Higher Standard In Career Education
L.A.P.E. College Governs its Policy on Sexual Violence Pursuant to section 36.0.1 and 36.0.2 of the Private Career Colleges Act, 2005 and Ontario Regulation 415/06
Accommodation re sexual violence
L.A.P.E. College shall appropriately accommodate the needs of students who are affected by sexual violence.
(2) L.A.P.E. College shall charge NO fee for the provision of supports, services or accommodation to students who are affected by sexual violence, or for referring a student to any such supports or services that are available off-campus.
Sexual violence policy - 2018
All Members of L.A.P.E. College (as defined below) have a right to live, work, and study in an environment that is free from any form of Sexual Violence. This Policy and its related Protocol sets out the way in which L.A.P.E. College addresses Sexual Violence. It ensures that those affected by Sexual Violence are believed and appropriately accommodated and ensures that L.A.P.E. College has a process of investigation that protects the rights of individuals and holds individuals who have committed an act of Sexual Violence accountable.
This Policy and its related Protocol applies to all Members of L.A.P.E. College including but not limited to: all Students, employees, governors, contractors, suppliers of services, individuals who are directly connected to any L.A.P.E. College initiatives, volunteers, and visitors. This Policy and its related Protocol applies on campus and may also apply off-campus if the incident in question affects the safety, integrity and/or other interests of the L.A.P.E. College community and/or any Member of L.A.P.E. College.
Sexual Assault and Sexual Violence
Sexual Assault: A criminal offense under the Criminal Code of Canada. Sexual assault is any type of unwanted sexual act done by one person to another that violates the sexual integrity of the victim and involves a range of behaviors from any unwanted touching to penetration. Sexual assault is characterized by a broad range of behaviours that involve the use of force, threats, or control towards a person, which makes that person feel uncomfortable, distressed, frightened, threatened, or that is carried out in circumstances in which the person has not freely agreed, consented to, or is incapable of consenting to.
Sexual Violence: Any sexual act or act targeting a person’s sexuality, gender identity, or gender expression, whether the act is physical or psychological in nature, that is committed, threatened or attempted against a person without the person’s consent and includes sexual assault, sexual harassment, stalking, indecent exposure, voyeurism and sexual exploitation.
Consent: The voluntary and explicit agreement to engage in the sexual activity in question. It is the act of willingly agreeing to engage in the specific sexual behavior, and requires that a person is able to choose between two options: yes and no freedom. This means that there must be an
Understandable exchange of affirmative words, which indicates a willingness to participate in mutually agreed upon sexual activity.
It is also imperative that everyone understands the following additional information:
Silence or non-communication must never be interpreted as consent, and a person in a state of diminished judgment cannot consent.
Any sexual relationship between an employee and a student, where the employee teaches or has professional contact with the student as part of their employment responsibilities, is prohibited.
Any sexual relationship between an employee with supervising responsibilities and an employee who reports to them, directly or indirectly, must be reported to their manager and Human Resources who will work with the parties to address any potential conflict of interest.
Consent cannot be given on behalf of another person.
It is the responsibility of the initiator of sexual activity to ensure clear and affirmative responses are communicated at all stages of sexual engagement. It is also the initiator’s responsibility to know if the person they are engaging with sexually is a minor.
Workplace Sexual Harassment: This means engaging in a course of vexatious comments or conduct against a worker in a workplace because of sex, sexual orientation, gender identity, or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome or making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant, or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.
Other Relevant Terms
Acquaintance sexual assault: Sexual contact that is forced, manipulated, or coerced by a partner, friend or acquaintance.
Age of consent for sexual activity: The age at which a person can legally consent to sexual activity. In Canada, children under 12 can never legally consent to sexual acts. Sixteen is the legal age of consent for sexual acts. There are variations on the age of consent for adolescents who are close in age between the ages of 12 and 16. Twelve and 13 year-olds can consent to have sex with other youth who are less than 2 years older than themselves. Youth who are 14 and 15 years old may consent to sexual involvement that is mutual with a person who is less than 5 years older. Youths 16 and 17 years old may legally consent to sexual acts with someone who is not in a position of trust or authority.
Coercion: In the context of sexual violence, coercion is unreasonable and persistent pressure for sexual activity. Coercion is the use of emotional manipulation, blackmail, threats to family or friends, or the promise of rewards or special treatment, to persuade someone to do something they do not wish to do, such as being sexual or performing particular sexual acts.
Drug-facilitated sexual assault: The use of alcohol and/or drugs (prescription or not- prescription) by a perpetrator to control, overpower or subdue a victim for purposes of sexual assault.
