Guide for Post-Secondary Institutional Policies on Sexual Violence and Harassment

Dalhousie University

“Survivor-Centric refers to an approach that, wherever possible, seeks to empower the individual who has experienced Sexualized Violence by placing their needs at the centre of decision-making related to support and response.

McGill University:

“Trauma-Informed” means an approach that respects individual dignity and autonomy during processes associated with making a Disclosure or a Report, based on an understanding of: the impact that trauma can have on behaviour, decision-making, memory, and willingness to seek services or accommodations or in reporting incidents of Sexual Violence. A Trauma-Informed approach further rejects myths and stereotypes about Sexual Violence (for example, that a person can give Consent by the way they dress or by being intoxicated) and recognizes the impact that Sexual Violence may have not just on an individual, but on communities, as well as the disproportionate impact of Sexual Violence on women, gender minorities, and persons who are racialized, Indigenous, and/or disabled. All processes under this Policy shall be Trauma-Informed.

University of Victoria

The following principles are intended to assist in the interpretation of this policy.

• 3.1 Because anyone can experience Sexualized Violence, this policy applies to all University Community members regardless of a person’s social position or position within the University structures, hierarchies, and power relations.
• 3.2 Some individuals or groups experience Sexualized Violence at higher rates. Efforts to address Sexualized Violence should be grounded in an Intersectional understanding that each person’s experience, and the relationship between those who are subject to the policy, will be affected by many factors, including but not limited to their sex; gender identity or expression; sexual identity; family status; Indigenous, racial, or ethnic background; language barrier; ability; faith; age; migration status; socioeconomic status; academic standing; as well as their position within University structures, hierarchies, and power relations.
• 3.3 Every Survivor or person who is Impacted by Sexualized Violence will engage with the University and this policy from their unique situation or position. Given existing hierarchies and power dynamics at the University, they may enter their engagement with the policy at a disadvantage.
• 3.4 Sexualized Violence does not exist or operate in isolation. Acts of Sexualized Violence can also be acts of colonial violence, racism, sexism, ableism, ageism, classism, religious intolerance, homophobia, transphobia, queer antagonism, trans antagonism, bi antagonism, and/or any other form of discrimination.
• 3.5 Sexualized Violence is a human rights violation and accordingly the principles and approaches to address Sexualized Violence must be linked to the University’s broader equity and antidiscrimination initiatives and goals.

Ryerson University

Ryerson University is a diverse community and every effort to address issues of sexual violence needs to be grounded in an understanding that each person’s experience will be affected by many factors including but not limited to sex, ancestry, race, ethnicity, language, ability, faith, age, socioeconomic status, sexual orientation, and gender identity. It must be acknowledged that acts of sexual violence can also be acts of systematic oppression, including but not limited to sexism, racism, colonialism, ableism, homophobia, and/or transphobia.

Sexual violence impacts people of all genders. The university recognizes that sexual violence is overwhelmingly committed against women, and in particular women who experience the intersection of multiple identities such as, but not limited to Indigenous women, racialized women, black women, trans women and women with disabilities. Additionally, the university recognizes that those whose gender identity and gender expression does not conform to historical gender norms are also at increased risk of sexual violence. Due to the complexities of violence experienced by people with intersecting identities, the university is committed to ensuring that its responses, prevention efforts and supports take an anti-oppressive and trauma-informed approach so that all community members can access these supports and services with care.

University of Winnipeg:

Consent: The active, ongoing, informed, knowing, and voluntary decision to engage in mutually acceptable sexual activity. More specifically:

1. Consent is active. It is not passive or silent; it must be affirmative and ongoing; it can never be assumed or implied;
2. Consent cannot be coerced through harassment, manipulation, threats, or abuse of power;
3. It is the responsibility of the person who wants to engage in the sexual activity to make sure that they have ongoing Consent from the other person(s) involved;
4. Consent to one sexual act does not constitute or imply Consent to a different sexual act;
5. Consent is required regardless of the parties’ relationship status or sexual history together;
6. Consent cannot be given by a person who is incapacitated by alcohol or drugs or who is unconscious or otherwise lacks the capacity to give Consent;
7. Impaired judgment on the part of the person accused that leads them to think or believe there was Consent is not an excuse for an act of Sexual Violence;
8. Consent can be revoked at any time by any participant;
9. There is no Consent where one person abuses a position of trust, power, or authority over another person.

