Where a formal complaint is filed under the Board’s workplace harassment or human rights policy against a principal or vice-principal, then he/she is the respondent in the complaint investigation procedure. As the employer, the Board must remain neutral and allow the process to unfold or risk a loss in grievance arbitration due to a challenge that an investigation is biased.[1] The board’s responsibilities include the application of a threshold assessment of the complaint (to determine whether the allegations, if true, would meet the definition of harassment); [2] the engagement of a neutral, experienced and trained investigator;[3] the provision of procedural fairness and due process;[4] and the recognition of the right of the administrator to have representation.[5]
[1] Ibid.
[2] An Educator’s Guide to Understanding Workplace Harassment, Sarah Colman and Allyson Otten (2007). pg. 112 and 124.
[3] Ibid, pg. 123-127.
[4] Ibid, Chapter 7
[5] Ibid, pg. 137