{"id":3,"date":"2017-06-01T20:26:35","date_gmt":"2017-06-01T20:26:35","guid":{"rendered":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/home\/"},"modified":"2021-08-04T17:00:49","modified_gmt":"2021-08-04T21:00:49","slug":"home","status":"publish","type":"page","link":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/","title":{"rendered":"Home"},"content":{"rendered":"<style> \r\n\r\n#in {margin-left: 30px; padding: 0px 15px;}\r\n\r\n#inb {margin-left: 30px; margin-bottom: 0px; padding: 0px 15px; font-size: 10pt;}\r\n\r\n#inbu {\r\n    margin-top: -10px; \r\n    margin-bottom: 5px;\r\n}\r\n\r\n#inner {\r\n    margin-left: 60px; \r\n    padding: 0px 15px; \r\n    list-style-type: circle;\r\n}\r\n\r\n#fs {\r\n    font-size: 10pt;\r\n    font-weight: bold;  \r\n    margin-top: 5px;\r\n}\r\n\r\n.box {\r\n    border: 1px solid #ccc; \r\n    padding: 25px; \r\n    width: 90%; \r\n    margin: 0 auto; \r\n    font-size: 10pt;\r\n}\r\n\r\n#qabox {\r\n    width: 90%;\r\n    margin: auto;\r\n    padding: 25px 0px;\r\n}\r\n\r\n#as {\r\n    font-weight: normal;\r\n}\r\n\r\n.qm {\r\n    height: 20px; \r\n    margin-bottom: -3px; \r\n    padding: 0px; \r\n    display: inline-block;\r\n}\r\n\r\n.pf {font-size:.9em;}\r\n\r\n\r\n\r\n.tooltipa {\r\n    position: relative; \r\n    display:inline; \r\n    cursor:pointer;\r\n    margin: 0px;\r\n}\r\n\r\n.tooltipa .tooltiptext {\r\n    visibility: hidden;\r\n    \/*width: 200px;*\/\r\n    background-color: #fff;\r\n    color: #000;\r\n    font-size: .9em;\r\n    line-height: 1.2em; \r\n    text-align: left;\r\n    padding: 10px;\r\n    border-radius: 6px;\r\n    border: 2px solid #000;\r\n\r\n \r\n    \/* Position the tooltip text - see examples below! *\/\r\n    width: 400px;\r\n    bottom: 120%;\r\n    left: 50%;\r\n    margin-left: -300px;  \/* Use half of the width (120\/2 = 60), to center the tooltip *\/\r\n    position: absolute;\r\n    z-index: 1000;\r\n}\r\n\r\n\r\n.tooltipa .tooltiptextb {\r\n    visibility: hidden;\r\n   \/* width: 200px;*\/\r\n    background-color: #fff;\r\n    color: #000;\r\n    font-size: .9em;\r\n    line-height: 1.2em; \r\n    text-align: left;\r\n    padding: 10px;\r\n    border-radius: 6px;\r\n    border: 2px solid #000;\r\n\r\n \r\n    \/* Position the tooltip text - see examples below! *\/\r\n    width: 400px;\r\n    bottom: 120%;\r\n    left: 50%;\r\n    margin-left: -100px;  \/* Use half of the width (120\/2 = 60), to center the tooltip *\/\r\n    position: absolute;\r\n    z-index: 1000;\r\n}\r\n\r\n\r\n\r\n\r\n\/* Show the tooltip text when you mouse over the tooltip container *\/\r\n\r\n.tooltipa:hover .tooltiptext, .tooltipa:hover .tooltiptextb {\r\n    visibility: visible;\r\n}\r\n\r\n.dc_accordion .dc_accordion-body{ overflow:visible!important; }\r\n\r\n\r\n<\/style>\n<img decoding=\"async\" loading=\"lazy\" class=\"alignright size-full wp-image-6\" src=\"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-content\/uploads\/sites\/165\/banner_peace.jpg\" alt=\"\" width=\"1920\" height=\"518\" srcset=\"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-content\/uploads\/sites\/165\/banner_peace.jpg 1920w, https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-content\/uploads\/sites\/165\/banner_peace-800x216.jpg 800w, https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-content\/uploads\/sites\/165\/banner_peace-768x207.jpg 768w, https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-content\/uploads\/sites\/165\/banner_peace-1200x324.jpg 1200w\" sizes=\"(max-width: 1920px) 100vw, 1920px\" \/>\n<h1>Dawson College Policy to Stem Violence, Discrimination, Harassment, and Abuse of Power: A Brief Q&amp;A<\/h1>\n<p>Since its inception nearly 50 years ago, Dawson College has strived to create a safe and respectful environment for all its students and employees.