BACKGROUND

This Policy defines bullying and harassment and proscribes this behavior in accordance with the Occupational Health and Safety provisions under the Workers Compensation Act and, in a consistent manner, more broadly to members of the University Community. The Policy provides information on the supports and resources available to members of the University Community if they experience bullying and harassment. The Policy and its procedures also establish mechanisms for reporting and responding to bullying and harassment and a central resource using current best practices in support, education and training for preventing bullying and harassment, for all members of the University Community.

TABLE OF CONTENTS

1.0     PREAMBLE
2.0     PURPOSE
3.0     SCOPE AND JURISDICTION
4.0     GLOSSARY
5.0     POLICY
6.0     ADDRESSING REPORTS –GENERAL PRINCIPLES AND PROCEDURAL FAIRNESS
7.0     ANONYMOUS ALLEGATIONS OF BULLYING AND HARASSMENT
8.0     ANNUAL REPORT
9.0     RELATED LEGAL, POLICY AUTHORITIES AND AGREEMENTS
10.0   ACCESS TO INFORMATION AND PROTECTION OF PRIVACY
11.0   RETENTION AND DISPOSAL OF RECORDS
12.0   INTERPRETATION
13.0   PROCEDURES AND OTHER ASSOCIATED DOCUMENTS
14.0   REVISION HISTORY AND MANDATED REVIEW DATE

1.0     PREAMBLE

1.1     The University is committed to providing a healthy, safe, and respectful learning, teaching, research, and work environment in which bullying and harassment are neither acceptable nor tolerated. As an academic institution, the University supports the free and critical discussion of ideas and recognizes the importance of Academic Freedom in teaching and research.

1.2     The University acknowledges the diversity of its members and recognizes that bullying and harassment, when it occurs, may affect individuals differently, shaped by social identities, vulnerabilities, and position within the University’s structures and hierarchies.

1.3     This Policy sets out the University’s framework to prevent, address and respond to bullying and harassment, in compliance with the Occupational Health and Safety Provisions of the Workers Compensation Act and in a consistent manner for all members of the University Community.

2.0     PURPOSE

2.1     The purpose of this Policy is to instill and promote institutional, collective, and individual responsibility for maintaining a respectful working and learning environment, free from bullying and harassment. Specifically, this Policy and its associated procedures aim to:

2.1.1          promote prevention of bullying and harassment through awareness, education, and training;

2.1.2          establish a clear process for reporting and responding to incidents of bullying and harassment involving members of the University Community;

2.1.3          establish informal mechanisms for resolving Reports; and

2.1.4          assign responsibility for addressing bullying and harassment when it occurs, and for managing and responding to Reports.

 

3.0     SCOPE AND JURISDICTION

3.1     This Policy applies to all members of the University Community and prohibits bullying and harassment by any member of the University Community against another. For the purposes of internal investigations, consequences and discipline, this Policy applies to any incident of bullying and harassment by a member of the University Community against another and that is alleged to have occurred:

3.1.1          on University-controlled property used for University purposes; or

3.1.2          at or during University events, meetings, or activities, or while engaged in University business; or

3.1.3          using the University’s Information and Communications Technology resources; or

3.1.4          when the Respondent was in a position of power or influence over the Complainant’s academic or employment status at the time of the reported incident.

3.2     Where a member of the University Community files a Report against a person who is not a member of the University Community, and the incident occurred on University-controlled property used for University purposes, the Central Hub will liaise with Campus Public Safety to assess any risk to the Complainant and the broader University Community, in accordance with relevant University policy, such as Response to Violence and Threatening Behaviour Policy (GP 25).

3.3     The University may accept Disclosures or Reports from former members of the University Community if all of the following conditions are met:

3.3.1          both the Complainant and Respondent were members of the University Community at the time of the alleged incident;

3.3.2          the Respondent remains a member of the University Community at the time the Report is submitted;

3.3.3          the Report is filed within one year of the alleged incident of bullying or harassment, or the last alleged incident of bullying or harassment in cases of recurrent bullying or harassment; and

3.3.4          the alleged incident occurred within the scope and jurisdiction outlined in section 3.1 or section 3.2 of this Policy.

3.4     This Policy does not limit the University’s authority to investigate or take action against an employee for bullying and harassment of another member against the University Community, regardless of location, if it is connected to the University workplace or learning environment.

3.5     This Policy must not be interpreted, administered, or applied in a manner that infringes upon the legitimate exercise of Academic Freedom. Members of the University Community, in the course of their teaching and/or research activities, are entitled to engage in open and sometimes controversial discussions relevant to their disciplines. However, this freedom must be exercised with mutual respect for the rights of others to hold differing views.

3.6     Complainants whose concerns have already been addressed through other internal University procedures such as a collective agreement, or the Sexualized Violence Policy (GP 44) or other relevant policy, may not pursue the same matter under this Policy.

3.7     This Policy does not prevent a member of the University Community from exercising any rights they may have, including the right to file a complaint or claim with WorkSafe BC, or to pursue a criminal or civil remedy.

3.8     This Policy must not be interpreted, administered, or applied in such a way as to detract from the rights and obligations of those in supervisory positions to take reasonable actions to manage the workplace or learning environment, or to provide direction to employees and Students.

 

4.0     GLOSSARY

4.1     See Appendix A for the definitions of words used in this Policy and its associated procedures.
 

5.0     POLICY

Prohibited Conduct & Consequences

5.1     Bullying and harassment is unacceptable and prohibited conduct. If bullying and harassment is found to have occurred, it may result in corrective measures or disciplinary sanctions including, where appropriate, dismissal or permanent suspension.

