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UBC Publications

UBC Reports Apr 16, 1987

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Volume 33 Number 8, April 16, 1987
Experimental medicine
The University of British Columbia will train medical
researchers in a new graduate program in experimental
"A lot of skilled research is being done in the Department of
Medicine that is not always being transferred to students," says
Dr. Simon Rabkin, professor of medicine and coordinator of the
program, "Research in experimental medicine has a clinical
orientation or seeks to investigate clinical problems in the
Experimental medicine focuses the researcher on clinical
medical problems. It is different from research in other
departments in the faculty because of a predominant difference
in orientation.
"In heart disease, for example, researchers look at abnormal
physiology. In neurology research, researchers in experimental
medicine focus on the abnormalities of the brain or nervous
system such as multiple sclerosis," Dr. Rabkin said.
The new program means that physicians who are involved
in medical investigation will train graduate students who can
work towards a M.Sc. or Ph.D. in experimental medicine.
Opportunities will be available in the divisions of cardiology,
gastroenterology, nephrology, neurology and respirology. The
program is open to non-medical university graduates as well as
physicians interested in research.
The University of Toronto and McGill University in Montreal
have well-established programs in experimental medicine. At
McGill experimental medicine is the third largest Ph.D. program
at the university.
Opportunities for medical research at UBC are substantial.
In the last year, UBC's Department of Medicine attracted over
$6 million in research money and the Faculty of Medicine
attracted about $22 million.
UBC Computer needs
A Campus Advisory Board on Computing has been
established to look at computer use and requirements for the
Dr. K.D. Srivastava, chairman of the advisory board, seeks
input from interested people, both on- and off-campus, since
"we would like to make recommendations to the president that
reflect the needs and priorities of users".
The work of the board will follow the recommendations of
the UBC Task Force on Computing and Networking made last
A sub-committee on supercomputers, also chaired by Dr.
Srivastava, will survey, evaluate and make recommendations
concerning the needs of UBC and other campus researchers
for a high-power, large-capacity computing facility at UBC. The
sub-committee will consult with other prospective users in the
$144,000 CMHC grant
The UBC Centre for Human Settlements will receive
$144,000 over three years from the Canada Mortgage and
Housing Corporation. It is the third time in 10 years the
corporation has awarded a grant to the centre.
In his announcement, Stewart Mclnnes, federal Minister of
Public Works, and minister responsible for CMHC, praised the
centre's commitment to improving the quality of life for
Canadians and all the world's citizens. He said the programs
were particularly appropriate in I987, the International Year of
Shelter for the Homeless.
Director of the UBC centre, Dr. Peter Oberlander, said the
grant will support visiting scholars, invitational seminars, and
publications which are unique in Canada. The centre is
currently doing research on homelessness in Canada for
Science Council grants
Eleven UBC research teams have received grants worth a
total of $535,348 from the Science Council of British Columbia.
The grants are awarded to encourage the development of new
products, systems and processes or to improve existing ones to
help the provincial economy. Grants were awarded in eight
UBC recipients are: Dr. Robert Blair of the Animal Science
Department and Drs. Shuryo Nakai, William Powrie and Marvin
Tung of the Food Science Department (Agriculture and Food);
Dr. Raymond Peterson of the Animal Science Department and
Drs. Philip Townsley and David Kitts of the Food Science
Department (Fisheries and Aquaculture); Dr. Robert Donaldson
of the Electrical Engineering Department (Computers and
Computing); Dr. Robert Evans of the Mechanical Engineering
Department and Dr. Paul Watkinson of the Chemical
Engineering Department (Energy); Drs. Fred Bunnell and
Michael Feller of the Forest Science Department (Forests and
Forest Products); and Mr. Gregory Richards and Dr. J. Keith
Brimacombe, Centre for Metallurgical Process Engineering
(Mining, Minerals and Metals).
First university science
policy forum at UBC
Things are looking brighter for B.C. universities and scientific
research and development, according to the Deputy Minister for
Advanced Education and Job Training.
Isabel Kelly told an audience at the University Science Policy
Forum April 9 that the provincial government is committed to
more open communications with the universities and to finding
ways of increasing per capita spending in research and
"Over the past year, I think the government was forced to
notice the importance of higher education," Mrs. Kelly said.
"And in spite of the restraint of past years, I think it's'clear the
University of British Columbia is still an excellent institution."
The one day conference, sponsored by the University of
British Columbia's Sigma Xi Chapter (The Scientific Research
Society) featured speakers from federal, provincial and
university levels on the issues of science policy.
The recent increase of 3.5 per cent to the universities'
operating budget and a boost to. student financial assistance in
the recent provincial budget are two indications of the
government's support in these areas, Mrs. Kelly said.
Two days prior to Mrs. Kelly's speech, her ministry was
given responsibility for science and technology, which had
previously come under the ministry for economic development.
"I know there are skeptics who think this area is too complex
for our ministry to effectively handle, but it is of primary concern
to us to prove those skeptics wrong," Mrs. Kelly said.
While she said there had not been time to formulate new
policy, Mrs. Kelly did indicate the government was committed to
raising the level of research and development funding to at
least the national average.
"On a per capita basis, B.C. lags behind most other
provinces and countries in R&D expenditures," Mrs. Kelly said.
She added that advances in knowledge were the single most
important factor in the growth of the U.S. economy, underlining
the need for more funding in this area.
Mrs. Kelly said the government would be approaching
Ottawa for more funds for research and development, saying
that B.C. also lags behind other provinces in federal funding,
particularly Ontario. The federal government would have to
increase it's allocations to B.C. by $60 million to bring it up to
the national average.
*""1 i ii n >n 'ya
i * ' - Witu \
Dr. John Schroder, director of the Biomedical
Research Centre, is all smiles.   The roof went on the
$10 million five-storey centre Tuesday and construction
is not only on time it is under budget.   Scheduled for
completion in November this year, the centre will carry
out advanced research into the causes, diagnoses and
treatment of cancers, allergies and arthritis.   A joint
venture of the Terry Fox Medical Research Foundation
and The Wellcome Foundation of Great Britain.
Another significant government initiative, added Mrs. Kelly
was the formation of the Premier's Sciences Advisory Council,
which will provide the scientific community with a direct voice to
B.C.'s policy makers. The council will consist of prominent B.C.
scientists. Names will be announced in coming weeks, she
See Federal story, Page Two
Deputy Minister of Advanced Education and Job
Training Isabel Kelly.
The report of the President's Ad Hoc Advisory Committee on
Sexual Harassment, released last week, is printed in full inside
this issue of UBC Reports.
"From what I have seen of the proposed policy, it looks like
a good one, which will provide a number of alternatives for
resolving issues, rather than creating adversarial situations,"
says Ms. June Lythgoe, director, Office for Women Students,
one of the many individuals and groups who made submissions
to the committee.
Members of the campus community are encouraged to read
the report, and to contact committee chairman Dr. A.J. McClean
• with their comments. The deadline for response has been
extended to June 30. "I am pleased that the deadline has been
extended, "says law student Megan Ellis, one of the students
who made representation to the committee, "but I am
concerned that this will be happening while most students are
Dr. McClean emphasises that "the report simply marks the
beginning of the development of a sexual harassment policy on
campus. It's important that the final policy is acceptable to the
campus as a whole."
Dr. Strangway notes that the report will be given a wide
circulation on campus, and "I look forward to hearing from all
those who are concerned about this issue so that we can
proceed to the final formulation and implementation of a policy."
The report recommends that a permanent advisory
committee, with representatives from students, faculty and staff,
be established to oversee the policy, implement and monitor its
use, and make changes when necessary.
Existing collective agreements will take precedence over the
sexual harassment policy, especially when disciplinary action is
concerned. However, if the recommendations in the report are
accepted, the committee suggests that it would be appropriate
to renegotiate the relevant clauses in any collective agreement. Faculty Women's Club-70 years of service at UBC
by Jo Moss
The members of the Faculty Women's Club
don't sew curtains for the campus buildings
anymore, but they do raise money for
scholarships and bursaries, make tapes for
visually-impaired students in the Crane
Library, and volunteer thousands of hours of
time each year to places like the Health
Sciences Hospital, the Botanical Gardens, and
the Museum of Anthropology.
"Our mandate hasn't changed much since
the beginning," says Jo Robinson, an active
member of the FWC since 1946. "We still give
financial assistance and support to women
students and promote sociability among faculty
and students in the university community."
Club members served on many university
committees over the years, supporting and
influencing university activities. "I think the
University has always listened when we have
had something to say," Mrs. Robinson said.
The FWC has met the first Tuesday of every
month for 70 years, the last 20 years in its
present quarters in Cecil Green Park which the
club helped furnish and decorate. Founded in
1917 from a committee formed at the request of
the university president and Board of
Governors to inspect boarding homes for
women students, the club has grown from an
initial membership of less than 60 to more than
300. Members have formed more than 20
interest groups which organize activities in
areas such as gourmet, current affairs, art and
One of the first recommendations of the
FWC was to urge the President to name a
Dean of Women, and in 1921 English professor
Mary Bollert was appointed to the post.
