Non-Academic Misconduct

Yes. If you file a formal complaint, the Respondent (the person the report is about) will be informed of your identity and the details of the allegations.

No. You are never pressured to report.

• Most complaints can be filed within 6 months of the incident.
• Sexualized violence complaints can be filed any time you are a student.

You can take time to explore your options with a Case Manager or support person, and learn about the investigation process, before deciding your next steps.

Not automatically.

• To initiate formal action by TRU, you must submit a written report to the Office of Student Affairs and Wellbeing.
• A written report confirms you consent to an investigation and provides firsthand details about what happened.

Information is only shared with those directly involved:

No. Deans, Chairs, Instructors, and support staff are not informed of an investigation unless there is a direct impact on their ability to do their job. Case Managers can help arrange class concessions and support safety without sharing investigation details.

No unless you are a minor (under 19).

Start by speaking with a Case Manager (studentservices@tru.ca, 250-828-5023). You will be provided with information and steps to submit an incident report.

Provide as much detail as possible:

• Who, what, when, where
• Witnesses
• Any evidence (texts, emails, recording, screenshots)

You can still submit a report without evidence.

1. A scope review is conducted by the Responsible Officer.
2. If allegations are within scope of a policy the investigation begins and both parties are notified.
3. If allegations are outside of scope, there is no investigation and the complainant is notified with an explanation why.
4. If within scope, an investigator is assigned by the Responsible Officer.

A scope review determines if the allegations meet policy criteria, including:

• Connection to TRU property, events, or housing
• Involvement of TRU community members
• Alignment with a policy’s definitions of misconduct

TRU typically cannot investigate:

• Non-TRU community members
• Private, off-campus events
• Incidents in private residences or off campus businesses
• Incidents unrelated to TRU activities or property
• Historical incidents from other schools

You will still receive information on:

• Support and safety planning
• Resources
• Options to report off campus if applicable, such as the RCMP
• Alternative processes to address the concern, if available

The person at the university who oversees a specific policy and makes key decisions.

Usually, yes. TRU typically requires the complainant’s consent to proceed, and cases are dismissed if a report is withdrawn. In very rare situations involving an imminent safety threat, the University may proceed without the complainant’s participation.

For first reports of non-violent incidents, the Office of Student Affairs and Wellbeing will assess if an alternative resolution is appropriate.

For serious or repeated incidents where an alternative resolution is not possible:

1. Report is submitted.
2. A scope review is completed by a Responsible Officer.
3. Both parties are notified in writing of the investigation.
4. Investigator gathers and reviews evidence.
5. Assessment is made on if a policy breach occurred using a balance of probabilities.
6. An investigation report is submitted by the investigator to a decision-maker.
7. The decision-maker accepts or refuses the report and assigns outcomes a needed.
8. Parties are notified of the decision and provided the investigator’s report.
9. Only the Respondent receives sanction details.

When an investigator or decision maker determines if a breach of policy is more likely to have occurred than not based on the available evidence. If there is a greater than 50% likelihood that the alleged misconduct happened, the allegation is considered substantiated. If it is 50% or less likely, the allegation is not substantiated.

TRU aims to complete misconduct processes within 60 days. Timelines do extend if there are university closures, multiple witnesses, or difficulty contacting parties.

• Your investigator, if they have reached out to you
• Or your Case Manager: studentaffairs@tru.ca

• No. Participation is voluntary; however, the process will move forward without you.
• An investigator will still decide if a breach occurred using the information made available to them.
• You can provide a written statement and evidence if you do not wish to be interviewed.

• You can choose to meet in person, on the phone, or virtually.
• The investigator explains confidentiality.
• The investigator will explain their terms of reference.
• Allegations are reviewed in detail.
• You can share any relevant information.
• The investigator may ask follow-up questions.
• You can provide additional information after the meeting.

The terms of reference for an investigator are the scope, objective, and methodology of the investigation.

• You can have an emotional support person of your choosing with you.
• A support person does not participate in the interview and cannot be a witness.
• You can take breaks during the interview.
• You can ask for more time to provide additional information.
• You can offer to provide a written statement with the interview.
• You can ask for accommodations to be able to fully participate.

