Japan Canada Student Association (JCSA) at the University of Toronto

Rules and Codes of Conduct

CODES OF CONDUCT

This page outlines the specific Codes of Conduct as a general anti-harassment policy during JCSA and JCSA Events. As stated on the Language Exchange page, the Codes of Conduct makes sure that you’re here to learn or take part and not offend anyone. We want you to take your membership seriously. This is a Japanese-English study club only. Codes not otherwise present may be addressed from the University of Toronto policies.

Behaviour not deemed in the interests of JCSA will be grounds for membership termination. Please also read No Email or Phone Number Exchange (or 個人情報) as this is referred to as “JCSA rule #1”. (The Codes of Conduct show this under Offences Against Persons point 6 part 2 below). If these Codes of Conduct do not meet with your approval, please do not become a member. There are other clubs in the Toronto area for your consideration.

Thank you for making our club responsible and welcoming to all it’s members.


(Third revision Dec. 29/01)

Registered and recognized members, executives, and volunteers of the Japan Canada Student Association (JCSA) must to the best of their abilities adhere to these, the CODES OF CONDUCT.

(Note: Terms written in this document are defined by the Ontario Human Rights Codes. As much as it is relevant to theJCSA, these CODES OF CONDUCT mirror those of the University of Toronto.)

These CODES OF CONDUCT apply to all of the members of JCSA. In the event that students of the University of Toronto commit offences, the jurisdiction of investigation and punishment will fall upon the university. In the event that the university wishes it so, the matter may be turned over to the authorities of the City of Toronto.

Offences Against Persons:

  1. No person shall assault another person sexually or threaten any person with sexual assault. (Offences of this nature are addressed in the JCSA Sexual Harassment Policy).
  2. No person shall otherwise assault another person, threaten any other person with bodily harm, or knowingly cause any other person fear of bodily harm.
  3. No person shall knowingly create a condition that unnecessarily endangers the health or safety of other person(s).
  4. No person shall threaten any other person with damage to his or her property, or knowingly cause any other person to fear damage to his or her property.
  5. No person shall engage in a course of vexatious conduct directed at another individual that is based on race, sex, creed, sexual orientation, or economic status or subject matter that is known to be unwelcome to the individual.
  6. No person shall cause another person to fear for their personal safety by:
    • Repeatedly following that person from place to place.
    • Repeatedly and persistently communicate with the individual; knowing full well that such communication is unwelcome (This also applies to phone harassment which falls upon the jurisdiction of the province of Ontario).
    • Engaging in threatening conduct directed at the other person or member of family, friends or colleagues of the other person.

A. Purpose of the CODES OF CONDUCT:

  1. To establish a social atmosphere within all JCSA regular / special events, which is safe to all members present.
  2. To provide assistance when needed to members/guests of JCSA in the event that an incident occurs within a JCSAregular / special event.
  3. If necessary, to determine the appropriate disciplinary action after an incident.

B. JCSA Responsibilities:

The EXECUTIVE must be conscious of its responsibility and act accordingly with this policy as its guide. The EXECUTIVE must act upon information concerning the alleged incident. Failure to act could result in:

  1. Harm to the complainant(s).
  2. A tarnished reputation or the club.
  3. Charges of prior knowledge against the club.

C. Procedure For Complaint:

A formal complaint should be made in writing, whether in Japanese or English, and signed by the complainant. The signed complaint can then be handed to any of the JCSA EXECUTIVES where the PRESIDENT and VICE-PRESIDENT will investigate the complaint themselves or assign ANOTHER EXECUTIVE MEMBER to investigate.

Both the complainant and the alleged perpetrator are entitled to have a friend with them during meetings with the member(s) of the EXECUTIVE handling the investigation.

The EXECUTIVE MEMBER will:

  1. In full detail inform the alleged perpetrator as soon as possible after the complaint has been filed against him/her.
  2. Take further statements from both the complainant and alleged perpetrator.
  3. To maintain complete neutrality.
  4. To report the findings of the investigation as soon as possible to the PRESIDENT and VICE-PRESIDENT.

All information provided to the EXECUTIVE MEMBER conducting the investigation will remain confidential. Only EXECUTIVE MEMBERS of the JCSA will be privy to knowledge of that particular complaint.

D. Proof:

The JCSA EXECTIVE has the usual burden of proof to show just cause for the discipline imposed, and to prove that the penalty is appropriate under the particular circumstances. The standard of proof in such cases is normally proof on a balance of probabilities. In cases of dismissal from the club or where there is a serious disciplinary response, the standard of proof is to be a balance of probabilities on clear evidence.

E. The Rights of the Complainant:

  1. To file a complaint and get a fair review of his/her situation without fear of reprisal.
  2. To be kept informed of the process by the JCSA EXECUTIVE.
  3. To be interviewed separately during the investigation
  4. To simultaneously pursue other options of redress.
  5. To receive fair treatment in an environment free of harassment and discrimination.

F. The Rights of the Alleged Perpetrator:

  1. To be informed as soon as reasonably possible that a formal complaint has been filed.
  2. To be presented with the allegations and to be afforded the opportunity to respond to them
  3. To be kept informed of the process by the JCSA EXECUTIVE.
  4. To simultaneously pursue other options of redress and/or defence.
  5. To receive fair treatment in an environment free of harassment and discrimination.

G. Investigations of Formal Complaints:

  1. As soon as reasonably possible, inform the person against whom a formal complaint has been lodged and filed and to explain the details.
  2. To inform all parties involved of their rights.
  3. To interview the parties concerned separately as soon as reasonably possible.
  4. To interview any witness/other EXECUTIVES where appropriate.
  5. To collect evidence.
  6. To document the situation accurately and completely.
  7. To prepare a final report with recommendations to be presented to the EXECUTIVE COMMITTEE.