University of Saskatchewan Policies

Discrimination and Harassment Prevention

Category: Health, Safety & Environment
Responsibility: Associate Vice-President, Human Resources
Authorization: Board of Governors
Date: December 1998
Revisions:  March 30, 2001, January 31, 2003, May 2, 2008

Purpose:

To provide students and employees with a positive environment for working and learning that is free of discrimination and harassment.

Principles:

Discrimination and harassment are prohibited by law and will not be tolerated.  The University will respond promptly and effectively to reports of discrimination and harassment and will take appropriate action to prevent and correct behaviour that violates this Policy.

Scope of this Policy:

This policy prohibits all forms of discrimination and harassment that are defined under the Saskatchewan Human Rights Code, and the Occupational Health and Safety Act, 1993 and Regulations. 

Policy:

Discrimination and harassment are illegal and prohibited when they are based upon religion, creed, marital status, sex, sexual orientation, disability, age, colour, ancestry, nationality, place of origin, race or perceived race, receipt of public assistance, physical size, weight or personal harassment.

The University does not condone, and may take action to address, behaviour that interferes with the provision of a positive, productive environment for working or learning.  Examples of prohibited behaviours include disorderly or abusive conduct or language, spreading malicious rumours, damaging property, mean spirited or dangerous pranks or practical jokes, hazing, shouting or screaming, aggressive verbal or physical behaviour and rude, demeaning, intimidating or threatening behaviour.

Responsibility:

University Officials.  University Officials (Senior Administrators, Department Heads, Directors, Managers and Human Resources Consultants) have a legal responsibility to take prompt, effective action to prevent and address known or apparent incidents of discrimination and harassment, whether they receive a complaint or not. They are also responsible for:

1. taking action to promote a positive, productive environment for working and learning;
2. seeking advice regarding a potential violation of this policy from the Coordinator, a Human Resources Consultant (when respondents are employees) or the Director, Student Retention, Support & Development (when respondents are students).

Senior Administrators. Under this policy Senior Administrators include: Deans (when respondents belong to the USFA or are employees or students in a college); Directors or Associate Vice Presidents in charge of an administrative Unit (when respondents are employees), Vice Presidents (when respondents are Directors of an administrative unit or Associate Vice Presidents), the President (when respondents are Vice Presidents), the Board of Governors (when the respondent is the President) and the Associate Dean of Postgraduate Medical Education (when respondents belong to PAIRS).

These individuals (or their designees) are responsible for:

1. determining when a formal investigation will occur;
2. directing and overseeing formal investigations (see procedures for more detail).

Human Resources (HR) is responsible for:

1. providing Senior Administrators with advice and assistance regarding formal investigations of complaints involving employees;
2. helping departments and units create and maintain a positive working environment;
3. promoting this Policy and ensuring that it is communicated to employees

Student and Enrolment Services Division (SESD) is responsible for:

1. providing Senior Administrators with advice and assistance regarding formal investigations of complaints involving students;
2. promoting this Policy and ensuring that it is communicated to students. 

The Coordinator. The Coordinator is designated by the University to act as a central resource that will provide all members of the University community with consultation, advice and assistance in resolving or investigating issues of discrimination and harassment.

The Coordinator is administratively responsible to the Associate Vice-President (AVP), HR and will report to: the AVP HR regarding employee complaints or issues, and the AVP SESD when issues involve students. Specific duties include, but are not limited to, assessing complaints and incidents, providing advice regarding an appropriate course of action, informal resolution and conducting formal investigations, as requested by an authorized University Official.

The role of the Coordinator does not involve adjudicating cases or assigning discipline.

Non-compliance:

Following due process, the University may take action against anyone whose activities are in violation of the law or of this policy. The actions taken may include, but are not limited to:

• disciplinary action for students under either Council Regulations on Academic Dishonesty or University Senate Non-Academic Disciplinary Regulations;
• disciplinary action for employees;
• legal action that could result in criminal or civil proceedings.

Procedures:

Procedures for addressing issues of discrimination and harassment are contained in the “University of Saskatchewan Discrimination and Harassment Prevention Procedures”, which is available at http://www.usask.ca/dhps.

Contact:

Coordinator, Discrimination and Harassment Prevention Services (966-4936) or email: dhps@usask.ca