Human Rights Policy – May 19, 2021

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HUMAN RIGHTS POLICY

Policy Type:

Management

Initially

Approved:

June 27, 2013

Policy

Sponsor:

General Counsel

and University

Secretary

Last

Revised:

May 19, 2021

Primary

Contact:

Associate General

Counsel

Review

Scheduled:

May 19, 2026

Approver:

Board of Governors

PURPOSE

Mount Royal is committed to creating and maintaining a supportive working and learning

environment that is free from Discrimination and Harassment as defined under the Alberta Human

Rights Act (“the Act”). In keeping with efforts to establish and maintain an environment in which the

dignity and worth of all members of the University community are respected, it is the policy of the

University that Discrimination and Harassment of students, employees and visitors to our campus

is unacceptable and will not be tolerated.

SCOPE

This Policy applies to all employees (full-time, part-time, casual, contract employees), to all

students (full-time, part-time, credit and non-credit) attending classes at the University. In general,

the Policy applies in employment and the provision of services, including educational settings inside

and outside of the classroom and other services such as the BookStore and Recreation. Persons

present at the University who are not employees or students are also expected to abide by the

provisions of this Policy. Such persons who violate the Policy may be asked to leave the premises.

POLICY STATEMENT

PRINCIPLES

1.1

The University recognizes the rights of individuals to participate fully in the life of

the institution.

1.2

The University promotes awareness, advocacy and learning partnerships amongst

the whole of the University community. In recognition of the diverse population it

serves, the University is committed to providing a respectful, inclusive, and Barrier-

free environment within the limits of Undue Hardship.

1.3

The principles of this Policy are intended to be used in support of any decisions

made through other University policies, where the Act is applicable.

1.4

The University recognizes the variety of rights enjoyed by members of the campus

community, including rights that are unique to the campus environment, such as

academic freedom. Notwithstanding the range of values and interests held by

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members of our community, international conventions, the Canadian Charter of

Rights and Freedoms, provincial Human Rights legislation and legal decisions all

recognize the paramount importance and unique status of human rights. Academic

freedom does not imply the right to engage in any action that demeans the freedom

or dignity of other individuals in the campus community.

1.5

All members of the University community will be treated equitably under all

University policy.

1.6

All members of the University community have a responsibility for ensuring that

the institution's learning and working environment is free from Discrimination or

Harassment. All employees in a teaching or supervisory position bear a significant

responsibility for promoting a learning and working environment free from

Discrimination or Harassment. It is the responsibility of a manager, supervisor,

instructor, or faculty member to take immediate and appropriate action to report or

deal with incidents of Discrimination or Harassment of any type, whether brought

to their attention or personally observed. Under no circumstances should a

concern or a complaint be dismissed or downplayed nor should anyone be told to

deal with it personally. The University has resources available to address conduct

related matters, and all members of the University community should be aware of

University policies or processes that allow for individuals to raise a concern or

make a complaint.

1.7

The University has a duty to provide reasonable accommodation up to the point of

Undue Hardship.

1.8

Nothing in this Policy or any other University policy shall detract from the right of

an employee or student to make inquiries or register a complaint, at any time, as

appropriate, through:

a human rights complaint with the Alberta Human Rights Commission

within one year of the alleged contravention of the Act;

their own Association’s internal processes;

a complaint under the Occupational Health and Safety Act;

criminal charges.

DEFINITIONS

(1)

Discrimination:

means any action or threat of action related to a protected

ground in the Alberta Human Rights Act when the action or

threat of action results in loss of or limit on opportunities to: (i)

work or study, (ii) to fully participate in the workplace or

classroom, or (iii) offends the dignity of the person. Protected

grounds as defined by the Human Rights Act are race, colour,

ancestry, place of origin, religious beliefs, gender, gender

identity, gender expression, age, physical disability, mental

disability, marital status, family status, source of income, and

sexual orientation.

(2)

Harassment:

means any single incident or repeated incidents of

objectionable or unwelcome conduct, comment, bullying or

action by a person that the individual knows or ought

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reasonably to know will or would cause offence or humiliation,

or adversely affects the individual’s health and safety, and

includes Discrimination and Sexual Harassment.

(3)

Policy:

means the Human Rights Policy

(4)

Sexual Harassment: means unwanted or uninvited sexual advances, remarks,

gestures, sounds and actions that make a person feel unsafe,

intimidated, degraded or uncomfortable, or their sexual

integrity is compromised, even if the person harassing claims

to have been only joking or didn’t mean to offend. It includes

bullying or coercion of a sexual nature, unwanted sexual

attention or requests for sexual favours. It can also include

threatening and/or unwanted phone calls, text messages, e-

mails, letters and unwanted gifts.

(5)

Undue Hardship:

Undue Hardship refers to unreasonable and excessive

challenges for the institution which may include but are not

limited to:

(i) The financial cost of the accommodation(s) will hurt the

viability of the institution; and/or

(ii) There is significant interference with the rights of others;

and/or

(iii) There are health and safety concerns; and/or

(iv) The accommodation would compromise Bona Fide

Educational or Occupational Requirements.

(6)

University:

means Mount Royal University

RELATED POLICIES

•

Academic Accommodation for Students Experiencing Disabilities Policy

•

Code of Conduct – Employees Policy

•

Code of Student Community Standards Policy

•

Code of Student Academic Integrity Policy

•

Protected Disclosure (“Whistleblower”) Policy

•

Gender-Based Violence and Misconduct Prevention and Response Policy

•

Universal Access Policy

•

Workplace Violence and Harassment Prevention Policy

RELATED LEGISLATION

•

Alberta Freedom of Information and Protection of Privacy Act

•

Alberta Health Information Act

•

Alberta Human Rights Act

•

Alberta Occupational Health and Safety Act

•

Canadian Charter of Rights and Freedoms

RELATED DOCUMENTS

Human Rights Policy – May 19, 2021

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REVISION HISTORY

Date

(mm,dd,yyyy)

Description of

Change

Sections

Author

(Position Title)

Approver

(Position Title)

06/27/2013

NEW

01/22/2020

Editorial

Template Update

Policy Specialist

University Secretary

05/19/2021

Expedited Policy

Revision

All Sections

Policy Specialist

President and Vice-

Chancellor

09/08/2023

Editorial

Definitions

Related Policies

Policy Advisor

General Counsel and

University Secretary