\u00a0 More recently,\u00a0 to emphasize its commitment, the College has included the value of sustainable well-being for all in its <a href=\"https:\/\/www-chris.dawsoncollege.qc.ca\/strategic-plan\/wp-content\/uploads\/sites\/163\/dawson-strategic-plan-2016-2021_revised_2020-spread.pdf\">Strategic Plan for 2016-2021<\/a>.<\/p>\n<p>The Committee to Stem Violence, Harassment and the Abuse of Power is a parity committee at Dawson whose main role is to educate the community and eradicate misconceptions about what constitutes harassment and how to deal with it.\u00a0 For this purpose, the Committee developed this webpage dedicated to providing clear information on the subject in the form of the FAQ below.<\/p>\n\n\t\t<style>\n\n\n\t\t\t\n\t\t\t.dc_accordion .dc_accordion-body:before{\n\t\t\t\tdisplay: block;\n\t\t\t\theight: 10px;height: 1rem;\n\t\t\t\tcontent: \"\";\n\t\t\t}\n\n\t\t\t\n\n\n\t\t<\/style>\n\n\n\t\t<div id=\"what-is-harassment\" class=\"new dc_accordion  multiple\" style=\"\" ><h2 class=\"dc_accordion-title highlighta\" ><a class=\"\" style=\"\" href=\"#what-is-harassment\">What is harassment?<\/a><\/h2><div class=\"dc_accordion-body \" style=\"\" ><ul>\n<li id=\"in\">Harassment is any form of\n<div class=\"tooltipa\">vexatious behaviour <img decoding=\"async\" class=\"qm\" src=\"\/wp-content\/uploads\/sites\/165\/qm2.png\" \/><span class=\"tooltiptext\"><b>Vexatious behaviour<\/b> is behaviour that is humiliating, offensive or abusive for the person on the receiving end. It injures the person\u2019s self-esteem and causes him anguish. It exceeds what a reasonable person considers appropriate within the context of his work.<\/span>, displayed through words or gestures, which is repetitive, hostile or unwanted.<\/div>\n<\/li>\n<li>Harassment comes in many forms, including, but not limited to:<\/li>\n<li id=\"inner\">Sexual Harassment;<\/li>\n<li id=\"inner\">Psychological Harassment; or<\/li>\n<li id=\"inner\">\n<div class=\"tooltipa\">Discriminatory Harassment <img decoding=\"async\" class=\"qm\" src=\"\/wp-content\/uploads\/sites\/165\/qm2.png\" \/><span class=\"tooltiptextb\"><b>Discriminatory harassment<\/b> is harassment based on an individual\u2019s race, colour, sex, pregnancy, sexual orientation, civil status, age, religion, political convictions, language, ethnic or national origin, social condition, or a handicap.<\/span><\/div>\n<\/li>\n<li id=\"in\">Such behaviour affects the individual\u2019s dignity or psychological or physical integrity, and leads to a harmful work or study environment for an employee or student.<\/li>\n<li id=\"in\"><b>A single, serious incident<\/b> may constitute harassment if it can be shown to have a <b>lasting harmful effect<\/b> on a person.<\/li>\n<\/ul>\n<p><b>Further Information<\/b><\/p>\n<p id=\"fs\">Commission des normes, de l\u2019\u00e9quit\u00e9, de la sant\u00e9 et de la s\u00e9curit\u00e9 du travail (CNESST)<\/p>\n<ul id=\"inbu\">\n<li id=\"inb\"><a id=\"as\" href=\"http:\/\/www.cnt.gouv.qc.ca\/en\/in-case-of\/psychological-harassment-at-work\/index.html\">Labour Standards: Psychological Harassment at Work<\/a><\/li>\n<li id=\"inb\"><a id=\"as\" href=\"http:\/\/www.cnt.gouv.qc.ca\/en\/in-case-of\/psychological-harassment-at-work\/examples\/index.html\">Examples: What Constitutes Psychological Harassment at Work<\/a><\/li>\n<li