Follow these steps if you wish to file a complaint of harassment or discrimination under the Policy
You don't need to be filing a complaint to request a meeting or phone call with the Senior Equity and Inclusion Advisor. You can connect with the SEIA at any time to simply ask questions, discuss your case, or get information.
If you are considering filing a complaint under McGill's Policy on Harassment and Discrimination Prohibited by Law, the first step is to contact the Senior Equity and Inclusion Advisor (SEIA) or an Assessor to arrange a meeting or phone call. During this meeting or phone call, you can...
and other recourses
under the Policy
Inquiring about your case can help you decide whether to file a formal complaint. The SEIA or Assessor will provide you with information about your options under the Policy and explain how these processes work.
The SEIA or Assessor can also help you learn about support services and other recourses by connecting you with resources based on your situation and needs. They can provide information about support services at the University as well as information about resolution methods outside of the Policy.
To determine what other recourses outside of the Policy may be available, click on the appropriate document below.
- Rights and Recourses for Students
- Rights and Recourses for Non-Unionized Employees
- Rights and Recourses for Unionized Employees
If you choose to initiate the complaint process, continue to step 2.
Once you have initiated the complaint process, there are two methods of resolution: the first is mediation, and the second is a formal investigation. It is up to you which method to pursue.
If you choose to pursue this option, then the SEIA will refer the matter to a mediator with appropriate skills and training. The mediator will contact the parties and ask if they agree to resolve the matter through mediation—all parties must agree before the mediation process can begin.
The mediation process can take different forms: for example, the mediator may help the parties speak directly with one another in the same location, or a mediator may shuttle back and forth between parties in separate locations. If a matter cannot be resolved by mediation within 30 working days, then the Complainant can choose to proceed to an investigation.
If you choose to initiate a Formal Investigation, continue to step 3.
Once you choose to pursue a formal investigation, the SEIA will assign the Complaint to an Assessor who will conduct the investigation. Typically, an investigation is completed within 30 working days, though it may be extended if necessary with the consent of the parties (the maximum period for an investigation is 60 working days).
During an investigation, the Assessor may...
At the end of the investigation, the Assessor will provide a written report to the Provost and the parties that includes the findings of relevant facts, the conclusion the Assessor reached as to whether the Complaint was founded or not, a recommendation as to whether disciplinary measures should be taken, and any other recommendations appropriate to the resolution of the Complaint.
The Provost will issue the final decision based on the Assessor's report. The Provost's decision, as well as the reasoning behind the decision, is communicated to the parties within 15 working days of receiving the Assessor's report (or of receiving a requested clarification on the report).
Should disciplinary measures be imposed, the Provost will require the appropriate disciplinary officer to administer disciplinary proceedings in accordance with the relevant regulations or collective agreement.
Administrative measures may also be imposed to monitor, correct and improve behaviour. Examples of administrative measures include:
- removal or limitation of privileges (e.g., in the case of a faculty member, supervisory privileges),
- no-contact requirements vis-a-vis the Complainant, or
- a requirement of working with a suitable mentor.