Fair Treatment Policy Review Update: Completion of Policy Development Work

The University of Prince Edward Island is pleased to share that the work of the Fair Treatment Replacement Policy Committee has now concluded, following more than 15 months of sustained engagement, consultation, and careful deliberation.

The committee was constituted in December 2024, in accordance with the current Fair Treatment Policy (12.7.1), to engage in a university-wide consultative process, with the aim of arriving at a recommendation for a new Harassment and Discrimination Policy and Sexual Violence Policy. The current Fair Treatment Policy was developed in 2003. The last reviewed Version Date is November 21, 2005. The policy was due for review in 2007. 

Evidently, the committee was tasked with addressing policy areas that were long overdue, highly consequential, and complex. Throughout its mandate, members engaged deeply with diverse perspectives and navigated difficult and, at times, contentious issues with professionalism, care, and a shared commitment to the long-term well-being of the UPEI community.

Chair of the Fair Treatment Policy Review Committee, Mr. Brian Thompson, has provided a report of the work of the FTPRC in developing the new Sexual Violence Policy and the Harassment and Discrimination Policy.

The university extends its sincere appreciation to the committee members for the significant time, expertise, and thoughtful leadership they brought to this work.

Their efforts were strengthened by extensive engagement across the institution and beyond. In particular, UPEI wishes to acknowledge:

• The active and ongoing engagement of our valued union partners - IBEW, CUPE 1840 and 501, the UPEI Faculty Association, and the UPEI Student Union, whose participation helped ensure the policies were informed by lived experiences and collective agreement considerations.
• The expertise and guidance of external legal counsel engaged to support the development of sound and legally robust policy frameworks, GLT Corporation and Nijhawan McMillan & Conlon Barristers.
• The many faculty, staff, students, survivors and service provider consultations, as well as the written submissions received, which provided essential insight and informed committee deliberations
• The contributions of the Joint Occupational Health and Safety Committee, whose perspective was critical to responsible and responsive policy development
• The leadership and sustained support of the Offices of the President and the Vice-President, People and Culture as well as expert advice of the Sexual Violence Prevention and Response Office (SVPRO) throughout the process
• The engagement and oversight provided by members of the Board of Governors, whose governance role helped guide the work to completion

This process reflects UPEI’s commitment to thoughtful governance, meaningful consultation, and principled decision making, particularly when addressing issues that were difficult and contested. The policies emerging from this work are stronger because of the breadth and depth of participation involved.

Next Steps

With the committee’s work now complete, the policies will proceed through UPEI’s required approval processes. In accordance with Article A17.1 of the FA1 Collective Agreement, the next step is to receive the express written consent from the Faculty Association, which the university believes will be forthcoming. Subject to that consent, the policies will then be advanced for consideration and approval by the Board of Governors.

Completion of these steps will result in two community-driven, legally sound, and long needed policies. Their development responds directly to the UPEI Action Plan following the 2023 Rubin Thomlinson Report, and reflects UPEI’s responsibility to act with care, accountability, and transparency.

The university thanks everyone who contributed their time, expertise, and perspectives over the past 15 months. This work represents an important milestone and will continue to shape UPEI’s institutional practices in the years ahead.

For future and past updates regarding this policy replacement process, visit the Fair Treatment Policy Review web page. 

Sincerely,

Jane Ngobia, Vice-President, People and Culture