Community Life Standards Policy

1.0 Purpose

The purpose of this policy is to:

• Foster a learning environment that supports Ambrose University’s mission.
• Protect the safety and security of the University community.
• Communicate the University’s expectations with respect to Student behaviour.

2.0 Statement

Ambrose is a distinctly Christian academic community grounded in the evangelical tradition with a clear mission: “Ambrose University prepares men and women for wise, joyful, and redemptive engagement in the church, society, and the created order through excellent Christian post-secondary education.”

Students joining the University’s distinctly Christian academic community will grow, develop, and greatly benefit from engaging in a Learning Environment that is flooded with educationally meaningful opportunities.

Membership in any community requires individual responsibility. The University is no exception. The University is committed to nurturing an environment that is conducive to holistic development and spiritual formation in the context of rigorous academic programs grounded in a Christian worldview. Students have a responsibility to contribute in a meaningful and significant way to the very community from which they will derive benefit. Students are also encouraged to comply with their own denominational statements of conduct where applicable, especially if pursuing professional designations within their denominations.

3.0 Scope

This policy applies to actions, interactions, and behaviours of Students that take place:

• On Campus
• Off Campus when involved in the business of the University or activities related to the University, is representing the University (e.g., traveling, field trips, at seminars or conferences, at training sites, attending Student parties, etc.), or where the impact interferes with learning, working, or living environments for Ambrose Community Members.

A Student may be subject to an investigation pursuant to this policy and these procedures regardless of any action by civil, administrative, or criminal authorities against the Student relating to the same or similar conduct.

4.0 Community Life Standards Values

This policy reflects the University’s core values and helps preserve the distinct Christian academic community grounded in the University's evangelical tradition and doctrinal statements of the Christian and Missionary Alliance in Canada and the Church of the Nazarene Canada.

 

Ambrose Values

We are committed to these enduring mission-related values:

Christian Faith

• We believe that Christ is the centre of what we do. We seek to live lives devoted to serving Christ, and we pursue His will with bold confidence in His sovereign power and purposes.
• We are ecumenically minded, broadly evangelical, and rooted in the holiness traditions of the Christian and Missionary Alliance in Canada and the Church of the Nazarene Canada.
• We believe that every person is created in the image of God and worthy of dignity and respect.
• We integrate faith and learning and anchor our teaching and research within the Christian intellectual and spiritual tradition.

From these beliefs and practices flow the rest of our institutional values:

Pursuing Excellence

• We encourage our students, faculty, and staff to be intellectually curious.
• We promote conversations about difficult issues that are marked by both courage and charity. 
• We provide high-quality education as well as co-curricular experiences that prepare students for their future lives and vocations.
• We pursue excellence in all that we do. Our efforts evidence love, wisdom, thoughtfulness, knowledge, scholarship, and skill.
• We are accountable to the Government of Alberta, our accrediting bodies, and our founding denominations. We also recognize our obligation to provide students with the learning environment set forth in the Academic Calendar.

Holistic Formation

• We assert that Ambrose is a place where students develop virtues, grow in character, acquire life skills, and prepare for future vocations.
• We wrestle together with the hard questions of life and faith.
• We create intentional, holistic, formational experiences in and out of the classroom.
• We model lifelong perseverance in intellectual and spiritual formation.

Service

• We strive to integrate faith and active service to the world.

• We commit to shaping servant leaders who will honour Christ in their vocations.
• We shape culture through our scholarship, research, and artistic expression.

Community

• We believe that spiritual, personal, and academic development is best accomplished within the context of a Christian community that worships and glorifies God.  
• We collaborate to foster a welcoming, hospitable, generous, just, and truth-telling community that strives to fulfill the University’s mission.
• We seek the welfare of students, one another, and the external community.

5.0 Definitions

Ambrose Community Member(s): Board of Governors members, volunteers, and visitors to the  Campus for the purposes of Ambrose-related business (e.g., guest speakers, Ambrose meeting attendees, invited guests, etc.).

Bullying: A form of Harassment. It is a repeated verbal or physical behaviour that intends to cause harm. It has the effect of being abusive, insulting, and/or degrading. It is any inappropriate conduct or comment by a person towards another that the person knew or reasonably ought to have known would be unwanted and/or would cause the receiver to be humiliated or intimidated.

