OUR POLICY

A. Any student who has a complaint or who becomes involved in a dispute with a representative of the Institute shall, if appropriate, make an earnest attempt to settle the complaint or resolve the dispute directly with the person(s) who is the subject of the complaint or dispute.

B. Any student who cannot resolve the complaint or dispute as outlined above must submit their complaint in writing to the
Senior Educational Administrator, Terry Breck, [email protected], 604-270-7426.

C. The Senior Educational Administrator will review the complaint and meet with the student to discuss the concern within 5 days of receiving the written complaint.

D. Following the meeting with the student, the Senior Educational Administrator will conduct whatever enquiries and/or investigations are necessary and will provide a written determination on the complaint.

E. If reconsideration of the determination is required, this will be conducted by Vice President, Carol Zhang, [email protected], 604-270-7426.

F. Written reasons for the determination will be provided to the student within 30 days of receipt of the written complaint.

G. The student making the complaint may be represented by an agent or lawyer.

H. The written determination will advise the student that, if they are dissatisfied with the determination, and feel they have been misled by the institution regarding any significant aspect of that program, they may file a complaint with the Private Training Institutions Branch (www.privatetraininginstitutionsbranch.bc.ca). Complaints must be filed with PTIB within one year of the date a student completes, is dismissed from, or withdraws from the Program.

Policy Statement

Capital College is committed to fostering a diverse and inclusive workplace that reflects the rich variety of backgrounds, perspectives, and experiences of our community. We uphold the principles of equal employment opportunity and prohibit discrimination in all employment practices.

Purpose

This policy establishes Capital College’s commitment to creating a work environment free from discrimination and to promoting equal opportunities for all individuals.

Scope

This policy applies to all employees, applicants, and any individuals involved in the employment process at Capital College, including but not limited to hiring, promotions, compensation, benefits, training, and termination.

Policy Details

1. Equal Employment Opportunity
   • Capital College provides equal employment opportunities regardless of race, color, national origin, sex, age, disability, religion, sexual orientation, gender identity, or any other characteristic protected by law.
   • We strive to ensure that our hiring, promotion, and other employment practices are based on merit, qualifications, and performance.
2. Recruitment and Hiring
   • All recruitment and hiring processes will be conducted in a manner that attracts a diverse pool of candidates.
   • Job postings will encourage applications from qualified individuals of diverse backgrounds.
3. Accommodations
   • Capital College will provide reasonable accommodations for qualified individuals with disabilities, ensuring equal access to employment opportunities.
4. Anti-Harassment
   • Harassment based on any protected characteristic is strictly prohibited. Capital College will take immediate action to investigate and address any reported incidents of harassment.
5. Reporting and Accountability
   • Employees are encouraged to report any instances of discrimination or harassment to their supervisor or Human Resources.
   • Retaliation against individuals who report discrimination or harassment is strictly prohibited.
6. Compliance
   • Capital College will comply with all applicable federal, provincial, and local laws regarding equal employment opportunity and non-discrimination.

Responsibilities

• Leadership: Ensure that all employment practices reflect our commitment to equal opportunity.
• Human Resources: Oversee the implementation and enforcement of this policy, provide training, and address complaints.
• Employees: Foster a workplace culture that values diversity and reports any violations of this policy.

Contact Information

For questions or concerns regarding this policy, please contact the Senior Educational Administrator at [email protected].

This policy reflects Capital College’s dedication to building a diverse and equitable work environment for all.

Definitions:

Sexual Misconduct is defined as any of the following:

• Sexual Assault
• Sexual Exploitation
• Sexual Harassment
• Stalking
• Indecent Exposure
• Voyeurism
• The Distribution of a sexually explicit photograph or video of a person to one or more persons, other than the person in the photograph or video without the consent of the person in the photograph or video and with the intent to distress the person in the photo or video.
• The Attempt to Commit an Act of Sexual Misconduct
• The Threat to Commit an Act of Sexual Misconduct

A Disclosure or Complaint is when the victim/survivor chooses to tell someone at the institution of an incident of sexual misconduct in order to seek support but may not want to make a report to police.