Although fundraising was never a major role of
the club, from the beginning it has donated
money to worthwhile projects and assisted
women students financially from the first postgraduate scholarship for women in I920 to the
recent endowment of the Vancouver
Centennial Scholarship.
In the I930's the club supported women
students in plans for a student building on
campus, an impetus that saw the construction
of Brock Hall. FWC members furnished the
Mildred Brock room as a lounge for women
students. When Hungarian students and
university faculty fled that country during the
revolution of I956, FWC members pitched in
with gifts, clothing and food to help the
refugees. The members pushed for student
dormitories, protested the lack of adequate
lunch facilities for students and gathered play
equipment for the daycare centres.
"We've been involved in almost every part
of the University's history," Mrs. Robinson says.
In spite, or perhaps because of, the
increasing size of the University, the FWC has
continued to play e role in assisting students
financially, and organizing social events and
programs to make the campus a more friendly
place. "People now come to UBC from all over
the world," Mrs. Robinson said.
In-coming president of the Faculty Womens Club, Agnes Thompson (right), takes the
gavel of office from out-going president Lari Hooley.
Federal science policy
Tennis centre nets device
The Canadian government has moved
science and technology into a prominent spot
on the national agenda, said the chief federal
sciences advisor for the Ministry of State for
Science and Technology, April 9.
Bruce Howe told an audience at the
University Science Policy Forum that federal
initiatives in science and technology were
concentrating on opening the lines of
communications with the research community
and increasing its funding in certain areas.
However, he said it was difficult for the
federal government to move to higher levels of
funding in its current deficit situation.
Policy directions are aimed more at
encouraging private sector support of research
and development, he said.
He noted that in recent years, the
involvement of industry in research and
development had grown where public sector
financing had decreased.
The private sector must be the focus of our
policy in funding research, but the role of
universities and post-secondary institutions
must be enhanced by necessity," Mr. Howe
Like the initiatives of other provinces, Mr.
Howe noted the recent formation of the Prime
Minister's National Science Advisory Council,
which he said provided the government with
In Memoriam
Professor Emeritus Lloyd Detwiller
Health care economist and former
Administrator of the Health Sciences Centre
Hospital, Professor Emeritus Lloyd Detwiller,
passed away last month. A scholar, teacher
and author of international standing, Prof.
Detwiller joined the UBC campus in I962 as
Secretary of the Management Committee
responsible for building the Health Sciences
Centre; as administrator he contributed greatly
to the establishment of the Woodward
Instructional Resource Centre, the Acute Care
Hospital, and the Imaging Centre.
Prior to his UBC appointment, Prof.
Detwiller held several senior positions in the
B.C. government including those of Deputy
Minister of Finance and Assistant Deputy
Minister of Hospital Insurance.
A UBC alumni, he earned his B.A. in I939
and his M.A. in I940. During the Second World
War he was a flight instructor for the R.C.A.F.
and afterwards took a Master's degree in
hospital administration at the University of
Minnesota. He subsequently held many
academic appointments in Canada and the
United States
Prof. Detwiller's dedicated work to the
health services field earned him many awards
and honours over his 30 year career.
direct advice from the scientific community.
While Mr. Howe is only five months in his
new position, he did say the Minister of State
for Science and Technology, Frank Oberie,
would be making important announcements
on policy direction, including dollar figures, in
the coming weeks.
Tennis players can now take advantage of
a computerized training system on campus to
improve their game. CompuTennis, a data
entry system developed in the United States
has recently been installed at the UBC Tennis
Centre, it is the only one of its kind in Western
CompuTennis is a training device designed
to help players of any calibre improve their
performance. "It is one of the most
sophisticated coaching tools available," says
centre coordinator Patricio Gonzales.
A trained scoreperson manually records
different features of a tennis match, such as
what moves the player made and whether they
were successful. The information is processed
by a computer, and the player can determine
from the printout details such as how many
points were won (or lost) on the first serve.
"It produces a hard copy analysis of a
player's strengths, weaknesses and
tendencies," Mr. Gonzales says. "Because the
system can be tailored to each individual, it's a
fast and efficient way of improving game play."
Biochemist heads basic research 'node'
UBC is to become a centre for research in
evolutionary biology under the sponsorship of
the Canadian Institute for Advanced Research
which has appointed Dr. Patrick Dennis of the
Department of Biochemistry as a Fellow of the
The Canadian Institute encourages basic
research within a targeted discipline in Canada
by supporting university-centred "nodes" and
linking these to form a national network. The
UBC node, directed by Dr. Dennis, is part of
the evolutionary biology program of which Dr.
Ford Doolittle, Dalhousie University, is national
Dr. Dennis, who has been at UBC since
1975, is renowned for his studies on the
protein synthesis apparatus and the regulation
of gene expression. Over the past four years,
he has become interested in the molecular
biology of a unique group of organisms called
"The fact that archaebacteria exist is very
exciting to the evolutionary biologist," says Dr.
Dennis, These organisms are like a window
into the distant past."
He said these organisms are believed to be
similar to the early forms of life which existed
on earth four billion years ago. They continue
to survive in the most extreme environments
tolerated by any living organisms, such as
saturated salt ponds and hot sulphur springs.
Dr. Dennis said the study of these
organisms provides an opportunity to view the
fundamental characteristics of early life forms
and to deduce the mechanisms of cellular
evolution which ultimately produced the rich
variety of complex organisms we see today.
"Of particular interest are the biochemical
mechanisms utilized by the archaebacteria to
make life possible in extreme environments,"
Dr. Dennis said.
The award of a five-year fellowship from
the Canadian Institute recognizes Dr. Dennis'
position as a world leader in the study of the
molecular biology of archaebacteria, and it will
allow him to participate in the evolutionary
biology program on a full-time basis. The
program is expected to undergo substantial
expansion in the near future both at UBC and
at other universities, where nodes dealing with
different aspects of molecular evolutionary
biology will be established.
The Canadian Institute, a private, non-profit
corporation focuses financial and intellectual
resources on areas of research deemed
important to Canada's future. It currently
sponsors two other programs at UBC, one on
artificial intelligence in the Department of
Computer Science and the other on
cosmology in the Department of Physics.
Dr. Patrick Dennis, an expert in evolutionary biology
2     UBC REPORTS April 16,1987 APRIL 16, 1987
This is the first report ofthe UBC committee charged with formulating a University policy
on sexual harrassment. The report was prepared by: Dr. A.J. McClean, associate vice-
president, academic; Dr. Jean Elder, history professor; Dr. Nadine Wilson, physiology
professor and Mrs. Lynn Smith, law professor.
Members o/the campus community are urged to read the report and contact committee
        chairman Dr. A. J. McClean with their comments. Deadline for response is June 30.
An Ad Hoc Advisory Committee to assist in the
development of a policy on Sexual Harassment was
established by the President, Dr. Strangway, in June
The Committee's terms of reference required it to
make recommendations to the President on a general statement on University policy on sexual harassment, and on a set of procedures for handling complaints of sexual harassment.
The Committee held 25 meetings. It extended an
invitation to a number of groups and individuals to
make oral or written submissions, and a notice about
the appointment ofthe Committee appeared in UBC
Reports. A number of submissions were received,
both from some of those whom the Committee had
contacted and from others who got in touch with the
Committee on their own initiative. The submissions
that were made were of great assistance to the
committee, and the members ofthe committee would
like to express their thanks to all who helped in this
The Report is divided into two parts. Part I sets out
a recommended statement on general University
policy. Part n contains a suggested set of procedures
for dealing with complaints.
By way of introduction four points should be noted.
First, the Report is the beginning and not the end of
the development of a sexual harassment policy on
the campus. The Report will be circulated widely,
and an opportunity provided for comment before any
final policy and procedures are formally adopted.
Second, if the general thrust of the Report should
prove acceptable to the University community, its
recommendations will need careful implementation,
the operation ofthe policy and procedures will require
regular monitoring, and no doubt from time to time
they will be modified. It will therefore be recommended
thataPermanent Advisory Committee be established
which, amongst other things, would have the task of
supervising implementation, monitoring application
and suggesting changes.
Third, the general statement of policy is intended
to apply to all of the University community. However,
it is recognized that some of the recommendations
on procedures, particularly as they relate to discipline,
may be inconsistent with existing agreements between the University and its faculty and staff. These
agreements, until modified through negotiation,
would, to the extent of any inconsistency, prevail
over the recommendations ofthe Report. If, however,
the procedures suggested here are adopted we think
it most desirable that any existing agreements be
reconsidered.   .
Fourth, we have drawn up a fairly detailed set of
procedures; even then they may in some respects be
incomplete. We went into some detail because we
thought it would not be useful to simply make some
general statements which would hide rather than
highlight the difficulties that have to be faced. We
realize that the procedures do not make easy reading.
One ofthe tasks for a Permanent Advisory Committee would be the preparation of a short brochure
which could give a simpler overview ofthe procedures.
The detailed procedures would, however, govern the
mode of dealing with complaints.
The University of British Columbia is committed to
providing the best possible environment for working
and learning for those associated with the University.