id=\"inb\"><a id=\"as\" href=\"http:\/\/www.cnt.gouv.qc.ca\/en\/situations-of-life-at-work\/psychological-harassment-can-be-prevented\/index.html\">Video Capsules<\/a><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p id=\"fs\">Government of Quebec<\/p>\n<ul id=\"inbu\">\n<li id=\"inb\"><a id=\"as\" href=\"http:\/\/legisquebec.gouv.qc.ca\/en\/ShowTdm\/cs\/N-1.1\">Act Respecting Labour Standards<\/a><\/li>\n<\/ul><\/div><\/div>\n<div id=\"what-should-i-do-if-i-believe-i-am-being-harassed\" class=\"new dc_accordion  multiple\" style=\"\" ><h2 class=\"dc_accordion-title highlighta\" ><a class=\"\" style=\"\" href=\"#what-should-i-do-if-i-believe-i-am-being-harassed\">What should I do if I believe I am being harassed?<\/a><\/h2><div class=\"dc_accordion-body \" style=\"\" ><p>Take action as soon as possible. Whenever possible, <b>students and employees are encouraged to attempt to resolve conflicts directly<\/b>.<\/p>\n<ul>\n<li id=\"in\">If possible, speak directly to the person who is causing you distress.<\/li>\n<li id=\"in\">Identify the behaviour that is upsetting you and ask them to stop and correct it.<\/li>\n<\/ul>\n<p>If you are not comfortable approaching the person directly, or if open discussion fails to improve the situation, you can <b>report the situation to a College supervisor or manager<\/b>. Students should speak to the Director of Student Services or the College Ombudsperson.<\/p>\n<p>If the behaviour continues, begin to keep a record. Note down the person&#8217;s comments, actions or gestures, as well as the date, time, place and any witnesses to the event(s).<\/p>\n<p>If you decide to report the situation, it will help you to be familiar with the College\u2019s full <a href=\"\/wp-content\/external-includes\/spdocs\/documents\/bog-hr-01-stem-violence-discrimination-harassment-and-abuse-of-power.pdf\">Policy to Stem Violence, Discrimination, Harassment and Abuse of Power<\/a> (<a href=\"psvdhap\">HTML<\/a>). It outlines, in detail, the steps that are to be followed once a complaint is made.<\/p><\/div><\/div>\n<div id=\"what-happens-if-i-decide-to-report-a-case-of-harassment\" class=\"new dc_accordion  multiple\" style=\"\" ><h2 class=\"dc_accordion-title highlighta\" ><a class=\"\" style=\"\" href=\"#what-happens-if-i-decide-to-report-a-case-of-harassment\">What happens if I decide to report a case of harassment?<\/a><\/h2><div class=\"dc_accordion-body \" style=\"\" ><p>The Director of Human Resources (college employees) or the Director of Student Services (students) will first <a href=\"psvdhap\/#a64\">determine the admissibility<\/a> of your complaint. He\/she may recommend a less formal approach to resolving the situation, or recommend that you submit a formal written complaint.<\/p>\n<p id=\"fs\">READ THE <a href=\"http:\/\/www.cnt.gouv.qc.ca\/en\/in-case-of\/psychological-harassment-at-work\/index.html#c8479\">CRITERIA<\/a> FOR HARASSMENT (CNESST)<\/p>\n<p>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<\/p>\n<p><a href=\"psvdhap\/#mediation\"><b>Mediation<\/b><\/a><br \/>\nMediation brings together only those persons concerned by the situation, with an impartial third party (the &#8216;mediator&#8217;). 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.<\/p>\n<p><a href=\"psvdhap\/#investigation\"><b>Investigation<\/b><\/a><br \/>\nIn 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 \u201creasonable person\u201d in a similar situation as the complainant would also conclude that the cited behaviour was vexatious.<\/p>\n<p>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 <a href=\"psvdhap\/#a52\">confidant<\/a>.