A voluntary, collaborative process that replaces an investigation. This occurs when:

• The incident does not involve violence, harassment, or sexualized violence.
• Both parties agree to engage in an alternative process.
• The Respondent (person the report is about) accepts responsibility for the incident.
• Both parties agree on the steps needed to repair the harm.
• The agreed upon resolution is written and provided to both parties.

If the incident does not involve violence, harassment, or sexualized violence.

• Most first reported incidents are resolved with an educational meeting.
• the Case Manager meets with the Complainant (person making the report) and the Respondent (person the report is about).
• The Respondent shares their perspective of the incident.
• The case manager ensures the Respondent understands relevant policies and expectations as a TRU community member.

Sanctions may include:

• Written warnings
• Educational conversations
• Educational sanctions (training, community learning etc.)
• Reprimands
• Behavioural plans
• Counselling or check-ins
• Suspension (temporary or indefinite)

Additional things to know:

• Sexualized violence sanctions are only issued by the President’s Office
• Suspension can only be imposed by the President

• Past misconduct is not used to determine if a current breach of policy occurred.
• Past misconduct can be used to determine the seriousness of assigned sanctions.
• Repeated misconduct leads to progressive discipline, or increased sanctions.
• Multiple or serious incidents can lead to a suspension.

• Only for suspension, which can be appealed to Senate.
• Instructions to appeal are provided in your outcome letter.
• if you believe the process was not done fairly you can file concerns with the BC Ombudsperson.

• A no-contact order between both parties is issued.
• Interim measures may be applied to support safety.
• Either party can ask to withdraw or have their own course(s) switched.
• A case manager can go over a safety plan for on and off campus.
• A case manager can work with residence find safety options.

A condition put in place to protect the integrity of the investigation. The respondent (person the report is about) and complainant (person making the report) cannot have direct, or indirect communication including in person, online, text, or communication through third parties. Parties can only interact to the extent needed to complete academic tasks.

• Report breaches of a no contact order to the Director of Student Affairs, studentaffairs@tru.ca.

Precautionary measures put in place to support the physical safety of the complainant or community. These measures are not punitive and do not impact the findings of the investigation. Both parties are asked for input before interim measures are implemented.

• Class changes, extensions, or withdrawals
• Assessment of safety options in residence
• Safety planning on or off campus
• Access to wellness resources on or off campus, such as counselling
• These options are available for both complainants and respondents

• TRU will report to and cooperate with RCMP.
• TRU will support enforcement of protection orders or other conditions.
• TRU and criminal processes are separate, but they can run at the same time.
• TRU can issue sanctions independent of criminal process outcomes.
• TRU can pause its investigation if it could interfere with law enforcement.

A Case Manager can help you:

• Bring your concern to the Dean.
• Explore a withdrawal or academic appeal if you don’t wish to report.
• Learn the process to report to People and Culture if the concern involves harassment or sexualized violence.

You can report the incident under the Harassment and Discrimination Prevention Policy

• The report is submitted to People and culture, and the complaint is investigated under the applicable collective agreement with union involvement.

A case manager can guide you in submitting an academic appeal, found here.

• Faculty can give directives or ask a student to leave if they are disruptive, impacting class safety, or violated the attendance policy.
• Instructors can submit academic integrity concerns: Centre for Academic Integrity.
• Programs often have requirements around ethics, behaviour, and learning outcomes that align with professional standards.
• If you’re not meeting requirements, your program can issue a learning contract with expectations to support you in meeting professional or academic requirements.
• Programs can remove you if you don’t meet professional standards. Most programs outline this process in their program handbook.

• OSA does not make decisions about academics.
• A case manager can help you bring your concerns to the Chair or Dean.
• A case manager can guide you through the appeal process , if applicable.
• A case manager can connect you with an Academic Integrity learning strategist if you are accused of academic integrity departures.
• A case manager can act as a support person during meetings with your program.

Oversight includes:

• BC Ombudsperson provides provincial oversight over TRU processes.
• BC Human Rights Tribunal provides oversight over human rights violations.
• Internal audits at TRU include a process review and mandatory implementation of recommendations with oversight by the Provost.
• TRU is mandated by legislation to report annually to the board on sexualized violence prevention and harassment.