The University cannot therefore condone harassment
of any kind. This policy and the procedures in Part n
have been developed to deal specifically with sexual
Sexual harassment violates the fundamental rights,
dignity and integrity of the individual. The fundamental objective of the University policy is to prevent
sexual harassment from occurring, but where it does
occur to provide procedures for handling complaints
and imposing discipline. These objectives may be
achieved in a number of ways. Action needs to be
taken to raise awareness on the campus ofthe nature
and problems associated with sexual harassment, to
provide support and counselling to those affected by
it, and to establish procedures for mediation, investigation and discipline. It should be clearly under
stood by all associated with the University that sexual harassment is regarded as a serious offence, and
is subject to a wide range of disciplinary measures,
including dismissal or expulsion from the University.
The University has also the obligation to ensure
that its policy and procedures are fair and are in fact
applied fairly. It is necessary therefore to provide an
environment in which those who allege they are the
victims of sexual harassment feel free to bring complaints forward. It is equally important that those
against whom allegations have been made have the
opportunity to meet those allegations. The set of
procedures in Part n attempts to strike that delicate
balance in an equitable way.
The adoption of a policy and of a set of procedures
is only a first step. The policy and procedures need
to be implemented, their operation monitored and
from time to time changed.
There should therefore be appointed:
(1) A President's Permanent Advisory Committee.
(2) At least two Sexual Harassment Officers, one
female and one male.
(3) A panel of mediators drawn from the University
(4) A Hearing Panel drawn from the University
The role ofthe Sexual Harassment Officer, the mediators and the Hearing Panel will be dealt with in
detail in the procedures for dealing with complaints.
In this part we deal only with the Permanent Advisory Committee.
1.     Permanent Advisory Committee
A. Terms of Reference
The Committee would be an advisory committee to the President In general terms it would
oversee the implementation of any policy and
procedures, monitor their operation and recommend changes.
Its specific tasks would include, but would not
necessarily be limited to, the following:
(1) Making the whole University community
aware of the policy and procedures.
(2) Creating and implementing an educational
programme designed to make all members
of the University community aware of the
nature of sexual harassment and of measures that may be taken to prevent it from
(3) Advising the President on the appointment
of sexual harassment officers, the panel of
mediators and the hearing panel;
(4) Arranging to provide for such instruction
and education as the Committee may think
necessary for mediators and hearing panel;
(5) Providing such assistance and advice to the
sexual harassment officers as may from time
to time seem necessary;
(6) Investigating complaints to decide if there
is any evidence to justify a formal hearing;
(7) Submitting an annual report to the President and to the University community.
B. Composition ofthe Committee
The Committee, and the chairperson of the
Committee, should be appointed by the President The following general guidelines should
be borne in mind in making the appointments:
(1) The Committee should consist of eight to
ten people.
(2) There should be representation from faculty,
students and non-academic staff.
(3) There should be equal representation of
males and females.
(4) Appointments should be for two years, and
could be renewed. Initial appointments could
be for one or two years in order to ensure
continuity of experience.
We set out in this Part a suggested set of procedures for dealing with complaints. In relation to some
of the sections we provide some comment by way of
background and explanation.
In summary, the sequence of procedures that we
suggest is as follows:
(1) Complaint to a sexual harassment officer.
(2) Mediation.
(3) Investigation.
(4) Formal Hearing.
Not every complaint would go through all four steps;
indeed it would be our hope that many of them would
be resolved at the mediation stage.
1. Sexual Harassment
"Sexual Harassment" includes comment or conduct of a sexual nature, including sexual advances, sexual remarks, requests for sexual
favours, suggestive comments or gestures, or
physical contact when any one or more of the
following conditions are satisfied:
(1) the conduct is engaged in or the comment is
made by a person who knows or who ought
reasonably to know that the conduct or comment is unwanted or unwelcome:
(2) the comment or conduct is accompanied by
a reward, or the express or implied promise
of a reward, for compliance;
(3) the conduct or comment is accompanied by
reprisal, or an express or implied threat of
reprisal, for refusal to comply;
(4) the conduct or the comment is accompanied by the actual denial of opportunity or
the express or implied threat of the denial of
opportunity, for failure to comply;
(5) the conduct or the comment is intended to,
or has the effect of, creating an intimidating,
hostile or offensive environment
This definition is based on definitions that have
been adopted at a number of other universities.
It attempts to strike a balance between being
overly broad and general on the one hand and
overly detailed and specific on the other.
As with all definitions, circumstances will no
doubt arise when it will not be immediately clear
if the event in question falls within the definition.
It may be useful if we give some examples of
what it will or will not cover.
The definition will cover the most common type
of sexual harassment, of females by males. It is,
however, broad enough to cover harassment of
males by females, females by females and males
by males.
The definition could cover a single incident or a
series of incidents.
The literature on sexual harassment suggests
that sexual harassment is most likely to occur
where some power relationship exists between
the victim and the harasser. The existence of
such a relationship is not however, a necessary
element in the definition.
Subject to the application of section 2.01. the
definition would apply to conduct or comment
that takes place outside normal working hours
or off the University campus.
2. Complaint
"Complaint" includes a complaint oral or written,
(1) sexual harassment;
(2) retaliation for the lodging of a complaint;
(3) the lodging of a written complaint where the
person codging the complaint knows or
ought to have known the complaint was not
(4) breach of an undertaking as to future conduct
The main thrust ofthe policy and procedures is
to deal with sexual harassment as such. However,
some ancillary matters need also to be dealt
On the one hand, it is important to protect those
who make bona fide complaints, even if it is
SEXUAL HARASSMENT COMMITTEE REPORT 1 eventually decided that the complaint is not
well-founded. Thus, retaliation against someone who makes a complaint may in itself be the
subject of a complaint On the other hand, it is
equally important to discourage complaints that
may be vexatious or malicious. It is therefore
provided that it is an offence to lodge a complaint which is clearly ill-founded.
In Section 4 there is a specific provision for the
giving of undertakings as to future conduct It is
conceivable that such undertakings may also
be given at other stages of the application of
these procedures. The breach of an undertaking should in itself be an offence.
2.01 The policy and procedures apply in all cases
where there is a sufficient nexus between the
conduct or comment in issue and the functioning ofthe University.
The policy and procedures are intended to apply
only to matters that concern the University.
However, given that nexus, the events may take
place during or outside normal working hours,
or off the University campus.
2.02 The procedures for the imposition of discipline
are inapplicable to the extent that they may be
incompatible with any express provisions to the
contrary in existing agreements between the
University and its faculty or staff.
The intent behind this provision was explained
in the introduction.
2.03 A complaint made under these procedures can
be pursued, even though there are contemporaneous court or other proceedings related to the
incident or incidents in question, unless:
(1) it would be unlawful to pursue the complaint;
(2) the Permanent Advisory Committee, upon
application, orders that the complaint be
It may happen that the events on which a complaint is based maybe the subject of contemporaneous civil or criminal proceedings or of proceedings under human rights legislation. In
general we do not think that this should be a
ground for staying the University procedures.
Indeed, if the allegations are serious enough to
justify other proceedings that may be an indication that the University should be taking action.
It seems nonetheless prudent to provide for the
situation where it might be unlawful to pursue a
complaint within the University, and to give the
Permanent Advisory Committee the authority
to stay proceedings. This latter power could be
exercised, for example, if the Committee decided
that it would, in the circumstances, be unfair to
one or more ofthe parties to continue the University proceedings.
2.04 All persons who may have reason to be involved
in the handling of a complaint shall hold all
information they may become aware of in the
strictest confidence, and such information shall
be disclosed only to those persons who have a
valid reason for being made aware of it
In order for the procedures to work effectively,
and in order to protect the parties involved, it is
important to ensure that strict confidence is
maintained. This applies to everyone—sexual
harassment officers; members of committees
and panels; administrators; secretarial and clerical staff— who become involved in the handling
of a complaint
It should however be noted that it is not possible to give an absolute and unqualified guarantee that information will never be disclosed.
Thus, if there were civil or criminal proceedings,
a person who was in possession of information
could be required to disclose it under subpoena.
However, this should not detract from the fact
that complainants and respondents should be
able to assume that complaints will be handled
in the strictest confidence.
2.05 The President's Permanent Advisory Committee may, on application, vary any of the time
limitations or any of the procedural steps provided for in these rules if the committee is ofthe
opinion that it is desirable to make the variation
and that to do so will not be unfair to any of the
persons involved.
This set of procedures is being set up to try to
ensure that complaints are handled in an orderly
and fair manner. Specifically, provision is often
made for the various steps in the procedures to
be carried out within certain time limits.
In general, we would expect that it will not be
necessary to depart from the procedures. How
ever, occasions may arise when the strict application ofthe rules, including those setting time
limits, may operate unfairly. It is desirable therefore to confer a discretion on the President's
Advisory Committee to depart from the rules
where it is expedient to do so, and no unfairness to the persons involved would result
3.01 A person who believes that he or she has been
subjected to comment or conduct which might
form the subject matter of a complaint ought to
discuss the matter with a sexqal harassment
A person who believes that he or she has been
subject to conduct which might be the subject
matter of a complaint may in the first instance
approach any one of a number of persons or
offices at the University, e.g. an administrative
officer, a faculty advisor, the Office of Women
Students, union representative. The complaint
may be handled to the satisfaction of the complainant at that level. However, anyone who is
approached by a complainant should remind
the complainant ofthe Sexual Harassment Policy and Procedures. If a complainant wishes to
pursue the complaint following these procedures
then the complaint must be brought to a sexual
harassment officer.