<\/p><\/div><\/div>\n<div id=\"i-am-a-student-where-can-i-go-for-advice\" class=\"new dc_accordion  multiple\" style=\"\" ><h2 class=\"dc_accordion-title highlighta\" ><a class=\"\" style=\"\" href=\"#i-am-a-student-where-can-i-go-for-advice\">I am a student. Where can I go for advice?<\/a><\/h2><div class=\"dc_accordion-body \" style=\"\" ><p>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.<\/p>\n<p><b>Director of Student Services<\/b><br \/>\nMonique Magnan<br \/>\nIn person: 4E.2-1<br \/>\nTelephone: (514) 931-8731 ext. 1204<br \/>\nEmail: <a  href=\"mailto:&#x6d;&#x6d;&#x61;&#x67;&#110;&#97;n&#64;d&#x61;&#x77;&#x73;&#x6f;&#110;&#99;oll&#x65;&#x67;&#x65;&#x2e;&#113;&#99;&#46;ca\" data-wg-notranslate>mm&#97;&#103;&#110;&#97;&#x6e;&#x40;&#x64;&#x61;&#x77;so&#110;&#99;&#111;&#108;&#x6c;&#x65;&#x67;&#x65;&#x2e;qc&#46;&#99;&#97;<\/a>\n<p><b>Ombuds Services<\/b><br \/>\nDawson Ombudsperson<br \/>\nIn person: 4E.2-5<br \/>\nTelephone: 514-931-8731 ext. 1191<br \/>\nEmail: <a  href=\"mailto:&#111;&#x6d;&#98;&#x75;d&#x73;p&#101;&#x72;&#115;&#x6f;n&#x40;d&#97;&#x77;&#115;&#x6f;n&#x63;o&#108;&#x6c;&#101;&#x67;e&#x2e;q&#99;&#x2e;&#99;&#x61;\" data-wg-notranslate>&#x6f;&#x6d;&#98;ud&#x73;&#x70;&#101;&#114;s&#x6f;&#x6e;&#64;&#100;a&#x77;&#x73;&#x6f;&#110;co&#x6c;&#x6c;&#101;&#103;e&#x2e;&#x71;&#99;&#46;c&#x61;<\/a>\n<p>If you choose to file a formal complaint, it will help you to be familiar with the College\u2019s full <a href=\"\/wp-content\/uploads\/sites\/165\/bog-hr-01-stem-violence-discrimination-harassment-and-abuse-of-power-october-2014-adopted-revision.pdf\">Policy to Stem Violence, Discrimination, Harassment and Abuse of Power<\/a> (<a href=\"psvdhap\">HTML<\/a>). It outlines, in detail, the steps that are to be followed once a complaint is made.<\/p><\/div><\/div>\n<div id=\"i-am-a-dawson-college-employee-where-can-i-go-for-advice\" class=\"new dc_accordion  multiple\" style=\"\" ><h2 class=\"dc_accordion-title highlighta\" ><a class=\"\" style=\"\" href=\"#i-am-a-dawson-college-employee-where-can-i-go-for-advice\">I am a Dawson College employee. Where can I go for advice?<\/a><\/h2><div class=\"dc_accordion-body \" style=\"\" ><p>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&#8217;s representative on the Labour Relations Committee.<\/p>\n<p>It is important that you familiarize yourself with the College\u2019s <a>policy<\/a> (HTML). It outlines, in detail, the steps that are to be followed once a complaint is made.<\/p>\n<p>You may also consult the <a href=\"http:\/\/www.cnt.gouv.qc.ca\/en\/in-case-of\/psychological-harassment-at-work\/index.html\">Quebec Labour Standards<\/a> website, which offers numerous tips and provides <a href=\"http:\/\/www.cnt.gouv.qc.ca\/en\/in-case-of\/psychological-harassment-at-work\/examples\/index.html\">examples<\/a> as to what may constitute harassment in the workplace.<\/p>\n<p><b>Department of Human Resources<\/b><br \/>\nSoula Tsafaras, Coordinator of Human Resources<br \/>\nIn person: Room 4B.7-7<br \/>\nTelephone: (514) 931-8731 ext. 1372<br \/>\nEmail: <a  href=\"mailto:&#115;t&#115;a&#102;a&#x72;a&#x73;&#64;&#x64;a&#x77;s&#x6f;n&#x63;o&#x6c;l&#x65;g&#x65;&#46;&#x71;&#99;&#x2e;&#99;&#x61;\" data-wg-notranslate>s&#116;&#115;&#97;&#x66;&#x61;&#x72;as&#64;&#100;&#x61;&#x77;&#x73;&#x6f;nc&#111;&#108;&#x6c;&#x65;&#x67;&#x65;&#46;&#113;&#99;&#46;&#x63;&#x61;<\/a>\n<p><b>Union Labour Relations Committee (CRT)<\/b>:<\/p>\n<ul id=\"inbu\">\n<li><a id=\"as\" href=\"http:\/\/adpmontreal.ca\">Association of Dawson Professionals<\/a><\/li>\n<li id=\"inb\"><a id=\"as\" href=\"https:\/\/www.dssu.qc.ca\/\">Dawson Support Staff Union<\/a><\/li>\n<li id=\"inb\"><a id=\"as\" href=\"http:\/\/www.dtu.qc.ca\/\">Dawson Teachers\u2019 Union<\/a><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>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 <a href=\"psvdhap\/#a52\">confidant<\/a>.