Trent University Discrimination and Harassment Policy Resolution Procedures
Summary of the Discrimination and Harassment Resolution Procedures Flowchart
See the Discrimination and Harassment Procedure document for more information.
In most cases, direct communication between the parties is encouraged. Trent University’s Human Rights Advisor can be consulted in situations of alleged incidence of discrimination or harassment either to make only an inquiry or to initiate a complaint (in writing). In some cases, following contact with the Human Rights Advisor the incident may be resolved by the parties involved.
Following initiation of a complaint, notification of the complaint is provided to the respondent and any applicable union representatives. Voluntary informal resolution or formal investigation may be sought by complainant.
Informal resolution involves an attempt to facilitate agreement through a variety of means including discussion, consultation, conciliation and/or mediation. If informal resolution does not lead to resolution then the complainant can initiate a formal investigation.
When a formal investigation is requested by complainant, the (applicable) Vice-President (V.P.) and Human Rights Advisor meet with the respondent, after which the respondent produces a written response. The Human Rights Advisor, or appointed investigator then conducts an investigation and writes a report. The V.P. then reviews the investigator’s report and decides on the complaint. The V.P.’s decision can involve no finding on complaint or, alternatively, that the complaint is substantiated. When a complaint is substantiated, any remedies or sanctions are determined.
Role of Human Rights Advisor
- Helps parties understand and access policy and procedures.
- Determines if complaints properly fall within the scope of the policy.
- May facilitate informal resolution.
- May act as investigator for formal investigation.
- Does not act as advocate for a party or provide legal advice.