Issues for all Employees

People in positions of supervisory authority have particular responsibilities under the Sexual Harassment Policy: to communicate the requirements of the law; to prevent harassment in the working or learning environment; to intervene and stop harassing conduct if it occurs; and to refer concerns to the Sexual Harassment Office.

If you supervise any other employees you must follow the relevant employment policies and agreements. Most employee collective agreements, including the agreement with TAs, contain a specific clause on sexual harassment; a staff member can use the grievance procedure to make a complaint about sexual harassment at work. The Sexual Harassment Office can provide you with detailed information about the applicable procedures.

If you know that a colleague is involved in a sexual harassment case you should be careful not to discuss the matter or interfere. The complaint process is confidential and you are bound by this.

Unionized staff

Most collective agreements at the University contain an article on sexual harassment. If a union member is being harassed in her or his employment at the University, they can either use the Sexual Harassment Policy or file a grievance under the collective agreement.

Collective Agreements for the University of Toronto bargaining units are available on the Human Resources & Equity website.

Conflict of Interest 

Staff members who become romantically or sexually involved with an employee they supervise, or anyone else over whom they have professional authority, are in a conflict of interest, and must declare the conflict to their own supervisor, who will arrange for someone else to evaluate that person’s work. This is to safeguard the right of all University employees to fair and unbiased treatment, and to protect supervisors.