星空传媒视频 Code of Conduct
- Everyone who comes to work, attends class or visits the College campus has a right to not only a safe and healthy environment, but to be treated with respect and civility. These principles are the basis of Dawson's Code of Conduct Policy that applies to the entire Dawson Community, including students, employees, as well as visitors and contractors who come to the College.
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星空传媒视频 Policy to Stem Violence, Discrimination, Harassment, and Abuse of Power: A Brief Q&A
Since its inception nearly 50 years ago, 星空传媒视频 has strived to create a safe and respectful environment for all its students and employees.聽 More recently,聽 to emphasize its commitment, the College has included the value of sustainable well-being for all in its Strategic Plan for 2016-2021.
The Committee to Stem Violence, Harassment and the Abuse of Power is a parity committee at Dawson whose main role is to educate the community and eradicate misconceptions about what constitutes harassment and how to deal with it.聽 For this purpose, the Committee developed this webpage dedicated to providing clear information on the subject in the form of the FAQ below.
What is harassment?
- Harassment is any form of
vexatious behaviour
Vexatious behaviour is behaviour that is humiliating, offensive or abusive for the person on the receiving end. It injures the person鈥檚 self-esteem and causes him anguish. It exceeds what a reasonable person considers appropriate within the context of his work., displayed through words or gestures, which is repetitive, hostile or unwanted.
- Harassment comes in many forms, including, but not limited to:
- Sexual Harassment;
- Psychological Harassment; or
-
Discriminatory Harassment
Discriminatory harassment is harassment based on an individual鈥檚 race, colour, sex, pregnancy, sexual orientation, civil status, age, religion, political convictions, language, ethnic or national origin, social condition, or a handicap.
- Such behaviour affects the individual鈥檚 dignity or psychological or physical integrity, and leads to a harmful work or study environment for an employee or student.
- A single, serious incident may constitute harassment if it can be shown to have a lasting harmful effect on a person.
Further Information
Commission des normes, de l鈥櫭﹒uit茅, de la sant茅 et de la s茅curit茅 du travail (CNESST)
Government of Quebec
What should I do if I believe I am being harassed?
Take action as soon as possible. Whenever possible, students and employees are encouraged to attempt to resolve conflicts directly.
- If possible, speak directly to the person who is causing you distress.
- Identify the behaviour that is upsetting you and ask them to stop and correct it.
If you are not comfortable approaching the person directly, or if open discussion fails to improve the situation, you can report the situation to a College supervisor or manager. Students should speak to the Director of Student Services or the College Ombudsperson.
If the behaviour continues, begin to keep a record. Note down the person’s comments, actions or gestures, as well as the date, time, place and any witnesses to the event(s).
If you decide to report the situation, it will help you to be familiar with the College鈥檚 full Policy to Stem Violence, Discrimination, Harassment and Abuse of Power (HTML). It outlines, in detail, the steps that are to be followed once a complaint is made.
What happens if I decide to report a case of harassment?
The Director of Human Resources (college employees) or the Director of Student Services (students) will first determine the admissibility of your complaint. He/she may recommend a less formal approach to resolving the situation, or recommend that you submit a formal written complaint.
READ THE FOR HARASSMENT (CNESST)
If your claim is deemed admissible and you submit a formal written complaint, you will be presented with the two methods of intervention available: mediation or investigation
Mediation
Mediation brings together only those persons concerned by the situation, with an impartial third party (the ‘mediator’). The mediation process seeks to put an end to the alleged harassment or abuse of power by finding mutually acceptable solutions for the people concerned. In such instances, the Director of Human Resources or the Director of Student Services will select the mediator.
Investigation
In an investigation, the Director of Human Resources or the Director of Student Services will form an investigation committee. The Committee will meet with the complainant, the person being accused and any witnesses. They will consider all available information and analyze the complaint to determine if a 鈥渞easonable person鈥 in a similar situation as the complainant would also conclude that the cited behaviour was vexatious.
Anyone filing a complaint (or being accused) under this policy has the right to be assisted and advised by a resource person of his/her choice to act as confidant.
I am a student. Where can I go for advice?
If you are a student and have concerns regarding the behaviour of a teacher, a staff member, or a fellow student, we urge you to seek advice from the Director of Student Services or the College Ombudsperson.
Director of Student Services
Monique Magnan
In person: 4E.2-1
Telephone: (514) 931-8731 ext. 1204
Email: mmagnan@dawsoncollege.qc.ca
Ombuds Services
Dawson Ombudsperson
In person: 4E.2-5
Telephone: 514-931-8731 ext. 1191
Email: ombudsperson@dawsoncollege.qc.ca
If you choose to file a formal complaint, it will help you to be familiar with the College鈥檚 full Policy to Stem Violence, Discrimination, Harassment and Abuse of Power (HTML). It outlines, in detail, the steps that are to be followed once a complaint is made.
I am a 星空传媒视频 employee. Where can I go for advice?
星空传媒视频 employees can seek guidance from their immediate supervisor or from a Manager in the Human Resources Department. You could also contact your Union’s representative on the Labour Relations Committee.
It is important that you familiarize yourself with the College鈥檚 policy (HTML). It outlines, in detail, the steps that are to be followed once a complaint is made.
You may also consult the website, which offers numerous tips and provides as to what may constitute harassment in the workplace.
Department of Human Resources
Soula Tsafaras, Coordinator of Human Resources
In person: Room 4B.7-7
Telephone: (514) 931-8731 ext. 1372
Email: stsafaras@dawsoncollege.qc.ca
Union Labour Relations Committee (CRT):
Anyone filing a complaint (or being accused) under this policy has the right to be assisted and advised by a resource person of his/her choice to act as confidant.
What if I am accused of harassment?
If a student or fellow employee accuses you of harassment, you can seek advice from a college supervisor or manager.
Students are urged to see the Director of Student Services or the College Ombudsperson. College Employees should speak to their immediate supervisor, a manager in the Human Resources Department, or their Union’s Labour Relations Committee (CRT) representative.
All parties involved will be treated with respect and fairness, and the College will conduct all interventions with diligence, impartiality and integrity.
Anyone filing a complaint, or being accused, under this policy has the right to be assisted and advised by a resource person of his/her choice to act as confidant. When possible, the College will provide this confidant with release time, to assist in the processing of the complaint.
Why do we have this policy?
This policy has been developed in light of the College鈥檚 Mission Statement, the Human Resource Management Policy, the Quebec Charter of Human Rights and Freedoms (RSQ, ch. C-12) and the Act Respecting Labour Standards (RSQ, ch. N-1.1).
星空传媒视频 recognizes that all its employees and students are entitled to a respectful and harmonious work and/or study environment free from violence, discrimination, all forms of harassment, and the abuse of power, where respect of the individual鈥檚 dignity, physical and psychological integrity are safeguarded. To this end, 星空传媒视频 will take all reasonable measures to prevent incidents of violence, discrimination, harassment and the abuse of power, and, when informed of such incidents whether informally or formally in writing, will intervene to address them.
顿补飞蝉辞苍鈥檚 Policy to Stem Violence, Discrimination, Harassment and Abuse of Power (HTML) guides the College鈥檚 practices and helps ensure that we comply with laws, regulations and government requirements concerning harassment.
Employees and students are responsible for conducting themselves in a manner that is respectful of others and thereby contributes to an environment free of violence, discrimination, harassment and the abuse of power. To the extent possible, it is imperative that situations of harassment stop as soon as possible, and that they be prevented from happening again.