York University Faculty Association (YUFA) Policy on Workplace Harassment, Workplace Violence, and Sexual Violence, including Investigation Program and Risk Mitigation Program

Approved by YUFA Executive February 14, 2025

Revised January 30, 2026

Related policies, contracts, and commitment:

See also the “Protocol for addressing staff health and safety in YUFA meetings and online communications”, adopted September 2024; and YUFA By-Law 21, the YUFA Code for Equity and Inclusion; and the CUPE 1281 Collective Agreement, especially Articles 5, 6, and 11.   If there is any divergence between this policy and the CUPE 1281 Collective Agreement, the Collective Agreement supersedes this policy where YUFA staff members are involved.

Purpose:

This policy is adopted pursuant to the Ontario Health and Safety Act. The purpose of this policy and program is to provide a workplace free from harassment and violence by establishing the principles and procedures to address harassment and violence in the YUFA workplace. This policy and these procedures are engaged whenever YUFA staff, employees, or officers are involved.

Commitment:  

The York University Faculty Association is committed to the prevention of harassment, violence, and sexual violence in the workplace and will take all reasonable steps to protect YUFA staff and officers from harassment and violence in the workplace, as outlined in the Occupational Health and Safety Act.  YUFA, its officers, and its employees are expected to uphold this policy and program, and work together to prevent workplace harassment, violence, intimidation, threats of violence, and behaviour that degrades, demeans, humiliates, intimidates, undermines or destroys the character or confidence of any individual or group of individuals.

Harassment or violence at YUFA is not tolerated. YUFA officers will treat all complaints seriously and deal with situations involving harassment or violence immediately upon becoming aware of them, whether or not a formal complaint has been made. YUFA officers will investigate and address allegations of harassment in the workplace using a fair, timely and effective process, as outlined in this document.

YUFA officers and internal policies, including this one, encourage the reporting of behaviour which breaches this policy. YUFA officers will protect those who complain about harassment or violence from retaliation, and will provide appropriate support to workers or officers who are targets of harassment or violence or who are witnesses, which may include separation, counseling, or accommodations. YUFA is also committed to providing assistance and appropriate supports to employees or officers who are experiencing domestic violence, in accordance with individual needs.

Employees or YUFA officers who are found to have harassed or committed acts of violence against another individual in the YUFA workplace will be subject to appropriate action. This includes any employee or YUFA officer who interferes with the resolution of a harassment complaint, retaliates against an individual for filing a harassment complaint, or files an unfounded harassment complaint intended to cause harm.  

YUFA will provide training to supervisors when they are appointed and to workers when they are hired, and to officers and staff members on a regular basis. This includes informing workers of this policy and program and about steps taken to prevent harassment, mitigate hazards, and control risk factors for harassment and workplace violence.

York University Faculty Association (YUFA) Policy on Workplace Harassment, Workplace Violence, and Sexual Violence

Application: 

This policy applies to all YUFA employees including part-time and contract employees, YUFA officers, and any persons authorized to act on behalf of YUFA when YUFA business is being conducted, at YUFA-organized events. 

Definitions:  

The Employer is the organization that employs workers, contracts services, and on whose behalf the work covered by this policy and program is being done: the York University Faculty Association (YUFA).  According to YUFA policies and the CUPE 1281 Collective Agreement, Employer responsibilities are normally assigned to the President, VP Internal, and one or more additional Executive members, who are members of the Labour Management Committee. These officers are also the supervisors in the workplace.

Employee or staff member is any person who performs work or supplies services to the Employer for monetary compensation from the Employer. This includes all YUFA staff. 

Executive Officers are those individuals elected to YUFA’s Executive Committee by YUFA’s members, in accordance with YUFA’s Constitution. They receive course relief from YUFA as partial compensation for their work, but are not YUFA staff members.

Members are individuals defined as members of the York University Faculty Association in YUFA’s Constitution. 

Supervisor means a person who has charge of the workplace or authority over YUFA staff members, as defined in the CUPE 1281 Collective Agreement.  Normally, this is the YUFA President or their designate.

Workplace means the YUFA office at 240 York Lanes on the York University campus, or another space on or off the York University campus where YUFA meetings or events are being held, including virtual spaces. 

