Title:	Respectful and Fair Treatment of Students Policy
Date:	January 7, 2019
Applicable To:	All Staff and Students

The Canadian National Institute of Business is committed to ensuring that its learning environment promotes the respectful and fair treatment of all students.

While on Canadian National Institute of Business premises or in the course of activities or events hosted by Canadian National Institute of Business, the following behaviours are prohibited:

Behaviours that comprise of acts that:

• Are demeaning, belittling, or can cause personal humiliation or embarrassment;

• Are threatening, intimidating and generally produce harmful results such as endangering a person’s safety or negatively affecting their work performance or employment relationship;

• Create a hostile, threatening, or coercive learning environment;

• Are offensive or insulting including comments, jokes, slurs, name calling, gestures, innuendoes, threats or taunting;

• Include displaying or distributing inappropriate posters, pictures, cartoons, graffiti, drawings, or other visual representations;

• Include yelling, use of profanity, making condescending or crude remarks at a person or persons;

• Include ostracizing or spreading gossip and spiteful rumours about a person or persons; or

• Use coercion or intimidation tactics when managing and monitoring a student’s learning

• Include Sexual abuse, harassment and discrimination and bullying

If under any circumstances, a prohibited behavior / activity occurs, the student should report to the College Administrator with as many details as possible. CNIB will insure that:

• The above policy and procedure advise students of available support if required when making a complaint or grievance.

• The student is not vilified or victimized for making a complaint or grievance.

• The complaint or grievance process will be dealt with in a professional and sensitive manner and will adhere to the principles of privacy and confidentiality.

• Support is offered to the student if required, and the student is able to have a third party of their choosing present at all meetings.

• The student is to ensure that they maintain confidentiality of information when making a complaint. If the student is dissatisfied with the internal process, they may refer the matter to a relevant external body, such as The BC Human Rights Tribunal.

  The matter is referred to the Institute’s legal representatives if required at which time students will be advised that legal representation may be required if they have not already sought this.

1. If the institution receives tuition from the student, or a person on behalf of the student, the institution will refund the student, or the person who paid on behalf of the student, the tuition that was paid in relation to the program in which the student is enrolled if:

   1. the institution receives a notice of withdrawal from the student no later than seven days after the effective contract date and before the contract start date;

   2. the student, or the student’s parent or legal guardian, signs the student enrolment contract seven days or less before the contract start date and the institution receives a notice of withdrawal from the student between the date the student, or the student’s parent or legal guardian, signed the student enrolment contract and the contract start date; or

   3. the student does not attend a work experience component and the institution does not provide all of the hours of instruction of the work experience component within 30 days of the contract end date.

2. The institution will refund the tuition for the program and all related fees paid by the student or a person on behalf of the student enrolled in the program if the student is enrolled in the program without having met the admission requirements and did not misrepresent his or her knowledge or skills when applying for admission.

3. If a student does not attend any of the first 30% of the hours of instruction to be provided during the contract term, the institution may retain up to 50% of the tuition paid under the student enrolment contract unless the program is provided solely through distance education.

4. Unless the program is provided solely through distance education, if the institution receives a notice of withdrawal from a student:

   1. more than seven days after the effective contract date and

      1. at least 30 days before the contract start date, the institution may retain up to 10% of the tuition due under the student enrolment contract, to a maximum of $1,000.

      2. less than 30 days before the contract start date, the institution may retain up to 20% of the tuition due under the student enrolment contract, to a maximum of $1,300.

   2. after the contract start date

      1. and up to and including 10% of the hours of instruction to be provided during the contract term have been provided, the institution may retain up to 30% of the tuition due under the student enrolment contract.

      2. and after 10% but before 30% of the hours of instruction to be provided during the contract term have been provided, the institution may retain up to 50% of the tuition due under the student enrolment contract.

5. Unless the program is provided solely through distance education, if the institution provides a notice of dismissal to a student and the date the institution delivers the notice to the student is:

   1. equal to or before 10% of the hours of instruction to be provided during the contract term have been provided, the institution may retain up to 30% of the tuition due under the student enrolment contract.

   2. after 10% but before 30% of the hours of instruction to be provided during the contract term have been provided, the institution may retain up to 50% of the tuition due under the student enrolment contract.

