Safe Reporting at the Cumming School of Medicine

Anyone from the Cumming School of Medicine (CSM) community (e.g learners, faculty, staff) may use the Safe Reporting at CSM process. 

Witnesses to mistreatment, or other third parties (ie. those who have received disclosures of mistreatment) may also submit a report, provided that they have consent to do so from the original person who experienced mistreatment.

• the nature of the activity giving rise to the concern (where, when, a summary of the events)
• a description of all parties involved (including potential witnesses)
• any potential financial interests and rewards
• possible violations of law or University policy
• any other information useful 

Reports can be made anonymously, but this can limit the ability to respond to reports.

Mistreatment as adopted from the Association of Faculties of Medicine of Canada (AFMC) definition, is intentional or unintentional behavior that disrespects the dignity of others and compromises the learning and working environment. Mistreatment can involve a single incident or a pattern of behavior.

Misconduct is actions and behaviour that go against the Cumming School of Medicine Professional Standards or University of Calgary Code of Conduct.

Harassment is defined by the Harassment Policy, summarised as:

"i. unwelcome and inappropriate verbal, written, graphic or physical conduct, or
coercive behaviour, and is based on a Protected Ground; or not based on a Protected Ground (Personal Harassment). It includes:
i. misuse or abuse of power having the effect or purpose of significantly
abusing, threatening, demeaning or intimidating
ii. such conduct that has the purpose or effect of significantly interfering with work or
educational performance; or
iii. such conduct that creates an intimidating, hostile, or offensive working, living or
educational environment."

Submissions are confidential. For an anonymous, external reporting option, please refer to ConfidenceLine for more information.

Limits to confidentiality are exceptional circumstances where CSM/University of Calgary may need to act urgently on a report without first obtaining consent. Limits to confidentiality will be discussed beforehand with any person reporting a concern, and include when there is:

• an imminent risk of harm to self or others
• a risk of harm to someone aged less than 18 years old,
• sexual violence committed by a regulated healthcare professional
• occupational health and safety considerations
• another legal/regulatory/university obligation to act (e.g., College of Physicians and Surgeons of Alberta)

Retaliation/reprisal against those who make reports is strictly against University policy and is subject to discipline. Read here for more information about reprisal.

The University of Calgary Harassment policy defines these terms below:

Reprisal means Retaliatory Measures that are taken against an individual because they have sought advice about making a Complaint, made a Complaint in good faith,
co-operated in an investigation of a Complaint, or declined to participate in behaviour
that would breach this policy.

Retaliatory Measures include:
i. a dismissal, layoff, suspension, demotion or transfer, discontinuation or
elimination of a job, change of job location, reduction in wages, change in hours of
work or reprimand;
ii. any act that adversely affects the employment, working conditions, or education of
the individual; and
iii. a threat to do any of the above.

The Protected Disclosure & Research Integrity Office (PDRIO) serves as the first point of contact, oversees the formal reporting process, and can refer reporters to CSM Human Resources (HR) and the CSM Dean's Office for those wishing to access the informal resolution process. As parties external to the School of Medicine (accountable to Main Campus offices), the PDRIO and CSM HR are able to provide neutral support to those affected by mistreatment.

Depending on the allegation, there are circumstances that may involve the formal reporting process being led by CSM HR and CSM Dean's Office, or by an external investigator. This would be discussed with the Reporter.

The formal reporting process is guided by the most applicable process out of the University of Calgary Procedure for Protected Disclosure, Student Non-Academic Misconduct Policy, and/or the University of Calgary Harassment Policy. It often involves a formal investigation.

The informal process is meant to complement existing UCalgary policies. It is a voluntary process that provides a structured alternate reporting mechanism and informal resolution options.

Yes. Reporters may have a union representative (Alberta Union of Provincial Employees (AUPE), The Faculty Association of the University of Calgary (TUCFA)), Director of Resident Support (DRS), or an emotionally supportive person with them as part of the Safe Reporting process.