Complainant

A person who alleges a breach of this policy has occurred which affects that person's ability to study, work, or live in the University environment.

Respondent

A person who has, in the view of a complainant, committed a breach of this policy that affects the complainant's ability to study, work, or live in the University environment.

Consultant

Any member of the Consultation Committee as provided in this policy who shall:

• provide advice to the complainant, if this is what the complainant is seeking;
• at the request of the complainant, discuss the situation informally with the respondent, or
• at the request of the complainant or the respondent, attempt to mediate the dispute.

Appropriate Supervisor

Member of the University Community

Any student, employee, volunteer, person participating in a non-credit program offered by the University, person invited to participate in a University sponsored event, contractor or guest of the University.

Administrator

The University employee with the authority to conduct an investigation that may lead to disciplinary measures being taken against a member of the University community. An Administrator may, subject to the provisions of a collective agreement or any other University policy, delegate the conduct of such an investigation on a case-by-case basis.

Without limiting the generality of the above, "Administrator" means:

In the case of:	The Appropriate Supervisor is:
President	Chair of the Board of Governors
Vice-President (VP)	President
Associate Vice-President (AVP)	VP to whom the AVP reports
Dean or University Librarian	VP (Academic)
Faculty Member	Person specified in the Faculty Handbook
Executive Director	VP to whom the Executive Director reports
Any other University employee	Dean, University Librarian, or Executive Director, of the unit to which the employee reports
Student	Dean of the Faculty or School in which the student is registered, or AVP (Student Services)
Any other person	President

Supervisory Authority

Includes but is not limited to the authority exercised:

• by one employee over other employees by virtue of the first employee's position in the University hierarchy; or by a teacher, whether Faculty Member, Academic Assistant, Professional Librarian, sessional instructor, or recreational program instructor over the students in his/her class; or by a coach over athletes; or by a University employee over a student, when the employee's job requires he/she be responsible for the activities or actions of students; or
• by the Board over an individual employee or student; or
• similar control or influence held by one member of the University community over another member of the University community.

Written Complaint

An allegation in writing, signed and dated, received by a University administrator from a complainant or from any person who has first hand knowledge of a breach of this policy.

Harassment

Conduct or comments that are intimidating, threatening, demeaning, or abusive and may be accompanied by direct or implied threats to grade(s), status, or job. Harassment can occur between people of differing authority or of similar authority. Harassment may be directed at individuals or at a group. Harassment has the impact of creating an environment that is hostile and limits individuals in the pursuit of educational, research, work or personal development goals related to the individual's membership in the University community.

Harassment includes sexual harassment. Sexual harassment includes but is not limited to unwanted sexual advances, unwanted requests for sexual favours, and other unwanted verbal or physical conduct of a sexual nature when submission to such conduct is made either explicitly or implicitly a term or condition of an individual's educational, employment or personal development progress as a member of the University community or when submission to or rejection of such conduct by an individual affects that individual's educational, employment or personal development progress as a member of the University community.

Harassment includes hazing. Hazing includes but is not limited to initiation activities that are abusive or humiliating and which subject the object of the activity to physical or emotional danger.

Behaviour need not be intentional to constitute harassment. Harassment occurs when an objective reasonable person in the position of an individual claiming harassment would find the conduct or comments would have the impact of creating a hostile environment and objections to the conduct or comments have been raised to the person responsible for the conduct or comments but the conduct or comments continue.

Collective Agreement

The University of Lethbridge Faculty Handbook and the Agreement Between the University of Lethbridge Board of Governors and the Alberta Union of Provincial Employees on Behalf of Local 053, or either of them.

Other University Policy

Includes but is not limited to Policy and Procedures Manuals for employees who are not included in any University collective agreement.