Skip to main content Skip to local navigation
Centre for Human Rights, Equity & Inclusion
Home » YU Complaints Procedure: A Snapshot

YU Complaints Procedure: A Snapshot

Download PDF

Quick Links

Anonymous Complaints Procedure

The Office of the Ombudsperson can be a resource for those who wish to raise concerns but who would also like to remain anonymous. In circumstances where concerns are raised but the complainant does not wish to be identified, the information provided in such anonymous complaints will be reviewed and considered as part of York University’s process reviews, content for training/workshops, and other measures as appropriate.

To submit an anonymous complaint or learn more, visit: https://www.yorku.ca/unit/ombuds/

Frequently Asked Questions

More questions? Please contact us at rights@yorku.ca

As a member of the YorkU community, you have options.

If you are able to do so, speak with a person in authority (Professor, Department head, Manager or Supervisor), People Partner, or a union representative to assist you in addressing the behavior.

We do understand that in certain cases, such as when harassing behavior involves a person in authority, this option will not be the appropriate one. You should contact CHREI and speak with a case advisor.

If this involves a student, get in touch with the Office of Student Community Relations (OSCR).

You may also file a complaint against the person who harassed you.

View our basic overview of the complaints process above. You can book an appointment with our case advisors by emailing: rights@yorku.ca Leave your name, email, and/or phone number and we will respond within 3 business days.

Consultations can be conducted over Zoom, by telephone, or in-person. During the consultation, our Case Advisor will listen to you, discuss your options under York’s policies and complaint procedures, as well as respond to your questions. They will also refer you to other sources of support at YorkU.

Where a complaint is being raised, the CHREI will canvas on the possibility of on alternative dispute resolution options such as, informal remedial mediation. Where warranted, a formal written complaint and investigation may be pursued. Our case advisors can also answer your questions and provide direction about York polices as well as Ontario Human Rights Code (the “Code”) related concerns.

No, you do not need to bring anything to the consultation.

You may bring along any records recounting the instances of harassment if you happen to have kept a document of them.

You may bring a person for support. Remember that under the Ontario Human Rights Code as well as York's Human Rights policy, no person shall be penalized for bringing forward a complaint in good faith, or for cooperating in the resolution or investigation of any complaint. The protection from reprisal extends to you as well as any witnesses to the discrimination you experienced.

A Case Advisor may offer to contact the other party or a relevant party with respect to your matter in an attempt to resolve the matter through the alternative dispute resolution process. If that is the case, the Advisor will require your written consent before moving forward. Should you decide to move forward with filing a complaint, our Case Advisor will need to inform the other party. This means that a copy of your complaint will be sent to the subject of the complaint. (See below for the policy on confidentiality)

All questions and discussions are kept confidential as per applicable laws.

When you consult with a Case Advisor (before deciding to file a case), any information we receive from you is kept confidential.

Note that once you decide to file a complaint, all memoranda and reports made in the course of action taken pursuant to these procedures shall be considered to be confidential to the parties involved and to those who, in providing advice and carrying out duties contemplated in these procedures, have a need to know of their existence and content. ( See: York's Human Rights Policy: 7.2 Procedure for Dealing with Complaints of Harassment or Discrimination)

YourYour complaint can proceed in any of the following ways:

  • Informal Resolution
  • Mediation
  • Investigation

The first two approaches are examples of Alternative Dispute Resolution (ADR).

Interim measures may also be taken. Interim measures are actions that can be taken while there is an ongoing investigation for workplace harassment. The university will take into consideration if such measures are necessary or appropriate. These can range from directing no contact between the parties, re-arranging supervisors or responsibilities and the like.

Alternative Dispute Resolution (ADR) mechanisms refer to informal and non-adversarial approaches. ADR approaches allow community members to become proactive in the prevention and the timely resolution of complex human rights issues. Some of these options are:

Informal Resolution: Includes information gathering and clarification, or early resolution (i.e. apology).

Mediation:  Face to face or other forms of mediation and dispute resolution such as facilitated meetings/discussions, etc.

  • Informal Resolution
  • Mediation
  • Investigation

The first two approaches are examples of Alternative Dispute Resolution (ADR).

Interim measures may also be taken. Interim measures are actions that can be taken while there is an ongoing investigation for workplace harassment. The university will take into consideration if such measures are necessary or appropriate. These can range from directing no contact between the parties, re-arranging supervisors or responsibilities and the like.