6. If the institution provides the program solely through distance education and the institution receives a student’s notice of withdrawal or the institution delivers a notice of dismissal to the student and:

1. the student has completed and received an evaluation of his or her performance for up to 30% of the hours of instruction to be provided during the contract term, the institution may retain up to 30% of the tuition due under the student enrolment contract, or

2. the student has completed and received an evaluation of his or her performance for more than 30% but less than 50% of the program, the institution may retain up to 50% of the tuition due under the student enrolment contract.

7. The institution will refund fees charged for course materials paid for but not received if the student provides a notice of withdrawal to the institution or the institution provides a notice of dismissal to the student.

8. Refunds required under this policy will be paid to the student, or a person who paid the tuition or fees on behalf of the student, within 30 days:

   1. of the date the institution receives a student’s notice of withdrawal,

   2. of the date the institution provides a notice of dismissal to the student,

   3. of the date that the registrar provides notice to the institution that the institution is not complying with section 1(c) or 2 of this policy, or

   4. after the first 30% of the hours of instruction if section 3 of this policy applies.

9. If an international student delivers a copy of a refusal of a study permit to the institution, sections 1(a), 8 of this policy apply as if the copy of the refusal were a notice of withdrawal, unless:

   1. the international student requests an additional letter of acceptance for the same program that was the subject of the refusal of a study permit, or the program is provided solely through distance education.

Tel. (604) 569-0033 or 1-800-661-7441

Fax. (778) 945-0606

www.privatetraininginstitutions.gov.bc.ca PTI@gov.bc.ca

Please be advised that under section 61 of the Private Training Act, the Registrar is authorized to collect, use and disclose personal information in accordance with the Registrar’s regulatory duties under that Act. Accordingly, this institution is authorized to disclose your personal information to the Registrar for regulatory purposes.

Purpose:

The purpose of this procedure is to assist the Canadian National Institute of Business members in knowing how and where to report any sexual violence, to highlight resources available to assist students and employees both on and off campus, and in turn, to create a culture and normalization of reporting sexual violence as it impacts the College. This document is available in alternate format upon request. This policy is subject to review and modification every three (3) years.

Definitions:

See Appendix A.

Procedures:

1. If You Have Experienced Sexual Violence

It is often difficult to disclose and report incidents of sexual violence. It is entirely up to you if you choose to report the incident; however, we strongly encourage you to do so.

If you have experienced sexual violence and require emergency support, please call Police Services (911 for emergencies).

If you require medical attention, consider getting medical care at a local hospital. If possible, do not change clothes, bathe, or brush your teeth until evidence is collected. A complete medical evaluation will include evidence collection, a physical examination and treatment. Please note you will have the opportunity to opt out at any time during the medical evaluation.

The college will appropriately accommodate the needs of students who are affected by sexual violence in any way possible; please connect with the Office Administrator who will direct to you a private meeting room for a meeting with a Campus Director and to review the community resources available.

Other resources are available to you, and can support you in deciding whether or not to report the violence, including:

1. • Health and Counselling Services

   • The Centre for Human Rights, Equity & Diversity

   • Local Police Services

Anyone who has experienced sexual violence has the right to:

1. • be treated with dignity and respect;

   • be believed;

   • be informed about on-and-off-campus services and resources;

   • decide whether or not to access available services and to choose those services they feel will be most beneficial;

   • decide whether to report to campus security and/or local police;

   • have an on-campus investigation with the institution’s full cooperation;

   • have a safety plan; and

   • have reasonable and necessary actions taken to prevent further unwanted contact with the alleged perpetrator(s)

   • can have someone present with them in the process if they choose

Students are not required to report an incident of, or make a complaint about sexual violence under the process in order to obtain the supports and services of accommodation.

1. If you would like to File a Formal Complaint within the College, please advise the Campus Administrator who will supply you with the necessary forms and assist you; at any time throughout the process you may opt to have someone else present with you.

Individuals who have experienced sexual violence may also wish to press charges under the Criminal Code, please call Police Services (911 for emergencies).

2. What to Do if You Witnessed Sexual Violence

If you witness sexual violence, and require emergency support, please call Police Services (911 for emergencies).