3.02 The sexual harassment officer shall provide the
complainant with advice and assistance on how
to deal with the situation, on the policy and
procedures, on the apparent validity or seriousness ofthe complaint and on what action might
The sexual harassment officer is an advisor to
the complainant The officer would be in a difficult position if he or she had to advise both a
complainant and a respondent We assume that
in the vast majority of cases a respondent would
be able to get advice and support from such
organizations as the Faculty Association or a
We considered the possibility of providing that
the sexual harassment officer would play a neutral role, giving impartial advice to both the complainant and the respondent (i.e. the person
against whom the complaint is made). The attraction of that model is that it appears to offer
equal treatment to both parties. On balance,
however, we rejected this approach. It would, as
has just been said, be difficult in many cases for
the sexual harassment officer to advise the parties in a way that would be fair to both.
3.03 A complaint may not be pursued by the complainant unless the complaint is specified in
writing in reasonable detail and lodged with a
sexual harassment officer by at the latest one
calendar year after the event or in the case of a
series of events, the last event in the series, on
which the complaint is based.
Complaints should be lodged promptly. This
has a number of advantages; for example, events
will be fresher in the minds of those involved,
witnesses are more likely to be still available.
On the other hand, there may be valid reasons
for someone taking some time over the lodging
of a complaint For example, a student in a course
lasting through the full winter session may wish
to have completed any final examinations and
received the results before lodging a complaint
The one-year limitation period accommodates
this example.
It should be noted that the written complaint
must be lodged within at least one year of the
alleged event. In order to comply with that
requirement a complainant would probably have
to have discussed the complaint with a sexual
harassment officer some time reasonably in
advance of the expiry of the one-year period.
3.04 Subject to sections 5.01 and 5.07, a decision to
pursue a complaint under these rules rests with
the complainant, and having made a complaint
the complainant may withdraw it at any time.
As a matter of principle and as a matter of practicality it should be up to the complainant to
decide if the complaint is to go forward. If in fact
the complainant is not prepared to cooperate
then it will in general not be possible to pursue
the complaint
This policy is, however, qualified in two ways
later in the procedures. First under section 5.01
the respondent or the University may ask for a
complaint to be investigated even if the complainant does not ask for that to be done. Second,
under section 5.07 the respondent may initiate
a hearing even if the complainant does not exercise that option.
3.05 Events that take place after the giving of written
notice may, without the filing of a further complaint but with due notice to the complainant or
respondent be the subject of mediation, investigation or formal hearing.
Once a complaint has been lodged events may
occur which the complainant or the respondent
may allege are either relevant to the original
complaint or which in themselves constitute
further offences. An example of the latter might
be an alleged retaliation for the lodging of a
complaint The purpose of section 3.05 is to
ensure these may be dealt with, on notice, but
without the need for the filing of a further formal complaint
3.06 If a written complaint is not lodged within the
prescribed time limit the sexual harassment
officer shall destroy all records that may have
been compiled, and shall keep no records, except
statistical information as to the number of complaints made and information as to the general
types of complaints, including information on
whether the complaints were made by or against
faculty, staff or students.
A complainant may decide not to lodge a written
complaint for a number of reasons. Whatever
the reason, it would be unfair to the respondent
to have any records in any files if the complaint
was not reduced to writing.
3.07 If a written complaint is lodged within the prescribed time limit the sexual harassment officers shall, within 5 working days of receiving
the complaint
(1) deliver to the respondent a copy of the
complaint a copy of the policy and procedures, and, if so requested, shall explain the
procedures to the respondent;
(2) deliveracopyofthecomplamttotheadminis-
trative head of the faculty or unit to which
the respondent is attached.
Once a written complaint has been lodged, it is
desirable that the respondent be informed
promptly. It is also desirable that at this stage
the administrative officer of the faculty or unit
to which the respondent is attached be made
aware of the fact that a written complaint has
been lodged.
Section 3.07 would require both sexual harassment officers to deliver the complaint to the
respondent; this would, it is hoped, diminish
the risk of misunderstandings. The sexual
harassment officers should make it clear that
while they can explain procedures they cannot
give advice. They should therefore impress upon
the respondent the desirability of obtaining independent advice from other quarters.
3.08(1) The respondent may, if he or she wishes,
respond in writing to the complaint
(2) If the respondent in response to the complaint wishes to raise matters which in themselves could form the basis of a complaint by
the respondent against the complainant the
respondent shall make a complaint in writing.
(3) Any response in writing under sub-sections
(1) and (2) shall be delivered to a sexual
harassment officer within 15 working days
of the receipt by the respondent of the written complaint ofthe complainant
(4) Within 5 working days of receiving a written
response or complaint from the respondent
the sexual harassment officer shall deliver a
copy of that response or complaint to the
The respondent should have the opportunity of
responding to the complaint in writing. If, however, the respondent wishes to raise matters
which in themselves constitute a complaint
against the complainant that complaint must
be put in writing. This is in line with the general
principle that in order to be pursued complaints
must be put in writing. In particular it is a necessary foundation for the provisions in section
5.01 under which the respondent may ask for an
investigation, and in section 5.07 under which
the respondent may ask for a formal hearing.
A copy of the response or complaint of the
respondent should be delivered by the sexual
harassment officer to the administrative head
of the faculty or unit of the respondent
In many ways the most desirable way to dispose of a
complaint is for the parties to resolve the issue
themselves. Mediation offers that possibility. The
role of a mediator is not to resolve the dispute or to
come to a judgment about it Rather it is to help the
parties themselves to come to an agreement
There will no doubt be complaints that do not easily lend themselves to mediation. However, the initiation of mediation requires the consent of both parties.
This controls the risk of mediation being used where
it might not be appropriate.
4.01 (1) Within 30 working days ofthe delivery ofthe
complaint to the respondent either the complainant or the respondent may notify the
sexual harassment officer in writing that he
or she is prepared to resolve the matters in
dispute through mediation.
(2) Ifno such notice is given to the sexual harassment officer then it shall be presumed that
mediation will not take place.
The purpose of this section is to enable either
the complainant or the respondent to indicate a
willingness to proceed to mediation. There is
no commitment to mediation at this stage, simply a commitment to a willingness to see if mediation can be arranged.
The 30-day period runs from the date of the
delivery of the complaint to the respondent It
includes therefore the two time periods referred
to in section 3.08.
If within the 30-day period neither the complainant nor the respondent indicates a willingness
to consider mediation then the way is open for
an investigation under Part V.
4.02 On receipt of notice in writing from either the
complainant or the respondent that he or she is
willing to consider mediation, the sexual harassment officer shall immediately deliver to the
chairperson ofthe mediation panel:
(1) a copy of the complaint by the complainant;
(2) a copy of the response or complaint if any,
of the respondent
(3) a copy ofthe written notice or notices indicating a willingness to consider mediation.
4.03 (1) The chairperson ofthe mediation panel shall,
on receiving the material referred to in section 4.02, enter into consultations with the
complainant and the respondent in an attempt to secure their agreement to a mediator and the terms of reference for the mediation.
(2) An agreement on a mediator and on the terms
of reference for mediation shall be reduced
to writing and signed by the complainant,
the respondent and the chairperson of the
mediation panel.
(3) If an agreement in writing is not arrived at
within 10 days ofthe receipt by the chairperson of the mediation panel of the material
referred to in section 4.02, it shall be presumed that mediation will not take place.
If either party expresses an interest in mediation the chairperson should attempt to see if
agreement can be reached on a mediator and on
the terms of reference of a mediator. The attempt
to agree on mediation will be a delicate process
and the intent is to leave considerable discretion in the hands of the chairperson as to how
consultations will take place.
4.04 At the mediation a complainant or a respondent
may each be accompanied by a person of his or
her choice.
There are two opposing views on whether or not
, persons other than the mediator and the two
parties should be present at the mediation.
Mediation offers the parties themselves the
opportunity to resolve any differences that may
exist It may be argued that the less other parties are involved in that process the better. The
role of the mediator is to advise, to warn, to
suggest possible solutions, but also to be neutral.
That it may be thought is a sufficient safeguard
of the interests of both parties.
We think there is much to be said in favour of
this point of view. In the end, however, we were
persuaded by another consideration. In many
cases a respondent will be in a position of some
authority with respect to the complainant We
are not sure that even a skilled mediator would
always be able to hold a fair balance in those
circumstances. It seems to us, therefore, that it
is desirable that either party may, if he or she
wishes, be accompanied at the mediation by
another person.
We do not think that it would be appropriate for
a sexual harassment officer to be present at the
mediation in addition to the mediator, the parties and any persons the parties select The
complainant might however, select a sexual
harassment officer as the person who is to
accompany him or her.
4.05 (1) The mediation shall be completed within 15
working days of the mediator being nominated. If it is not completed within that
period, the mediation shall be presumed to
have failed.
(2) If the mediation fails, the mediator shall
notify in writing the parties, the chairperson of the mediation panel, the sexual
harassment officer, and the administrative
head of the faculty or unit to which the
respondent is attached.