Workplace harassment means: 

• engaging in a course of vexatious comment or conduct against a worker in a workplace, including virtually through the use of information and communications technology, that is known or ought reasonably to be known to be unwelcome, or
• workplace sexual harassment

Workplace harassment may include but is not limited to: 

• engaging in a course of vexatious comment or conduct against someone in a workplace that is known or ought reasonably to be known to be unwelcome.
• offending or humiliating someone physically or verbally
• threatening or intimidating someone
• bullying, remarks including intimidating or offensive jokes or innuendos directed to or about someone, displaying or circulating offensive pictures or materials, or offensive or intimidating phone calls.
• making unwelcome jokes or comments about someone’s race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender, marital status, family status, disability or pardoned conviction
• A pattern of remarks or behaviour which may reasonably be perceived to create a negative working environment
• Offensive comments and/or actions, and/or exclusion from that to which a person would otherwise have a right or privilege, which demeans and belittles one or more individuals and/or causes personal humiliation.
• Spreading malicious rumours, gossip or innuendo
• Persistently criticizing, demeaning or ridiculing someone
• Undermining or deliberately impeding a person’s work
• Misusing authority, including by constantly changing guidelines or expectations, restricting information, setting impossible expectations, or blocking rights without a legitimate reason

Workplace harassment does not include normal performance of management responsibilities, difficult conditions of employment and organizational changes,  respectful disagreements, or a single or isolated incident such as an inappropriate remark or having an abrupt manner. 

https://www.ontario.ca/document/guide-occupational-health-and-safety-act/part-iii0iworkplace-violence-and-workplace-harassment https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-publicservice/harassment-violence/harassment-tool-employees.html

Sexual harassment is:  

• engaging in a course of vexatious comment or conduct against a worker in a workplace, including virtually through the use of information and communications technology, because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or
• making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

Sexual harassment may include but is not limited to: 

• Unwelcome sexual solicitations, flirtation or advances;
• Sexual solicitation or unwanted sexual attention from a person who knows or ought reasonably to know that such attention is unwanted;
• Sexually suggestive comments, gestures, threats or verbal abuse where it ought reasonably to be known that the behaviour is unwelcome;
• Sexual assault which includes unwarranted touching or physical contact of a sexual nature or coerced consent to sexual contact;
• Inappropriate display or transmission of sexually suggestive or explicit pictures, posters, objects or graffiti;
• Leering, compromising invitations or demands for sexual favours;
• Degrading, demeaning or insulting sexual comment or content, including unwelcome remarks, taunting, jokes based on sex or gender norms, behaviour, or sexuality, or innuendos about a person’s body, sexual orientation or sexual conduct where it ought reasonably to be known that the behaviour is unwelcome;
• Misuse of position or authority to secure sexual favours;
• Implied or expressed promise of reward for complying with a sexually oriented request;
• Implied or expressed threat of reprisal or actual reprisal for refusing to comply with a sexually oriented request or sexual attention;
• Persistent, unwanted attention or requests for sexual contact after a consensual relationship has ended; or,
• A sexually oriented comment or behaviour that may reasonably be perceived to create a negative psychological and emotional environment for work (e.g. 'poisoned environment’ due to sexual jokes, comments, images, etc.).
• A course of sexualized comment or conduct that interferes with the dignity or privacy of an individual or group.

Workplace violence is:

• The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker;
• An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker;
• A statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Domestic violence in the workplace includes threats or violence as outlined above that are used by an intimate partner, family member, or friend against a worker in their workplace. Domestic violence may occur after a relationship has ended. Domestic violence is considered workplace violence when it occurs in the workplace. Domestic violence is widely understood to be a pattern of behaviour used by one person to gain power and control over another person with whom they have or have had a personal relationship. Abusers often sabotage their victims’ work in order to keep them economically dependent or socially isolated. Abusers may also attempt to block their victims from getting to work or interfere with their work in other ways. Domestic violence may include but is not limited to targeting someone in their workplace though physical violence, sexual, emotional, and psychological intimidation, verbal abuse, stalking, preventing them to report to work, and using electronic devices to harass and control. 

Complaint is a statement of facts alleged by a Complainant seeking recourse pursuant to this Policy and Program.

Complainant is a person who believes that they have experienced harassment, workplace harassment, sexual harassment, and/or workplace violence and who seeks recourse pursuant to this Policy and Program. 