McMaster University:

Unless otherwise specified in this Policy, the Policy and its provisions apply to all acts of Sexual Violence where the University has the jurisdiction to pursue, adjudicate, or take steps to safeguard the University community. All such acts of Sexual Violence are considered a violation of this Policy. The Policy applies to:

All Members of the University Community (“Community Members”)
a) Community Members include: students (graduate, undergraduate, and continuing education), staff, faculty, postdoctoral fellows, adjunct professors, visiting professors, sessional faculty, teaching assistants, clinical faculty, medical residents, volunteers, visitors, and institutional administrators and officials representing McMaster University.

All University-related activities
b) University-related activities are activities (authorized and non-authorized) that occur on University premises or on non-University premises where there is a clear nexus to the working or learning environment at the University; and

All instances of Sexual Violence
c) all instances of Sexual Violence that have occurred or are occurring during University-related activities.

University of Regina:

This policy applies to any person under the University’s direction or who has a relationship with the University and who subjects a student, employee or any other member of the University community to sexual violence/misconduct in the context of a University matter, whether the sexual violence/misconduct is alleged to have occurred on or off University property. This includes: (i) students; (ii) employees (faculty, staff, and student employees); (iii) persons who teach and conduct research at the University; (iv) members of the Senate, Board of Governors or other committees of the University; (v) visitors, guests, coaches, clients, customers, suppliers, and volunteers; and (vi) contractors, subcontractors and/or their employees and any persons under contract to the University.

Dalhousie University:

[T]his Policy applies only when the alleged incident of Sexualized Violence occurs, whether the alleged incident occurs on or off campus, and through any medium:

1. In the course of University-related programs, operations, or activities (including, but not limited to, classes, non-credit courses, co-op work placements, and field/practicum placements);
2. Using university-owned or run property or equipment (including, but not limited to, telephones, computers, and computer networks);
3. While participating in university-sponsored activities, events or organizations (including but not limited to field trips, athletic team road trips, conferences or training events, social functions); or
4. In the context of non University activities where the conduct has a material negative impact on the University Community Member’s living, learning and / or working environment.

Concordia University:

Concordia acknowledges that the decision to report an incident of Sexual Violence is a difficult one that can take time to reach. Therefore, there is no time limit for making a Complaint of Sexual Violence or misconduct. Complainants should be aware, however, that significant delays in reporting may negatively affect the University’s ability to collect evidence and to act upon it, especially if the Respondent has since left the University.

Ryerson University:

In the event that a conflict arises between the provisions of this policy and any relevant collective agreement, the terms of the collective agreement prevail.

University of British Columbia:

11.1 If a Director or staff member of the Sexual Violence Prevention and Response Office, the Director of Investigations, an Investigator, or a UBC authority empowered to impose discipline has a real or apparent conflict of interest in an Investigation, or where there exists a reasonable apprehension of bias, that individual will not continue to be involved in the Investigation and UBC will appoint an appropriate individual to act in that role for the purposes of that Investigation.

Lakehead University:

What to do if you receive a Disclosure

8.5.1. A University Community Member who receives a Disclosure should be respectful and supportive, provide assistance as appropriate, and encourage the individual to visit the Office of Human Rights and Equity to explore possible supports, services and accommodations as well as complaint options. The University Community Member who receives the Disclosure should maintain strict confidentiality with respect to that Disclosure unless there are reasonable grounds to believe that there is a safety risk, or the University has a legal duty to investigate the matter.

8.5.2. A University Community Member who receives a Disclosure and has reasonable grounds to believe that an individual is at imminent risk of self-harm is encouraged to seek assistance from one or more of the emergency services outlined in Appendix B and stay with the individual until emergency assistance is provided to the individual.

8.5.3. A University Community Member who receives a Disclosure and has reasonable grounds to believe that one or more individuals at the University or within the wider community may be at risk of harm is encouraged to seek assistance from one or more of the emergency services outlined in Appendix B.