Examples of Bullying:

• Spreading rumours and gossip.
• Making offensive jokes or comments, verbally or in writing.
• Using insults or put-downs.
• Blaming, scolding, criticizing, and belittling.
• Excluding or isolating.
• Intimidating by standing too close or making inappropriate gestures.
• Discounting achievements and stealing credit for ideas or work.
• Withholding information or giving the wrong information.
• Using offensive language or yelling and screaming.
• Pestering, spying, stalking, or tampering with personal belongings and equipment.
• Physically abusing or threatening abuse.
• Hazing (acts that are humiliating or abusive to ridicule or to initiate members into a group). 

Campus: Any property owned or operated by the University. This includes the Main Campus building, Business Building, residence buildings, outdoor spaces, parking lots, or any vehicle on the University’s property.

Chair: A Chair or Associate Dean of the applicable program that the classroom setting is a part of, or a similar individual designated by the Dean when required due to the direct involvement of the Chair or Associate Dean in the Complaint or if otherwise required.

Complaint: A report alleging Misconduct.

Dean: A Dean or Associate Dean of the applicable program that the Learning Environment is a part of, or in the case where an Associate Dean acts as a Chair, a similar individual appointed by the Senior Vice President Academics.

Harassment: Can be a form of discrimination. Sexual Harassment and Bullying are forms of Harassment. It is improper conduct by an individual that is directed at and offensive to another individual on Campus, including at any event or location related to the University, and that the individual knew or ought reasonably to have known would cause offence or harm. It is unwanted and unwelcome verbal or physical conduct that offends or humiliates a person. It comprises objectionable act(s), comment(s), or display(s) that demean, belittle, or cause personal humiliation or embarrassment and any act of intimidation or threat. Harassment can be a single or repeated event. It can be displayed by an individual or group of individuals.

Examples of Harassment:

• Preventing a person from expressing themselves.
• Yelling at a person, shouting abuse at a person, threatening, constantly interrupting a person, or prohibiting a person from speaking to others.
• Unwanted sexual advances which may or may not be accompanied by threats or explicit or implicit promises.
• Making rude, degrading, or offensive remarks.
• Making gestures that seek to intimidate.
• Engaging in reprisals for having made a Complaint under this policy.
• Discrediting a person by spreading malicious gossip or rumours, ridiculing, humiliating, or calling into question a person’s convictions or private life.
• Compelling a person to perform tasks that are inferior to their competencies that demean or belittle them.
• Setting a person up for failure.
• Name-calling in private or in front of others.
• Isolating a person by no longer talking to them, denying or ignoring their presence, or distancing them from others.
• Destabilizing the person by making fun of their beliefs, values, political and/or religious choices, or mocking their weak points.

Learning Environment: Any Learning Environment associated with a course (e.g., classrooms, labs, dance studio, art performances, experiential learning settings, field trips, faculty advising, etc.).

Misconduct: Conduct that does not meet expectations outlined in the General Community Standards.

Procedures: The Community Life Standards Procedures: Complaints and Appeals.

Residence: Student residence buildings (i.e., Residence Education Centre and Wilson Residence).

Resident: A Student living in Residence.

Responding Officer: The individual with primary responsibility for responding to Complaints in accordance with Community Life Standards Procedures: Complaints and Appeals, section 5.0.

Restorative Resolution: This is an informal process. It is a process that is centered on accountability where the Ambrose Community Member responsible for causing harm acknowledges harm and their obligations to make amends. It is a process that provides a framework for those harmed to articulate the negative effects of the behaviour and what they need to make it right.

Senior Officer: The individual to whom a Responding Officer reports to in accordance with Community Life Standards Procedures: Complaints and Appeals, section 5.0.

Student(s): An individual who is enrolled in a course or program of study at the University or who was enrolled in a course or program of study at the time the Misconduct was alleged to have occurred.

University: Ambrose University.

Vexatious Complaint: A Complaint may be deemed vexatious if it:

1. Is knowingly false or frivolous, with the intention to cause harm, harassment, or inconvenience.
2. Is repetitive or persistent, where the Student has already been informed that no further action will be taken.
3. Lacks a reasonable basis or factual grounds, and the Complaint is made solely to undermine or disrupt institutional processes.
4. Is made with the intention to intimidate, retaliate, or harm the reputation of individuals or the institution.

6.0 Responsibilities

Complaints are to be filed and responded to in accordance with the Community Life Standards Procedures: Complaints and Appeals.

The Director of Community Life, in consultation with the Vice President of Student Life, will have primary responsibility for Complaints related to the General Community Standards.

The Residence Director, in consultation with the Director of Community Life, will have primary responsibility for Complaints related to the Residence Community Standards.

Where a Complaint relates both to the General Community Standards and Residence Community Standards, the Director of Community Life will determine whether to be the Responding Officer, in which case the Vice President of Student Life will be the Senior Officer.

