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.
Who Can Report: Any student, faculty, or staff member who believes they have experienced or witnessed abusive behaviour.
How to Report: Reports can be made in person, via email, or through an online form available on the LSET website.
In Person: Report directly to the Human Resources Office or the principal instructor.
Email: Send a detailed account of the incident to support@lset.uk or hr@lset.uk.
Online Form: Fill out the Abusive Behaviour Reporting Form available on the LSET intranet.
Acknowledgment: The HR Office will acknowledge receipt of the complaint within 24 hours.
Interim Measures: If necessary, interim measures (such as changing class schedules or work assignments) will be implemented to protect the complainant.
Investigation Team: An investigation team will be appointed, comprising members from HR, the legal department, and an impartial faculty member.
Timeline: The investigation will be completed within 10 business days of the report.
Confidentiality: All investigations will be conducted confidentially to protect the privacy of all parties involved.
Complainant Interview: The complainant will be interviewed first to gather detailed information about the incident.
Witness Interviews: Any witnesses to the alleged abusive behaviour will be interviewed.
Accused Interview: The accused will be interviewed to provide their account of the incident.
Record Keeping: All interviews and evidence collected will be documented and stored securely.
Evidence: Physical evidence (emails, texts, recordings) will be collected and reviewed.
Review of Evidence: The investigation team will review all evidence and interview transcripts.
Decision: A decision will be made based on the evidence. This will include whether the behavior constituted abuse and what sanctions are appropriate.
Notification: Both the complainant and the accused will be notified of the decision and any sanctions in writing.
Types of Sanctions: Sanctions may include, but are not limited to, oral or written reprimand, required sensitivity training, apology to the victim, loss of salary or benefits, demotion, suspension, probation, or termination.
Implementation: Sanctions will be implemented immediately upon decision.
Right to Appeal: Both the complainant and the accused have the right to appeal the decision.
How to Appeal: Submit a written appeal to the HR Office within 5 business days of receiving the decision.
Appeal Review: An appeal committee will review the appeal and make a final decision within 10 business days.
Monitoring: The HR Office will monitor the situation to ensure no retaliation occurs and that the abusive behaviour has ceased.
Support: Ongoing support will be provided to the complainant and accused, including counselling services if needed.
Regular Training: All students, faculty, and staff will undergo regular training on recognizing and reporting abusive behaviour.
Policy Review: The abusive conduct policy and procedures will be reviewed annually to ensure effectiveness and compliance with legal standards.
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.