8.5.4. A University Community Member who receives a Disclosure and contacts emergency services as outlined above in section 8.5.2 or 8.5.3, is encouraged to Report the situation to the Office of Human Rights and Equity. Sexual and Gender Based Violence Response Policy Page 9 of 32

8.5.5. A University Community Member who is an Employee should keep track of all Disclosures, in an anonymous way, and report these to the Office of Human Rights and Equity for aggregate data reporting (see section 12.3.1).

8.5.6. A University Community Member who receives a Disclosure and requires support, services or accommodations as a consequence of the Disclosure, should report to the Office of Human Rights and Equity to request same.

University of Victoria:

14.1 The SVRO will provide Survivors with information about their options and the processes available to them, and with referrals where appropriate. Process options for Survivors may include:

1. Disclosure to a member of the University Community;
2. a Report to the University;
3. a statement to the University through a Third Party;
4. a grievance through their union;
5. a report to the police through an approved agency;
6. a report of a crime directly to the police;
7. a human rights complaint to the BC Human Rights Tribunal;
8. a civil suit.

York University:

10.1 The Centre is responsible for receiving all non-emergency reports of sexual violence. Any community member who experienced sexual violence by another community member may commence the reporting process by contacting the Centre in person or electronically

10.2 A complaint is finalized on the date on which it is received by the University in writing and signed by the complainant. The complaint will include the following:

1. name of the Complainant
2. name of the Respondent (if known); and
3. a description of the particulars including but not limited to date(s), time and location where the incident(s) occurred.

University of Winnipeg:

12.2 A Report may be filed by someone other than the Survivor but should only be done so with the approval of the Survivor except in limited situations outlined in section 17 (Confidentiality). Witness Reports or anonymous Reports, where made by someone other than the Survivor, should still contain identifying information such as names or physical descriptions of those involved, if known. These Reports can be filed in the same manner as any Complainant Report.

12.3 The University will accept these Reports for the purposes of:

a) Determining whether there is evidence of a safety concern for the UW Community;

b) Identifying whether it is reasonable or required for the University to investigate; and/or

c) Compiling statistics related to Sexual Violence.

12.4 Anonymous or Third Party Reports, while accepted for the above purposes, will generally limit the University’s ability to investigate. In addition, anonymous Reports cannot be used as the basis for disciplinary action in accordance with University collective agreements and principles of procedural fairness.

Mount Saint Vincent University:

Within five (5) business days of receiving a Report, the Responsible Authority shall provide written notice to the respondent(s) of the Report. The notice shall include of a summary of the allegations, a copy of this Policy, and that an investigation will be initiated.

University of Alberta:

3. INTERIM MEASURES

1. Interim measures are non-disciplinary conditions that may be imposed on a person alleged to have committed sexual violence. The University may impose interim measures in response to either a disclosure or a complaint where the allegations would:
   1. if proven, constitute sexual violence, and
   2. with regard to all of the circumstances, be a risk to an individual, the community or the integrity of any potential investigation.
2. The purpose of such interim measures is to ensure personal safety, discourage or prevent retaliation, prevent further sexual violence, protect confidentiality, minimize disruption to the learning, working or University Residence environment and/or preserve the University’s ability to conduct a thorough investigation.
3. Having regard to all of the circumstances, where interim measures are imposed, they must be appropriate and proportionate to the seriousness of the alleged conduct, and as minimally restrictive as possible to achieve their purposes. As a result, interim measures will be based on considerations including, but not limited to:
   1. the reasonable wishes of the person who experienced the sexual violence,
   2. the nature and/or severity of the alleged conduct,
   3. reasonably credible information about patterns of conduct or previous history of sexual violence or other misconduct,
   4. the potential impact of the measures on the person(s), including on their academic program and/or employment,
   5. the potential impact of the measures on the learning, working or University Residence environment,
   6. in the case of employees, in accordance with their relevant collective agreement, and
   7. any other relevant information.
   Examples of interim measures can be found in the University’s Sexual Violence Interim Measures Information Document.
4. The decision to impose interim measures will be made by:
   1. in the case of students, the Vice-Provost and Dean of Students, or designate.
   2. in the case of faculty and staff, the Provost and Vice-President (Academic) and/or the Associate VicePresident (Human Resources), or designate.
   3. in the case of postdoctoral fellows, the Vice-President (Research), or designate.
   Decision makers may consult as needed in determining whether to impose interim measures and the nature of those measures.
5. In all cases, decisions on interim measures must be provided in writing and include:
   1. particulars of the measure(s),
   2. information about the right to request a reconsideration,
   3. information about relevant complaint processes, if applicable, and
   4. referrals to supports and/or services.
6. The person(s) on whom interim measures are imposed may request a reconsideration from the decision maker after sixty (60) days or such earlier time as agreed to by the decision maker. Further, at any time, the decision maker may on his or her own initiative reconsider the interim measures imposed and renew, revise, or revoke any or all of the measures, or impose additional interim measures.
7. Interim measures will be re-evaluated when a complaint process is concluded.

