CF-P3 - Behavioural Procedure - Abuse/Bullying

Section C: General Division Administration

I. GENERAL CONDUCT

ABUSE/BULLYING:

Definitions

Types of abuse/bullying by a student, staff member, or visitor to the school (including a parent/guardian) may include but are not restricted to the following examples:

a. physical - consists of acts of violence against students, employees, their families and/or property with the intent of causing hurt or harm. Examples would include hitting, slapping, biting, kicking, spitting, breaking belongings and throwing objects.

b. verbal & emotional - consisting of but not limited to derogatory comments and/or discriminatory actions directed against an individual or group based on gender identity, race, lifestyle, sexual orientation, religion, etc. Examples may include swearing, threats, name-calling, harassment/gestures, written abuse/bullying, cyberbullying, wrongful allegations, abusive telephone calls, ostracism, etc.

c. harassment - consists of behaviour/acts which intimidate or threaten a person in such a way as to deny the individual his/her dignity and respect, and results in a feeling of powerlessness. For examples see (b) OR consists of stalking which is the persistent following, contacting, watching, or any other such threatening actions that compromise the peace of mind or the personal safety of the individual. (See CF-P1)

d. sexual harassment - consists of behaviour which includes any unwanted, unwelcomed sexual advance or sexually oriented behaviour made by a person who knows or who ought reasonably to know that such attention is unwanted. Sexual harassment may include, but is not limited to, unnecessary touching or petting, suggestive or other sexually aggressive remarks and gestures, leering at a person’s body, demands for sexual favours, or compromising invitations. (See CF-P5)

Note: For CYBERBULLYING, see Policy IGB-P1 – Acceptable Use of Electronic Technology

NOTE: Division employees, by virtue of their positions, have responsibilities and consequently, have certain expectations. Reasonable insistence upon compliance with these expectations will not be interpreted as harassment. Examples: meeting deadlines, behavioural/academic/procedural expectations, etc.

CONSEQUENCES FOR ABUSE/BULLYING/HARASSMENT BY A STAFF MEMBER

Consequences for abuse/bullying/harassment by a staff member

In cases of abuse/bullying/harassment by a staff member on a student or adult in the Division, the Superintendent shall exercise judgment regarding appropriate procedure and shall act in accordance with any existing agreement(s) and/or applicable legislation.

The following measures shall be taken:

1. In the event of a complaint against the Principal, a signed written report shall be filed with the Superintendent and a copy forwarded to the Principal.

2. Any complaint regarding inappropriate staff conduct must be signed and submitted in writing to the Principal and a copy sent to the staff member and the Superintendent.

3. Investigation of such complaints by the Superintendent will include the Principal and the staff member.

4. If, after thorough investigation, the conclusion is that a staff member engaged in inappropriate conduct, the Superintendent shall, at his/her discretion, use any of an escalating scale of responses, depending upon the severity of the case and other mitigating circumstances. They are (in order of increasing severity):

   1. consult with Child & Family Services as required by the law;

   2. the Superintendent may, at his/her discretion, provide a verbal warning;

   3. the Superintendent may, at his/her discretion, provide written warning, a copy of which shall be placed in the staff member’s file in a sealed envelope;

   4. the Superintendent may, at his/her discretion, suspend the staff member. If suspension occurs, the matter shall be reported to the Board and a report containing the details shall be placed in the staff member’s file in a sealed envelope. During the suspension, pay may continue at the discretion of the Board (based upon legal advice)

   5. the Superintendent may, at his/her discretion, recommend to the Board that the staff member be dismissed from his/her position.

NOTE:

If the staff member is cleared of wrongdoing and pay was not provided during the suspension, wages not paid will be provided within seven (7) days of resolution of the case and the report shall be removed from the file.

1. In the event of a malicious, wrongful allegation, a student(s) will be dealt with according to the provisions outlined in Student Consequences for Abuse of this policy(Procedure CF-P3).

APPEAL

Any disciplinary action taken by the Superintendent or Board against a student shall be open to any or all of the following appeal procedures:

1. to the Superintendent;

2. to the Board

Any disciplinary action taken by the Superintendent or Board against a staff member shall be open to any or all of the following appeal procedures:

1. to the Superintendent;

2. to the Board;

3. to arbitration (as per terms of Collective Agreement).

III. VISITORS TO THE SCHOOL, (INCLUDING PARENT/GUARDIAN CONDUCT

The terms outlined in procedures related to dealing with harassment shall apply:

CE-P1 Code of Conduct

CF -P2 Behaviour Procedure - Threats

KEB-P0 Visitors to the Schools

ED-P0 Emergency Situations – Crisis Management Plan [PSA 47.1]

Revised July 2023

Revised August 2008

Revised March 2009