If a member of faculty or staff of the College becomes aware of an allegation of sexual violence against another member of the College community, the faculty or staff is required to report the alleged incident to Canadian National Institute of Business.

3. What to Do if Someone Discloses Allegations of Sexual Violence

A person may choose to confide in someone (such as an instructor or administrator) about an act of sexual violence. Students who have experienced sexual violence may also disclose to staff or faculty members when seeking support and/or academic accommodation. A supportive response involves:

1. • listening without judgment and accepting the disclosure as true;

   • communicating that sexual violence is never the responsibility of the survivor;

   • helping the individual identify and/or access available on or off-campus services, including emergency medical care and counselling;

   • respecting the individual’s right to choose the services they feel are most appropriate and to decide whether to formally report to the police.

   • recognizing that disclosing can be traumatic and an individual’s ability to recall the events may be limited;

   • respecting the individual’s choices as to what and how much they disclose about their experience; and

   • making every effort to respect confidentiality and anonymity.

If disclosure is made to any faculty or staff member by a student seeking support or academic accommodation, the faculty or staff should refer the student to Administration or Director, to ensure that the student receives all necessary support and academic accommodation.

As indicated above, if faculty or staff member of the College becomes aware of an allegation of sexual violence against another member of the College community, the faculty or staff member is required to report the alleged incident to their direct supervisor immediately. From there, the supervisor with consult other college officials as appropriate and required.

In certain circumstances, the College may be required to initiate an internal investigation and/or inform the police of the need for a criminal investigation, even without the person’s consent, if the College believes that the safety of other members of the College community is at risk. In all instances, action will be taken understanding confidentiality as outlined in the Sexual Assault and Sexual Violence Policy.

4. Communicating with Individuals who have Experienced Sexual Violence

Sensitive and timely communication with individuals who have experienced sexual violence is a central part of the College’s first response to sexual violence. To facilitate communication the College will:

1. • ensure that designated employees who are knowledgeable about sexual violence are responsible for advocacy on campus on behalf of employees, students or any other member of the College community who have experienced sexual violence;

   • ensure employees respond in a prompt, compassionate, and personalized manner; and

   • ensure that the person who has experienced sexual violence and the respondent are provided with reasonable updates about the status of the College’s investigation of the incident when such investigations are undertaken.

5. Roles and Responsibilities of the Canadian National Institute of Business Community

While everyone on campus has a role to play in responding to incidents of sexual violence, some campus members will have specific responsibilities which might include:

1. • on-campus counselling supports to provide and assist with safety planning and make referrals to other services, including medical services. Counselling is available for the survivor, and where the respondent is a student, they may wish to avail themselves of counselling services also;

   • faculty, staff and administrators to support academic accommodations requested by Counselling and Health Services on behalf of those who have experienced sexual violence, e.g., extensions on assignments, continuing studies from home, and dropping courses;

   • Human Resources and the Centre for Human Rights, Equity and Diversity to assist with any incidents relating to employees; and

   • Security to assist with investigations and gathering evidence, to implement measures to reduce sexual violence on campus, and to collaborate with local police where appropriate.

6. How Will the College Respond to a Report of Sexual Violence?

Where a complaint of sexual violence has been reported to the College, the College will exercise care to protect and respect the rights of both the complainant and the respondent. The College understands that individuals who have experienced sexual violence may wish to control whether and how their experience will be dealt with by the police and/or the College. In most circumstances, the person will retain this control. However, in certain circumstances, the College may be required to initiate an internal investigation and/or inform the police of the need for a

criminal investigation, even without the person’s consent if the College believes that the safety of other members of the College community is at risk. The confidentiality and anonymity of the person(s) affected will be prioritized in these circumstances.

A report of sexual violence may also be referred to the police, or to other community resources at the complainant’s request, where the persons involved are not members of the College community or in circumstances where the College is unable to initiate an internal investigation under this Policy.

1. • Where the Respondent is a Student. Sexual violence is a violation of the Code of Student Conduct. It is considered a serious offence and will be addressed in a manner which is consistent with other serious offences.