Respondent is a person against whom an allegation of violence, harassment, and/or discrimination has been made pursuant to this Policy and Program.

Prohibited Behaviour:  

Workplace harassment, sexual harassment, workplace violence and domestic violence in the workplace as defined above are prohibited, as well as:

• Threats or Intimidation
• Derogatory or sexually explicit displays
• Unwanted physical contact or leering
• Blatant and intentional disregard for the safety of others
• Retaliation or threats against anyone who has made a complaint or who has participated in an investigation under this Policy.

Workplace-specific Issues: 

Because YUFA supports and assists its members with disputes in their workplace, YUFA employees and officers may at times be exposed to emotional individuals in the workplace.  Regular training is provided as required.

As noted in the definitions above, respectful academic disagreements that may be addressed and resolved in rigorous debate do not constitute harassment.   

Employer’s Responsibilities:

It is the Employers’ responsibility to take all reasonable measures to provide YUFA staff and other workers a workplace free from harassment and violence. It is the Employer’s responsibility to report to the Supervisor any workplace harassment or violence they may witness.  If involving a staff member and an officer or YUFA member, these incidents should be forwarded to the Labour Management Committee. Other complaints will be dealt with as per the procedures outlined below. The President is responsible to investigate any concern based on personal communication or observation regarding a person in the workplace who may be experiencing domestic violence.

The Employer, YUFA, will inform all staff and Executive members of this Policy and Program and provide regular training as required.

Supervisor’s (or designate’s) responsibilities:

It is the Supervisor’s responsibility to receive any complaints, and to initiate and arrange an investigation of any allegations of workplace harassment or violence, following the procedures outlined below and/or in the CUPE 1281 Collective Agreement.

 The Supervisor will arrange supports, accommodations, or separations according to the circumstances. 

The Supervisor will take all reasonable steps to maintain appropriate confidentiality and to prevent the unnecessary disclosure of concerns of domestic violence or of allegations during an investigation.   

It is also the Supervisor’s responsibility to help determine any appropriate corrective and/or disciplinary action once the investigation is completed, iif necessary in consultation with the Executive.

Executive officers’ responsibilities:

YUFA Executive officers have the responsibility to:

• Attend training on this policy and comply with this policy
• Cooperate with any investigation into an allegation under this policy and program.
• Respect the confidentiality of anyone involved in a harassment or violence complaint.
• Take all reasonable steps to implement this policy and carry out the training it requires.
• Help to determine any appropriate corrective and/or disciplinary actions when a complaint is taken to the Executive.

Employees’ Responsibilities:  

When reporting any workplace harassment or violence that threatens their work environment, employees are to follow the appropriate collective agreement and/or workplace harassment and violence policy and program. Employees must cooperate with any investigation into an allegation. 

All employees must comply with this policy. 

All employees are responsible for respecting the confidentiality of anyone involved in a harassment or violence complaint. 

Confidentiality: 

All discussions regarding a complaint under this policy shall remain confidential to the parties involved.   

All incidents or complaints of workplace harassment shall be kept confidential except to the extent necessary to protect complainants, to investigate the complaint or incident, to take corrective action, or to comply with legal requirements.  

Agreement on Procedures: 

YUFA staff and officers must work in compliance with this policy and program.

Emergency Response:

In case of an emergency involving violence, immediately contact Campus Security at 416-736-5333, and/or the Local Police at 911. Provide location and details of the incident. and Inform the Supervisor and others in the immediate area.

Campus Security can also be contacted through: https://www.yorku.ca/safety/ephones/

Emergency Blue Phones on campus

Emergency Phones in classrooms

Elevator Alarm Buttons

Reporting domestic violence concerns

 Workers or officers should report to their Supervisor or to the YUFA President any concerns about or fears that domestic violence may enter the workplace.   Anyone with concerns or fears about domestic violence entering the workplace must report the concerns.

The Supervisor will provide a copy of this Policy and Procedure to the person,and advise the person of their right to consult with their union.

The Supervisor will treat the report as highly sensitive and accordingly will only disclose relevant information on a need-to-know basis, or as may be legally required.

