overt sexual solicitation) or the behavior occurs because of the sex of the intended victim (e.g.an offensive joke does not refer to sex, but the joke is played to embarrass the person because she is a woman).A University Staff member who believes he or she has been subjected to unacceptable hostile and/or intimidating behavior may wish to discuss the matter with the faculty, staff, administrator, student or external/non-campus person directly involved through the intervention of an intermediary at the department, school/college, division, or campus level such as the Office of Human Resources, Ombuds’ Office, Employee Assistance Office or personal representative.University Staff may also use the informal resolution process outlined in Section B.1 of University Staff Grievances Policy.In order to qualify as sexual harassment the behavior must be deliberate and/or repeated.Other behaviors must be repeated over and over again before they become harassment.This definition of hostile and/or intimidating behavior is not intended to impede academic freedom or violate rights to free expression.However, these freedoms come with a responsibility that all members of our university community have a right to work in an environment free from intimidation, exploitation, coercion, violence, aggression, harassment, and/or bullying.
This is to encourage frank discussions to achieve a resolution.
However, the employee is free to note any other behavior or communications that may be considered hostile or intimidating during this time, and it may be considered during the formal process, below.
If a complaint about unwelcome behavior is being handled informally, and there is a dispute about whether the alleged behavior constitutes a violation of these rules, the person or body handling the matter will seek advice from the OHR and inform those concerned.
Nor is it intended to constrain commonly accepted workplace management practices.
Rather, it is intended to address patterns of hostility or intimidation that impede persons from carrying out their duties to the University, ensuring that all, regardless of rank or status, may pursue their work and speak as they see fit.
The Canadian Human Rights Act does not precisely define sexual harassment, but the Canadian Labor Code defines it explicitly as any conduct, comment, gesture or contact of a sexual nature that (a) is likely to cause offence or humiliation to any employee; and (b) that might, on reasonable grounds, be perceived by that employee as placing a condition of a sexual nature on employment or on a opportunity for training or promotion.