7.0 Amnesty

Students who struggle with Misconduct are encouraged to seek help and support from the Student Life department and/or another appropriate department. Students who want to receive help and support to work through their struggles and accept accountability for their behaviours may request amnesty in accordance with the Community Life Standards Procedures: Complaints and Appeals.

General Community Standards

Any conduct on the part of a Student that has, or might reasonably be seen to have, an adverse effect on the integrity or the proper functioning of the University, or the health, safety, rights, or property of the University or Ambrose Community Members, is subject to discipline under these standards.

Protection of Property

Students shall not:

• Damage, deface, or destroy the Campus or property of another individual, business, or entity, including the University.
• Use personal or intellectual property owned by another without appropriate consent or authority.
• Use University property, facilities, equipment, or materials for an unauthorized purpose.
• Enter or remain in any University building or area without authorization when the building or area is officially closed or restricted for designated purposes or to designated individuals.

Smoking, Vaping, e-Cigarettes, Cannabis, and Tobacco

The University is a smoke-free Campus. The use or possession of any products related to smoking, vaping, e-cigarettes, cannabis, or tobacco is strictly prohibited anywhere on Campus.

The use of cannabis and tobacco is highly discouraged, along with other substances that may be addictive. The use of illicit drugs or abuse of prescription drugs is prohibited. The presence of these substances or drug paraphernalia on Campus is not permitted. The University reserves the right to confiscate, retain, and dispose of or destroy all drug-related items.

The following are prohibited on Campus or at any University-sponsored event or activity (e.g., travel studies, athletic events, club events, etc.):

• The use of cannabis in any of its derivatives.
• Cannabis impairment.
• The distribution of cannabis.

Any student seeking an exemption related to the use of medicinal cannabis can inquire with the Director of Community Life. A valid prescription for medicinal use is required.

Exemptions to our Smoke-Free Campus Policy may be made in certain circumstances, such as participation in culturally significant events or religious ceremonies (i.e., use of incense or smudging).

For activities related to the Learning Environment, exemptions can be granted by the Senior Vice President Academics. For Student co-curricular activities, exemptions can be granted by the Vice President of Student Life. For all other circumstances, exemptions can be granted by the Director of Campus Services.

Alcohol

The University is an alcohol-free Campus. The University prohibits the possession, consumption, distribution, and intoxication due to alcohol, as well as the possession of empty alcohol containers, on Campus, including in Residence. Students who are 18* years or older have the freedom to drink off Campus but are expected to do so in a responsible way that respects the reputation of the University as a Christian university, practicing moderation, self-control, and careful judgement in their choices. Students are expected to return to Campus in a responsible and safe manner without disruption to the community. Students should prioritize their safe return to their place of residence, including the residence hall, when they have chosen to drink off Campus.

*18 is the legal drinking age in Alberta.

Dangerous Objects and Drugs

A Student shall not:

• Possess, use, manufacture, sell, exchange, or otherwise distribute firearms, explosives, or other weapons on Campus or in violation of any applicable law.
• Possess, use, manufacture, produce, sell, exchange, or otherwise distribute any drugs on Campus or in violation of any applicable law.
• Use firecrackers, paintballs, airsoft, and other materials or equipment that may be or be perceived to be dangerous to others or self on the Campus.

Entertainment and Gaming

Students are expected not to participate in activities or the use of materials, whether digital or in print, that are dehumanizing, degrading, exploitive, hateful, or gratuitously violent. This includes pornography. Students are to consider these restrictions in their entertainment and gaming practices.

Respect for Others

Students are expected to treat others with respect, care, and dignity, acknowledging the God-given value of every human being. Defamation, discrimination, Harassment (including Bullying), retaliation, and violence in all forms, including in-person interaction, in writing, electronically, via email, text, and all forms of social media are not permitted. 

Students are expected to seek to address issues of disagreement or conflict with others in love and peace. Students are expected to live a life of honesty, not participating in any form of fraud or impersonating another and to utilize careful judgment in the exercise of personal freedom. In relationships, students are expected to exercise self-control and not compromise relationships for their own gain.

The University is a community of Students and Ambrose Community Members involved in learning. No Student shall, by action, threat, or otherwise, disrupt any activity organized by the University, its Faculties, Schools, or departments, or the right of other persons to carry on their legitimate activities, to speak, or to associate with others.

Sexual Activity on Campus

As a Christian University of higher education grounded in the Protestant evangelical theological tradition, the University has adopted a Christian sexual ethic based on church tradition and scripture. According to this ethic, sexual activity is designed for full expression in a committed, loving marriage relationship between a man and a woman. 

