Sexual Violence Harassment Policy

Sexual Violence Harassment Policy

Sexual Violence Harassment Policy

Summary

Redwood Beauty College (the “College”) recognizes that Sexual Violence is a serious and complex issue that can adversely affect RBC Members. The College unequivocally prohibits and will not condone, tolerate, or ignore any form of Sexual Violence that affects the work and learning environment at the College. The College also recognizes that Sexual Violence can have serious and lasting effects on the physical, mental, and emotional welfare of Survivors. The College will provide access to supports, services and appropriate accommodation for RBC Members who are affected by Sexual Violence.

Policy Statement

The College also recognizes that Sexual Violence can have serious and lasting effects on the physical, mental, and emotional welfare of Survivors. The College will provide access to supports, services and appropriate accommodation for RBC Members who are affected by Sexual Violence.

The purpose of this Policy is to:

  • Promote a safe and inclusive environment that is free of Sexual Violence;
  • Provide Survivors with a procedure to report incidents of Sexual Violence to the College; Create a decision-making process that meets the requirements of procedural fairness and holds those who have committed Sexual Violence accountable; and,
  • Meet legal requirements under the Private Career Colleges Act, the Ontario Human Rights Code, the Occupational Health & Safety Act, the Private Career Colleges Act, 2005 and other applicable laws and legislation.

The College is committed to:

  • Protecting the safety of RBC Members and Visitors;
  • Building an environment where Survivors feel safe to disclose incidents of Sexual Violence and seek support;
  • Protective Survivors’ right to dignity and respect;
  • Responding appropriately to disclosures of Sexual Violence;
  • Ensuring Procedures under this Policy meet the requirements of procedural fairness; Providing supports, services, and appropriate accommodation for RBC Members who are affected by Sexual Violence; and,
  • Providing training and education on Sexual Violence awareness, prevention, and response.

WITH OUR EMPLOYEES, CLIENTS AND EDUCATIONAL PROGRAMS AT OUR CORE WE ARE COMMITTED TO:

Professionalism- we are passionate, hard-working people who believe in honesty, integrity, loyalty and respect for everyone.

Quality-we are committed to delivering an outstanding environment in which to learn and work.

Accountability- we own it; we do the things we say we will and expect others to do the same.

People-we value our students, our colleagues, and the communities in which we work and live.

Teamwork-we work together to set and achieve challenging goals and inspire others to succeed.

Target Audience

This Policy applies:

  1. to all RBC Members and Visitors;
  2. to the College Jurisdiction;
  3. to all forms of Sexual Violence that affect the work and learning environment at the College; and,
  4. at all times.

All reports of Sexual Violence made to the College shall be dealt with in accordance with this Policy. In the event that any provision of this Policy is found to conflict with another College policy, procedure, guideline, or practice, this Policy shall govern.

Definitions

RBC COMMUNITY is inclusive of staff, faculty, students and visitors.

ACCOMMODATIONS: measures that are appropriate, reasonable, and necessary to allow the Survivor to participate fully and equally in the services available at the College. Examples include: academic and workplace accommodations, academic and workplace support, training, adjusting class schedules or working situation of the Survivor. There are a broad range of accommodations available and Survivors are encouraged to meet with the Director, People & Policy to discuss specific accommodations they may require.

ADVISOR: any individual who provides a Survivor, Complainant, or Respondent with guidance and advice. A potential witness may not be an Advisor.

BAD FAITH ALLEGATION: an allegation, disclosure, or report brought with an improper motive such as deceit, ill will, hostility, malice, or personal animosity.

RBC MEMBERS: all persons who have a direct relationship with or to the College at the time a Disclosure or Formal Report is made under this Policy. RBC Members are faculty members, employees, students, and volunteers.

COMPLAINANT: The College will act as the Complainant in all investigations and decision-making processes under this Policy.

CONSENT: an active, affirmative, conscious, direct, unimpaired, and voluntary agreement to engage and continue to engage in sexual activity.

It is the responsibility of each person to ensure they have the affirmative Consent of the other to engage in sexual activity. Lack of protest or resistance does not alone constitute Consent. All the elements of Consent must be present, even if alcohol or drugs have been consumed. It is not acceptable for a person who is said to have engaged in sexual violence to use their own consumption of alcohol or drugs as an excuse for their mistaken belief that there was Consent.

Consenting to one kind of sexual activity does not mean that Consent is given for another kind of sexual activity.

