Report Sexual Violence

MacEwan students, faculty and staff have several options for filing a complaint at MacEwan University.

Confidence Line

You may choose to file an anonymous complaint using the Confidence Line, which is a free, third-party confidential service for MacEwan students, staff and faculty to report any concern related to the university. The university may be limited in its ability to investigate or take action due to available information and requirements for due process. You can access the Confidence line toll-free by calling 1-800-661-9675 or by visiting the website. If you choose to file a report with the Confidence Line, you can expect to receive a response in the system within five business days.

CONFIDENCE LINE

Sexual Violence Response Coordinator

Students, faculty and staff can file a complaint with the Sexual Violence Response Coordinator. You will be asked to provide a written statement summarizing your complaint, which will be shared with the Sexual Violence Response Team (SVRT), a group of university employees who are responsible for overseeing investigations into sexual violence. The SVRT will conduct an initial review of the written statement and determine whether the complaint falls within MacEwan University’s jurisdiction to investigate under the Sexual Violence Policy.

• If the complaint does not fall within MacEwan University's jurisdiction under the Sexual Violence Policy, there will be no investigation.
• If the complaint falls within MacEwan University’s jurisdiction, SVRT will inform an investigator, who will begin an investigation.

SEXUAL VIOLENCE POLICY

Student Conduct Officer

Students also have the option of filing a complaint with the Student Conduct Officer, who is responsible for addressing student disciplinary situations and ensuring compliance with university policies. Students can meet with the Student Conduct Officer to discuss their concerns, with or without choosing to file a formal complaint. If you choose to file a complaint with the Student Conduct Officer, they will typically be responsible for any subsequent investigation.

LEARN ABOUT THE OFFICE OF STUDENT CONDUCT

Supervisors and human resources consultants

Staff, including members of the MacEwan Staff Association and out-of-scope staff, also have the option of filing a complaint with their supervisor or their human resources consultant.

All faculty (continuing and sessional) can choose to file a complaint with their immediate supervisor, which may be the Faculty or School Dean, or their human resources consultant.

An investigation involves the collection of all applicable evidence, including interviewing the complainant (the person who files the complaint), respondent (the person who is the subject of the complaint) and relevant witnesses. During the course of an investigation, respondents are informed of the complaint that has been filed against them. This may include receiving a written copy or summary of your statement if you choose to file a complaint. During the investigation, the investigator may impose interim measures to ensure the safety of an individual involved in the complaint process or the safety of the campus community.

Examples of interim measures include no contact agreements between a complainant and a respondent, restrictions on the respondent’s access to certain areas of campus or the respondent being removed from classes, the workplace or residence.

The person responsible for investigating a complaint of sexual violence is dependent on the status of the respondent.

If the respondent is a student

The Student Conduct Officer investigates complaints regarding the behaviour of MacEwan University students. They will investigate the complaint of sexual violence according to procedures outlined in the Student Non-Academic Misconduct Policy and Procedure.

If the respondent is a staff member

The supervisor of the staff member, with support from Human Resources, will be responsible for overseeing any investigation. The person who conducts the investigation may be from Human Resources, or the University may choose to hire an external investigator. The investigator must investigate the complaint according to provisions in the MacEwan Staff Association (MSA) Collective Agreement if the respondent is an MSA member.

If the respondent is a continuing or sessional faculty member

The Dean of the faculty member's faculty or school is responsible for overseeing investigations into their behaviour. The Dean will often be supported by Human Resources in overseeing the investigation. The person who conducts the investigation, and the steps they take throughout the complaint process, will be determined by the Grant MacEwan University Faculty Association Collective Agreement.

Based on the investigation findings, a decision will be made regarding whether the Sexual Violence Policy was violated. This decision is made on a balance of probabilities (what was more likely to have occurred than not).

• If it is determined that the policy was not violated, the process ends.
• If it is determined that the policy was violated, the respondent may face disciplinary action.

Who makes decisions about discipline?

The person responsible for deciding if the sexual violence policy was breached, and if so, what disciplinary action is required, is dependent on the status of the respondent. Regardless of the decision-maker, the standard of proof for the finding of a breach of the policy is on a balance of probabilities (more likely to have occurred than not).

• If the respondent is a student, the decision-maker is the Associate Vice-President, Students and Teaching.
• If the respondent is a staff member, the decision-maker is the supervisor of the respondent in consultation with senior leadership.
• If the respondent is a faculty member, the decision-maker is the Dean of the respondent's faculty or school or the Provost.

There are a range of disciplinary actions that the decision-maker may recommend. Any possible disciplinary action is dependent on the status of the respondent.

If the respondent is a student

The range of possible disciplinary actions are outlined in the Student Non-Academic Misconduct Procedure. They include:

• A written warning or reprimand
• A discretionary sanction, such as being required to issue a formal apology
• A signed agreement of behavior expectations
• Loss of privileges, including denial of non-essential services or restriction of access to University property
• Imposition of terms and conditions on continued student status
• Suspension, on approval of the Associate Vice President Students
• Expulsion, on approval of the Provost and Vice President Academic

If the respondent is a staff member

Any disciplinary action imposed on an MSA staff member must follow the provisions outlined in the MacEwan Staff Association Collective Agreement. 