4.06 If mediation is successful, the agreement arrived
at between the complainant and the respondent
shall be reduced to writing, signed by the complainant and the respondent and counter-signed
by the mediator. If the agreement contains undertakings as to future conduct on the part of either
the complainant or the respondent the agreement shall also be signed by a representative of
the University.
The undertakings given in the agreement may
relate to conduct directed by one of the parties
towards the other, or to the general conduct of
one or other ofthe parties in the future. In either
case, the undertaking should be expressed to
be in favour of the University, as well as the
other party, and if the undertaking was broken
the University could then take proceedings in
respect of that breach, either under these procedures or through any other existing procedures
for imposing discipline. We have not thought it
necessary to state who should sign on behalf of
the University, but it would no doubt be a senior
academic administrator.
4.07 A copy of any agreement reached under section
4.06 shall be provided to each of the parties, to
the sexual harassment officer, and to the administrative head ofthe faculty or unit to which the
respondent is attached.
4.08 Whether or not the mediation is successful,
and subject to section 4.07, all records and notes
relating to what took place during the mediation and which are in the control of the mediator shall be destroyed; and no person shall give
evidence or introduce documents during any
subsequent proceedings under these procedures
or in any other University proceeding where that
evidence or those documents would disclose
what took place during the mediation.
In order for mediation to be as effective as possible it is essential that the parties not feel constrained by the possibility that anything that
they say or produce during mediation might be
used in later proceedings. It is essential therefore to ensure the destruction of papers and to
prohibit evidence of what happened in mediation being introduced in later proceedings.
It is important to note, however, that the University cannot control the introduction of evidence
in proceedings not controlled by the University,
for example in civil or criminal proceedings.
5.01 If the complainant or the respondent does not
agree to mediation, or if mediation is unsuccessful:
(1) the complainant;
(2) the respondent, if he or she has lodged the
written complaint referred to in section
(3) the University
may notify the Sexual Harassment Advisory Committee that he or she or it wishes the complaint
to be investigated. Such a notification shall be
in writing and shall be delivered to the chairperson ofthe Sexual Harassment Advisory Committee within 5 days of the date on which it is
known mediation is not to take place or on which
mediation failed. If notification is not received
within this period, it shall be presumed that
neither the complainant, respondent, nor the
University wishes to pursue the matter further.
Where mediation does not take place or it takes
place and fails, the complainant should be
afforded the opportunity of having the complaint
formally investigated. This is a necessary preliminary step to a formal hearing under Part VI.
We also think that it should be open to the
respondent to require a more formal investigation. However, in order to do this, the respondent must have filed a response under section
3.08(2) setting out the basis on which the respondent alleges that the complainant has engaged
in conduct which could form the subject matter
of a complaint The intent here is to ensure that
the respondent may not at this stage for the first
time raise issues about which the complainant
ought to have been put on notice earlier.
The University should also have the opportunity of asking for a formal investigation. It may
be that such an investigation would prove futile
if the complainant and the respondent refused
to cooperate. Nonetheless there are cases—for
example the breach of an undertaking in a previous mediation agreement—where the University may wish a further investigation of the
5.03 Within 5 days of receiving the request for an
investigation, the chairperson of the Sexual
Harassment Advisory Committee shall appoint
two persons (one of whom may be the chairperson of the Sexual Harassment Advisory Committee) to conduct an investigation.
It is obviously not feasible for the whole Sexual
Harassment Advisory Committee to engage in
an investigation. It would, however, be unwise
for one person to conduct an investigation alone.
It is better to have at least two people.
5.04 The investigating committee should make every
effort to interview the complainant the respondent and such other persons as it sees fit, and
to examine any documents it may think relevant
and it shall report its findings to the Sexual
Harassment ArMsory Committee within 15 working days of the date of its appointment.
The investigating committee cannot compel the
complainant, the respondent or other parties to
speak to it, nor can it compel the production of
documents. It should, however, make every effort
to secure the cooperation of those who may
have relevant information. Its report should not
be invalidated if it makes a bona fide attempt to
gather information, and comes to a conclusion
on the basis of such information as it is able to
5.05 (1) The Sexual Harassment Advisory Commit
tee shall consider the report and shall decide,
within 5 working days of receiving it if there
is any evidence which would warrant the
complaint being referred to a Hearing Committee; in which case the University shall be
obliged to initiate proceedings before a Hearing Committee;
(2) If the Sexual Harassment Advisory Committee is not of the opinion that there is any
evidence which would justify a hearing, the
complainant or the respondent may nonetheless initiate proceedings before a Hearing Committee.
In carrying out its mandate under section 5.05
the Sexual Harassment Advisory Committee
would not be making a decision on whether or
not the complaint is well-founded. Its task is
more limited—to determine if there is some evidence which would justify a formal hearing. In
reaching that conclusion the committee should
not make decisions that resolve issues of credibility. If in part a decision may turn on whether
the evidence of one witness is to be preferred to
that ofthe other, that decision should be left for
a formal hearing and not be decided by the Sexual Harassment Advisory Committee.
There is room for some difference of opinion on
the extent to which a complainant or respondent should be able to insist on a formal hearing.
On the one hand, with respect to a complainant,
it may in fact be argued that a complainant ought
to be able to insist on a formal hearing without
the need for a prior investigation of any sort It
is said that as a matter of principle, complainants ought to be able to obtain a formal hearing
if they perceive that some wrong has been done
to them, even if it should eventually be decided
that the complaint is ill-founded. Moreover, experience has shown that very few complaints are
made lightly and very few have no foundation in
It seems to us, however, that it would be unfair
to respondents to require that they be forced to
participate in a University initiated hearing if
there is not determined to be at least some evidence that would indicate that a hearing is
needed; and that it would be equally wrong to
require the University to initiate a hearing in
such circumstances. Moreover, the threshold
for a mandatory hearing is low — simply that the
Sexual Harassment Advisory Comittee decides
that there is some evidence that would warrant
a hearing. The suggested procedure does not,
therefore, set up a major hurdle to a University
initiated formal hearing.
On the other hand, if the Sexual Harassment
Advisory Committee has decided that there is
not any evidence to warrant a hearing, it may be
argued that neither the complainant nor the
respondent ought to be able to insist on a formal hearing. However, we recognize that it is
possible that the Sexual Harassment Advisory
Committee may on occasion err in its judgment
It might be possible to provide for a re-investigation. We are not sure how feasible that would be,
and it would add to what already may have been
a long process. It seemed desirable, therefore,
to give to a complainant the option of proceeding of his or her own volition to a formal hearing.
We think that this is unlikely to be a common
occurrence, but that there is some value in providing for that eventuality.
It may equally be argued that if the Sexual Harassment Advisory Comittee has decided there is
not some evidence to justify a formal hearing
SEXUAL HARASSMENT COMMITTEE REPORT        3 that the respondent ought not to be able to
require that a hearing take place. An analogy
may be drawn to the trial process—a claim may
be made and then withdrawn before a trial.
However, the issues in question having been
raised, the respondent may wish to have a clear
resolution one way or the other, and we think
that opportunity should be afforded. It is important that this opportunity not be misused and
become a mechanism for harassing the complainant That is why it is provided in section
3.08 that if a respondent thinks that he or she
has grounds for the lodging of a complaint that
should be done at the outset by way of written
complaint The respondent would thus have put
the complainant on notice ofthe position that
he or she was taking, and the complainant would
not be taken by surprise by allegations being
made late in the day. Again, however, we should
say that we expect that this option (of requiring
that a hearing take place) would be exercised
rarely by respondents.
5.06 Within 5 days of reaching its decision, the Sexual Harassment Advisory Committee shall inform the following persons in writing of the
(1) the complainant;
(2) the respondent
(3) the sexual harassment officer;
(4) the appropriate administrative officers; and
(5) the chairperson ofthe Hearing Panel.
5.07 When the Sexual Harassment Advisory Committee decides that a hearing is not warranted, the
complainant or the respondent shall, within 10
days of receiving the decision ofthe Committee,
notify the chairperson of the Hearing Panel in
writing if it is his or her intention to initiate
proceedings before the Hearing Committee.
6.01 The President with the advice of the Sexual
Harassment Advisory Committee, shall nominate a Hearing Panel and shall designate one of
its members as the chairperson of the panel.
We have not spelled out the composition of the
Hearing Panel in detail. We envisage this being
done on the advice of the Sexual Harassment
Advisory Committee.
There are, however, certain criteria which would
be relevent in selecting a panel:
(1) The panel should be composed of 15 to 20
people. This would be a large enough group
from which to select Hearing Committees
for specific cases (see section 6.02). and
would enable there to be a broadly based
campus representation.
(2) There should be representation from faculty,
students, and non-academic staff.
(3) There should be equal representation of
males and females.
(4) No member of the Sexual Harassment Advisory Committee or of the panel of mediators
should be a member of the Hearing Panel.
(5) Appointments should be for two year terms,
but should be renewable. Initial appointments might be for both one and two years
to ensure continuity of experience on the
6.02 On being notified that a hearing is to take place,
the chairperson of the Hearing Panel shall
appoint three persons (of whom one may be the
chairperson of the hearing panel) to act as a
Hearing Committee, and nominate one of the
three to act as the chairperson of the Hearing
Committee; and shall notify the complainant
the respondent and the University of the composition of the Hearing Committee within 10 working days of being informed that a hearing is to
take place.