<\/p><\/div><\/div>\n<div id=\"what-if-i-am-accused-of-harassment\" class=\"new dc_accordion  multiple\" style=\"\" ><h2 class=\"dc_accordion-title highlighta\" ><a class=\"\" style=\"\" href=\"#what-if-i-am-accused-of-harassment\">What if I am accused of harassment?<\/a><\/h2><div class=\"dc_accordion-body \" style=\"\" ><p>If a student or fellow employee accuses you of harassment, you can seek advice from a college supervisor or manager.<\/p>\n<p>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&#8217;s Labour Relations Committee (CRT) representative.<\/p>\n<p>All parties involved will be <b>treated with respect and fairness<\/b>, and the College will conduct all interventions with diligence, impartiality and integrity.<\/p>\n<p>Anyone filing a complaint, or being accused, under this policy has the <b>right to be assisted and advised by a resource person of his\/her choice<\/b> to act as <a href=\"psvdhap\/#a52\">confidant<\/a>. When possible, the College will provide this confidant with release time, to assist in the processing of the complaint.<\/p><\/div><\/div>\n<div id=\"why-do-we-have-this-policy\" class=\"new dc_accordion  multiple\" style=\"\" ><h2 class=\"dc_accordion-title highlighta\" ><a class=\"\" style=\"\" href=\"#why-do-we-have-this-policy\">Why do we have this policy?<\/a><\/h2><div class=\"dc_accordion-body \" style=\"\" ><p>This policy has been developed in light of the College\u2019s 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).<\/p>\n<p>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\u2019s 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.<\/p>\n<p>Dawson\u2019s <a href=\"\/wp-content\/uploads\/sites\/165\/bog-hr-01-stem-violence-discrimination-harassment-and-abuse-of-power-october-2014-adopted-revision.pdf\">Policy to Stem Violence, Discrimination, Harassment and Abuse of Power<\/a> (<a href=\"psvdhap\">HTML<\/a>) guides the College\u2019s practices and helps ensure that we comply with laws, regulations and government requirements concerning harassment.<\/p>\n<p>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.<\/p><\/div><\/div>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Dawson College Policy to Stem Violence, Discrimination, Harassment, and Abuse of Power: A Brief Q&amp;A Since its inception nearly 50 years ago, Dawson College has strived to create a safe and respectful environment for all its students and employees.\u00a0 More recently,\u00a0 to emphasize its commitment, the College has included the value of sustainable well-being for&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"_links":{"self":[{"href":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-json\/wp\/v2\/pages\/3"}],"collection":[{"href":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-json\/wp\/v2\/comments?post=3"}],"version-history":[{"count":10,"href":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-json\/wp\/v2\/pages\/3\/revisions"}],"predecessor-version":[{"id":51,"href":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-json\/wp\/v2\/pages\/3\/revisions\/51"}],"wp:attachment":[{"href":"https:\/\/www-chris.dawsoncollege.qc.ca\/respect\/wp-json\/wp\/v2\/media?parent=3"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}