Discipline for MSA and out-of-scope staff can include, but is not limited to:

• Written warning
• Economic sanctions (suspension(s) without pay)
• Termination

If the respondent is a faculty member

Any disciplinary action imposed on a faculty member must be in accordance with provisions of the Grant MacEwan University Faculty Association Collective Agreement. Discipline can include:

• Letter of warning
• Letter of reprimand
• Suspension with pay
• Suspension without pay
• Dismissal

The respondent has a right to dispute or appeal aspects of the complaint process, including any possible disciplinary action.

If the respondent is a student

A student who is the subject of disciplinary action arising from a finding of a policy breach can appeal the imposition and/or the severity of the disciplinary action through an appeal hearing. The appeal hearing is conducted by an Appeal Panel consisting of:

• The Dean (Chair) of the respondent
• A full-time program student appointed by SAMU
• A member of the instructional faculty

The respondent and Associate Vice-President, Students and Teaching, are present during the appeal hearing. The complainant does not participate. The Appeal Panel may make a determination on either the finding of the policy breach, or the appropriateness of the disciplinary action taken, or both. 

If the respondent is a staff member

According to the provision of the MacEwan Staff Association Collective Agreement, a staff member who feels they have been unjustly disciplined or terminated may formally dispute any disciplinary consequence. MSA staff members may seek support and advocacy for dispute resolution from the MacEwan Staff Association. Out-of-scope staff may also seek informal resolution processes by contacting Human Resources if they dispute an aspect of the complaint process.

MSA COLLECTIVE AGREEMENT

If the respondent is a faculty member

The MacEwan University Faculty Association Collective Agreement outlines the process for faculty members to submit grievances, including grievances related to steps taken during a complaint process and/or disciplinary action. A grievance is an allegation that the collective agreement was violated that is raised by the faculty association on behalf of an employee towards an employer within the workplace. Faculty members may speak with the faculty association to learn more. 

FACULTY ASSOCIATION COLLECTIVE AGREEMENT

Anyone participating in a complaint process, including the complainant (the person who files the complaint) and the respondent (the person who is the subject of the complaint) has the right to a support person present with them during meetings or interviews. For all students, staff and faculty, the support person may be a friend, family member or colleague. Students may seek support from Wellness and Psychological Services (WPS). Bargaining unit staff members may choose to seek support and advocacy from the MacEwan Staff Association. Bargaining unit faculty members may also choose to seek support and advocacy from the Grant MacEwan University Faculty Association.

Additional support options may include trauma-informed counselling, modification options and referrals to community agencies that provide medical, counselling, legal, law enforcement and/or other services.

Counselling support for students

Any student currently enrolled in a credit course at MacEwan University can access free, professional counselling with Wellness and Psychological Services (WPS) psychologists and clinical social workers, who can support you with the emotional and mental impacts you may experience during a formal complaint process related to sexual violence.

To connect with a counsellor at WPS, you take part in an initial consultation, which is a 20- to 30-minute conversation where you discuss what you are going through and what kind of support you need. If you choose to attend an initial consultation, let the counsellor know that you are specifically seeking support as you go through a sexual violence complaint process. Initial consultations can be booked by emailing wps@macewan.ca.

Counselling support for staff and faculty

Any staff or faculty member on a MacEwan benefit plan can access voluntary and confidential short-term counselling and support services for any concern through the Employee and Family Assistance Program (EFAP). EFAP offers:

• Short-term professional counselling through a variety of options to best suit your comfort level and lifestyle: in-person, telephone, e-counselling, video, online
• A range of professional consultation support services such as legal, financial, child/elder care supports

Access to EFAP is available 24/7. Details about accessing EFAP are on Pensions and Benefits.

Private psychologists

Any staff member on a MacEwan benefit plan may choose to access trauma-informed counselling by a private psychologist. The Sexual Violence Response Coordinator can provide referrals to private psychologists as well as a range of community resources.

In the context of sexual violence, the term modifications refers to reasonable changes to certain rules, standards, policies, workplace cultures and physical environments to ensure that they do not have a negative effect on a person who has disclosed or filed a formal complaint of sexual violence. Modifications are provided to

• Address the impacts of sexual violence and trauma on a person’s ability to succeed in their educational or workplace setting
• Minimize the amount that a survivor must interact with the person(s) who caused or who are causing harm through acts of sexual violence.

Students and employees can meet with the Sexual Violence Response Coordinator to discuss modification options. Employees may also seek assistance in accessing modifications from immediate supervisors, Human Resources, the Grant MacEwan University Faculty Association or the MacEwan Staff Association for bargaining unit members. 

Some aspects of the complaint process differ for students, staff and faculty. For instance, the investigator and the range of possible disciplinary actions may depend on your affiliation with MacEwan University. Meet with our Sexual Violence Response Coordinator, who can explain the process as it relates specifically to students, staff, and faculty.

SCHEDULE AN APPOINTMENT

• When you tell another member of the MacEwan University community about an experience of sexual violence with the purpose of seeking support, that is called disclosure.
• When you submit a formal report of sexual violence to the University in accordance with the Sexual Violence Policy for the purpose of initiating an investigation and seeking consequences for the respondent, that is a complaint.

You can change your mind or withdraw at any point in the complaint process. However, the university may continue to investigate or contact the police or other authorities without your consent if the university:

• Has a legal duty to do so
• Believes that the safety of other members of the university community or the external community may be at risk