Last Updated: October 11, 2023
LSET is committed to having a positive learning and working environment for its students, faculty, and staff. All individuals have the right to enjoy an environment free from all forms of conduct that can be considered harassing, threatening, or intimidating. In addition, academic freedom can exist only when every person is free to pursue ideas in a non-threatening atmosphere of mutual respect. LSET is committed to protecting the academic freedom and freedom of expression of all members of the institute and this Policy against abusive conduct will be applied in a manner that protects those freedoms. Abusive conduct is reprehensible and threatening to the careers, educational experience, and wellbeing of all members of our community and will not be tolerated. This Policy applies to all students, faculty, and staff.
Abusive conduct is behaviour that creates an intimidating environment and is likely to interfere with an individual’s work or education. This conduct can be verbal, visual, physical, or communicated in writing or electronically. Such conduct is typically directed against a particular individual or individuals. It includes, but is not limited to, situations where one person has authority over another. In such situations, abusive conduct is particularly serious because it may unfairly exploit the power inherent in a faculty member’s or supervisor’s position.
Examples of conduct that may be considered abusive include but are not limited to:
In considering a complaint under this policy, the following understandings shall apply:
The fact that someone did not intend to be abusive is generally not considered a sufficient defense to a complaint, although the reasonableness of the accuser’s perceptions may be considered. In most cases, it is the characteristics and the effect of the behaviour on the complainant and whether a reasonable person would find the conduct abusive that determines whether the behaviour was abusive.
LSET can respond to specific instances and allegations of abusive conduct only if it is aware of them and therefore encourages anyone who believes that he or she has experienced abusive conduct to come forward promptly with inquiries, reports, or complaints and to seek assistance. In addition, any faculty member, manager, or employee who becomes aware of instances or allegations of abusive conduct, by or against a person under his or her supervisory authority, is required to report it to the appropriate principal instructor, to the Human Resources Office. Once a complaint is received, it is the responsibility of the principal instructor to respond to the allegations and reports of abusive conduct and take corrective action, if appropriate, or to work with Human Resources to develop such a response and corrective action, if appropriate. All complaints and their resolution must be reported to Human Resources.
LSET will not tolerate retaliation against persons who report abusive conduct. In this context, retaliation means behaviour engaged in because of a person’s participation in the reporting or investigation of an allegation of abusive conduct that adversely affects that person’s terms or conditions of employment or education. Any such retaliation – or any encouragement of another to retaliate – is a violation of this policy, regardless of whether the particular claim of abusive conduct is substantiated. If you believe you have been subjected to such retaliation, you may use the procedures described above to seek redress.
LSET seeks to protect the rights of all persons, accusers and accused, to fair procedures. Accusations of abusive conduct may have injurious far-reaching effects on the careers and lives of accused individuals. Allegations of abusive conduct must be made in good faith and not out of malice. Knowingly making a false or frivolous allegation of abusive conduct, whether in a formal or informal context, will be treated as a serious offense under this policy. If you have a reasonable basis to believe that a complaint of abusive conduct against you was not made in good faith, you may use the procedures of this policy to seek redress.
In certain situations, the following sanctions may also need to be considered:
While counseling is not considered a sanction, it may be offered or required in combination with sanctions.