Stalking: A form of criminal harassment prohibited by the Criminal Code of Canada. It involves behaviors that occur on more than one occasion and which collectively instill fear in the victim or threaten the victim/target’s safety or mental health. Stalking can also include threats of harm to the target’s friends and/or family. These behaviors include, but are not limited to none- consensual communications (face to face, phone, email, social media); threatening or obscene gestures; surveillance; sending unsolicited gifts; “creeping” via social media/cyber-stalking, and uttering threats.
Survivor: Some affected by sexual violence may choose to identify as a survivor. Individuals might be more familiar with the term “victim.” We use the term survivor throughout this Policy and its related Protocol where relevant because some affected by sexual assault believe they have overcome the violent experience and did not wish to identify with the victimization. It is the prerogative of the person affected in these circumstances to determine how they wish to identify.
Complainant: An individual who brings forward a complaint that alleges Sexual Assault or any other kind of Sexual Violence has taken place.
Member of L.A.P.E. College: Employees, students, volunteers, consultants, contractors, visitors, and any other persons at L.A.P.E. College.
Respondent: An individual against whom a complaint has been made alleging the commision of Sexual Assault or any other kind of Sexual Violence.
L.A.P.E. College Official: An employee and/or representative of L.A.P.E. College acting in the course of their duties.
Student Rights and Responsibilities Office (SRRO): Responds to alleged violations of the Student Code of Conduct and assists students in understanding their rights and responsibilities which contribute to wellness and student success. SRRO contributes to the maintenance of safe and respectful campus environments to enhance the student experience and minimizes the impact on the greater L.A.P.E. College community.
Student Rights and Responsibilities Office (SRRO):
Responds to alleged violations of the Student Code of Conduct and assists students in understanding their rights and responsibilities which contribute to wellness and student success. SRRO contributes to the maintenance of safe and respectful campus environments to enhance the student experience and minimizes the impact on the greater L.A.P.E. College community.
Resources available for support:
Ontario Coalition of Rape Crisis Centres - Find Support Near You;
3. Policy Statement
Sexual Assault and Sexual Violence are unacceptable and will not be tolerated. L.A.P.E. College is committed to challenging and preventing sexual violence and creating a safe space for anyone in the L.A.P.E. College community who has been affected by sexual violence. L.A.P.E. College is expected to be a safe and positive space where Members of L.A.P.E. College feel able to work, live, learn and express themselves in an environment free from sexual violence.
All reported incidents of sexual violence would be investigated to the best of the administration’s ability and in a manner that ensures due process. It is this policy’s intention to make individuals feel comfortable about making a report in good faith about sexual violence that they have experienced, witnessed, and/or been affected by.
L.A.P.E. College recognizes that sexual violence can occur between individuals regardless of sexual orientation, gender, and gender identity or relationship status as articulated in the Ontario Human Rights Code. L.A.P.E. College also recognizes that individuals affected by sexual violence may experience emotional, academic or other difficulties.
4.1 Overarching Principles
L.A.P.E. College is committed to:
assisting those affected by sexual violence by providing choices, including detailed information and support, such as the provision of and/or referral to counseling and medical care, information about legal options and reporting to the police, and appropriate academic and other accommodation;
ensuring that those who disclose that they have been sexually assaulted are believed and that their right to dignity and respect is protected throughout the process of disclosure, investigation and institutional response;
addressing harmful attitudes and behaviours (e.g., adhering to myths of sexual violence) that reinforce that the person affected by sexual violence is somehow to blame for what happened;
treating individuals who disclose sexual violence with compassion recognizing that they are the final decision-makers about their own best interests;
ensuring that on-campus (internal) investigation procedures are available in the case of sexual violence, even when the individual chooses not to make a report to the police;
engaging in appropriate procedures for investigation and adjudication of a complaint which is in accordance with College policies, standards and applicable collective agreements, and that ensure fairness and due process;
ensuring coordination and communication among the various departments who are most likely to be involved in the response to sexual violence on campus;
engaging in public education and prevention activities;
providing information to the L.A.P.E. College community about our sexual violence policies and protocols;
providing appropriate education and training to the L.A.P.E. College community about responding to the disclosure of sexual violence;
contributing to the creation of a campus atmosphere in which sexual violence is not tolerated; and
monitoring and updating our policies and protocols to ensure that they remain effective and in line with other existing policies and best practices.
4.2 Reporting and Responding to Sexual Violence
Members of L.A.P.E. College should immediately report sexual violence incidents they witness or have knowledge of, or where they have reason to believe that sexual violence has occurred or may occur. Members of L.A.P.E. College affected by sexual violence are encouraged to come forward to report as soon as they are able to do so.