   • Where the Respondent is an Employee Sexual violence is a violation of the Workplace Violence Prevention Policy & Procedure, and the Human Rights Policy & Procedure. Allegations against employees will be addressed in accordance with the procedures set out in this Policy, and other College policies. If the complaint is sustained following an investigation, the College will decide on the appropriate disciplinary actions consistent with any applicable collective agreement and/or policies regarding discipline.

   • Where the Respondent is not a Student or Employee Contractors, suppliers, volunteers or visitors who attend on campus will be subject to complaints if they engage in prohibited conduct. Where a complaint against the respondent is substantiated, the College will take appropriate action.

All contractual relationships entered into by the College will be governed by a standard contract compliance clause stating that contractors must comply with this Policy and the British Columbia Human Rights Code, including co-operating in investigations. Breach of the clause may result in penalties, cancellation, or other sanctions.

1. • Multiple Proceedings

Where criminal and/or civil proceedings are commenced in respect to the allegations of sexual violence, the College may conduct its own independent investigation into such allegations, and will make its own determination in accordance with its policies and procedures. Where there is an ongoing criminal investigation, the College will cooperate with the local police.

Appendix A: Definitions

SEXUAL ASSAULT:

Sexual Assault is a form of Sexual Violence and is a criminal offence under the Criminal Code of Canada. Sexual assault is any type of unwanted sexual act done by one person to another that violates the sexual integrity of that person and involves a range of behaviours from any unwanted touching to penetration. Sexual assault is characterized by a broad range of behaviours that involve the use of force, threats, or control towards a person, which makes that person feel uncomfortable, distressed, frightened, threatened, or that is carried out in circumstances in which the person has not freely agreed, consented to, or is incapable of consenting to.

SEXUAL VIOLENCE:

A broad term that describes any violence, physical or psychological, carried out through sexual means or by targeting sexuality. This violence takes different forms including sexual abuse and sexual assault. Acts of sexual violence include: unwanted sexual comments or advances; coercion of another person’s sexuality by physical or psychological intimidation; and/or the denial of another person’s sexual decision-making rights. Anyone, regardless of age, gender or sexual orientation can fall victim to sexual violence. Sexual violence can profoundly impact physical and mental wellbeing of individuals and communities.

SEXUAL HARASSMENT:

Is prohibited by the British Columbia Human Rights Code and may be based on gender (including transgendered persons) or may involve the use of overt sexual language or sexual innuendo which makes an individual feel uncomfortable. Sexual harassment includes, but is not limited to, the following:

• Any deliberate and unsolicited sexual comment, suggestion or physical contact that creates an uncomfortable learning/working environment for the recipient and is made by a person who knows or ought reasonably to know that such action is unwelcome;

• A sexual advance or solicitation made by a person where the person making the advance or solicitation knows or ought reasonably to know that it is unwelcome;

• A reprisal or threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the person;

• Unwelcome remarks, jokes, sexual innuendoes or taunting about a person’s body, attire, sex, personal or social life;

• Practical jokes of a sexual nature which cause awkwardness or embarrassment;

• Displaying and/or distributing pornographic pictures or other offensive material of a sexual nature, either through printed copy or personal computer;

• Leering (suggestive staring) or other gestures;

• Unnecessary physical contact such as touching, patting or pinching;

• Expressions of gender bias which may include remarks that are discriminatory, degrading or derogatory and create a poisoned work environment;

• Requests for sexual favours; and/or

• Sexual assault.

CONSENT:

The voluntary and explicit agreement to engage in the sexual activity in question. It is the act of willingly agreeing to engage in specific sexual behaviour, and requires that a person is able to freely choose between two options: yes and no. This means that there must be an understandable exchange of affirmative words, which indicates a willingness to participate in mutually agreed upon sexual activity. It is also imperative that everyone understands the following:

• Silence or non-communication must never be interpreted as consent and a person in a state of diminished judgment cannot consent.

• A person is incapable of giving consent if they are asleep, unconscious or otherwise unable to communicate.

• A person who has been threatened or coerced (i.e. is not agreeing voluntarily) into engaging in the sexual activity is not consenting to it.

• A person who is drugged is unable to consent.

• A person is usually unable to give consent when under the influence of alcohol and/or drugs.