A person may withdraw Consent at any time during the sexual activity and Consent only applies to a specific instance of sexual activity.

The existence of a relationship or past sexual activity does not alone constitute Consent. Subsequent consensual sexual activity, communication, or other conduct of a sexual nature does not suffice as evidence of Consent to prior sexual activity.

THERE IS NO CONSENT WHEN:

  1. The Survivor expresses, by words, conduct, or any other means, a lack of agreement to engage in the activity or to continue to engage in the activity;
  2. The agreement to sexual activity is obtained through pressure, coercion, fraud, the exercise of authority, force or threats of force;
  3. The alleged offender implicitly or explicitly induces the Survivor to engage in the activity by using a position of trust, power, or authority;
  4. The Survivor is incapable of consenting to the activity because they are asleep, unconscious, or unable to understand the fact, nature, or extent of the sexual activity due to disability, mental or physical incapacity, the influence of drugs or alcohol, or any other form of impairment; or,
  5. The agreement to sexual activity is expressed, by words, conduct, or any other means, by a person other than the Survivor.

DISCLOSURE: when a person reveals information to a staff member or HR that they or another party has experienced an incident of Sexual Violence.

FORMAL REPORT: when a Survivor submits a written statement to the Director, People & Policy that alleges they have experienced an incident of Sexual Violence within the College’s Jurisdiction or that affects the work and learning environment at the College.

HEARING DE NOVO: a new hearing before an impartial adjudicator, who may consider relevant evidence not previously introduced in the investigation or decision-making process.

INCLUDING: means including but not limited to.

INTERIM MEASURES: measures carried out by the College, pending results of an investigation that are not intended to be disciplinary, and are reasonable and necessary to: help the Survivor feel safe; or protect the parties, other RBC Members, or the integrity of the Procedures. Examples of interim measures include limiting access to campus and College sanctioned events; paid leave of absence; prohibiting contact between the Survivor and the Respondent; and adjusting class schedules or working situations of the Survivor or Respondent.

RESPONDENT: an RBC Member named as an alleged offender in a Formal Report of Sexual Violence.

RETALIATION: any materially adverse action, inaction, or threat of same against an RBC Member for making a good faith complaint of a breach of this Policy or for reasonably participating in an investigation under this Policy. Examples of retaliation include lowered grades, academic failure, demotion, discipline, firing, salary reduction, job reassignment, or any action or inaction that adversely affects the employment or learning environment of any RBC Member.

SEXUAL ASSAULT: direct or indirect application of force of a sexual nature, without the subjective consent of the Survivor, and in circumstances where the accused knowingly engaged in the non-consensual contact, or did so recklessly or being willfully ignorant of the Survivor’s wishes.

SEXUAL COERCION: is the act of using subtle pressure, drugs, alcohol or force to have sexual contact with someone against their will. Sexual coercion is ongoing attempts to have sexual contact of some kind with another person who has already expressed that they do not want to have sexual contact.

SEXUAL HARRASSMENT:

  1. Engaging in a course of vexatious comment or conduct against another because of sex, sexual orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome;
  2. Making a sexual solicitation or advance where the person making the solicitation or advance is in a position of power and the person knows or ought reasonably to know the solicitation or advance is unwelcome; or,
  3. Engaging in comment or conduct that creates a hostile or poisoned environment to persons of a specific sex, sexual orientation, gender identity, or gender expression.

SEXUAL VIOLENCE: any sexual act or act targeting a person’s sexuality, whether the act is physical or psychological in nature, that is committed, threatened or attempted against a person without the person’s consent, and includes sexual assault, sexual harassment, stalking, indecent exposure, voyeurism , and sexual exploitation.

Sexual Violence is a spectrum on non-consensual sexual contact and behaviour which includes sexual assault, sexual harassment, stalking, sexual exploitation, indecent exposure and voyeurism.

SUPPORT PERSON: any person who provides someone participating in the Procedures under this Policy with emotional support. A potential witness may not be a Support Person.

SURVIVOR: is a RBC Member who has reported experiencing Sexual Violence and has been coping with the aftermath of Sexual Violence. Survivors may self-identify as either victims or Survivors of Sexual Violence. People who have experience Sexual Violence are in a constant state of surviving the experience. The idea of survival carries within its definition the ongoing fight to live or survive a traumatizing experience, a process that includes dealing with a multitude of feelings and health consequences.