The University believes that a diverse learning community is a healthy learning community. While the University is in alignment with the position of our founding denominations, we do not require Students to agree to this position to participate in the life of the University. To foster the integrity of the Learning Environment and out of respect and consideration for the University as a Christian academic community with a vision for human flourishing, while on Campus, Students are expected to refrain from immodest public displays of affection and sexual intimacy. This does not apply to married student housing.

General Standards

Students shall not encourage or aid other Students in Misconduct. Students shall not disregard or ignore a sanction imposed in accordance with the Community Life Standards Procedures: Complaints and Appeals.                  

Related Resources

• Academic Misconduct and Misconduct in the Learning Environment Policy: Academic Misconduct and Misconduct in the Learning Environment
• Gender-Based and Sexual Violence Policy and Procedure: Gender-Based and Sexual Violence Policy
• Privacy Policy: Privacy Policy
• Residence Life Community Standards: Residence Life Community Standards
• Smoke-Free Campus Policy: Smoke-Free Campus Policy

The University acknowledges the support of Campus Alberta post-secondary institutions in the development of this policy.

Community Life Standards Procedures: Complaints and Appeals

1.0 Purpose

These procedures have been adopted pursuant to the Community Life Standards Policy (Policy) and should be read in conjunction with the Policy.

In addition to the purposes set out in this Policy, these procedures are intended to:

• Help Students accept accountability for their behaviours.
• Contribute to Students’ personal and spiritual growth.
• Demonstrate care for Students regardless of their behaviour.
• Educate Students on their commitment to community through the Policy.

2.0 Definitions

Appeal Board: Any two of the following persons: President, Vice President of Student Life, and Senior Vice President Academics, or where one or more of these individuals is unavailable or has had previous involvement in the adjudication of a Complaint, a Dean.

 

Complainant: The person filing a Complaint.

 

Complaint: A report alleging Misconduct.

 

Decision(s): A decision made following a Direct Investigation, Formal Investigation, or an appeal process.

 

Direct Investigation: An investigation carried out by a Responding Officer in accordance with the procedures.

 

Formal Investigation: An investigation carried out by a minimum of two investigators in accordance with the procedures.

 

Interim Measures: Non-disciplinary conditions or restrictions placed on a person who is alleged to have committed Gender-Based or Sexual Violence.

 

Misconduct: Failure to comply with Ambrose’s General Community Standards.

 

Residence: Student residence buildings (i.e., Residence Education Centre and Wilson Residence).

 

Responding Officer: The individual with primary responsibility for responding to Complaints.

 

Respondent: The Student who is alleged to have committed Misconduct.

 

Restorative Conference: Also known as a Community Resolution, a Restorative Conference is implemented to explore the incident, identify harms, and come to documented agreements as to the path toward repairing the agreed upon harms.

 

Restorative Resolution Process: The process set out in section 7.0.

 

RJP Summary: A summary of a Restorative Justice Process.

 

Sanction(s): A sanction set out in section 8.0.

 

Student(s): An individual who is enrolled in a course or program of study at the University or who was enrolled in a course or program of study at the time the Misconduct was alleged to have occurred.

 

University: Ambrose University. May also be described as the Institution.

 

Vexatious Complaint: A Complaint may be deemed vexatious if it:

1. Is knowingly false or frivolous, with the intention to cause harm, harassment, or inconvenience.
2. Is repetitive or persistent, where the Student has already been informed that no further action will be taken.
3. Lacks a reasonable basis or factual grounds, and the Complaint is made solely to undermine or disrupt institutional processes.
4. Is made with the intention to intimidate, retaliate, or harm the reputation of individuals or the institution.

3.0 Filing Complaints and Initial Response

3.1 A Complaint can be filed by any person, including a Responding Officer or Senior Officer, and can be made via the online form on the University’s website or in writing to the Responding Officer. Campus Security may also forward an incident report to a Responding Officer as a Complaint.

3.2 A Complaint should include:

• Name(s) of the Student(s) who is the subject of the Complaint.
• Time(s), date(s), and location(s) of the incident(s).
• Description of the alleged Misconduct.
• Names of potential witnesses.
• Name(s) and contact information of Complainant(s).

3.3 A Complaint may be submitted anonymously or by a third party, but the Complainant should be aware that this may limit the ability of the Responding Officer to investigate, review, and resolve the Complaint.​​​​​​​

3.4 To respond in a timely and effective manner, the University strongly encourages Complainants to file a Complaint as soon as possible following the occurrence of the alleged Misconduct. Delaying the filing of a Complaint may impede the University’s ability to investigate and/or take appropriate action.