Yukon University:

The SVR team will coordinate the investigation and all related processes. The SVR team will appoint an impartial investigator who has knowledge, training and experience in sexualized violence investigations and related issues. The investigator will be familiar with the policy and operate within the principles and processes identified. The investigator may be internal or external to the College. Where the complainant or respondent reasonably believe that the investigator may have a conflict of interest they may request an alternative investigator. The SVR team will consider their concerns to determine whether or not to assign an alternative investigator.

University of Prince Edward Island:

13.5 Formal Resolution

1. When a decision is made that formal resolution is the appropriate course of action, the Sexual Violence Prevention and Response Office will appoint an investigator to conduct a full investigation.
2. The steps taken to investigate a complaint may vary but will generally involve the following:
   1. the complainant and the respondent are informed in writing that an investigation is being undertaken, describing the allegations and the possible sanctions.
   2. the respondent is given the opportunity to provide a written response to the complaint and the complainant has the opportunity to reply to the written response;
   3. the investigator conducts one or more separate interviews with the complainant and respondent to obtain any additional information, documents, names of witnesses and other evidence that may be considered relevant; both parties will never be interviewed at the same time;
   4. relevant documentary and other evidence is compiled; and
   5. interviews are conducted with witnesses or other persons who may have relevant evidence.
3. Either party may decline to be interviewed by the investigator and/or to provide relevant evidence. The investigation report will reflect that a party was given the opportunity to participate in the investigation but did not do so.
4. During the course of investigation, the investigator will keep the parties apprised of the status of the investigation and the expected time to completion. While the time to investigate and complete an investigation report will vary depending on the circumstances of the case, it is expected that investigation reports will be finalized within 60 calendar days.
5. Following completion of the investigation, the investigator will prepare a written report containing a detailed summary of the facts and evidence gathered. A complete copy of the investigation report will be provided to the complainant and respondent.
6. The complainant and respondent will be provided an opportunity to make written submissions with respect to the investigation report. Any submissions received by either party will be disclosed to the other.
7. At any time prior to the investigator’s report being forwarded to the Vice-President, Academic & Research, the complainant may request informal resolution.
8. The investigation report and the submissions of the parties will be presented to the Vice-President, Academic & Research for a decision as to whether or not, based on a balance of probabilities there has been a breach of this Policy. Prior to a decision being made, oral submissions may be undertaken as follows:
   1. At the request of one or both of the parties or at the discretion of the VicePresident, Academic & Research.
   2. If oral submissions occur, the parties will not be required to be in the same room together when making submissions if they elect to provide oral submissions.
   3. The parties may have a support person present.
   4. The Vice-President, Academic & Research may request to meet with the investigator and/or any witnesses prior to making a decision.
   5. If either party declines to participate in an oral submission, they may be provided with questions in writing from the Vice-President, Academic & Research and will have the opportunity to provide written answers.
   6. If any new evidence is presented either orally or in writing, both parties may be given the opportunity to respond in writing prior to a decision being rendered.