Beyond stating the number of members, we do
not think it possible or desirable to give more
precise directions on the composition of the
committee. Any given Hearing Committee ought
to have male and female representation, and
representation from the constituencies of the
complainant and respondent The exact composition of each committee is. however, best left to
the judgment of the chairperson of the Hearing
6.03 (1) Challenges for cause to the composition of
the Hearing Committee maybe made in writing to the chairperson of the Hearing Panel
within 7 days ofthe receipt of notification of
the composition of the Committee.
(2) Challenges for cause may be made at a later
date to the chairperson ofthe Hearing Panel,
or, at the commencement of the hearing, to
the Hearing Committee only if the information on which the challenge is based was
not available in order to make a timely challenge under sub-section (1).
(3) The chairperson ofthe Hearing Panel, or the
Hearing Committee, shall make a ruling in
writing on any challenge for cause. If the
challenge for cause is upheld the chairperson of the Hearing Panel shall appoint a
replacement member of the Hearing Committee.
As a matter of general principle there is a need
to provide the opportunity for a challenge for
cause. If, however, some care is taken in the
selection of the Hearing Committee there should
be few challenges.
Challenges should in general be made promptly.
If a successful challenge is made at the hearing
the nomination of a replacement may delay the
proceedings. There may nonetheless be good
reason for a late challenge and that is provided
6.04 The chairperson ofthe Hearing Committee shall
make arrangements for the hearing with all reasonable dispatch.
Making arrangements for a hearing may be fairly
complex, if for no other reason than because of
the number of people involved. It would not be
sensible to impose a specific time limit but it
can be assumed that the chairperson of the
Hearing Committee will act promptly.
6.05 (1) Where the University initiates the hearing,
the parties shall be the University and the
respondent and the complainant may attend
the hearing as an observer.
(2) Where the complainant or the respondent
initiates the hearing, the parties shall be the
complainant and the respondent; and the
University may attend the hearing as an
(3) Each of the parties shall be entitled to be
accompanied or represented by a person of
his or her choice. An observer may be accompanied by a person of his or her choice, and
may participate in the proceedings when and
as permitted by the Committee.
Even if they are not parties, the complainant or
the University should be able to attend, and to
the extent permitted by the Committee, participate in the Hearing. Where the hearing is initiated by the University, the complainant has an
interest beyond that of beinga witness. Similarly,
if the University is not formally a party, it has an
interest in how the proceedings are conducted,
given that they are taking place under the aegis
of University policy and procedures.
6.06 The Hearing shall be conducted in a manner
consistent with the requirements of natural
justice, so as to give those involved a full and
fair hearing.
It is not possible nor perhaps desirable to set
out a detailed set of rules for the conduct of
hearings, though some specific matters are dealt
with in sections 6.07,6.08 and 6.09. It nonetheless may be useful to indicate, as section 6.07
does, the general objectives of a full and fair
6.07 (1) Subject to sub-section (2) the hearing shall
be held in private.
(2) A sexual harassment officer, the chairperson ofthe Hearing Panel, the chairperson of
the Advisory Committee, and a representative of the professional association, union
or student body of the complainant or respondent may be present at a hearing, subject on application, to a contrary ruling by
the Hearing Committee.
There is an advantage in the operation of the
policy and procedures in having the sexual
harassment officer, the chairperson ofthe Hearing Panel and the chairperson of the Advisory
Comittee at the hearing. That could be of consid-
erable value to them m carrying out their respective roles. It also seems desirable that the professional association, union or student body be
able to send someone who can see how hearings are conducted.
It should be stressed that those who attend the
hearings by virtue of this section are subject to
rules of confidentiality. While they may use their
attendance at a hearing as a basis for comment
on the general nature of the policy and procedure,
they must not disclose the identity of those
involved or any other information about the case.
Even though there is a value in permitting those
listed in section 6.06 to attend, the complainant
respondent or the University may on occasion
have reasons for wishing to object to their
attendance. The Hearing Committee should
therefore have jurisdiction to rule on such an
objection, and if it so decides order that a particular person or persons shall be excluded.
6.08 The Hearing Committee may admit such evidence as it deems necessary and appropriate,
and is not bound by the rules of evidence that
apply in judicial proceedings; though in deciding what evidence it will admit the committee
may take those rules into account
It is not uncommon for it to be provided that      -
arbitrators are not bound by the rules of evidence that are applied injudicial proceedings.
These rules are sometimes excessively technical,
and may result on occasion in the exclusion of
evidence that would be of value. In general we
think it would not be useful to comment on
specific evidential problems that might arise.     „
These are better left to argument in a particular     '
6.09 The onus of proof shall rest on the party seeking to prove that conduct that may be the subject matter of a complaint has occurred; and the
standard of proof shall be on the balance of    »
probabilities. ~
This section states the general rule that a person making an allegation bears the onus of proving it We think it important however, to specify
that the standard of proof shall be on the ordinary balance of probabilities which would apply ,
in any civil action. This is the standard which *
would apply in any other discipline proceeding,
and we do not see that any other standard should
apply because the issue may be one of sexual
6.10 The Hearing Committee has the jurisdiction to
(1) make findings of fact (2) decide if on the 1
facts the complaint is justified; and (3) make
recommendations as to discipline to the appropriate University Officer. The findings of fact
and a decision on whether or not the complaint
is justified shall be binding on the University,
the complainant and the respondent
6.11 The Hearing Committee shall have 20 working
days from the date ofthe conclusion ofthe hearing to reach its decision.
6.12 The Hearing Committee shall give reasons in
writing and it shall send copies of its reasons to
the following:
(1) the President
(2) the administrative head ofthe faculty or unit
of the respondent
(3) the complainant
(4) the respondent;
(5) the sexual harassment officer;
(6) the chairperson of the Sexual Harassment
Advisory Committee.
7.01 On receiving a decision of a Hearing Committee
the appropriate University officer shall decide
whether or not it is appropriate to impose
7.02 In deciding on appropriate discipline, the officer shall consider, but shall not be bound by,
the recommendations ofthe Hearing Committee.
It was noted in the introduction that questions
would no doubt arise about the relationship
between these procedures and existing regulations on discipline. Our assumption is that it is
at the stage of the actual imposition of discipline that the existing regulations are likely to
become applicable. We have not taken it to be
within our mandate to attempt to analyse all of
the existing regulations in detail and see how
they would tie in with these procedures. However,
two observations maybe made on sections 7.01
and 7.02
First it is our understanding that depending
on the particular circumstances, any one of a
number of people may have the authority to
impose discipline. In section 7.01 we have therefore simply referred to the appropriate University officer.
Second, if these procedures are adopted it will
be desirable, as we noted in the introduction, to
rethink some of the existing agreements. For
example, the Collective Agreement on Conditions of Appointment between the Faculty Association and the University provides for a Hearing Committee after the President has decided
to impose discipline. We suggest a hearing before
the question gets to the President There seems
no need for two hearings, or if there were to be a
second hearing it should be confined to the
issue of the discipline that has been imposed.
This is, of course, a matter to be settled between
the parties to the collective agreement We refer
to it simply as ah illustration of the need, if
these proposals be implemented, to consider
the relationship between them and existing
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Using technology developed by Prof.
George Poling and graduate student Rod
yT Giles, Aurun Mines Ltd. is producing a filter
material called AUROLITE, which replaces a
more expensive and sometimes less effective
filter material currently being imported to
Canada to purify water reservoirs, commercial
aquariums and swimming pools.
"AUROLITE is produced from a glassy,
^volcanic mineral called Perlite, which is found
"'in B.C.," says Prof. Poling. "Until recently, the
technology to process solid Perlite into a
powder that was fine enough to use as a filter
aid wasn't known in Canada.
"Aurun Mines approached us in 1984 to
help develop this technology, and today they
* operate a full-scale plant in Surrey to
manufacture several Perlite products."
.      The raw mineral is gathered from the
Frenier Perlite Deposit near Clinton, B.C., and
is transported by truck to the Surrey plant.
Although there are several Perlite deposits in
B.C., Frenier is the only active Perlite mine in
* The perlite is processed in a high-
temperature furnace, where it is converted
?from its original dense solid form to a liquid
foam and eventually to a fine light powder.
'The effect is a lot like a hot air popcorn
popper," explains Prof. Poling. "As the perlite
heats up, moisture in the mineral evaporates,
causing it to 'pop' into a fine powder.
1      The perlite increases 20 times in volume
_, while keeping its original weight."
*     Prof. Poling says AUROLITE has been
tested extensively at locations such as the
Vancouver Aquarium, where sensitive filters
which screen bacteria and other debris are
needed to keep large mammal tanks clear for
underwater viewing.
"Perlite filter products are much more cost-
effective than other filter materials currently on
' the market."
-     Dr Poling adds that replacing expensive
4 imported filter aids with a B.C. product has
obvious economic benefits, both for use in
Canada and as an export product.
Surprise show
for theatre head
The tables were turned last Friday on Dr.