TRAINING: educational training on the College’s process for responding to and addressing the incidents and complaints of sexual violence and all other elements of this Policy.

COLLEGE JURISDICTION: the College exercised jurisdiction over conduct that occurs:

  1. On College- owned or leased premises;
  2. On College- sanctioned online websites and social media; and,
  3. Where a RBC Member is conducting College business or attending a College-sanctioned event.

VISITOR: any person that is not a RBC Member that (1) is on College premises; (2) provides content on a College-controlled website; or, (3) attends a College-sanctioned event.

NOTE: where the title of a specific College personnel title is used, that personnel may appoint a designate, who may be a member of the RBC or an external person, as required.

ROLES AND RESPONSIBILITIES

RBC Members and Visitors have the right to:

  • A campus environment that does not condone, tolerate, or ignore sexual violence;
  • Have access to supports, services and appropriate accommodation if they are affected by the sexual violence; and.
  • Have an incident of sexual violence addressed in a manner that is appropriate in the circumstances.

RBC Community Members and Visitors have the responsibility to:

  • Not commit Sexual Violence;
  • Take action to address Sexual Violence at the Training Location or in the Virtual Training Classroom;
  • Upon becoming aware of Sexual Violence, refer Survivors to support services and the RBC Director of People & Policy where appropriate; and
  • Cooperate fully with the procedures under this policy, in accordance with contractual obligations.

The College has an obligation to:

  • Foster an environment that us free of Sexual Violence;
  • Engage with RBC Members to establish mechanisms to prevent and respond to Sexual Violence;
  • Respond appropriately to disclosures of Sexual Violence;
  • Provide access to supports, services, and appropriate accommodation to RBC Members who are affected by Sexual Violence;
  • Take reasonable steps to maintain confidentiality of personal information received in relation to the Procedures under this Policy;
  • Take reasonable steps to protect RBC Members and Visitors where there is a serious risk to their safety; and,
  • Take reasonable steps to protect RBC Members on Sexual Violence prevention and response.

RETILIATIONS, ALLEGATIONS STANDARDS

Retaliation

It is a breach of this Policy to retaliate or threaten to retaliate against individuals for pursuing rights or participating in Procedures under this Policy. The college will implement reasonable measures to protect RBC members from retaliation when necessary.

Allegations

If students, in good faith, report an incident of, or make a complaint about, sexual violence, they will not be subject to discipline or sanctions for violations of the private career college’s policies relating to drug or alcohol use at the time the alleged sexual violence occurred;

Students who disclose their experience of sexual violence through reporting an incident of, making a complaint about, or accessing supports and services for sexual violence, will not be asked irrelevant questions during the investigation process by the private career college’s staff or investigators, including irrelevant questions relating to the student’s sexual expression or past sexual history.

It is a breach of this Policy to make a Bad Faith allegation of Sexual Violence under this Policy.

INTERPRETATION & APPLICATION

Breaches of this Policy should be reported to the Director, People & Policy. The Director, People & Policy is responsible for the interpretation and application of this Policy.

An annual report will be prepared by the Director, People & Policy and made available to RBC Members and may include:

  • The number of times, and information about supports, services and accommodation relating to Sexual Violence that are requested and obtained by RBC Members;
  • Initiatives and programs established by the College to promote awareness of the supports and services available to RBC Members;
  • The number of, and information about, incidents and complaints of Sexual Violence reported by RBC Members, in accordance with the confidentiality requirements in Section 10.6; and,
  • The implementation and effectiveness of this Policy.

STANDARD OPERATION PROCEDURES

Disclosure and Reporting

The following is a non-exhaustive list of disclosure options that are available to Survivors.

    1. Redwood Beauty College Resources

        a. Emergency: Front Desk/Training Location Manager

        b. Non-Emergency: Director, People & Policy 

              -Anonymous Disclosure 

              -Third-Party Disclosure 

              -Informal Disclosure 

              -Formal Report

    2. Community Resources

        a. Police– 911

        b. Medical – 35 hospital-based centers that provide 24/7 emergency care to women. To locate the Sexual Assault/Domestic Violence Treatment Centre nearest you, follow this link

http://satcontario.com/en/locate_centre.php

        c. Support 

            Transition Homes operates La Maison Rosewood Shelter (Midland) & Athena’s Sexual Assault Counselling and Advocacy Centre

