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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

Human Rights Policy

– May 19, 2021

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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

Human Rights Policy

– May 19, 2021

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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