3.5 ​​​​​​​​​​​​​​Upon receipt of a Complaint or becoming aware of possible Misconduct, the Responding Officer, or Campus Security if applicable, will determine if immediate action is warranted to protect the health and safety of Ambrose Community Members. Such immediate action may include the removal of a Student from a classroom, Residence, or any other University group or activity.

The Responding Officer may impose or facilitate Interim Measures to support the Complainant and/or Respondent and to address safety concerns during an investigation or a proceeding. The University will seek to implement the least disruptive measures that still promote safety and security.

The Responding Officer may determine that there is to be no contact between the Complainant and Respondent. The Responding Officer may restrict the Complainant’s or Respondent’s access to the Campus. This may include suspension from classes or Residence pending the conclusion of an investigation.

​​​​​​​3.6 Where the Complainant has been directly affected by the alleged Misconduct, the Responding Officer will make reasonable efforts to notify the Complainant as to the process and results of the response to the Complaint, subject to confidentiality, and the overall well-being of Ambrose Community Members. ​​​​​​​

3.7 The Responding Officer and/or Senior Officer will refer the Complainant to the police and/or other support services as needed. The Responding Officer and/or Senior Officer will also refer the Respondent to support services if needed.​​​​​​​

3.8 The Institution is committed to providing a fair and respectful process for addressing student concerns and Complaints. Complaints that are made maliciously, without merit, or that are repetitious and intended to harass or disrupt the functioning of the institution will be considered a Vexatious Complaint and may lead to disciplinary action.

4.0 Responding to Complaints and Setting Process

4.1 The Responding Officer will determine whether the Complaint should be addressed through a Direct Investigation, Restorative Resolution Process or a Formal Investigation. This must be done in consultation with the Senior Officer when the alleged Misconduct involves harm to self or others or the Respondent has been issued Sanctions beyond a written warning, discretionary sanction or loss of privileges in the past. The Responding Officer should always consult with the Senior Officer when there is uncertainty or novel issues being dealt with.

4.2 The Restorative Resolution Process will only be engaged in with the consent of both the Complainant(s) and the Respondent(s). The Restorative Resolution Process should not be used when the Respondent does not acknowledge responsibility for the Misconduct. If a Complaint is not resolved through the Restorative Resolution Process, it will return to the Responding Officer for further response in accordance with the Procedures.

4.3 In determining whether a Formal Investigation should take place, the Responding Officer (and Senior Officer if applicable) will consider whether:

• There are multiple parties with varying accounts involved
• The alleged Misconduct involves harm to others
• The involvement of independent investigators would better enable an investigation to be handed in a fair and unbiased manner with due process and/or otherwise meet the objectives and procedures set out in section 6.0 (including those in section 6.7 as applied to a Responding Officer)
• This would enhance the timeliness and effectiveness of a resolution

4.4 The Director of Community Life will become the Responding Officer (and the VP Student Life the Senior Officer) in all cases where a Formal Investigation is required for a Complaint relating to Residence Community Standards. For clarity, a Senior Officer initiating a Formal Investigation must always be a Dean or at the VP level or above.

4.5 A Responding Officer, with the consent of the Senior Officer, retains discretion to not investigate a Complaint made in bad faith or that is otherwise frivolous or vexatious.

4.6 Where alleged gender-based or sexual violence is involved, the Gender-Based and Sexual Violence Policy and Procedures applies alongside  this Policy and Procedures.

5.0 Outcomes of an Investigation

5.1 The standard of review for determining whether a Student has committed Misconduct is on a balance of probabilities.

5.2 Following a Direct Investigation, the Responding Officer, in consultation with the Senior Officer if applicable, will determine what corrective measures and/or Sanctions are or are not required. In certain cases (i.e for athlete’s) the Responding officer can work with other parties to determine appropriate sanctions. The Responding Officer must always consult with the Senior Officer (which will become the applicable VP for this purpose where the Senior Officer is not a VP) where proposed measures and/or Sanctions are a significant departure from past practice or Sanctions include measures set out in (h) through (k) of section 8.3 (or measures of similar gravity).

5.3 Following a Formal Investigation, investigator(s) will provide the Senior Officer with a written investigation report. The report will include:

• A summary of relevant statements and evidence;
• Assessment of witness credibility and other evidence and, where appropriate, conclusions as to the accepted evidence;
• Assessment of whether Misconduct or a violation of other university policies or the law have occurred; and
• Recommendations as to appropriate corrective measures or Sanctions where Misconduct or a violation has been found.