The Supervisor will take every reasonable precaution for the protection of the person, including providing supports or accommodations. Accommodations and supports that can be considered include, but are not limited to:

• accommodating a leave of absence;
• modifying working hours;
• adjusting work schedules;
• referral to campus/community supports or other appropriate resources;
• providing for time off as per the ESA;
• working with the person and the Campus Safety Office to design and implement an individual safety plan

YUFA Harassment and Workplace Violence Complaint and Investigation Program

Seeking assistance

Any CUPE 1281 staff member has a right to seek assistance from their Union and a Union representative may accompany a worker to any meeting in this process. Other individuals may also seek assistance and bring a support person to meetings as long as the persons providing assistance or support are not involved with the process below. 

The Supervisor or designate (person overseeing the complaint process) will provide any person involved in a complaint with a copy of this policy and program.

Addressing harassment or violence directly:  Any YUFA employee, Supervisor, or officer who is subjected to, is a witness to, or has knowledge of, any incidents of workplace harassment or violence, may inform the person(s) engaging in the harassing or violent  behaviour that the behaviour is unacceptable and they want it to stop, as long as the person feels comfortable doing so and can do so safely. This step is not a requirement to bring forward a complaint.

1. Reporting

Any YUFA employee or officer who is subjected to any incidents of workplace harassment or violence is encouraged to report the incident to the YUFA President or, if the President is not available or is the subject of the allegation, to the next most senior Executive member (Vice President Internal, Vice President External -- the “Person Overseeing the Complaint Process”. Any Executive Officer who receives a harassment or violence complaint will forward it to the President or designate (Person Overseeing the Complaint Process). For clarity, the Person Overseeing the Complaint Process will be selected by the YUFA Executive, and will normally be the President, the Vice President Internal, or the Vice President External, subject to availability and noninvolvement in the complaint.  If these officers are the subject of the complaint, the Executive will assign an alternative.

Complaints should be made as soon as possible. Harassment or violence complaints must be made within a year of the last incident of alleged harassment or violence, unless there are circumstances that prevented the complainant from doing so. 

The complainant must provide details such as what happened; when and where it happened; how often and who, if anyone, witnessed it. The Person Overseeing the Complaint Process will keep good notes and records of every step in the process.

In the event that a report/disclosure of sexual violence is made, the receiver of the report/disclosure and/or the Person Overseeing the Complaint Process will provide the individual with a list of additional resources* and will advise the individual of all possible limits and legal constraints on YUFA’s ability to maintain confidentiality and privacy. YUFA will take measures to ensure training for at least one Executive Member on receiving sexual violence disclosures.

This Policy does not preclude anyone from contacting campus security or the police whenever they feel this is appropriate.

2. Screening

The Person Overseeing the Complaint will review the complaint to ensure that: 

• the allegations are detailed sufficiently to permit the respondent to understand the specifics of the complaint against them,
• The allegations, if proven true, could constitute harassment or workplace violence. If more detail is required from the complainant in order to understand what happened, the Person Overseeing the Complaint will ask the complainant for further details relevant to understanding what happened. The Person Overseeing the Complaint or any Executive officer will not coach the Complainant or ask for information to make the complaint stronger.

In cases of workplace violence, the Person Overseeing the Complaint will verify if the incident was reported to Campus Security or the Police and complete the screening process (see section 6 below) within 24 hours.

3. Providing the Complaint to the Respondent

The Person Overseeing the Complaint will inform the complainant in writing that the complaint has been made against the Respondent within 5 days of receiving the complaint. 

The Respondent may respond in writing or orally within 10 days. If the respondent provides an oral response, the statement will be recorded in writing and verified by the Respondent. 

Within 5 days of receiving the response from the Respondent, the Person Overseeing the Complaint will provide the written response or record of the oral response to the complainant.

The Person Overseeing the Complaint will ensure that if the respondent is a CUPE 1281 staff member, the process in this step follows the requirements under the CUPE 1281 Collective Agreement.

If the incident of workplace harassment or violence involves a Respondent who is not a YUFA officer or employee and who is at a YUFA workplace, such as a member of another organization, an employee of a supplier or partner, a student or employee of a university, a contractor, or a visitor from another association, YUFA will inform the organization of the nature of the complaint and provide a copy of this program. The Person Overseeing the Complaint will also request and make all reasonable efforts to coordinate so that the visitor from the organization participates in the investigation.

