Conflict Management & Human Rights Office

Conflict Management &
Human Rights Office
Matt Erickson
MC 4049, ext. 33765
[email protected]
Human Rights Related
•Case Consultation
•Issue identification
•Policy and legislative implications
•Resources and support
•"Formal" versus "informal" responses
•"What's my role?"
•Option development
Conflict Management
•Group facilitation
•Resolution support personnel
•Education & training
•Conflict coaching
•Meeting facilitation
Policy #33; General Principles
• Respect for individual
• Equal access to benefits
and opportunities
• Undue interference
• Academic freedom
Policy #33; Specific Principles
Poisoned environment
Sexual harassment
[as they relate to the prohibited grounds
under the Ontario Human Rights Code]
• Workplace harassment
[Occupational Health and Safety Act]
Ethical Behaviour
Policy #33
• “Those who receive complaints or who
perceive what they believe to be violations
of this policy shall act promptly to
notify an appropriate
administrative officer, normally
one's immediate supervisor, the
department Head, Chair or
Ethical Behaviour
Policy #33
• Further, as required by the Ontario
Human Rights Code, the University has a
responsibility to provide an environment
free from harassment and discrimination,
and accordingly must deal effectively,
quickly and fairly with any
situation involving claims of
harassment or discrimination that come
to its attention.”
Ontario Human
Rights Commission
• DIRECTING MIND: “generally speaking
anyone who performs management
duties is part of the directing mind of the
• “all managers are aware of their duties
and responsibilities under the code and
the internal policies.”
Ontario Human
Rights Commission
• Corporate liability may be found:
“...where an employee responsible for the
harassing behaviour, or knew of the
harassing behaviour, failed to take steps
to remedy the situation and is part of
the directing mind.”
Conflict Management &
Human Rights Office
Matt Erickson
MC 4049, ext. 33765
[email protected]

similar documents