5.2     Retaliation against anyone who makes a Disclosure or Report, or participates in a related process is also unacceptable and prohibited conduct. If Retaliation is found to have occurred, it may result in corrective measures or disciplinary sanctions including, where appropriate, dismissal or permanent suspension.

5.3     Reports must be made in good faith. Submitting a deliberately false or misleading Report is unacceptable and prohibited conduct. If such conduct is found to have occurred, it may result in corrective measures or disciplinary sanctions. A Report made based on a genuinely held but mistaken belief that bullying and harassment occurred is not considered deliberately misleading.

Education and Prevention

5.4     The University is committed to preventing and addressing bullying and harassment through education, awareness, and training. It will maintain a Respectful Workplace Educational Component in alignment with occupational health and safety standards and statutory requirements.

 

6.0     ADDRESSING REPORTS –GENERAL PRINCIPLES AND PROCEDURAL FAIRNESS

6.1     The University is committed to addressing Reports in an objective, fair, and timely manner. Individuals exercising authority or discretion under this Policy must do so in conformity with the principles of procedural fairness and with any applicable collective agreements, University policies or procedures. This includes compliance with notice requirements, timelines, and other related procedural obligations. The following principles apply to the resolution of Reports:

6.1.1          Where appropriate, and with consideration for the Complainant’s safety, comfort, and well-being, the University will normally make efforts to resolve the matter informally before initiating formal procedures.

6.1.2          All parties will be informed of the relevant provisions of this Policy and the procedures available to them. All parties must be given the opportunity to present evidence in support of their positions and to defend themselves.

6.1.3          Procedural fairness applies to both the Complainant and the Respondent.

6.1.4          All members of the University Community will be treated equitably and respectfully under this Policy.

 

7.0     ANONYMOUS ALLEGATIONS OF BULLYING AND HARASSMENT

7.1     The University’s ability to respond to anonymous allegations of bullying and harassment is very limited. However, anonymous allegations may be reviewed to:

7.1.1          assess whether there is evidence of a significant risk to the health or safety of members of the University Community;

7.1.2          identify areas where education and training might be needed; and

7.1.3          recognize patterns of behaviour or organizational culture concerns that may require addressing from unit or departmental leadership

7.2     All members of the University Community who experience or observe bullying and harassment are strongly encouraged to report their concerns to the University in a timely manner by contacting the Central Hub. Timely reporting helps ensure the University can take appropriate and effective action.
 

8.0     ANNUAL REPORT

8.1     An annual report summarizing the activities of the Central Hub and the implementation of this Policy shall be submitted to the Board of Governors.

 

9.0     RELATED LEGAL, POLICY AUTHORITIES AND AGREEMENTS

9.1     The legal and other University policy authorities and agreements that may bear on the administration of this Policy and may be consulted as needed include but are not limited to:

9.1.1          University Act, R.S.B.C. 1996, c. 468

9.1.2          Freedom of Information and Protection of Privacy Act, R.S.B.C. 1996, c. 165

9.1.3          Workers Compensation Act, S.B.C. 2019, c.165

9.1.4          Occupational Health & Safety (“OHS”) and WorkSafe BC regulations, policies, and guidelines

9.1.5          SFU’s Information Policies (I 10)

9.1.6          Code of Faculty Ethics and Responsibilities (A 30.01)

9.1.7          Policy on Policies within Board of Governors’ Jurisdiction and Associated Procedures (B 10.00)

9.1.8          University Health and Safety (GP 17)

9.1.9          Human Rights Policy (GP 18)

9.1.10       Response to Violence and Threatening Behaviour (GP 25)

9.1.11       Accessibility for Students with Disabilities Policy (GP 26)

9.1.12       Conflict of Interest and Conflict of Commitment Policy (GP 37)

9.1.13       Disability Accommodation in the Workplace (GP 40)

9.1.14       Protected Disclosure of Wrongdoing (GP 41)

9.1.15       Sexualized Violence Policy (GP 44)

9.1.16       Public Interest Disclosure Policy (GP 48)

9.1.17       Student Conduct Policy (S 10.05)

9.1.18       Collective agreements and human resources employment policies.

 

10.0   ACCESS TO INFORMATION AND PROTECTION OF PRIVACY

10.1   The information and records made and received to administer this Policy are subject to the access to information and protection of privacy provisions of British Columbia’s FIPPA and the University’s Information Policy series.

11.0   RETENTION AND DISPOSAL OF RECORDS

11.1   Information and records made and received to administer this Policy are evidence of the University’s actions to bullying and harassment. Information and records must be retained and disposed of in accordance with a records retention schedule approved by the University archives and records management.11.2   The policy statement, as set out in the procedures, will be reviewed annually.

 

12.0   INTERPRETATION

12.1   Questions regarding the interpretation or application of this Policy or its procedures, including matters relating to the scope and jurisdiction, shall be referred to the University Secretary. The decision of the University Secretary on such matters is final.
 

13.0   PROCEDURES AND OTHER ASSOCIATED DOCUMENTS

14.1   Appendix A contains the definitions applicable to this policy and its associated procedures.

14.2   Appendix B contains the Guidelines for Investigations by External Investigators.

14.3   The procedures for this policy are: Bullying and Harassment Procedures

 

14.0   REVISION HISTORY AND MANDATED REVIEW DATE

Date	Description/ Key Changes
November 27, 2025	Policy updated in its entirety
Mandated Review Date
November 27, 2030