Persons in a position of authority, including persons directing the activities of others, shall take immediate action to respond to or to prevent sexual violence from occurring.
Where L.A.P.E. College becomes aware of incidents of sexual violence by a Member of L.A.P.E. College or against a Member of L.A.P.E. College, which occur on or off L.A.P.E. College’s property and that pose a risk to the safety of Members of L.A.P.E. College, L.A.P.E. College shall take all reasonable steps to ensure the safety of the L.A.P.E. College community.
4.3 Complaint Process and Investigations
A complaint of sexual assault or any other kind of sexual violence can be brought forward under this Policy by any Member of L.A.P.E. College. Please refer to the Sexual Assault and Sexual Violence Protocol for the steps to follow to bring forward a complaint and/or report of Sexual Violence Protocol.
L.A.P.E. College will seek to achieve procedural fairness in dealing with all complaints. As such, no sanction and/or disciplinary action will be taken against a person or group without their knowledge where there is an alleged breach of this Policy. Respondents will be given details of the allegations and an opportunity to answer the allegations.
4.4 Right to Withdraw a Complaint
A Complainant has the right to withdraw a complaint at any stage of the process. However, L.A.P.E. College may continue to act on the issue identified in the complaint in order to comply with its obligation under this Policy and/or its legal obligations.
4.5 Protection from Reprisals, Retaliation or Threats
It is contrary to this Policy for anyone to retaliate, engage in reprisals or threaten to retaliate against a Complainant or other individual for:
having pursued rights under this Policy or the Ontario Human Rights Code;
having participated or co-operated in an investigation under this Policy or the Ontario Human Rights Code; or
having been associated with someone who has pursued rights under this Policy or the Ontario Human Rights Code.
L.A.P.E. College takes reasonable steps to protect persons from reprisals, retaliation, and threats. This may entail, for example, advising individuals in writing of their duty to refrain from committing a reprisal and sanctioning individuals for a breach of this duty. L.A.P.E. College may also address the potential for reprisals by providing an accommodation appropriate in the circumstances. Please see Paragraph 7.7 of the Protocol for examples of interim measures.
4.6 Unsubstantiated or Vexatious Complaints
If a person, in good faith, discloses or files a sexual violence complaint that is not supported by evidence gathered during an investigation, that complaint will be dismissed.
Disclosures or complaints that are found following an investigation to be frivolous, vexatious or bad faith complaints, that is, made to purposely annoy, embarrass or harm the Respondent, may result in sanctions and/or discipline against the Complainant.
Confidentiality is particularly important to those who have disclosed sexual violence. The confidentiality of all persons involved in a report of sexual violence must be strictly
observed, and L.A.P.E. College respects the confidentiality of all persons, including the Complainant, Respondent, and witnesses by restricting routine access to information to individuals with a need for such access and by providing education and training to those who are regularly involved in the administration of reports and complaints. Information provided by Complainants is treated as confidential, but may be shared as is reasonably necessary to investigate the complaint and/or as may be required by L.A.P.E. College policy and/or applicable law.
Confidentiality cannot be assured in the following circumstances:
an individual is at imminent risk of self-harm;
an individual is at imminent risk of harming another; and/or
there are reasonable grounds to believe that others in the L.A.P.E. College or wider community may be at risk of harm.
In such circumstances, information would only be shared with necessary services to prevent harm, and the name of the survivor would not be released to the public.
Where L.A.P.E. College becomes aware of an allegation of sexual violence by a Member of L.A.P.E. College against another Member of L.A.P.E. College, L.A.P.E. College may also have an obligation to take steps to ensure that the matter is dealt with in order to comply with L.A.P.E. College’s legal obligation(s) and/or its policies to investigate such allegations. In such cases, certain L.A.P.E. College Officials may be informed about the reported incident on a “need to know” and confidential basis, but not necessarily the identities of the persons involved.
As set out in the Student Code of Conduct Policy and the Student Code of Conduct – Adjudication Process and Appeals Procedure, appeals of student violations may be pursued based on limited grounds and the Dean of Students or shall decide whether an appeal shall be granted. If an appeal is granted, the Dean of Students or designate shall assemble an
As set out in the Workplace Harassment and Discrimination Policy and related procedure, requests for review of the investigation process by employees may be pursued based on limited grounds and the Associate Vice President Human Resources shall make a final decision on the disposition of the review.
There is no formal appeal process for the Supplier, contractor, volunteer, or visitor violations.