            https://www.huroniatransitionhomes.ca/program.php?id=2

Newmarket

Women’s Support Network of York Region

Crisis: 1-800-263-6734 or 905-895-6734

Office: 905-895-3646

https://womenssupportnetwork.ca/

Toronto Rape Crisis Centre: Multicultural Women Against Rape

Crisis: 416-597-8808

Office: 416-597-1171

info@trccmwar.ca

crisis@trccmwar.ca

https://trccmwar.ca/

Assaulted Women’s Helpline

Toll Free: 1-866-863-0511

SAFE(#7233) on Bell, Rogers, Fido or Telus Mobile

TTY: 416-364-8762

https://www.awhl.org/

ATS: 1-866-860-7082

Confidentiality

The Director, People & Policy shall not disclose any personal information collected under this Policy without prior approval, unless:

  • There are reasonable grounds to believe an individual is at risk of serious self-harm, an individual is at risk of harming another, or there is a serious risk to the safety of RBC Members;
  • It is necessary as part of a disclosure, Restorative Justice Process, Formal Report, investigation, decision making process, review or appeal (“Procedures”) under this Policy; or,
  • Legal obligations require disclosure

The Director, People & Policy shall maintain confidentiality of personal information collected in relation to an anonymous disclosure, third-party disclosure, informal disclosure, Formal Report or Procedure under this Policy in accordance with Confidentiality section.

The Director, People & Policy will take steps to protect the personal information of persons involved in a Procedure by keeping a confidential file that is labeled by number and limiting access to confidential files to Human Resources and the Director, Operations & Student Experience or designate, and those who reasonably require access to the files to carry out Procedures under this Policy.

Participants in Procedures under this Policy shall maintain confidentiality and may not disclose any information obtained through these Procedures or relating to the allegations, except to their Advisor, during an ongoing Procedure under this Policy.

Participants in Procedures under this policy may consult with a counsellor or other trusted person, on a confidential basis, regarding the allegations without breaching their confidentiality requirements.

The College shall not include any personal information in any reports that the College is required to provide to any governmental agency.

The Human Resources Department may commence or continue a College-initiated investigation without the approval of the Survivor or when no Formal Report has been made if the Human Resources Director reasonably believes that:

  1. A RBC Member has committed Sexual Violence that affects the work and learning environment; and,
  2. There is a serious risk to the safety of RBC Members, which is determined by considering:

a.Whether the alleged offender is in a position of power at the College;

b.Whether the College has reasonable grounds to believe the alleged offender may have committed multiple acts of Sexual Violence;

c.Whether there is a pattern of similar behavior; and,

  1. Any other considerations the Director deems relevant.
  2. There is serious risk to the safety of Trillium College Community Members, which is determined by considering:
  3. Whether the alleged offender is in a position of power at the College;
  4. Whether the College has reasonable grounds to believe the alleged offender may have committed multiple acts of Sexual Violence;
  5. Whether there is a pattern of similar behavior; and,
  6. Any other considerations the Director deems relevant

The College may initiate an investigation on the basis of an anonymous disclosure, third-party disclosure, informal disclosure or Formal Report. In such cases, the College will consider the wishes of the Survivor.

Anonymous Disclosures

Individuals may choose not to provide their name or other personal information in an anonymous disclosure.

The Director, People & Policy will make information on supports, services, accommodations, interim measures, and the disclosure options available to individuals who make anonymous disclosures.

The Director, People & Policy will collect and maintain information provided in anonymous disclosures.

Individuals who receive disclosures of Sexual Violence from a RBC Member may make a third party disclosure and consult with the Director, People & Policy on how to provide support and advice to the Survivor.

The Director, People & Policy will give the third party disclosed information on supports, services, accommodations, interim measures, and the Procedures under this Policy.

Informal Disclosure

Survivors may make an informal disclosure of Sexual Violence to the Director, People & Policy without making a formal Report.

After an informal disclosure is made, the Director, People & Policy will provide the Survivor with access to supports, services and accommodations.

Formal Report

Survivors may make a Formal Report of an alleged incident of Sexual Violence in writing to the Director, People & Policy at any time.

Survivors may choose not to request an investigation and have the right to refuse to participate or continue to participate in any Procedures under this Policy at any time.

If the Survivor or Respondent refuses to participate in any Procedures under this Policy, the College may proceed in their absence.

The College is the Complainant and the alleged offender is the Respondent in a Formal Report, investigation and decision-making process pursuant to this Policy. After a Formal Report is made, the Director, People & Policy will commence the investigation procedures listed below.