Investigation reports are confidential and, in some cases privileged, and will not be disclosed to Complainants or Respondents.

5.4 Following a Formal Investigation, the Senior Officer will review the investigation report and determine what corrective measures and/or Sanctions may or may not be required. Where a Decision may differ materially from the conclusions and recommendations in an investigation report, it should be reviewed with at least one other uninvolved and sufficiently experienced staff or faculty member of Ambrose (i.e. a Dean, a VP, the Director of Community Life or a member of the Gender-Based and Sexual Violence Team). Further investigation should also be considered. Where the proposed Decision continues to differ materially from the conclusions and recommendations in the investigation report, the rationale for the decisions must be documented.

5.5 The Decision shall be provided to the Respondent, in writing if Sanctions are being applied.

5.6 The Responding Officer or Senior Officer that makes a Decision may issue directives to responsible University offices regarding corrective measures and Sanctions.

6.0 Carrying out an Investigation

6.1 All investigations are to be handled in a procedurally fair and unbiased manner with due process in accordance with the Policy and the Procedures.

6.2 Investigations will be conducted in a systematic, orderly and discreet manner and confidentiality will be maintained wherever possible. The objectives of an investigation will be to:

• Gather, compile and review information relating to the Complaint as quickly as possible (including, if applicable, taking steps to protect or preserve documents, materials and equipment)
• Conduct interviews as appropriate with the Complainant, Respondent and other witnesses to the alleged Misconduct
• Assess the credibility of the Complainant, the Respondent and all other witnesses
• Consider the information collected and draw conclusions objectively and impartially as to what evidence should be accepted
• Maintain procedural fairness in the treatment of witnesses, the Complainant and the Respondent
• Assess whether Misconduct or violation of other University policies or the law has occurred
• Recommend appropriate corrective measures or Sanctions where Misconduct or another violation has been found

6.3 Prior to the Respondent being invited to an interview, the Respondent will be advised as to the Complaint and provided a copy of the Policy and Procedures. During the interview, the Respondent will have an opportunity to respond to the alleged Misconduct and to present any relevant evidence. All interviews whether with the Respondent or Complainant will be closed to the public. The Complainant and Respondent are allowed to bring a support person of their choice to accompany them through the process. This person is there solely for support and to listen and observe. They are bound by confidentiality and should not serve in the role of Witness.  There should be no interfering in the internal process. Because this is an internal review process, legal counsel is not permitted to attend. Formal rules of evidence will not apply nor will harmless procedural errors invalidate a decision. Failure to appear will result in a decision being made in the absence of the Respondent.

6.4 The Senior Officer and/or investigators (after consultation with the applicable VP for this purpose) may seek legal counsel as to specific aspects of or the structure of the investigation or written investigation report.

6.5 If a Formal Investigation is required, the Senior Officer will appoint a minimum of two investigators within 10 business days of receipt of the Complaint. The Formal Investigation will be completed as expediently as possible, ideally within 30 calendar days of the date the investigators are appointed.

6.6 For a Formal Investigation, investigators may be employees of the University or external persons. Internal Investigators will typically be chosen from the roster of trained investigators maintained by the Gender-Based and Sexual Violence Response Team. Additional investigators may also be drawn from this roster or include the Responding Officer or an external or other internal investigator as may be appropriate to best carry out the objectives in section 6.2. The investigation team should consist of at least one male and one female (where the Complainant(s) and Respondent(s) are of more than one gender). If an external investigator is hired, they may conduct the investigation on their own. If the Complaint relates to Classroom Community Standards set out in Section 7B of the Policy, the investigation team must consist of a faculty member. No more than two investigators should take part in any interviews at one time.

6.7 The Senior Officer will consider all relevant factors in the circumstances when appointing investigators for a Formal Investigation, including without limiting:

• Nature of the Complaint
• Ability for objectivity and lack of bias in the investigation (i.e. no investigation team members with real, potential or perceived conflicts of interest or biases)
• Ability to maintain the confidentiality of all information
• Knowledge of legal and compliance requirements of the core nature/subject matter of the allegation
• Potential investigation team member’s ability to identify and access the appropriate resources to conduct the investigation in a timely manner
• Need to balance the functional skills, operations knowledge, and seniority of the individuals
• Need to retain external investigators or experts in highly sensitive, specialized or confidential matters.