• A person may be unable to give consent if they have a mental disability preventing them from fully understanding the sexual acts.

• The fact that consent was given in the past to a sexual or dating relationship does not mean that consent is deemed to exist for all future sexual activity.

• A person can withdraw consent at any time during the course of a sexual encounter.

• A person is incapable of giving consent to a person in a position of trust, power or authority, such as, a faculty member initiating a relationship with a student who they teach, an administrator in a relationship with anyone who reports to that position.

• Consent cannot be given on behalf of another person.

It is the responsibility of the initiator of sexual activity to ensure clear and affirmative responses are communicated at all stages of sexual engagement. It is also the initiator’s responsibility to know if the person they are engaging with sexually is a minor.

NOTE:

For information purposes only, the Criminal Code uses the following definition of “consent”:

CONSENT:

The voluntary agreement to engage in the sexual activity in question. No consent is obtained, where:

1. the agreement is expressed by the words or conduct of a person other than the complainant;

2. the complainant is incapable of consenting to the activity;

3. the accused induces the complainant to engage in the activity by abusing a position of trust, power or authority;

4. the complainant expresses, by words or conduct, a lack of agreement to engage in the activity; or

5. the complainant, having consented to engage in sexual activity, expresses, by words or conduct, a lack of agreement to continue to engage in the activity.

ACQUAINTANCE SEXUAL ASSAULT:

Sexual contact that is forced, manipulated, or coerced by a partner, friend or acquaintance.

AGE OF CONSENT FOR SEXUAL ACTIVITY:

The age at which a person can legally consent to sexual activity. In Canada, children under 12 can never legally consent to sexual acts. Sixteen is the legal age of consent for sexual acts. There are variations on the age of consent for adolescents who are close in age between the ages of 12 and 16. Twelve and 13 year-olds can consent to have sex with other youth who are less than 2 years older than themselves. Youth who are 14 and 15 years old may consent to sexual involvement that is mutual with a person who is less than 5 years older. Youths 16 and 17 years old may legally consent to sexual acts with someone who is not in a position of trust or authority.

COERCION:

In the context of sexual violence, coercion is unreasonable and persistent pressure for sexual activity. Coercion is the use of emotional manipulation, blackmail, threats to family or friends, or the promise of rewards or special treatment, to persuade someone to do something they do not wish to do, such as being sexual or performing particular sexual acts.

DRUG-FACILITATED SEXUAL ASSAULT:

The use of alcohol and/or drugs (prescription or non-prescription) by a perpetrator to control, overpower or subdue a victim for purposes of sexual assault.

RAPE:

This policy refers to the offence of sexual assault to align with the current offence contained in the Criminal Code. The word “rape” is no longer used in criminal statutes in Canada. The term was replaced many years ago to acknowledge that sexual violence is not about sex but is about acts of psychological and physical violence. The term “sexual assault” provides a much broader definition and criminalizes unwanted behavior such as touching and kissing as well as unwanted oral sex and vaginal and anal intercourse. Although the term no longer has a legal meaning in Canada, the term rape is still commonly used.

STALKING:

A form of criminal harassment prohibited by the Criminal Code of Canada. It involves behaviours that occur on more than one occasion and which collectively instill fear or threaten the target’s safety or mental health. Stalking can also include threats of harm to the target’s friends and/or family. These behaviours include, but are not limited to non-consensual communications (face to face, phone, email, social media); threatening or obscene gestures; surveillance; sending unsolicited gifts; cyber-stalking; and uttering threats.

SURVIVOR:

Some who have experienced sexual violence may choose to identify as a survivor. Individuals might be more familiar with the term “victim”. We use the term survivor throughout this policy

where relevant because some who have experienced sexual assault believe they have overcome the violent experience and do not wish to identify with the victimization. It is the prerogative of the person who has experienced these circumstances to determine how they wish to identify.

Title:	Student Attendance Policy
Date:	January 7, 2019
Applicable To:	CNIB Students

The Canadian National Institute of Business strongly asserts that good attendance influences the academic and overall student success. Students are expected to attend classes as scheduled.