Investigation Procedures

After receiving a Formal Report, the Director, People & Policy will conduct an investigation screening to determine whether or not to initiate an investigation. The Director will consider the following factors:

  1. When the Sexual Violence is reported to have occurred;
  2. Whether the Sexual Violence is reported to have been committed by a RBC Member;
  3. Whether the Sexual Violence is reported to have occurred within the College’s Jurisdiction or affects the work and learning environment at the College; and,
  4. Any other considerations the Director deems relevant.

The Director, People & Policy shall notify the Respondent of the investigation and send them a copy of the Formal Report.

The investigation should include an interview with the Survivor and the Respondent. The investigator shall provide the Respondent with the Formal Report and provide the Respondent an opportunity to respond.

The Complainant, Survivor and Respondent shall have an opportunity to propose witnesses. The investigator will determine which witnesses will be interviewed. Disclosure of personal information to witnesses shall be limited to what is reasonably necessary to conduct a fair investigation.

The investigation should be completed as soon as reasonably practical. If the investigation is expected to take more than sixty (60) business days, written notice must be given to the Survivor and the Respondent.

At the completion of the investigation, the investigator will prepare an investigation report that includes the Formal Report; statements, responses, and documentation from the Complainant, Respondent, Survivor and witnesses; findings of fact; and any other information, documentation or evidence that the investigator deems relevant.

The investigation report shall be given to the President and it will only be disclosed as necessary for a Procedure under this Policy or to comply with legal obligations.

The Director, People & Policy will convene an Investigation Review Committee (the “IRC”) to determine whether the Policy has been breached, on the basis of the investigation report. If the Respondent is a :

  1. Student- the IRC shall consist of the Academic Operations Manager & Director, Operations & Student Experience or,
  2. Staff or Faculty Member- the IRC shall consist of the Director, People & Policy and the Director, Operations & Student Experience.

The IRC will review the investigation report and, if it deems necessary, may meet with any individual who may have relevant information to determine whether there are reasonable grounds to believe the Policy has been breached. The IRC will either:

  1. Make a finding that it is more likely than not that the Policy has been breached, and recommend to the Decision Maker that disciplinary sanctions be imposed;
  2. Make a finding that it is more likely than not that the Policy has been breached, and recommend to the Decision Maker that the matter be closed; or,
  • Make a finding that it is more likely than not that the Policy has not been breached, but recommend to the Decision Maker that non-disciplinary measures be implemented to promote a safe and inclusive environment that is free of Sexual Violence.

The IRC shall notify the Survivor and Respondent of its recommendation to the Director, People & Policy within 15 business days of the receipt of the investigation report or as soon as reasonably practical.

DECISION MAKING PROCEDURES

The Decision Maker will review the investigation report and the recommendation of the IRC and provide the Respondent an opportunity to respond to the allegation in person. After having considered all of the above information the Decision Maker will decide whether:

  1. The Policy has been breached and the disciplinary sanctions will be imposed against the Respondent, and if so, what those sanctions will be;
  2. The Policy has not been breached and the matter will be closed; or,
  3. The Policy has not been breached, but non-disciplinary measures will be implemented to address concerns raised by the investigation report.

The decision-making process will comply with the necessary elements of procedural fairness. All respondents will be entitled to know the allegations made against them, have an opportunity to respond, and have an impartial decision-maker.

Discipline and Other Measures

Where the Decision Maker finds a breach of this Policy, they will determine the level of discipline that is appropriate in the circumstances, in accordance with all applicable College policies. The Decision Maker in consultation with Human Resources will be responsible for ensuring the measures are implemented.

Disciplinary sanctions for employees may range from a note to the employee’s file up to and including termination of employment for cause and without pay in lieu of notice.

Disciplinary sanctions for students may range from sensitivity training, up to an including expulsion.

Where the Decision Maker finds no breach of this Policy, but decides to implement nondisciplinary measures, the Decision Maker will determine what measures are appropriate in the circumstances. The Decision Maker will be responsible for ensuring the measures are implemented.

Non-disciplinary measures include Sexual Violence awareness education and mediation. After the Decision Maker has notified the Respondent of the disciplinary sanctions or nondisciplinary measures they have elected to impose, the Decision Maker will work in conjunction with the Director, People & Policy on any measures that will be imposed as a result of the decision-making process.

If the Survivor is an employee of the College, and has allegedly experienced Sexual Violence, they will be informed of the results of the investigation and of any disciplinary sanctions that have been taken against the Respondent, as required by law.