7.0 Restorative Resolution Process

7.1 In line with the Ambrose Mission, Ambrose seeks to be a place that models redemptive engagement within the institution itself. In situations where restorative justice principles can be implemented and all parties consent, Ambrose will offer the opportunity for Students to participate in a Restorative Resolution Process.

7.2 The Restorative Resolution Process allows an opportunity for Students to intentionally consider their behaviour and to enter into repairing the resulting harms in a way that aims to restore the person who has caused harm to community and to repair the harms they have caused and rebuild trust. There are situations where the Restorative Resolution Process cannot be applied but it is the preferred option in Residence in particular.

7.3 The Restorative Resolution Process is a guided process that involves a trained facilitator. When multiple parties are impacted, a community resolution or restorative conference is implemented to explore the incident, identify harms, and come to documented agreements as to the path toward repairing the agreed upon harms. While this process in and of itself can be difficult, the benefits to restoring true community can be transformative for all who participate. The Restorative Resolution Process will generally be carried out as follows:

• An exploratory pre-conference takes place with the Responding Officer and involved parties
• Conference is held with all parties and agreements are made as to the path forward in repairing harms and rebuilding trust
• Agreements are recorded into binding action between participants with reasonable deadlines
• The Responding Officer holds record of the agreements and follows through on deadlines

7.4 In cases where the Restorative Resolution Process fails or is ended by one of the parties or the Responding Officer, the Responding Officer will continue handling the Complaint through either a Direct Investigation or Formal Investigation, pursuant to the Procedures.

8.0 Corrective Measures and Sanctions

8.1 Sanctions may be applied independently or in combination for any Misconduct.

8.2 Repeated Misconduct may result in Sanctions that are more severe than would be imposed for a single incidence of Misconduct. In Residence, repeated Community Resolutions may also result in Sanctions.

8.3 The following sanctions may be imposed through the accountability decision-making process:

a) written warning;
b) written reprimand;
c) discretionary sanction – work assignments, educational assignment, restorative measures, service to the University, or other discretionary assignments;
d) letter of behavioural expectations – an undertaking not to engage in certain behaviour and setting out the consequences if the requirements set out in the letter are not followed;
e) monetary compensation for loss, damage or injury, or replacement of damaged or destroyed property;
f) monetary fine;
g) loss of privileges – denial of specified privileges for a designated period of time;
h) withdrawal from one or more courses;
i) restrictions on participating in a University club or organization or in certain activities of a University club or organization;
j) suspension – suspension of the Student from the University for a specified period of time, after which the Student is eligible to return. A permanent or temporary transcript notation may be placed on the official University transcript. Conditions for readmission may be specified;
k) expulsion – permanent separation of the Student from the University. A permanent transcript notation may be placed on the official University transcript; and
l) other appropriate sanction.

8.4 If the Sanctions includes suspension or a ban from the University, the Respondent will be notified of the terms and conditions associated with their return to campus at the time they are notified of the Decision. At the end of such specified period of suspension or trespass from the University, the Respondent will be eligible to return to the University provided that:

• All terms and conditions of the suspension or ban have been met; and
• All other Sanctions or corrective measures required to be completed before the end of the suspension or ban period have been completed.

8.5 The Student Life office maintains confidential records of all Complaints, decisions, sanctions, and Interim Measures. Records will be shared only in accordance with this procedure.

8.6 Decisions may include an alert that will be placed on the student’s file in the University’s records management system that will notify viewers to request further information from the Senior Officer if the student attempts to register for a course or course of study at the University or applies for re-admission to the University.

8.7 Decisions may direct that corrective measures and Sanctions be included on the Respondent’s student academic records.

9.0 Appeals

9.1 Where a Decision is made by the Residence Director, the Respondent may appeal to the Director of Community Life, who shall take such further actions and steps as he or she may determine. The new decision or confirmation of original decision shall be provided to the Respondent, in writing if Sanctions are being applied.

9.2 Where a Decision is made by a Chair, the Respondent may appeal to the applicable Dean and a second Dean (chosen by the VP Academic Affairs), who shall take such further actions and steps as they may determine. The new decision or confirmation of original decision shall be provided to the Respondent, in writing if Sanctions are being applied.

9.3 Where a Decision is made by the Director of Community Life or a Dean(s), the Respondent may appeal to the VP Student Life or the VP Academic Affairs, respectively. The applicable VP shall take such further actions and steps as he or she may determine. The new decision or confirmation of original decision shall be provided to the Respondent, in writing if Sanctions are being applied.

