• 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’s 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’s 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’s 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’équité, de la santé et de la sécurité du travail (CNESST)

• Harassment in the Workplace
• Examples: Situations that are considered harassment
• Video Capsules

Government of Quebec

• Act Respecting Labour Standards

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’s 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.

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 CRITERIA 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 “reasonable person” 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.

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
Max Jones
In person: 4E.2-1
Telephone: (514) 931-8731 ext. 1204
Email: mjones@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’s 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.

Dawson College 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’s policy (HTML). It outlines, in detail, the steps that are to be followed once a complaint is made.

You may also consult the Quebec Labour Standards website, which offers numerous tips and provides examples 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):

• Association of Dawson Professionals
• Dawson Support Staff Union
• Dawson Teachers’ Union

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.

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.

This policy has been developed in light of the College’s 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).

Dawson College 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’s dignity, physical and psychological integrity are safeguarded. To this end, Dawson College 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.

Dawson’s Policy to Stem Violence, Discrimination, Harassment and Abuse of Power (HTML) guides the College’s 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.