University of Alberta:

5. Complainant Rights in Complaints Process

1. The applicable procedures for investigating and adjudicating complaints of sexual violence are required to adhere to the principles of procedural fairness. Adherence to such principles is necessary to ensure that persons accused of sexual violence are protected by receiving a fair adjudication. At the same time, the procedures for investigating and adjudicating complaints of sexual violence must also be conducted with due regard to their effects on the complainant. Having such regard is necessary in recognition that investigatory and adjudicative processes can themselves cause additional trauma to a complainant. In balancing these obligations, investigators and adjudicators will be mindful to conduct their functions in a way that reduces, to the extent possible, the risk of additional harm to the complainant, while ensuring procedural fairness for the person accused in the complaint.
2. Without limiting the foregoing, but subject to the provisions of any applicable collective agreement, the complainant will have the right to:
   1. be accompanied by a support person throughout their participation in any investigatory or disciplinary proceedings,
   2. be informed of, make and respond to procedural requests,
   3. make oral or written representations on their own behalf, through their support person or other appropriate party, regarding impact and sanction,
   4. receive a copy of the written reasons for the decision.

Ryerson University:

Complainants and respondents will be provided with a support person throughout the investigation and decision-making process by the university. Support for complainants will be facilitated by Consent Comes First.  Support for respondents who are students will be facilitated through the Student Conduct Office.  Support for employees who are respondents will be facilitated by Human Resources, consistent with any existing relevant collective agreement provisions. Complainants and respondents also have the right to identify an alternate support person or representative of their choosing to accompany them to any meetings or proceedings related to the handling of their case. Support persons may include a friend, family member, employee union representative, legal representative, colleague, etc.

Ryerson University:

The Rendering of the Decision

The decision maker will review the final report from the investigator.  The decision maker may also request an opportunity to meet with and ask any questions of the investigator, the complainant, the respondent and/or any witnesses separately before rendering a decision. Any in-person meetings will be transcribed so as to document any new evidence presented that does not appear in the investigator’s report.  If in the course of these meetings, new information is presented by any party, the complainant and respondent will be given the opportunity to respond to or question that new information, in person or in writing before the decision is rendered.  The complainant will not be required to appear before a decision maker in the presence of the respondent.

Within 20 business days of reviewing the investigator’s report and completing all requested meetings with parties involved and reviewing all additional written submissions or questions submitted by either party, the decision maker will render a decision and where applicable assign an appropriate sanction/remedy. The time frame to render a decision may be extended in extenuating circumstances and the extension will be communicated to the parties.

The final decision prepared by the decision maker will indicate whether there has been a breach of the policy or not.

If there is a finding that the policy has been breached, the decision maker may consider the following in determining an appropriate sanction:

1. The sanction or remedy sought by the complainant
2. The principle of progressive discipline and the university’s role as an educational institution
3. The requirements under any relevant collective agreement
4. The nature and severity of the incident
5. Any other relevant factors

The decision maker will provide both the complainant and the respondent with a summary of the investigation results, their decision, reasons for the decision and any applicable sanctions.

Any request by either party to receive a copy of the investigation report will be subject to restrictions under the Freedom of Information and Protection of Privacy Act.

Yukon University:

The complainant or respondent involved in a formal complaint under this policy have the right to appeal the decision or imposed sanction.

The decision letter will identify the individual responsible for an appeal in the case and the process for accessing that option.

Those wishing to appeal a decision or sanction will be required to submit a written request to the appropriate individual within 5 business days of communication of the decision.

Appeals will be considered on the following grounds:

• There is new information that could not be reasonably presented earlier potentially rendering the original decision unreasonable in light of the new information presented,
• An alternative sanction is being suggested, or
• There is clear evidence of lack of procedural fairness and/or bias or unfair treatment in the process.