4. Informal Resolution 

If the complainant or the respondent requests and both agree, the complainant (or their representative), the respondent (or their representative), and the Person Overseeing the Complaint will meet to attempt to resolve the matter. The complainant, respondent, and Person Overseeing the Complaint may agree to ask others to mediate or facilitate a resolution. With the agreement of the complainant, the respondent, and the Person Overseeing the Complaint, members of the YUFA - CUPE 1281 Labour Management Committee, the staff Health & Safety representative, or the union steward, may meet in an attempt to resolve the matter.   

If there is no informal agreement, the Person Overseeing the Complaint will proceed with an investigation.

5. Interim Remedy pending the outcome of the Investigation  

In circumstances where it is appropriate and reasonable in order to maintain health and safety, the respondent and complainant may be separated in the workplace immediately after a complaint is received, until the investigation is completed.  Other interim appropriate and reasonable remedies may be enacted to maintain health and safety. This may include suspension of access to the YUFA office or online spaces; restriction or elimination of access to the complainant in person, email or by phone; or other necessary adjustments in the daily functioning of the YUFA office that may be required to ensure the complainant’s physical and psychosocial health. 

6. Investigation 

The Person Overseeing the Complaint will ensure that an impartial investigation appropriate in the circumstances is conducted in a timely manner when an incident or complaint of workplace harassment or violence is reported.

All investigations will be handled by an individual who is impartial, not in a conflict of interest or under duress, and has the necessary training and experience (the

“Investigator”).  The Investigator will be selected by the YUFA Executive. The Supervisor will not conduct the investigation. The Person Overseeing the Complaint may hire an external investigator with expertise and impartiality.

The Person Overseeing the Complaint will provide the Investigator with the complaint and response. All records of the investigation will be kept confidential.

The Investigator will, at minimum, complete the following:

1. The investigator must ensure the investigation is kept confidential and identifying information is not disclosed unless necessary to conduct the investigation. The investigator should remind the parties of this confidentiality obligation at the beginning of the investigation.
2. The investigator must thoroughly interview the person who allegedly experienced the workplace harassment or violence and the alleged harasser(s) or respondent(s), where possible.

• The Respondent(s) must be given the opportunity to respond to the specific allegations raised by the complainant. When the response contradicts the incidents or includes relevant information not previously provided to the investigator, the complainant will be given an opportunity to reply.

1. The investigator must make reasonable efforts to interview any relevant witnesses who may be identified by either the complainant, the respondent, or otherwise as necessary to conduct a thorough investigation.
2. Officers and employees must make themselves available to the investigator. vi. All statements by witnesses will be recorded in written form.

• The investigator must take appropriate notes and statements during interviews with the complainant, the respondent, and any witnesses. The investigator must collect and review any relevant documents.
• While the investigation is on-going, the complainant, the respondent, and any witnesses will not discuss the incident or complaint or the investigation with each other or other employees, officers, or witnesses. The investigator may discuss the investigation and disclose the incident or complaint-related information only as necessary to conduct the investigation.

1. The investigator must prepare a written report summarizing the steps taken during the investigation, the complaint, the allegations of the complainant, the response from the respondent, the evidence of any witnesses, and the evidence gathered. The report must set out findings of fact, any mitigating or aggravating factors, and come to a conclusion on a balance of probabilities about whether workplace harassment was found or not. The Investigator will make recommendations for corrective or disciplinary action.

 7. Investigation Report

The report will be submitted to the Person Overseeing the Complaint, and copied to the complainant and the respondent, within 5 days of the investigation being completed.  

Each party to the complaint will have 10 days to respond to the results.   If either party provides an oral response, the statement will be recorded in writing.

8. Executive Committee’s decision

If it is found that the respondent has committed workplace harassment or violence, and either the complainant or the respondent is a YUFA employee, the Person Overseeing the Complaint will consult with the YUFA Labour Management Committee about appropriate next steps. Within 10 days, the Person Overseeing the Complaint will report the findings of the investigation, including any mitigating or aggravating factors, and the recommendations from the Investigator, to the YUFA Executive, along with the Person Overseeing the Complaint’s own recommendations for remedies and corrective or disciplinary action. The Executive will then make its final decision about the actions to take.

Any complainant or respondent who is an Executive Officer will not participate, attend the discussion, or vote on the remedies or corrective or disciplinary action. The minutes will only reflect the decision of the Executive, without details or personal identifiable information.