A Report is a formal notification of an incident of sexual misconduct to someone at the institution accompanied by a request for action. A report can be made by anyone, but not limited to the victim/survivor.
Policy:
1. Capital College takes all disclosures, complaints, and reports of sexual misconduct seriously and will respond to them thoroughly and expeditiously, providing appropriate accommodations to the victim/survivor as needed.
2. A student making a complaint of sexual misconduct will be provided with resolution options and, if appropriate, accommodation, and will not be required or pressured to make a report.
3. It is contrary to this policy for this institution to retaliate, engage in reprisals or threaten to retaliate in relation to a Complaint or a Report.
4. Any processes undertaken pursuant to this policy will be based on the principles of administrative fairness. All parties involved will be treated with dignity and respect.
5. All information related to a Complaint or Report is confidential and will not be shared without the written consent of the parties, subject to the following exceptions:
· If an individual is at imminent risk of severe or life-threatening self-harm
· If an individual is at imminent risk of harming another
· There are reasonable grounds to believe that others in the institutional community may be at significant risk of harm based on the information provided
· Where reporting is required by law
· Where it is necessary to ensure procedural fairness in an investigation or other response to a Complaint or Report.

Procedure: 1. The process for making a Complaint about sexual misconduct involving a student is as

follows:
a. A complaint or disclosure about sexual misconduct involving a student should be directed to Senior Educational Administrator Terry Breck, [email protected], 604-270-7426.
b. The alternate contact, in her absence, will be Carol Zhang, [email protected], 604-270-7426.

2. The process for responding to a Complaint of sexual misconduct involving a student is as follows:
a. The Senior Educational Administrator, or alternate, will meet with the student and provide information and support as the situation demands.
b. If accommodations are required for the safety and security of the student, these will be implemented as much as possible.

c. If the student needs third-party support and assistance, the school will assist with accessing those resources.

3. The process for making a Report of sexual misconduct involving a student is as follows:
a. A report of sexual misconduct must be made in writing and will include a written statement describing the complaint. This report should be directed to Senior Educational Administrator Terry Breck, [email protected], or as an alternate, to Carol Zhang, [email protected].

4. The process for responding to a Report of sexual misconduct involving a student is as follows:
a. Upon receiving a written report of sexual misconduct, the Senior Educational Administrator, or the alternate, will:
i. notify the person providing the report that a response to the report is in progress.
ii. meet with the student, or the person making the report to offer support and to determine what actions, enquiries or investigations may be
necessary.

b. If accommodations are required for the safety and security of the student, these will be implemented as much as possible. These may include:
i. Transfer of a student to a different class
ii. Rescheduling, deferral of assignments or tests
iii. If the alleged perpetrator or the victim/survivor is an employee, administrative leave or work from home or other interim measures may be taken during an investigation.

c. Except in circumstances where there is a serious safety risk to others, and/or he school has a legal obligation to act, the victim/survivor will be the one to determine what, if any, police reporting actions to pursue.
d. Any investigations will be conducted with sensitivity and discretion. The school is not mandated to make criminal investigations; however, it does have the responsibility to ensure a safe environment, regardless of whether a criminal investigation is undertaken.
e. The person making the report may withdraw the report, but the school may continue to act on the matter if it is deemed necessary to protect students.
a. Depending upon the nature of the report, if it is determined that a third party or outside agent should conduct an investigation, this will be arranged as quickly as possible.
b. A written Response to the Report will be provided to the student within 30 days of receipt of the written complaint.
c. The school will implement any actions or corrective measures recommended in the Response to the Report.

Resources:

24 Hour Crisis and Information Line: 604-255-6344

WAVAW Rape Crisis Centre: WAVAW Connect text: 604-245-2425

Be More Than a Bystander is BC Program to create awareness and urge everyone to “Break the Silence on Violence against Women”.

This institution is certified by the Private Training Institutions Branch (PTIB). Certified institutions must comply with regulatory requirements, including the requirement to have a Sexual Misconduct policy. For more information about PTIB, go to www.privatetraininginstitutions.gov.bc.ca.

The College’s refund policy is set according to the bylaws of the PTIB. Refund entitlement is made by the Chief Financial Officer calculated on the total fees due under the student enrolment contract using “Notice of Refund” (see Office Administrator for forms). Where total fees have not yet been collected, the College is not responsible for refunding more than has been collected to date and the student may be required to make up for fees due under the contract.

Withdrawal

The student has the right to withdraw from a course of instruction at any time with a written notice.

Refund policy

·Student has not requested additional Letter(s) of Acceptance.100% tuition and all related fees, other than application fee.