Carleton University:

10.1 An appeal is not an opportunity for the Complainant or the Respondent to repeat the information provided to the Sexual Violence Review Committee. The right to an appeal is not automatic and an appeal will only be considered if it meets the following requirements:

1. The appeal is of a final decision of the Sexual Violence Review Committee;
2. The appeal is submitted by either the Complainant or the Respondent;
3. The appeal must be made within 15 days after the date of the final decision that is the subject of the appeal;
4. The appeal includes the reasons for the appeal, the reasons why the appeal should be granted, the arguments in support of the appeal and the outcome sought;
5. The appeal must demonstrate that:
   • There has been a fundamental procedural error in the making of the final decision and that such error has caused or will cause actual prejudice to the person seeking the appeal, or
   • There are new facts relevant to the final decision that were not available and could not have been provided to the Sexual Violence Review Committee. […]

10.2 The appeal must be made to the University Secretary. Following receipt of the appeal, the university Secretary will convene the Appeal Board. The Appeal Board consists of the Assistant Vice President of Human Resources and the Provost and Vice President Academic or their delegates, who will receive sexual violence and procedural fairness training. The Appeal Board will be chaired by a person external to the University Community who has the appropriate legal training.

10.3 The appeal process is conducted in writing. The Complainant or Respondent, as the case may be, will be advised of the appeal and do not need to respond to the appeal unless the Appeal Board sends a letter requesting them to do so.

10.4 The Appeal Board reviews the appeal, determines whether the appeal meets the requirements of paragraph 10.1 of this Policy. Following review of the written submissions, the Appeal Board may in its sole discretion convene a hearing to determine the matter. All decisions of the Appeal Board are final.

Carleton University:

In appropriate circumstances, a Complainant may be willing to resolve the matter before an investigation is commenced or completed, or before a decision is made by the SVRC. A Respondent could also initiate an alternative resolution process by notifying Equity Services. Equity Services will follow-up with the Complainant and Respondent to determine their willingness to participate in an alternative resolution process. For it to be a meaningful process, participants must engage voluntarily and remain free from reprisal. At any stage during the process, either the Complainant or the Respondent may indicate they would like the complaint to move to or resume the investigation and decision-making process.

Ryerson University:

4. Commitment to Support and Accommodation for People Affected by Sexual Violence

1. All Ryerson students and employees should expect to receive support through the appropriate office if they are affected by sexual violence.
2. Survivors may access supports, accommodations and/or academic considerations regardless of when, where or by whose hand they experienced an incident of sexual violence.
3. Consent Comes First will work with individual survivors in determining their support and/or workplace and academic accommodation and/or academic consideration. Each survivor’s needs will be different, and the types and forms of support and accommodation made available will be tailored to the survivor’s needs on a case-by-case basis.

University of Prince Edward Island:

6.1 Supports and services are available to community members affected by sexual violence, irrespective of when or where the incident occurred. The Sexual Violence Prevention and Response Office will maintain an up-to-date list of supports and services offered by the University and in the community. The University will publicize the availability of this information to members of the University community.

6.2 It is not necessary to file a report or complaint in order to access the services provided by the University. Equally, accessing these services does not constitute filing a report or complaint to the University.

7.2 The Sexual Violence Prevention and Response Office facilitates support, services and accommodations based on the circumstances of the incident and the needs and wishes of the person disclosing and/or reporting. The Sexual Violence Prevention and Response Office is available to assist with:

1. referrals to University resources and community agencies;
2. referrals to medical services;
3. academic / workplace accommodations;
4. housing relocation for students living in residence;
5. coordination of safety planning;
6. access to emergency housing;
7. coordination emergency financial assistance;
8. referrals to on and off campus counselling services;
9. information about reporting options;
10. decision-making and navigating University processes;
11. managing the flow of information among departments or offices where necessary;
12. coordinating with other institutions, where a student may be cross-registered, in respect of access to supports and accommodations;

Sheridan College:

It is contrary to this Policy for anyone to retaliate, threaten to retaliate, or engage in reprisals, against a Complainant or other individual for:

• having pursued rights under this Policy, the Ontario Human Rights Code, or other applicable legislation;
• having participated or co-operated in an investigation under this Policy, or other applicable legislation; or
• being associated with someone who has pursued rights under this Policy, the Ontario Human Rights Code, or other applicable legislation.

Sheridan takes reasonable steps to protect persons from reprisals, retaliation and threats. This may entail, for example, advising individuals in writing of their duty to refrain from committing a reprisal and sanctioning individuals for a breach of this duty. Sheridan may also address the potential for reprisals by providing an Accommodation appropriate in the circumstances.