Reviews and Challenges

  • Survivors may submit a request to review the investigation screening on the grounds: Relevant evidence emerged that was not available to the Survivor when the Formal Report was submitted;
  • There was a reasonable apprehension of a bias on the part of the Director, People & Policy; or,
  • There was a fundamental procedural error; and,
  • The outcome of the decision was substantially affected thereby.

The request for review must be submitted to the President within ten (10) business days after the decision has been made. The request for review must be in writing and include the reasons for the request, the reasons for the request, the reasons why the review should be granted, and the outcome sought.

The President shall review the request and decide whether the Survivor has demonstrated one or both of the required grounds for appeal. If the appeal is granted, the President will instruct the Director, People & Policy to initiate an investigation. The President shall notify the Survivor of their decision within fifteen (15) business days of receipt of the request for a review or as soon as reasonably practicable.

The Survivor or Respondent may request that one or more of the IRC members or the Decision Maker be recused on the grounds that they have a bias or conflict of interest.

The request for refusal must be submitted in writing to the President within five (5) business days of the IRC being convened. The President may substitute a designate for the relevant member within ten (10) business days of receiving the challenge, if they determine that the member has a bias or conflict of interest.

If the Respondent is a student and the outcome of the decision-making process does not include suspension or expulsion, they may appeal the outcome on the following grounds:

  • Relevant evidence emerged that was not available before the decision making process was completed;
  • There was a reasonable apprehension of bias on the part of the decision maker; or,
  • There was a fundamental procedural error; and,
  • The outcome of the decision was substantially affected thereby.

If the Respondent is a student and the outcome of the decision-making process includes suspension for at least one academic year, or expulsion, they have an automatic right to appeal. In these circumstances, the appeal shall be heard as an oral hearing on a de novo basis by an impartial decision maker.

A request for an appeal should be made to the President, within ten (10) business days of receipt of the decision. The appeal must be in writing and must include the grounds for the appeal, the reasons why the appeal should be granted, and the outcome sought.

The President shall notify the Survivor and Respondent of its decision within fifteen (15) business days of receipt of the request for an appeal or as soon as reasonably practicable.

If the request for an appeal is granted, an oral hearing will occur before the President or an external adjudicator.

No disciplinary sanctions will be implemented against a Respondent who is a student until the period for appeal has been exhausted, a request for appeal has been denied, or an appeal has been heard and a decision has been rendered.

Advisors and Support Persons

Survivors and Respondents may have an Advisor present at all meeting and investigations related to Procedures under this Policy.

Advisors may advise or represent the Survivor or Respondent during all Procedures under this Policy.

All participants in Procedures under this Policy may have a Support Person with them at all meetings related to this Policy.

Support Persons may provide support to the person they are assisting, but shall not directly participate in the Procedures under this Policy unless an accommodation has been requested and approved by the Director, People & Policy.

Advisors and Support Persons are held to the same confidentiality expectations as the party who invited them to attend.

Burden of Proof

Disclosures made pursuant to this Policy will be considered to be true unless the Director, People & Policy has clear and compelling evidence that the disclosure is not true.

In an investigation, decision-making process, and appeal pursuant to this Policy, the IRC, Decision Maker, and Appeal Decision Maker shall base their finding on whether it is more likely than not that the Respondent has breached this Policy.

Immunity

Survivors will not be subject to disciplinary sanctions for a minor breach of any College policy at or near the time the incident of Sexual Violence occurred unless the breach placed the health or safety of others at risk.

Other Proceedings

Where criminal, civil or any other type of proceeding is initiated regarding an incident of Sexual Violence involving RBC Members, the College may decide to postpone or continue with a Procedure under this Policy as appropriate in the circumstances.

The College will cooperate with the police when there is an ongoing criminal investigation regarding Sexual Violence involving RBC Members.

Visitors

Visitors may be subject to investigation by the police if they engage in conduct that violates this Policy.

The College will take appropriate actions and apply appropriate remedies to address complaints of Sexual Violence against a visitor.

Input and Survey

In consultation with the Executive Team, the College will establish a process for the provision and consideration of input from a diverse selection of students, faculty and administration staff regarding this Policy and will follow this process every time the Policy is reviewed or amended.

As required, the College shall conduct a survey of students relating to the effectiveness of this Policy, the incidence of Sexual Violent at the College, and any other matter mentioned in the PCC Act, 2005.