Rights, Responsibilities & Supports During the DHPP Complaint Resolution Process
If you have experienced discrimination or harassment based on a protected ground under TMU’s Discrimination and Harassment Prevention Policy (DHPP), you can contact Human Rights Services to consult on the matter and/or make a complaint under the DHPP
The protected grounds are based on the Ontario Human Rights Code (external link) and they include age, ancestry, citizenship, colour, creed, disability, ethnic origin, family status, gender expression and gender identity, marital status, place of origin, race, receipt of public, assistance*, record of offences**, sex and sexual orientation.
*Receipt of Public Assistance applies only in the area of housing.
**Record of Offences applies only in the area of employment.
At any meeting or interview related to a complaint under the DHPP, the Complainant and Respondent have a right to have their union/association representative present. A Complainant and a Respondent who do not have union representation may have a support person, such as a friend, relative or partner, present at complaint proceedings.
Anyone involved in the complaint process who requires interpreters, including sign language interpreters, will be provided with them where applicable.
Unionized staff have a right to union representation.
- Full-time undergraduate students seeking support navigating the complaint process can contact the Student Issues and Advocacy Coordinator at email@example.com or 416-979-5255 ext. 2325.
- Students who are registered in the Chang School of Continuing Education, in an undergraduate part-time degree or as a graduate student can contact the CESAR Student Advocate at firstname.lastname@example.org or 416-979-5000 ext. 1-7056.
- Students can also contact the Centre for Student Development and Counselling which offers free, confidential counselling services in a professional and friendly environment. Contact them at the Centre for Student Development and Counselling or 416-979-5195.
- Staff have access to support through Human Resources.
- Certain employee groups can avail themselves of TMU's Employee and Family Assistance Program (EFAP).
- Toronto Metropolitan University is committed to ensuring an environment and culture of confidentiality where people feel safe to report and seek support for their concerns.
- Complainants, Respondents and witnesses are expected to keep the details of any case confidential, outside of their circle of support, in order to preserve the integrity of the investigation and decision-making process.
Limits of confidentiality
There are limits or exceptions to confidentiality during an investigation process. Human Rights Services cannot maintain confidentiality when:
- An individual is at risk of life-threatening self-harm;
- An individual is at risk of harming others;
- There is a risk to the safety of the university and/or broader community;
- Disclosure is required by law;
- for instance, under the Child and Family Services Act, reporting is legally required if an incident involves a child 16 or under; or,
- to comply with the Occupational Health and Safety Act or Ontario Human Rights Code; and/or
- Where it is necessary to implement the complaint resolution process or interim measures during the investigation and decision-making process; and/or,
- Where it is necessary to engage with relevant university offices having jurisdiction over the parties in order to support and fulfill management’s duty to maintain an environment free of discrimination and harassment.
These above circumstances represent exceptions, not the rule, and are necessary to ensure the university is meeting its legal obligations.
Every member of the TMU community has a right to claim and enforce their rights under the Discrimination and Harassment Prevention Policy, to provide evidence and to participate in proceedings under this policy without reprisal or threat of reprisal. Any claims of reprisal will also be investigated and responded to