McMaster University:

37. The University recognizes that confidentiality is a crucial consideration in creating an environment in which individuals feel able to Disclose incidents of Sexual Violence and to access Support, Accommodations, and information. The University will share identifying information only in circumstances where it is necessary in order to administer this Policy, to address safety concerns, or to satisfy a legal reporting requirement. In such circumstances, the minimum amount of information needed to allow such concerns to be addressed, or to meet such requirements, will be disclosed. Such circumstances include those where:

1. an individual is at risk of harm to self;
2. an individual is at risk of harming others;
3. there are reasonable grounds to be concerned about risk of future violence or the safety of the University and/or broader community;
4. disclosure is required by law, for instance, suspected abuse of someone under the age of 16, reports of intimate partner/domestic violence, or to comply with legislation, such as the Occupational Health and Safety Act the Workplace Safety and Insurance Act, or with human rights legislation; and/or
5. to comply with the reporting requirements of regulatory bodies and/or professional licensing bodies.

Mount Saint Vincent University:

A copy of the investigation report shall be shared with the complainant, the respondent, any bargaining agent representing the respondent, and the individual within the Mount responsible for taking disciplinary action against the respondent… Within ten (10) business days of receiving the investigation report, the responsible authority shall notify in writing the respondent, and any union representing the respondent, of their decision as to whether there has been a breach of this Policy, and, where appropriate, any sanction or remedial action. At the same time, the complainant shall receive notice in writing of the outcome of the Report, including any sanction or remedial action.

University of British Columbia:

7.4 To maintain the integrity of the Investigation process, UBC must ensure that both Complainants and Respondents know the Investigation findings and the evidence upon which these findings are based. Complainants and Respondents will be provided with a copy of the Investigation Findings. The FIPPA may require UBC to remove Personal Information that is irrelevant to the Investigation findings, or that identifies third parties. If there are multiple Complainants or multiple Respondents, each will only receive the portions of the Investigation Findings that are relevant to them.

7.5 Under the FIPPA, UBC is only authorized to disclose disciplinary actions it has taken against the Respondent if the disclosure is authorized by the University Counsel for compelling health or safety reasons including informing the Complainant of any restrictions that may have been imposed upon the Respondent’s movements, activities, or contact with the Complainant.

Fleming College:

All records resulting from formal Sexual Violence Prevention reports will be kept in a secure central registry and will not be a part of the academic or employment record of the persons involved. Keeping these records will be the responsibility of the Administrator of the Sexual Violence Prevention Policy, under the direction of the Vice President Student Experience. Access to these records will be restricted to authorized College employees as per the Colleges’ Access to Privacy Policy, or as may be required by law. All records will be kept according to College Policy #6-603, Data Record Retention and Disposition.

University of Winnipeg:

Complainants, Respondents, and witnesses are free to speak about their own experiences. However, individuals are not permitted to divulge information that they learned solely as a result of the investigation process, which they did not know beforehand unless the other parties give permission to do so, and by doing so, they would be in breach of this Policy.

Carleton University:

The University has a Sexual Violence Prevention and Education Committee (SVPEC) with representation from students, staff, faculty and senior administrators. This committee will be chaired by the Director of Equity Services and report to the President. Individuals will be invited to self-nominate/apply for the SVPEC. Equity Services and the Office of the Vice-President (Students and Enrolment) will collaborate to choose an appropriate number of members from across the university to serve on the committee. Generally speaking the purposes of the SVPEC will be to:

1. Encourage the University community to work together to promote a safe learning, living and work environment for the members of the University community;
2. Contribute to a campus atmosphere in which sexual violence is not tolerated;
3. Make recommendations to the Office of the President on this Policy for consideration during a review process and with regard to sexual violence prevention and awareness;
4. Make recommendations to the Office of the President on resources required or other measures related to addressing sexual violence and support services; and,
5. Consider and recommend proposals for new training programs brought forward by Equity Services and monitor the coordination, implementation and success of training programs related to sexual violence.

