1)
Composition - FIVE (5) members. The Director shall appoint members
of the College community after consulting with the various College
constituencies. The committee must include one male and at least two
(2) faculty members. The Committee is responsible to the Director.
2)
Term of office - Two years, with possible renewal for a maximum of
two consecutive terms.
3)
Function -
a)
To develop programs to educate all constituencies of the College
community about the issue of sexual harassment;
b)
To publicize the policy;
c)
To organize one event each year which educates people about sexual
harassment;
d)
To provide advice and counselling to individuals about complaints
of sexual harassment;
e)
To attempt to mediate and resolve complaints at an informal level;
4)
Procedure -- Informal Mediation
Any
member of the college community who requires assistance in dealing
with an instance of sexual harassment should see one of the members
of the Sexual Harassment Resource Committee. Members of the Resource
committee will:
1)
Composition -- The composition of the Complaint Committee shall be:
The Director and not more than two other members appointed by the
Director for the purpose of the investigation.
2)
Mandate --
a)
If necessary, to hold private hearings to determine the facts of
the allegation;
b)
To request the production of any documents, witnesses, or any other
evidence considered relevant for the purpose of the hearing;
c) To determine whether the complaint is substantiated;
d)
To determine any sanction which may be appropriate. ·
3)
Formal Procedures --
a)
If informal mediation is not appropriate or does not result in an
acceptable resolution, or if there is an unwillingness to participate
in informal mediation, formal procedures may be undertaken;
b)
To initiate formal procedures, the complainant is required to submit
a signed complaint form to the Director;
c)
The Director will establish a Sexual Harassment Complaint Committee;
d)
The proceedings of the Sexual Harassment Complaint Committee shall
be held in camera;
e)
The complainant, the respondent and any witnesses may be invited
to answer questions by the Committee;
f)
In the event that an individual does not appear after 2 requests
from the Committee, proceedings may continue in that individual's
absence;
g) If the Sexual Harassment Complaint Committee determines that
a violation of the policy has occurred, it may recommend the following
sanctions:
4)
Sanctions
For students -
i) Written Warning -- Notification that further misconduct may result
in more severe disciplinary action. Written warnings may specify
the sanction to be applied in the event of further, continued, or
repeated misconduct.
ii) Disciplinary probation -- Restricted privileges such as exclusion
from certain College activities.
iii)
Disciplinary prohibition -- Restricted access to certain areas or
to the use of certain facilities or equipment.
iv) College suspension -- Exclusion from all classes and other privileges
and activities for a period determined by the Director. The student
is barred from the premises. Notification will be placed in the
student's file.
v)
College expulsion --Withdrawal of a student's rights and privileges
as a student at Champlain St-Lambert. Student status is terminated
for an indefinite period. Notification will be placed in the student's
file.
For
Employees of the College --
i)
for unionized employees any sanction deemed appropriate under the
relevant Collective Agreement
ii)
for non-unionized employees any sanction deemed appropriate under
the policy, agreement or contract regulating their employment
5)
Other Actions
If
the Sexual Harassment Complaint Committee determines that a violation
of the policy has occurred, it may propose remedies be taken in favour
of the complainant. Remedies may include, but are not limited to,
the following:
i) A written apology;
ii) Transfer to another section of the same course;
iii) Grade Review;
iv) Counselling.
