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The purpose of Policy 33 — Security is to enhance the security of persons and their property, to ensure that their rights are protected and to safeguard University property.

Requests for security measures

Protection Services investigates occurrences related to the protection of persons and their property as well as University property.

Whenever additional security is required on University property, security personnel, either from the Protection Services or from outside agencies, will be supplied upon authorization from the Director, Protection Services. This is applicable to:

• University of Ottawa faculties, schools, services, departments and organizations
• Outside persons and organizations authorized to use University of Ottawa property

Access to University grounds and buildings

Requests for use of the University Centre for occasional commercial activities and demonstrations must be approved in advance by the director, University Centre.

All other requests for the use of University property, including traffic areas such as parking lots, grounds, hallways, etc. for the purpose of occasional solicitation or demonstration must be approved in advance by the director, Protection Services, who may consult the appropriate senior official when necessary.

The purpose of Policy 125 Emergency Management and Business Continuity Program is to establish the guiding principles by which the University manages a University emergency and provides the foundation for the University’s Emergency Management and Business Continuity Program including the roles and responsibilities within it in preventing, preparing for, responding to, and recovering from a University Emergency.

“University Emergency” (“Emergency”) means a situation or an impending situation constituting a danger (or threat thereof) that could result in serious harm to the University community, or substantial or widespread damage to University property, personnel, or reputation, or that significantly affects the University’s ability to carry out University activities, whether or not caused by the forces of nature, a health risk, an accident or an act or failure to act, whether intentional or otherwise.

Policy 77 — Occupational Health and Safety establishes the organizational commitment to occupational health and safety. It applies to all members of the University of Ottawa community, including senior officers, deans, directors, managers, supervisors, workers, volunteers, students and visitors. Contractors hired by the University shall comply with the applicable legislation and policies, where warranted.

Under Procedure 14-1 – Internal Responsibility for Health and Safety Issues, the University, as an employer and having regard for the protection of workers, and without limiting the requirements imposed by applicable health and safety legislation, will ensure that control measures are in place to safeguard workers from undue exposure to biological, chemical, physical, biomechanical or psychosocial hazards as prescribed under applicable health and safety legislation.

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“The University recognizes that free debate and critique are essential to the pursuit of knowledge. As participants in collegial self-governance, all members of the community are expected to act in accordance with these values and applicable laws, which the University will safeguard by whatever steps it deems necessary. Visitors to the campus must also respect these values, relevant University policies, and applicable laws. Complaints in connection with this policy should be filed with the appropriate internal body as defined in University policies and regulations.”

Learn more about Freedom of expression and academic freedom on campus.

We condemn racist, discriminatory, and hateful speech and affirm that under no circumstances can a person hide behind freedom of expression, or academic freedom, to justify such speech. We recognize that respect, dignity, and inclusion are essential to learning and to the equal exercise of freedom of expression.

We recognize and protect teaching staff pedagogical choices, as well as their scholarly approaches and orientations. No word, concept, idea, work, or image can be barred a priori from use in a teaching or research context, within the limits prescribed by law.

Learn more about the Senate Statement on Freedom of Expression in the University context.

Policy 67a — Prevention of Harassment and Discrimination

Under Policy 67a Prevention of Harassment and Discrimination — and the related Procedure 36-1 Complaints of Harassment and Discrimination initiated by students and Procedure 36-2 Complaints of Harassment and Discrimination initiated by employees — the University recognizes its obligations under and the legal framework set out in the Ontario Human Rights Code with respect to harassment and discrimination and under the Occupational Health and Safety Act with respect to workplace harassment. It emphasizes how the University is meeting its obligations to create safe, inclusive, learning and working environments underpinned by the rights to academic freedom and freedom of speech within the limits of the law.

Policy 67b — Prevention of Sexual Violence

This policy reaffirms the University’s commitment to a safe and healthy campus for work, for study and for campus community life for all members of the University community and its commitment to provide support to those members of the University community directly affected by sexual violence.