The Person Overseeing the Complaint will then meet with the complainant and respondent to inform each of them separately of the Executive’s decision, and to inform them of the corrective or disciplinary actions to be taken.  Any corrective/disciplinary actions will be invoked immediately.

9. Remedies, Corrective and/or Disciplinary Action 

Remedies for the complainant may include, depending on the situation: an oral or written apology; compensation for losses (wages, benefits), compensation for injury to dignity, feelings, and self-respect, or other remedies as appropriate.

Corrective action for a respondent found to have engaged in harassment or violence may Include coaching or training, recall from a position, or suspension from YUFA events for a period of time.

Disciplinary actions may include a reprimand, a written warning, a suspension, or dismissal.

Actions towards the Respondent must take into account the principles of fairness, proportionality, and progressive discipline. 

If the respondent who has been found to have engaged in prohibited behaviour is a YUFA employee, that person is subject to corrective and/or disciplinary action as deemed appropriate by the Executive subject to the CUPE 1281 Collective Agreement, up to and including termination. 

If the respondent who has been found to have engaged in prohibited behaviour is a YUFA Executive officer, that person may be subject to progressive corrective action by the Executive, which may include a request for that person to complete training or participate in an alternative dispute resolution process; their recall from an officer position in compliance with Article 8.4 b of the YUFA Constitution; or, if necessary, any other action deemed necessary to ensure a harassment and violence-free workplace for employees and members, up to and including suspension from the Faculty Association’s meetings and activities for a specified time, as outlined in YUFA By-Law 21.

If the respondent is a visitor from another organization, possible sanctions include banning the respondent from the YUFA workplace for a specified period of time, informing the visitor’s organization about the result of the investigation, requesting the organization’s support in sanctioning their member, or taking other action vis-à-vis the organization depending on the circumstances. The YUFA Executive will decide the best way to protect YUFA’s workplace from harassment and violence in similar circumstances.

If the respondent is found not to have committed workplace harassment or violence, no record of the allegation will be placed in the respondent’s record or in any YUFA files. Otherwise, the YUFA President or designate will keep records of the investigation in a confidential file, including:

1. a copy of the complaint or details about the incident;
2. a record of the investigation including notes;
3. a copy of the investigation report as provided to the complainant and respondent;
4. a record of the Executive’s reasons for the actions taken to address the harassment or violence;
5. a copy of any actions taken to address the complaint.

All records of the investigation will be kept confidentially by the YUFA President and Vice President Internal. Executive Officers who have had email access to the investigation report or other correspondence will delete them from their email accounts.

The investigation documents, including the report, should not be disclosed unless necessary to investigate a further incident or complaint of workplace harassment or violence, take corrective action, or otherwise as required by law.

Records will be kept for a minimum of one year, or as required by law. All documents related to the investigation or the corrective or disciplinary action will be shredded / destroyed after this period. 

Any of the following types of misconduct are also subject to disciplinary or corrective action: 

• Retaliation against any employee for filing or supporting a complaint.
• Knowingly making a false allegation or testimony of workplace harassment.
• Condoning workplace harassment.
• Refusing to comply with an action ordered by the Executive.

Program of Measures and Procedures to Control the Risk of Workplace Violence

This section applies to YUFA staff and officers who are working on YUFA business or YUFA-related activities.   It reflects risks identified during the November 12, 2024 risk assessment that was conducted by YUFA officers and staff in and around the YUFA office at 240 York Lanes. It will be amended and adjusted during the annual review of this document, and otherwise as needed.

Identified Risks & Controls:

Working Alone: 

MEASURES AND PROCEDURES:  Anyone who will be working in the YUFA office alone, especially after hours, will notify another staff member, officer, member, friend or family member of their plans and expected timelines. They will use GoSafe escorts to and from parking or transit as necessary.

Dealing with Highly Sensitive or Controversial Personal Matters: 

MEASURES AND PROCEDURES: YUFA staff and Chief Stewards will share expertise and techniques for supporting grievors, and those experiencing difficult personal situations, sensitively and in confidence, as part of the on-boarding process for new officers and staff.  Additional focused training will be available as needed and requested by anyone involved with such cases.

