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Complaint Policy

If you have a reason to believe that a complaint against a university employee is warranted, you should attempt to resolve your differences with the employee where possible and where circumstances warrant. However, you may make a complaint informally or formally without first attempting to discuss it with the employee.

You may bring an informal complaint to the attention of the director of the School of Social Work who will attempt, when feasible, to resolve the issue informally to the student's satisfaction. No formal discipline will be applied to an employee as a result of a successful informal process.

If no informal resolution is attempted, or in situations where informal attempts are unsuccessful, you may make a written complaint to the Office of Student Affairs (located at UC 5029) within six months of the action causing the complaint. The complaint is then presented to the appropriate vice-president, who will decide what investigative action should be taken. All investigative action will include interviews with the student and the employee complained about. The vice-president will adhere to the collective agreement relevant to the employee complained about. In cases where the student is being taught or supervised by this person, the name of the student will not be disclosed to the employee until after the grades are submitted (unless the student consents to disclosure before the grades are submitted).

The Office of Student Affairs will assist students in following the complaint process unless it sees absolutely no merit to the complaint. Complaints regarding academic appeals or sexual harassment will be dealt with through the academic appeal policy or the sexual harassment policy rather than the complaint policy.

Sexual Harassment
The School of Social Work does not tolerate any form of sexual harassment and promotes Memorial's sexual harassment policy. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, unnecessary touching or patting, suggestive remarks or other verbal abuse, leering at a person's body, compromising invitations, physical assault and any other verbal or physical conduct of a sexual nature directed at an individual(s) by a person who knows or ought reasonably to know that such attention is unwanted. The person alleged to have harassed another shall be referred to as the 'subject of the complaint'.

Sexual harassment occurs when:

(a) such conduct has the purpose or effect of unreasonably interfering with an individual's academic or work performance or creating an intimidating, hostile or offensive environment for learning or working;

or

(b) Submission to, or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual's employment, academic status or academic accreditation;

or

(c) Submission to, or rejection of such conduct by an individual is used as the basis for evaluations, recommendations or decisions affecting any term or condition of an individual's employment, academic status or academic accreditation.

Sexual harassment as defined above may be a subject for discipline.

The University's Sexual Harassment Advisor is Cathy Morris, whose office is located at UC 3000 or you may telephone her at 864-2015 or e-mail her at cbmorris@mun.ca.

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