The HPRO acts within the framework of the following laws and regulations:
 

• Loi québécoise sur les normes du travail qui contient des dispositions relatives en matière de harcèlement psychologique (articles 81.18, 81.19 et 81.20);
• Act to prevent and fight sexual violence in higher education institutions;
• Politique pour un milieu de travail, d’études et de vie respectueux et exempt de harcèlement (CA-240-2200) (Policy for a Respectful and Harassment-Free Work, Study and Living Environment – in French);
• Règlement sur l'encadrement des relations de proximité dans le cadre de rapports d'autorité (Regulation on Close Personal Relationships in the Context of Authority – in French).
• ÉTS Code of Conduct

We favor a proactive approach, focused on problem solving and the prevention of harassment and sexual violence.

Different approaches are offered to those who report a situation in order to find solutions to the difficulties experienced, to resolve them and to prevent them from worsening and recurring.

If the problem-solving approach is not appropriate or does not yield the expected results, a formal harassment (psychological or sexual) investigation process can be developed to assess the situation. Recommendations are then issued to prevent recidivism and promote a healthy work, study and living environment free from harassment and sexual violence.

In matters of awareness, education, training and coaching:

• Design, develop and put in place prevention, education and sensitization tools and programs in the field of conflict management, psychological harassment and sexual harassment.
• Develop, implement, manage and promote awareness-raising and educational activities in the field of harassment;
• Offer information and awareness activities on harassment.
• Organize and conduct information and sensitization sessions on harassment.
• Provide coaching services, notably to persons in management roles, to support them in implementing preventive and curative measures.

In matters of mediation and problem resolution:

• Advise persons requiring its services, assess the nature and extent of the situation and decide on actions to take in compliance with the provisions of the Policy.
• Support and advise staff and students with a view to finding the best solutions for conflict resolution and, as required, ensuring that the necessary steps are taken to stop any form of harassment.
• Lead a problem resolution or mediation process between the parties involved.
• Act as an intervener or facilitator in handling situations that could injure the dignity of persons.
• Liaise with other administrative units involved.

In matters of response and follow-up to complaints:

• Receive reports, complaints and requests from staff and students related to potential situations of harassment, and collect related information.
• Analyze the admissibility of complaints and, if needed, enlist the help of a lawyer, psychologist, human resources management advisor or any other person whose assistance is deemed appropriate.
• Manage and track requests and complaints.
• Coordinate the process of initiating and supporting external investigations, and oversee the monitoring and assessment of these interventions as appropriate.

In matters of support and assistance:

• Liaise with other units involved when necessary, including Human Resources, Student Services, Registrar's Office, Cooperative Education Department, Student Association, etc.
• In collaboration with the departments and units concerned, ensure that students continue to progress in their studies.
• Liaise with departments and units involved in responding to a report or a formal complaint and foster a coordinated approach among the stakeholders; inform the Secretary General when required.
• Recommend to the competent persons the measures that should be taken if the integrity of a person who considers themselves injured is threatened.
• Within its area of competence, provide support and advice to senior management of the School and the Secretary General.
• Be on the lookout for risky situations; When required, inform and issue recommendations to the Secretary General, who is responsible for the application of the Policy.
• Produce an annual report on its activities and deliver it to the Board of Directors and the Executive.

These fundamental values ​​are central to our mandate:
 

• Confidentiality: It is of paramount importance! We keep information brought to our attention confidential and protect the identity of the parties concerned.
• Equality : We promote full inclusion of all, regardless of individual differences.
• Commitment: So that ETS can offer an open and respectful work, study and living environment, the full cooperation of all is essential and we encourage this commitment.
• Equity: We are committed to ensuring that cases of misconduct and harassment will be handled in complete equity and without favouritism, regardless of the role assumed within ÉTS.
• Diligence: we recognize the importance of intervening rapidly when a problematic situation is brought to its attention.
• Transparency: We inform the university community of our operation and our services. Transparency is also manifested by consulting and involving the academic community in the search for solutions.
• Security: We promote a culture that encourages the reporting of situations that may endanger the physical or psychological safety of people working within ÉTS.

• Code of conduct
• Policy for a respectful and harassment free work, study and living environment
• Politique pour un milieu de travail, d’études et de vie respectueux et exempt de harcèlement (Policy to Prevent and Combat Viloence of a Sexual Nature – in French)
• Politique pour prévenir et combattre les violences à caractère sexuel Policy to Prevent and Combat Violence of a Sexual Nature – in French)
• Règlement sur l'encadrement des relations de proximité dans le cadre de rapports d'autorité (Regulation on Close Personal Relationships in the Context of Authority – in French)
• Annual reports (in French): 2018-2019  |  2017-2018