John Brockington, who walked onto the
'  Frederic Wood Theatre stage to find himself
the star of the show instead of the man behind
* the scene.
1        Dr. Brockington, who will step down this
year as head of the Theatre Department,
although he will continue to teach and direct,
was the guest of honor at a surprise party
organized by his current students and
attended by students, colleages and
associates from past and present.
He has been head for 22 years, succeeding
the department's first chairman, Dorothy
Somerset, in 1965.
Among the many productions he has
directed at the Frederic Wood Theatre or,
before its construction, in the old Auditorium,
are Shakespeare's The Winter's Tale. Henry IV.
Part I. Much Ado About Nothing. The Taming
f of the Shrew and Hamlet.
He has also staged musicals like Salad
Days and The Fantasticks. Harold Pinter's The
Homecoming. Checkov's The Three Sisters.
Shaw's Man and Superman and The Cocktail
Party, by T.S. Eliot.
Next year, he says, he intends to continue
, teaching and to concentrate on directing that is
more "experimental" than the shows he's done
for main stage seasons.
"I want to do something weird and
wonderful," he says, "down in the Dorothy
Somerset Studio, that people can come to for
He's looking forward to doing even more
teaching, too. "I've always enjoyed teaching -
- the kids are so renewing. I can hardly ever
remember getting a sinking feeling before
going into the classroom. Although," he adds,
"I sometimes had a sinking feeling when I
came out, if I hadn't managed to achieve what
I'd set out to do."
Full of admiration for UBC daycare's resident rabbit Lippity Lop are (left to right) Jennifer Barnes,
Samantha Turecki and Emma LaMorte.  Tax deductible donations to the building fund can be made to
the University Day Care Council or the Alumni Association.
Campus child care centres
in need of financial help
by Bunny Wright
Time is running out for UBC daycare.
Nine of the 12 child care centres on the
campus are housed in World War II quonset
huts condemned by the fire department as of
April 1 next year.
Their only hope is a provincial government
grant that would result in a matching federal
grant .and supplement an Alma Mater Society
pledge of $350,000.
The UBC huts have been described as
"charming," "child-sized," and "like little
cottages in the woods," says Mab Oloman,
director of child care services. And she adds
that if they were in good repair, they would
make fine child care centres. But they are not
in good repair, she says: they are unsafe and
unhealthy environments for children.
She points out that the huts were
temporary structures when they were installed
in 1939. Now, the foundations and floorboards
are rotting, the water and steam pipes are
corroded, roofs leak, water pressure is
extremely low, the boilers break down regularly
and there are problems with cockroaches,
silverfish and rats.
Two huts had to be razed last summer to
make way for new student family housing. The
fire department used them for a practice burn.
'The fire was out of control," says Ms. Oloman,
"within two minutes."
Child care on the campus was launched
almost 20 years ago in one of the quonset huts
as a parent co-operative centre for children
three to five. Today there are 12 facilities, each
autonomous and self-governing, licensed to
care for 275 children aged 18 months to 12
years. There is no infant day care at UBC.
More than 60 per cent of the parents who
use the centres are students, and 55 per cent
of these are graduate students. Faculty
parents make up 23 per cent of the users, and
10 per cent are UBC staff members.
Parents automatically become members of
the day care centre's operating society when
they enrol their children. The society hires and
supervises staff, negotiates the union contract,
Library space critical issue
The President's Advisory Sub-Committee
on Library Space Planning is taking an in-
depth look at the critical issue of library space.
"For many years, the University has been
aware of a serious space problem for library
collections," says Associate Dean of Arts Dr.
Jonathan Wisenthal, chairman of the
committee. "Large numbers of volumes are
now in storage, and many more will have to be
moved in the near future if a new building is
not constructed to provide additional space."
In July 1985, the Board of Governors
passed a resolution recommending the Old
Bookstore site be designated as the site for a
new library building, and that this project be
recognized as a high priority for capital fund-
'The committee is well aware that the Old
Bookstore site is a central, critical site on
campus, and that its use (current and
proposed) is of vital importance to the entire
campus community," notes Dr. Wisenthal. 'The
committee is sensitive to the need to relocate
the Bus Stop Coffee Shop in the same area of
In 1986, a private donor, Mr. David Lam,
donated $1 million towards the establishment
of the David Lam Management Research
Library for the Faculty of Commerce and
Business Administration. "And this library will
also need space," says Dr. Wisenthal.
The committee, whose members are drawn
from the Faculties of Arts, Commerce, Science
and Applied Science, as well as the Library,
would like to hear from members of the
campus community. The person to contact is
Dr. Jonathan Wisenthal at 228-3247.
manages finances and is responsible for
maintenance, cleaning and repair of the facility.
Parents in most centres do two hours of
"duty time" each week, assisting the full-time
staff in caring for the children, while in others,
parents contribute four hours a week.
The centres for children 18 months to three
years old have 12 children and three staff
members. In the over-three centres there are
25 children and three staff members.
Fees are from $490 to $500 monthly for
toddlers, an average of $315 a month for
preschoolers, and $100 a month for school-
age children.
It's estimated that it would cost $1 million to
replace the nine facilities that will close next
year. The Alma Mater Society has pledged
$350,000. The project qualifies for matching
federal funding under the Capital Assistance
Plan, so it could go ahead if the provincial
government agreed to provide $325,000.
"Unfortunately," says Ms. Oloman, "to date
there has been no positive response from
A profile of UBC day care written by Ms.
Oloman this spring points out that the
existence of these facilities benefits not only
students, but the university and the
community, too.
Established, high quality day care programs
attract young faculty members and mature
students, and contribute to employee morale,
reduction in absenteeism, recruitment of faculty
and staff and an improved corporate image for
the university, she says.
The child care centres are used extensively
by faculty and students for research and
observation. These faculties, schools or
departments have made use of the day care
centres in the past two years: Architecture,
Business Administration, Education,
Linguistics, Nursing, Psychology, Audiology
and Speech Science, Dental Hygiene, Family
and Nutritional Science, Medicine, and
Physical Education.
All Early Childhood Programs offered by
Lower Mainland colleges, and some in other
parts of B.C., use UBC's child care centres as
teaching facilities. The staff supervise practica
at no cost to the colleges.
UBC REPORTS April 16,1987     3 "it-:.- /.'**)""
■ jt-1
Technical writing instructor gets U.S. award
Recently retired English instructor, Joan
Pavellch, has become the only non-American
to be named a fellow of the U.S.-based
Association of Teachers of Technical Writing.
The fellowship was conferred recently at the
ATTW annual conference in Atlanta; Ms.
Pavelich is the third woman in the history of
the association to receive this prestigious
UBC's little-known speciality of business
and technical writing is part of the English
Department's program and serves between
500 and 700 students a year, many of them
from faculties such as Engineering, Commerce
and Business Administration and Forestry.
"UBC has the largest number of students of
all Canadian universities taking courses in this
area," Ms. Pavelich said. In addition, the
department was, until recently, the only one in
Canada to publish a bilingual quarterly journal,
Technostyle, for teachers of technical and
business writing.
Ms. Pavelich was a founding member of
the Canadian Association of Teachers of
Technical Writing/L'Association Canadienne
des Professeurs de Redaction Technique et
Scientifique. She taught at UBC for 20 years
before retiring last December.
A recent graduate of the Management
Information Systems program in the Faculty of
Commerce and Business Administration
received one of three prizes for outstanding
doctoral dissertations awarded by the
International Center For Information
Technologies in Washington, D.C.
Veda C. Storey, now an assistant professor
of computers and information systems and an
AT and T fellow at the William E. Simon
Graduate School of Business Administration at
the University of Rochester received a cash
award of US $10,000 and the publication of
her thesis in book form.
Professor Storey, who will receive her
degree at the May convocation began doctoral
studies at UBC after working as an operations
research analyst with CN. Her dissertation, An
Expert View Creation System for Database
Design, was supervised by Dr. Robert C.
Goldstein. She is a native of Prince Edward
Three UBC students put the University in
the top ten category in a recent mathematics
competition. Wayne Broughton, first year
Science; Marek Radzikowskl, fourth year
engineering Physics; and Russll Wvong;
second year Science, received an honourable
mention for their team effort in the I986 William
Lowell Putnam Mathematics Competition
which put UBC in the same ranking as
American universities Caltech, Princeton, Rice
University (Houston), and the Canadian
University of Waterloo. The top five ranking
teams were Yale, Harvard,#Washington
University (St. Louis), Berkeley, and MIT.
The competition is an annual event for
undergraduates in North American Universities;
last year it attracted more than 2,000
competitors from 358 different institutions.
The Japan Society for the Promotion of
Science recently awarded Dr. David Dolphin,
Chemistry, a research fellowship; the JSPS
award provides for the recipient to spend 30
days in Japan.
"I expect to visit five or six universities in
Tokyo, Kyoto and elsewhere," said Dr. Dolphin
whose area of research is organic chemistry as
it relates to the life sciences.
The society was created by the Japanese
government to promote international
cooperation in science and provide public
support for scientific research.
UBC Calendar
Faculty Association Lecture
The Limits of University Autonomy: The Case of UBC
from 1913 to 1933. Dr. Michiel Horn, Department of
History, Glendon College, York University. Room B220
Buchanan Building. 12:30 p.m.
