Code of Conduct Policy
|Date Approved||October 19, 2016|
|Date Reviewed||September 1, 2016|
|Date Revised||September 1, 2016|
The Code of Conduct confirms the right of every College Community member to a learning and working environment that is free from discrimination and harassment in accordance with the Ontario Human Rights Code (the Code). The Code of Conduct provides guiding principles in terms of the general standard of conduct the College expects from everyone. It is used to communicate that every community member is expected to contribute to the development of a respectful environment by behaving in acceptable ways and by discouraging offensive behaviour of others. The Code ensures fairness and consistency in all matters relating to conduct.
|Alternate Dispute Resolution|
|Disruptive, Threatening or Violent Conduct|
|Intention to Discriminate/Hate Literature|
|Manager, Equity and Human Rights (“MEHR”)|
|Prohibited Grounds (of discrimination)|
|Workplace Sexual Harassment|
Application / Scope
This policy applies to everyone in the College Community. It applies to conduct that occurs on properties owned or leased by the College, or where College activities or processes are taking place.
Examples of such College related activities may include, but are not limited to the following:
- field placements,
- co-operative education work terms,
- clinical and field placements,
- off-campus internships,
- community service, College teams travelling to events off-campus,
- students’ Association activity off campus or engaged in a club event,
- conference or any event where employees or students represent the College,
- any contract work for the College
The College believes all members of the College Community have the right to study or work in an environment that is safe, secure and supportive, in accordance with the Code. The College shall treat students as adults who are responsible for conducting themselves in a manner that respects the rights of employees, other students, and College property.
A Code of Conduct offers guidance to the College Community on standards of integrity and conduct. No code can address every situation a person may encounter. As a result, people are expected to be guided by the letter and the spirit of the Code, and to exercise good judgment. In circumstances where they are unsure as to the proper course of action:
employees are to seek guidance from their immediate supervisor;
students are to seek guidance of any of the following:
- Faculty member
- Program coordinator
- Chair or Dean
- Student advisor
- Student government representative.
Respect in the Workplace
The College expects all College Community members to foster an environment that reflects the College’s values of Respect to enhance every experience for the greater good, as well as the value of Excellence to drive quality through accountability.
Employees are expected to promote and support a respectful, inclusive and safe work environment where everyone is treated with respect and dignity.
Employees are to act with transparency and impartiality to make sound unbiased, decisions in order to avoid any perception of conflict of interest. This would include ensuring that they do not benefit personally or professionally from any decision made within the context of their job, or allow outside interests to conflict with the employee’s position at the College, use the assets of the college for personal gain or supervise a family member.
Nothing in this policy is meant to prevent persons from respectfully expressing their views within an academic context while respecting the law, respecting academic freedom and respecting management, union, employee, student and human rights.
Students will be subject to disciplinary action up to and including suspension or expulsion from the College if they engage in Student Misconduct.
Refer to Procedures for Student Misconduct.
Knowledge of College Policies and Regulations
Employees need to be aware of and comply with the legislation and regulations that affect how they carry out their duties, including those of other countries when traveling out-of-country on College business.
Employees are expected to be familiar with the College policies relevant to their responsibilities and conduct themselves in a manner consistent with those policies.
Employees are expected to act in a professional manner which includes meeting obligations, being truthful, being cooperative with College administration, maintaining integrity in their work and civility in their conduct and communications.
Employees are expected to present themselves in a professional manner including appropriate dress and personal appearance in keeping with the nature of the work they performed and the public image of the College they represent.
Employees are expected to contribute to a healthy and safe workplace by complying with all safety legislation and/or policies and by taking all reasonable precautions to ensure their own safety and that of others.
Employees are expected to ensure that their conduct does not jeopardize the good order and proper functioning of College operations and that they do not use College property or assets for anything other than legitimate College business, in accordance with policies pertaining to Conflict of Interest.
Breaches of College policies, including the Code of Conduct, may result in disciplinary action up to and including termination.
Responsibilities and Accountability
- Every member of the College Community is responsible for the proper functioning of the Code.
- Every College employee is responsible to report conduct that contravenes the Code to their supervisor.
- Every person has the right to communicate concerns related to potential breaches of the Code without reprisal or threat of reprisal.
- Every person has the responsibility to cooperate in efforts to resolve concerns raised under the Code, and shall have the right to do so without reprisal or threat of reprisal.
- Nothing in the Code is meant to conflict with the College’s obligations to its employees under its various collective agreements or employment contracts.
- The Manager, Equity, Human Rights (the “MEHR”) and Accessibility is responsible for the following:
- receiving complaints or concerns related to potential breach of the Code;
- gathering preliminary information in order to assess a concern brought to the MEHR’s
- advising members of the College Community about matters related to the application and
interpretation of the Code;
- offering interventions such as Alternate Dispute Resolution, but does not include personal
- referring individuals to policies, procedures, supervisors, external resources as appropriate;
- disclosing information to appropriate persons of authority under appropriate circumstances,
while maintaining discretion and privacy of personal information, as appropriate. Examples
when the MEHR would disclose include but are not limited to the following:
- where disclosure is required by law or by other College policies;
- where a child is believed to be in need of protection;
- where the MEHR has a reasonable belief that the safety or security of individuals
may be at risk;
- where there may be a crime involved;
- where an individual refuses to make a formal complaint, but the MEHR reasonably
believes there may be a risk to others in the College Community that requires
- where the MEHR receives multiple reports of concerning behaviour from different
individuals about a person where the MEHR reasonably believes there requires
- where appropriate, may be assigned to carry out a formal investigation of an alleged Code
- providing education and awareness on matters related to the Code with students,
employees and supervisors;
- reporting statistics about the activity of the Equity Office.
- The MEHR is not responsible for determining and imposing disciplinary action. See paragraph 22.d below.
- Supervisors are accountable for the following within their area of responsibility:
- receiving and acting on complaints and concerns from students and employees;
- receiving and acting on information and advice from the MEHR regarding concerns related
to the Code;
- ensuring that students and employees cooperate with processes related to the Code;
- holding students, employees and management accountable.
- The Director, Human Resources is responsible for the following:
- holding the MEHR accountable;
- advising supervisors and College administrators regarding the Code and its processes;
- assigning a formal investigator (internal or external);
- assisting supervisors with the implementation of decisions flowing from their accountability
under the Code;
- reporting to senior College administrators on matters appropriate to their level of
- Sexual Assault/Sexual Violence Protocol
- Procedures for Student Misconduct
- Workplace Violence Prevention
Related Policies / Directives / Regulations
- Conflict of Interest Policy
- Health and Safety Policy
- Sexual Assault/Sexual Violence Policy
- Workplace Attire Policy
- Workplace Violence Prevention Policy