Minimum Attendance Requirements

A minimum attendance of 80% of the scheduled classes is expected. For example, in 20 hours scheduled course, attendance of 16 hours is expected as minimum, hence 4 hours are the maximum number of hours that are allowed absences.

Consequences of not meeting attendance requirements

Any student who reaches the maximum absence cannot write the final exam and/or participate in the final project. Exceptions may be made for special and/or compelling circumstances.

Absences for medical and emergency reasons are considered “excused” absences if student provides evidence of the reason.

Absence reporting process

Student must report the absence to the College Administrator and/or Course Instructor by contacting the Institute via telephone or email. Appropriate contact details for this reporting are provided during the orientation.

Special leave requests

Any breaks or required leaves that are not in accordance with the Institute’s study schedule must be reported to the Campus Manager / Director in advance. A leave application should be submitted citing the appropriate reasons and exact dates. Grant of such leave requests is not guaranteed.

POLICY:

To provide adequate counselling prior to placing a student on probation, suspension or expulsion.

PURPOSE:

The faculty and administration of Canadian National Institute of Business desire that students should progress with a high level of practical and theoretical attainment. Because the ideal is not always fulfilled, it may be necessary to counsel, place on probation, suspend or expel a student for inadequate performance or unacceptable actions.

RATIONALE:

To provide a procedure by which students interrupting or abusing the academic functions of the college may be counselled, placed on probation, suspended from classes or expelled from the college.

PROBATION:

Probation is a suitable period of time that allows the faculty and administration to assess the performance of a student. The nature of the probation and the length of the probation should be given to the student in writing and a copy filed with the student file. The Campus may place a student on probation.

SUSPENSION:

Suspension will be for a limited time, usually a single class or a series of classes, but will not exceed one week. The Campus will be authorized to suspend a student for a limited time.

EXPULSION:

On receipt of a recommendation for expulsion, the Campus will review the case with person appointed by the Director before final action is taken. This will be accomplished within one week of the recommendation, and the student may be suspended from classes during this time.

REASONS FOR EXPULSION:

Students who fail one module may continue in their program but will be issued a warning of impending difficulties unless adaptive changes are made. Assistance from administration or instructors will be strongly recommended.

Students who fail 2 consecutive modules may be dismissed from their program. Students dismissed from their program and wishing to be re-admitted to their program must apply in writing to the Campus. Students dismissed from their program and given permission to continue in their program will do so only with conditions or requirements as set down by the Campus.

Students who miss more than 3 classes may be dismissed.

Students whose behaviour undermines the safety or security of the Campus or its students, staff or faculty, or whose behaviour is deemed disruptive or abusive, or who use drugs or alcohol on campus, may be suspended, placed on probation, or dismissed.

Please fill out this form completely Date:

Student:		Mailing Address:
Student No.:		City:
Telephone:		Province:
Email Address:		Postal Code:

Course:

Instructor:

Please explain the reason for your appeal and any documentation in support of your appeal, such as doctor’s certificates. The College will review the Student Petition for Appeal and respond in writing, usually within one month.

Student Grade Appeal Policy

Student Petition for Appeal Procedure

It is the desire of Canadian National Institute of Business to resolve any appeals, complaints or concerns in a prompt and courteous manner. It is the expectation of the College that most issues will be resolved informally by way of discussion between the student and the appropriate staff member.

Canadian National Institute of Business has established specific procedures for lodging a complaint or appeal.

• Appeals regarding grades or dismissals are subject to the academic Appeal Policy. Please use this Student Petition for Appeal Form to file an appeal.

• Complaints are subject to the relevant policies established by the College such as harassment/ discrimination, unsafe work conditions, breach of privacy or confidentiality. Please use the Student Complaint Form to file your grievance.

Procedure for Appeals Regarding Dismissal, Grades or Assessments

Step 1: In an effort to resolve the issue informally, the student will bring the issue to the course instructor.

Step 2: If the problem remains unresolved, the student may present the complaint or concern in writing, using the Student Petition to Appeal Form, to the Director of the campus at which the student is registered. The written submission must include details related to the Step 1 process. The Director will initiate an individual or joint discussion with the student(s) and staff member(s) involved. If resolved, the Director will notify all concerned parties, in writing, of the decision and the reasons upon which the decision is based. The student will receive a copy of the Appeal, the decision, and all submissions filed in regards to the decision.