Biotechnology Lab Seminar
Cibberellinsand Plant Growth. Dr. Aian Crozier, Reader
in Botany, University of Glasgow. IRC 3. 4:00 p.m.
5 .
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Retirement Seminars
UBC Faculty Pension Plan - What are options for
singles? Angela Redish, UBC Pension Board &
Assistant Professor, Economics. Some Financial
Planning Issues for Single Women. Nancy McKinstry,
Investment Representative, Odium Brown Ltd.
Intended for single Faculty Association members age 55
& above. Free. For information, call 222-5270. Room
30, School of Family & Nutritional Sciences. 1:00 p.m.
Medical Grand Grounds
A Pulmonary Dilemma. Dr. David Bates, Professor of
Medicine. Health Sciences Centre Hospital, Acute Care
Unit. Room G-279, Lecture Theatre. 12:00 noon.
Biochemical Discussion Group
Molecular Biology of Myelin-associated Glycoproteins.
Dr. Robert Dunn, Dept. of Medical Genetics, University
of Toronto. IRC 3. 4:00 p.m.
Buddhist Workshop
Re-examinations of the Lotus-sutra commentators:
1:00 - 3:00 p.m.; Progress report, the publication of
Lives of Eminent Monks by the late Dr. Arthur Link. Dr.
Shunei Hirai, Vice-President & Prof. Ryuho Ohnishi; Dr.
L. Hurvitz, Asian Studies and Dr. S. lida, Religious
Studies, UBC. Sponsored by Japan Foundation
(Nakasone) Fund/Komazawa UBC Buddhist Studies.
Room D250, Buchanan Building, Religious Studies
Graduate Reading Room. 3:00 p.m.
Medical Genetics Seminar
A flexible approach to congenital contractures. Dr.
Judith Hall, Director, Clinical Genetics Unit, Grace
Hospital. Parentcraft Room, Main Floor, Grace
Hospital, 4490 Oak St. 1:00 p.m.
Paedlatrlc Grand Rounds
Red Cross Children's Hospital, Cape Town. Dr. P.
Rogers, Oncology, B.C. Children's Hospital. Room
D308, Shaughnessy Hospital. 9:00 a.m.
Acid Rain Lecture
Acid Rain: Evolution of Policy and International Issues.
Dr. L.B. Parker, Specialist in Energy Policy, Fuels and
Minerals Section, Environment and Natural Resource
Policy Division, Library of Congress, Washington, D.C.
Sponsored by Dept. of Geography. Room 100,
Geography Building. 2:00 p.m.
UBC Child Study Centre
Last lecture in the Helping Children Learn series
sponsored by Child Study Centre. Emerging Language
and Literacy. Dr. Glen Dixon. For information, call 228-
2013. Child Study Centre, 4055 Blenheim St. 9:30a.m.
Blrdlng By Boat
Centre for Continuing Education field trip. Syd
Cannings, Curator, Entomology Museum, Zoology. $48.
For information, call 222-5237. Pitt River. 10 a.m.-3
Blrdlng By Boat
Centre for Continuing Education field trip. Syd
Cannings, Curator, Entomology Museum, Zoology. $48.
For information, call 222-5237. Pitt River. 10 a.m.-3
Centre for Continuing Education bus tour to Seattle Art
Museum. A Thousand Cranes: Masterpieces of
Japanese Art, SC2737-287. Dr. Moritaka Matsumoto,
Fine Arts. $52, $46 Museum members; lecture $10. For
information, call 222-5237. Room 102, Lasserre
Building. 8:00 p.m. Lecture Monday, April 27; bus tour
Wednesday, April 29.
Research Centre Seminar
Repairing the Spinal Cord, Part I. Dr. R.W.J. Ford,
Anaesthesiology. Refreshments provided, 3:45 p.m.
Room 202, Research Centre, 950 W. 28th Ave. 4:00 p.m.
Health Studies Exchange
Stress Related Issues for Mid-life Daughters and Their
Aging Parents. Clarissa Green, Assistant Professor,
Nursing. Freeadmission. For information, call 228-
2258. IRC 4th Floor Board Room. 12:30 p.m.
Faculty Association Lecture
Financial Planning for Faculty Association members.
Nancy McKinstry, investment representative, Odium
Brown Ltd. Sponsored by Centre for Continuing
Education. Freefor Faculty Association members. For
information, call 222-5270. Room A102, Buchanan
Building. 12:30 p.m.
Retirement Seminars
Planning in Advance for a Successful & Creative
Retirement Lifestyle. Sheilah Thompason, EdD.
Intended for single Faculty Association members age 55
& above. Free. For information, call 222-5270. Room
30, School of Family & Nutritional Sciences. 1:00 p.m.
Medical Grand Rounds
When and Why: Antiplatelet Agents. Dr. C. Carter,
Pathology. Lecture Theatre Room G-279 HSCH Acute
Care Unit. 12:00 noon.
Medical Genetics Seminar
Protein import into mitochondria in yeast. Dr. David
Pilgrim, Biochemistry, University of Washington,
Seattle. Parentcraft Room, Main Floor, Grace Hospital.
1:00 p.m.
Chinese Woodblock Prints
A Distant Place. IvU. Gu Xiong, Instructor, Sichuan
Institute of Fine Arts, Chongqing, PRC. Free admission.
Opening reception April 12 2:30- 5:30 p.m. Special Slide
presentation 3:30 p.m. Asian Centre Auditorium. April
13-21,11:00 a.m.-5 p.m. daily.
English Conversation Class
Sponsored by International House. Native English
speakers welcome too. Continues every Monday
beginning April 20 through August. Upper lounge,
International House. 7:30 p.m.
Faculty and Staff Golf Tournament
The thirty-first Annual Faculty and Staff Golf
Tournament will be held on Thursday, April 23.
Tournament and dinner will beat the University Golf
Club. Total cost will be $50 (Green fees $25, dinner $22
and prize money $3). Applications and details available
at the Faculty Club reception desk. Open to all active
and retired faculty and staff.
Clay and Glass Gallery
Entries for the Canadian Clay and Glass Gallery
Architectural Competition on display until May 1. UBC
Fine Arts Gallery, Main Library Building (basement).
Tuesday- Friday 10:00 a.m. - 5:00 p.m., Saturday noon
- 5:00 p.m.
Safety Program Seminar
The Occupational Health and Safety Department is
holding a 2-day seminar on occupational health and
safety programs. Topics include Safety
Responsibilities, Effective Safety Committees, Safety
Inspection Techniques, Accident Investigations and
Safety Training and Instruction. Freeadmission. Will be
of interest to managers, supervisors and safety
committee members. For information and registration
call 228-2643. Tuesday and Wednesday, May Sand 6.
Chemical Safety Course
The UBC Occupational Health and Safety Office is
offering a course covering chemical storage handling
and disposal, laboratory inspections, emergency
response and spill clean up. The two morning lecture
sessions (May 26, 27) and one morning practical session
(June 4, 11, 12 or 19) are intended for staff who handle
chemicals in a laboratory, especially head lab
technicians, safety committee representatives and
chemical storeskeepers. Information and course
registration is available from the Occupational Health
and Safety Office, 228-2029
Botanical & Nitobe Memorial Gardens
The Botanical Garden and Nitobe Memorial Garden will
be open daily 10:00 a.m. - 7:00 p.m. May through July
open until 8:00 p.m. Freeadmission Wednesdays. Call
228-4208 for information.
Statistical Consulting
The Statistical Consultingand Research Laboratory
(SCARL) is operated by the Department of Statistics
and is intended to provide statistical advice to faculty
and graduate students working on research problems.
The faculty and staff associated with SCARL will be
pleased to help with the design and analysis of
experiments, surveys and other studies. You are
encouraged to seek advice in the early stages of your
research so that consultants may be helpful with the
design. To arrange an appointment, fill out a client form,
available from Room 210, Ponderosa Annex C. For
information call 228-4037.
Haida Houses Project
Northwest Coast artist, Norman Tait and a team of five
carvers are turning a 29.5 ton, 20 metre-long tog into a
Nishga cargo canoe- the first of its kind in over 100
years. It will be paddled down the west coast to
California, tracing the ancient abalone trading routes.
Forfurther information call 228-5087. Haida Houses,
Museum of Anthropology. Continues throughoutthe
Fathers Wanted
Fathers of children between the ages of 3 and 8 are
required for a research project associated with the
Department of Psychology of the Universityof British
Columbia. The project involves evaluating a program
that teaches parenting skills. Approximately 50 minutes
are required and $5.00 will be paid for your participation
for additional information, contact Susan Cross, Clinical
Psychology, UBC, 321-4346.
Reach-out Program
Volunteers needed for the Reach-out Program.
Become Vancouver correspondents for the internationa
students'who will be studying at UBC in 1987. For more
information, call UBC International House 228-5021.
Calendar Deadlines
For events in the period May 3 to May 16, notices must be submitted on proper
Calendar forms no later than 4 p.m. on Thursday, April 23 to the Community Relations
Office, 6328 Memorial Road, Room 207, Old Administration Building.  For more
information, call 228-3131.


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