Interim Measures Examples + Support
Interim measures may be applied to a person alleged to have compromised the safety or dignity of another member of the University community in order to ensure the safety of the learning environment, discourage retaliation, prevent further harm and/or preserve the University’s ability to conduct a thorough investigation where there has been a complaint under University policy.
Interim measures may be applied as a result of a disclosure or a complaint, are to be as minimally restrictive as possible to meet the above goals, and must be responsive to the needs of the person who disclosed having been harmed.
Students + Postgraduate Learners
Example interim measures for students or postgraduate learners include:
- A requirement not to have contact with specified individuals.
- Limited access to specified areas at specified times.
- Limited access to specified areas at all times.
- Change in University residence.
- Change in class schedule.
- Increased monitoring or supervision, for example, periodic check-ins with Protective Services.
- Any other condition, restriction or requirement that is appropriate and proportionate to the situation, and that meets the above referenced goals.
In addition, students who have been alleged to have compromised the safety or dignity of another member of the University community will be provided with:
- Information on the relevant University processes.
- Referrals to or information about support services, including but not limited to:
- Wellness Supports
- Counselling and Clinical Services
- Peer Support Centre
- Office of the Student Ombuds
- Office of Safe Disclosure and Human Rights
- Interfaith Chaplains’ Association
- the Landing
- Other services and resources as appropriate
Employees, Postdoctoral Fellows + Academic Colleagues
Subject to relevant collective agreements, policy or procedure, example interim measures for employees, postdoctoral fellows or academic colleagues may include:
- A requirement to have limited or no contact with specified individuals.
- Limited access to specified areas at specified times.
- Limited access to specified areas at all times.
- Change in work assignment.
- Change in work schedule.
- Change in work location (for example, working from home or in another location).
- Increased monitoring or supervision.
- Any other condition, restriction or requirement that is appropriate and proportionate to the situation, and that meets the above referenced goals.
In addition, employees, postdoctoral fellows or academic colleagues who have been alleged to have compromised the safety or dignity of another member of the University community will be provided with:
- Information on the relevant University processes.
- Referrals to or information about available supports, including but not limited to:
- Employee Family Assistance Program / Postdoctoral Fellows Assistance Program / Graduate Student Assistance Program (GSAP) and/or Homewood Health
- GSA , PDFA , NASA or AASUA member services
- Community counselling services
- Office of Safe Disclosure and Human Rights
- Interfaith Chaplains’ Association or Augustana Pastoral Counselling
- Other services and resources as appropriate
Notwithstanding the above, the decision-maker may invoke the University of Alberta Protocol for Urgent Cases of Disruptive, Threatening or Violent Behaviour when warranted.
Related Policies:
- Sexual and Gender-Based Violence Policy.
- Discrimination, Harassment and Duty to Accommodate Policy .
- Student Conduct Policy.
Definitions
Any definitions listed below apply to this document only with no implied or intended institution-wide use.
Non-disciplinary conditions or restrictions that the University may apply to a person within the scope of this policy alleged to have committed a violation under this policy. Such conditions may be applied in response to a disclosure or complaint.
The purposes of interim measures are to ensure the discloser’s safety or the safety of the University’s learning environment, to remove barriers to the discloser’s access to the learning environment, to discourage or prevent retaliation, prevent further harm and/or preserve the University’s ability to conduct an investigation.
Interim measures are not based on a finding of a policy violation, are not considered sanctions under any University complaint process, and will not be interpreted or used in a complaint as evidence that the person under allegation committed misconduct.
The learning environment is to be understood broadly to encompass all aspects of University life. It includes:
- physical and virtual spaces where University teaching, learning, work, research, residence, recreational and social activities take place.
- University activities, events and functions, including, but not limited to, teaching, research, studying, work, administration, meetings, public service, travel, conferences, and training; public lectures, performances, student group events, and social or sports activities.
Any verbal or written report or account by any person within the scope of this policy to a member of the University community that they have been subjected to SGBV, often for the purpose of seeking support or assistance.
A type of disclosure made to a University official that alleges SGBV misconduct for the express purpose of initiating a formal University disciplinary process, including an investigation and decision on disciplinary action.