University of Ottawa:

The University will establish a committee on the prevention of sexual violence with representation from students, academic staff, employees and senior administrators. This committee will report to the President, who will keep the Administrative Committee informed of its activities. Generally speaking, the purposes of this committee will include the following:

1. encourage student organizations, faculties and administrative units to work together to promote a safe learning and work environment for the members of the University community;
2. receive and consider the annual reports from the Human Rights Office in respect of sexual violence, including the following:
   1. the number of times supports, services and accommodation relating to sexual violence are requested and obtained by students and information about the supports, services and accommodation;
   2. initiatives and programs established to promote awareness of the supports and services available to students;
   3. the number of incidents and complaints of sexual violence disclosed by students, and information about the incidents and complaints;
   4. the implementation and effectiveness of this Policy;
3. make recommendations to the Office of the President on this Policy with regard to sexual violence;
4. make recommendations to the Office of the President on additional resources required or other measures related to addressing sexual violence;
5. make a report of its activities annually to the Office of the President for submission to the Board of Governors;
6. consider and recommend proposals for new training programs brought forward by the Human Rights Office and monitor the coordination, implementation and success of training programs related to sexual violence;
7. monitor the implementation of, and access to academic accommodations and other interim measures reported to it as referred to in paragraph 8 b), to address sexual violence across campus using a survivor-centred approach.

The University of Manitoba:

2.11 The OHRCM will produce and provide an annual report to the Designated Officer, outlining:

1. Information on activities undertaken to raise awareness and contribute to prevention, including the type of activity and the number of students and staff who attend;
2. De-identified data regarding the number and types of Disclosures and Formal Complaints received;
3. De-identified data on process factors such as the number and types of Investigations conducted and whether they resulted in a finding of Breach or No Breach;
4. Aggregate anonymized data on Complainant and Respondent roles at the University;
5. De-identified data on fairness factors such as time to process and the identity of investigators;
6. Lessons learned flowing from after-action reviews;
7. Information regarding observable trends and commentary on the implementation and effectiveness of the Policy; and
8. Other relevant information which may further the implementation of the Policy and its Procedures.

2.12 The annual report will be made available to the University Community.

Dalhousie University:

5. Annual Reporting by Human Rights and Equity Services: At the end of each academic year, the Vice-Provost Equity and Inclusion will deliver an annual report to Senate and Board of Governors, through the President’s Advisory Committee on Sexualized Violence, which will include:

1. the number of Disclosures and Reports;
2. a representation of the Reports by type (Complainant or University-Initiated);
3. representation of the Reports by kind of outcomes (e.g., dismissal of Reports, Non-Investigative Stream, Investigative Stream);
4. a representation of Investigation Stream outcomes (e.g., no finding or finding of sexualized violence); and
5. a representation of the sanctions applied as a result of a finding that an act of Sexualized Violence was committed.

The Report will be made available to Members of the University Community.

University of Victoria:

27.1 The University will continue to monitor best practices and research, and will review and update this policy and its associated procedures whenever it is reasonable to do so.

27.2 In any event, the University will review this policy at least once every three years, and when directed to do so by the provincial government. This should include consultation with Students, staff, faculty, and librarians.

McGill University:

A triennial review of this Policy shall be conducted by a working group chaired by the Provost (or delegate) and comprised of one representative each of: OSVRSE, Human Resources, University Residences/Student Housing, SSMU, PGSS, MACES, MCSS, SACOMSS, the Senior Equity & Inclusion Advisor, JBSCE, AGSEM, AMURE, AMUSE, MAUT, MUNACA, MUNASA, MCLIU, SEU. This review shall include an assessment of the effectiveness of the educational measures established in this Policy, as well as recommendations aimed at their enhancement.

McMaster University:

15. The Policy will be reviewed annually for compliance with the Occupational Health & Safety Act. The Policy will be reviewed every three years in accordance with the Sexual Violence and Harassment Plan Act in a process inclusive of input from students, key University constituencies, women’s organizations and other community partners with expertise in Sexual Violence.
16. Student participation in the three-yearly policy review process will be coordinated by the Equity and Inclusion Office in collaboration with the McMaster Student Union, and the McMaster Graduate Student Association, and will include a diverse cross-section of campus partners with experience and expertise related to Sexual Violence prevention and response.