Dealing with Unstable/Volatile Individuals: 

MEASURES AND PROCEDURES: YUFA staff and Chief Stewards share expertise and techniques for protecting themselves while also supporting members and others who may be unstable or volatile, as part of the on-boarding process for new Chief Stewards and staff.  Additional focused training will be available as needed and requested by anyone involved with such cases.

Workers’ patterns of movement:

MEASURES AND PROCEDURES:  If the YUFA office starts to be used more regularly and people are concerned about the safety of the halls outside the office, YUFA could request that more corner mirrors be installed, e.g. outside the elevator and at the end of the hall beside the YUFA office door

Emergency Assistance:

All staff and officers are encouraged to add York campus security telephone numbers to their contacts list:  416-736-5333  (TTY: 416-736-5470). York University emergency phones are located at various locations on campus, including in the parking garages. 

https://map.concept3d.com/?id=1200#!ce/32476?ct/29101,29093?s/

Working late at night: (see Working Alone, above)

Workers from equity seeking groups:

MEASURES AND PROCEDURES:   Upon request, YUFA staff and officers will be offered training on intersectionality and workplace violence / harassment, implicit bias, and ways of mitigating these harms in the workplace in relation to harassment and workplace violence.. 

____________________________________________________________________

*Additional Resources

Please note: these are listed for informational purposes. Inclusion does not indicate YUFA necessarily endorses these resources.

Toronto Rape Crisis Centre/Multicultural Women Against Rape

• Crisis intervention, counselling and referral for survivors of rape/sexual assault. Open 24 hours. Services available in several languages.
• Phone: 416-597-8808; Web:trccmwar.ca ; Email: [email protected]

Women’s College Hospital Sexual Assault/Domestic Violence Care Centre (SA/DVCC)

• Acute care for those assaulted within the past week. Centre support available 24 hours a day, seven days a week.  Support for cis-women and cis-men as well as trans people who have experienced sexual assault and/or intimate partner violence. You do NOT have to choose to involve police to access this service. 
• Phone: 416-323-6040; Web: womenscollegehospital.ca/programs-andservices/sexualassault-domestic-violence-care-centre

Women’s Support Network of York Region

• Provides free, confidential services for women who have experienced sexual violence.Phone: 905-895-7313; Web: womenssupportnetwork.ca

Assaulted Women’s Helpline

• 24 hour telephone support and counselling available in several languages.
• Phone: 416-863-0511; Web: awhl.org

Sexual Assault/Rape Crisis Centre of Peel

• Provides a 24/7 crisis line, online crisis chat, 1-on-1 therapy, therapeutic groups and workshops.
• Phone: 1-800-810-0180; Web: hope247.ca

Native Child and Family Services

• Offers support to women, children and men to aid in the prevention of and healing from abusive relationships.
• Phone: 416-969-8510; Web: https://www.nativechild.org/adults/woman-abuse Gerstein Crisis Centre
• 24hr, community-based mental health crisis center.
• Phone: 416 929 5200; Web: http://gersteincentre.org/

Anishnawbe 24/7 Mental Health Crisis Management Service

• Mental health crisis service for people who identify as Indigenous.
• Phone: 416 891 8606; Web: https://www.aht.ca/contact-aht

Interpreter Services Toronto

• Provides language and interpretation to access services in the community, including services for clients who are deaf and/or hard of hearing.
• Email: [email protected];
• Web:  http://www.interpreterservicestoronto.ca/

Canadian Hearing Society Connect Counselling Services

• Provides counselling services to those who are hard of hearing and/or deaf.

• Phone: 416 928 2512;    TTY: 416 928 251;1

One in Six

• Provides information and 24/7 online support to men who have experienced sexual violence and abuse.
• Web: 1in6.org

The 519 Community Counselling

• Provides access to professionally trained volunteer counsellors who are familiar with LGBTTI2Q+ issues, services and therapists.
• Phone: 416-392-6878 x 4000 Web: the519.org/programs/communitycounselling

Distress Centres of Toronto

• Telephone support for crisis intervention, suicide prevention programs and traumatic loss support. 
• Phone: 416-408-HELP (4357) or TTY 416-408-0007

Oasis Centre des Femmes

• Service for Francophone women who have experienced any form of violence, including sexual violence. Provides various forms of support including: counselling services, legal support, employment preparation, transitional and housing support, and support for immigrant and refugee women.     
• Phone: 416-591-6565; Web: oasisfemmes.org