Step 3: If the problem remains unresolved, the student may refer the matter, in writing, to the Director of Canadian National Institute of Business. Step 3 must be completed within six (6) weeks from the end of the course. The Director will review the materials submitted and may convene a meeting between all parties. The Director will then render a final decision and notify all parties concerned, in writing, of the decision and the reasons upon which the decision is based. The student will receive a copy of the Appeal, the decision, and all submissions filed in regards to the decision.

As a guideline, steps 1 to 3 should not normally exceed one month.

A copy of the decision and all related documents will be kept at the campus and another copy kept by the Canadian National Institute of Business at their location on 3030 Lincoln Avenue, Coquitlam, BC V3B 6B4, for a period of not less than three years from the date of the final decision.

Student Complaint Form

Please fill out this form completely

Student:		Mailing Address:
Student No.:		City:
Telephone:		Province:
Email Address:		Postal Code:

Respondent: (i.e.: Campus, Faculty, Student)		Mailing Address:
Student No.: (if applicable)		City:
Telephone:		Province:
Email Address:		Postal Code:

Please provide a concise description of the complaint. Be sure to indicate witnesses and all steps already taken to date, by the Complainant. If additional space is required please complete and attach a second form.

Student Complaint Form Procedure

It is the desire of Canadian National Institute of Business to resolve any appeals, complaints or concerns in a prompt and courteous manner. It is the expectation of the College that most issues will be resolved informally by way of discussion between the student and the appropriate staff member.

General Guidelines:

• Appeals regarding grades or dismissals are subject to the academic Appeal Policy. Please use the Student Petition for Appeal Form to file an appeal.

• Complaints are subject to the relevant policies established by the College such as harassment/ discrimination, unsafe work conditions, breach of privacy or confidentiality. Please use this Student Complaint Form to file your grievance.

• Statements of complaint must be made in writing.

• All complaints are confidential.

• The procedure outlined below must be followed.

• A staff presented with a verbal complaint will ask the student to follow the procedure and remind the student of the written complaint requirement.

• The Administrator will also ask for a copy of any written response(s) from those already contacted by the student in accordance with the procedure.

• Arrangements for meetings and written responses from the person being complained about will be made in a timely and professional fashion. No complaint will go unanswered.

• Records of Complaints will be maintained at the location where they originated for a period of at least three years.

• The complainant may have another person present at all stages of the proceedings.

Procedure for Complaints about the College or another Student

Step 1.

The student will request a meeting with the Instructor responsible for the course to discuss the complaint verbally. If not resolved at this level, the student will proceed to Step 2.

Step 2.

The student will submit a completed written complaint to the Administrator, using the following contact information:

Insert: Administrator’s name, title, contact address, phone number and email address

The Administrator will arrange a meeting with the student within 7 days of receipt of the written complaint. The student will have an opportunity to make an oral presentation of the complaint at this meeting and to have another person present or another person make the oral presentation on his/her behalf. This meeting discussion will be minuted.

The Administrator will provide a written response to the student, outlining the discussion and any proposed and/or agreed upon solution(s) within 7 days of the meeting. This response will include a decision statement, together with the reasons on which the decision is based and minutes of meetings held.

If not resolved at this level, the student will proceed to Step 3. Step 3.

The student will submit a completed written complaint to the Director, using the contact information:

Canadian National Institute of Business Head Office 3030 Lincoln Avenue, Coquitlam, BC V3B 6B4

The Director will arrange a meeting with the student within 7 days of receipt of the written complaint (which should include the Administrator’s response with recommended solutions and the student’s objections or comments regarding these solutions). The student will have an opportunity to make an oral presentation of the complaint. This meeting will be minuted.

The Director will provide a written response to the student, outlining the discussion and any proposed and/or agreed upon solution(s) within 7 days of the meeting. This response will include a decision statement, together with the reasons on which the decision is based and minutes of meetings held. You must include copies of all documents related to the complaint when referring the matter to the Superintendent.

If not resolved at this level, the student will proceed to contact the Private Training Institutions Branch (www.privatetraininginstitutions.gov.bc.ca)