9.4 Where a Decision is made by the VP Student Life, the Respondent may appeal to the Appeal Board. The Appeal Board shall take such further actions or steps as it may determine. The new decision or confirmation of original decision shall be provided to the Respondent in writing and shall be final.

9.5 All appeals must be filed within 10 business days of receiving a Decision, must be submitted to the party to whom the appeal is to be made (the President of the University in the case of the Appeal Board) and must include the following in writing:

• a copy of the Decision
• a statement of the basis for appeal
• a statement of facts relevant to the basis of appeal
• a statement of the outcome sought; and
• any supporting documentation.

9.6 A Respondent may appeal a Decision on any of the following bases:

• clear, compelling, and extenuating circumstances were not considered;
• relevant new evidence has emerged that was not available at the time of the original decision;
• the Procedures were not followed and the outcome of the case might have been substantially affected by this failure; or
• the severity of the Sanctions imposed exceeds the nature of the misconduct for reasons identified by the Respondent.

9.7 An appeal of a Decision may, at the discretion of the Appeal Board, include an appeal hearing. The procedure(s) for any Appeal hearing will be set by the Appeal Board and communicated to the affected parties in advance. Appeal hearings will not be open to the public.

10.0 Amnesty

10.1 A request for amnesty does not guarantee that a Student will be granted full amnesty or immunity from Sanction, however a student’s voluntary disclosure of Misconduct, before the University receives a Complaint or otherwise becomes aware of such Misconduct, will be considered in the discipline or Sanction(s) imposed (if any). The discipline or Sanction(s) imposed on a Student who voluntarily reports Misconduct will depend on the nature of the Misconduct and the circumstances surrounding the Student’s voluntary report of the same.

10.2 Students requesting help are asked to abstain from the behaviour and may be asked to sign a behavioural agreement and/or seek professional help. Students must request help and amnesty from the Director of Community Life, typically before a Complaint is filed or any disciplinary conversation addressing the Misconduct occurs.

10.3 Students also must be honest, cooperative and compliant with amnesty requirements, and demonstrate a true desire to change. Failure to abide by the terms of an amnesty agreement may result in the termination of the amnesty agreement and reversion to the accountability processes set out in the Procedures.

10.4 Amnesty requirements may include one or more of the following:

• Take action by obtaining a behavioural assessment with a University counselor (at the expense of the University) and to follow the recommendations of that counsellor;
• Meet regularly with a mentor for accountability and support;
• Attend a support group(s), such as Alcoholics Anonymous or Celebrate Recovery;
• Conduct research and write a reflection relating to an area of struggle;
• Develop a written statement of the Student’s physical/emotional convictions, by which the Student will abide; or
• Participate in restitution regarding a victim(s) or potential victim(s) in situations where the Student has revealed any threats or acts of harm to others or if the Student is assessed as being potentially harmful to others.

10.5 No identifying information revealed in the process is to be discussed outside of the amnesty program with the following possible exceptions:

• If the Student permits or requests such disclosure;
• If the Student reveals any threats or acts of harm to him/herself or others or if the Student is assessed as being potentially harmful to him/herself or others;
• If a Student has potentially violated a federal, provincial, or local law; or
• If required by law, by the University’s policies, or by an external body with appropriate authority.

11.0 Reporting

11.1 All Responding Officers will report annually to their Senior Officers on all Complaints, RRP Summaries and Decisions. This will include immediate reporting of all Decisions following Formal Investigations.

11.2 Records of all Complaints, RRP Summaries, Decisions and Appeals will be maintained for a minimum of 5 years by applicable Senior Officer’s office and may be used for purposes of future disciplinary processes. Expulsion records will be kept indefinitely.

11.3 On an annual basis, each Senior Officer will prepare a summary report on all Complaints, Decisions and Appeals reported to their office for review by the Cabinet of Ambrose University, such summary report to exclude identifying information where appropriate. The Cabinet or the President of the University may share the report with the Board of Governors of the University.

12.0 Confidentiality

12.1 Information about Complaints, Decisions and Appeals will be shared only with those who have a legitimate need for information. In order to enhance confidentiality, as few people as are required will handle Complaints.

12.2 Confidentiality is subject to the provisions of the Personal Information Protection Act (Alberta), other legislation and University policy.

12.3 Notwithstanding section 12.1, confidentiality may not be possible:

• When an individual is judged to be at imminent risk of harming self and/or others;
• There are reasonable grounds to believe that Members of the University Community or wider community may be at risk of harm;
• In order to promote fairness of process for all parties; and/or
• Reporting and/or conducting an investigation is required by law, by the University’s policies, or by an external body with appropriate authority.