Policy 127 — Ombudsperson

Under Policy 127 — Ombudsperson, the ombudsperson provides recommendations and advice to members of the University community to help resolve concerns in an informal, effective and accessible manner. The mandate of the ombudsperson is to provide an independent, impartial and confidential process to help members of the University community pursue the just, fair and equitable resolution of disputes. The Ombudsperson may also make recommendations, where appropriate, for changes in policies and procedures and promote discussion on institution-wide concerns.

Policy 130 — Student Rights and Responsible Conduct

The Policy 130 — Student Rights and Responsible Conduct serves to promote and a means to maintain a respectful, healthy and safe University learning, living and work environment. It provides a process that sets out how the University will respond to and address an allegation of a Breach of responsible conduct, and that fosters consistency in the University’s response.

Policy 66 - Prevention of Workplace Violence

Policy 66 — Prevention of Workplace Violenceformally establishes the University’s commitment to the prevention of violence in the workplace. Anyone who engages in workplace violence will, following investigation, be subject to discipline (up to and including termination), to consequences or to other measures in accordance with applicable University policies, procedures, collective agreements, employment contracts or other terms and conditions governing or relevant to their relationship with the University.Concerning employee professionalism and discipline

Procedure 60 — Complaints Against Uniformed Staff

Procedure 60 — Complaints Against Uniformed Staff outlines how complaints against Protection Services staff are handled.

Policy 2b — Discipline (Non-Unionized Administrative and Support Staff)

Policy 2b Discipline (Non-Unionized Administrative and Support Staff) provides a framework to deal fairly with an employee alleged to have engaged in misconduct and ensure that discipline, if warranted, is proportionate to the seriousness of the misconduct; ensure disciplinary measures are consistent with the University’s obligations under workplace laws; reserve the University's right to terminate employment with cause where the employee’s misconduct is severe and incompatible with continued employment at the University.

The Faculty of Medicine Policy on Professionalism

The Faculty of Medicine Policy on Professionalism:

• Define and promotes appropriate professional values, attributes and behaviours which together set the Faculty’s standards of professionalism;
• Serves as a statement for all learners and faculty members of their professional and ethical obligations which extend to their relations among each other, with patients, with affiliated hospitals or instructional sites, in respect of their University and professional responsibilities for education, research, clinical care and administration; and
• set out the mechanisms available to identify, address and correct recurring professionalism concerns

Policy 110 — Treatment of Graduate Students on Non-Academic and Non-Employment Issues

The purpose of the Policy 110 on Treatment of Graduate Students on Non-Academic and Non-Employment Issues is to address other aspects of the graduate student's experience at the University of Ottawa; in particular (but not limited to) discrimination, harassment and intimidation, fair and equitable treatment, intellectual property, academic misconduct or fraud, and health and safety.

Policy 73 — Bulletin Boards

Info-campus controls bulletin boards and posting areas for general interest notices. Printed and or written matter must bear the Info-campus seal before being put up.

Policy 79 — Signage

Any unauthorized or obsolete signage will be removed.

Policy 28 — Temporary Use of University Space

The purpose the Policy 28 Temporary Use of University Space is to ensure a responsible approach to the temporary use of University space by University staff, students and external individuals or groups.

The University supports and encourages freedom of expression, as set out in Policy 121 — Statement on Freedom of Expression, in the use of the temporary use of University space where those responsible for the activity promote the safety and security of participants, demonstrate respect for the values of equality, diversity and inclusion, seek to prevent harassment, violence and discrimination, and respect this policy.

From the policy:

“The provost and vice-president academic affairs has the authority to:

1. decide on freedom of expression issues and/or whether a proposed Activity or proposed temporary use of University Space raises matters concerning Policy 121 Statement on Freedom of Expression,
2. reconsider a decision or determination made by a Designated Space Administrator or other University staff, to make a final decision on the temporary use of a University Space or on whether an Activity may take place or not in a University Space; and rule on a complaint arising from this Policy or arising from a freedom of expression matter.”

The Human Rights Office (HRO) accepts anonymous complaints according to the policies it manages. An anonymous Allegation may be considered if it consists of sufficient, substantive and verifiable information and if anonymity of the Complainant does not prejudice the fairness of the Investigation. The HRO is collecting and reviewing this information and using the findings as an important input in creating an inclusive campus culture.