Under the Policy 67a - Prevention of Harassment and Discrimination, harassment is “engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. A single unwelcome incident, if serious enough, can be sufficient to support an instance of harassment.”

The University of Ottawa complies with the provisions related to harassment that are contained in Ontario’s Human Rights CodeOccupational Health and Safety Act and Ministry of Training, Colleges and Universities Act

Policy 67a - Prevention of Harassment and Discrimination

There are different types of harassment. Each type of harassment has it's own unique legal criteria.

At any time, you can contact the Human Rights Office to discuss your concerns and get information, support and guidance.

Know your rights. You have a right to know who made the complaint and the nature of the allegations. You have the right to present your version of the events. You may retain a legal representative at any time.

Obtain professional assistance from your union, association or any other professional assistance as need be.

Avoid, if the circumstances permit, all contact with the complainant. Such conduct might be perceived as harassing behaviour. Do not act in any way that could be perceived as an act of retaliation against the complainant.

Keep it confidential. Confidentiality is mandated by internal policies on harassment. The confidential nature of the complaint resolution procedures protects the interests of the complainant as well as your interests and fosters a safe environment for a mediated resolution or agreement to occur.

Do find out about the complaint procedures. Cooperate and take part in the process. Respond to the allegations. Behave professionally throughout the process.

Consider whether an agreement is possible to resolve the complaint. You need to be satisfied that a settlement is in your best interests. You voluntarily choose to agree to a settlement; it is never forced upon you.

Apologize if you recognize that you engaged in inappropriate conduct. An apology can go a long way in resolving issues. A sincere apology includes acknowledgement that you engaged in the behaviour, an acknowledgement of the impact of the behaviour on the complainant and a commitment to avoid repetition of the behaviour in question.

Contact us

Human Rights Office

1 Stewart St.
(Main Floor – Room 121)
Ottawa, ON, Canada
K1N 6N5

Tel.: 613-562-5222
Email: [email protected]

Monday to Friday, from 8:45 a.m. to 4:00 p.m.

Human Rights Office social media