are Unfair Employment Practices?
Such practices are related to one's working conditions and environment. They may include, for example, uneven or unfair workload, or wrongful dismissal.
What Is Discrimination?
Discrimination refers to "action(s) or behaviour(s) that results in the unfavourable or adverse treatment or preferential treatment related to the prohibited grounds [under the Ontario Human Rights Code]. [It] includes prejudicial or differential treatment such as refusal to provide goods, services or facilities, exclusion from employment or employment benefits, refusal to work with, teach, or study with someone, failure to make reasonable efforts to provide physical access."
Where To Go For Help
St. Jerome's University's Grievance Policy was developed to provide you with several options for dealing with a grievance. The University has Grievance Advisors who are available to provide confidential counselling and advice on how to resolve a grievance. The advisors will be able to help you determine an appropriate course of action. Such actions may include writing a letter, seeking mediation, or lodging a formal complaint.
The current Grievance Advisors are: Carol Acton and Fr. Jim Link.
Education and Advisory Services
The policy also recognizes the importance of education in preventing and addressing grievance concerns. A Grievance Committee, which can be contacted through one of the Grievance Advisors, is available to come into your classroom, department, residence or student group to facilitate a workshop on what grievance entails, how the policy works, harassment, or other human rights issues. It can also provide reference material dealing with these issues.
Procedures and Guidelines
Procedures under this policy are to be guided by principles of fairness and compassion toward both parties. Confidentiality will be maintained except where disclosure is required by this policy or law.
Whenever possible, complaints will be resolved through an informal process which may be mediated by the Grievance Advisor or Alternate Advisor. If the informal process fails to resolve the issue, a formal complaint can be initiated. Formal complaints are directed through the Advisor or Alternate Advisor to the Dean of the University, who will then convene the Grievance Committee. An investigation into the complaint will be made, and recommendations that follow may range from complete exoneration of the accused to severe disciplinary action. The committee may also recommend that any decision concerning the complaint, such as a grade or a promotion, be reconsidered. Appeal procedures are available to both parties.
What You Can Do On Your Own
* Tell the person as clearly, firmly, and directly as you can that that person's behaviour is offensive and that you want it to stop immediately. This communication can be in person or through a letter.
* Refuse to blame yourself. Someone else's behaviour is not your responsibility or fault.
* Don't pretend it isn't happening. It most likely will not go away.
* Talk to a friend who will listen to you and support you.
* Talk to a don, staff, or faculty member.
* Write down what is happening. Carefully document the dates, times, locations, witnesses, and details of all incidents.
| St. Jerome's University | Established in 1865 | Co-founder of the University of Waterloo Waterloo, Ontario, Canada | N2L 3G3 | 519 884 8110 |
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