${vImageAlt}

Making a formal complaint after a sexual assault

A formal process is required before disciplinary action can be taken by the university.

Seek help Report Make a complaint
The pages above are condensed versions of the full Procedures Related to the Sexual Assault Prevention Policy

There are different pathways to make a complaint about sexual assault or sexual misconduct. The first two pathways depend on whether the Accused Person is a student or an employee. Information is also contained within this section about what happens when the Accused Person is a visitor to the campus.

When the Accused Person is a student

Complaints of sexual assault or sexual misconduct may be initiated:

  • By the Reporting Person; or
  • By any other individual including a university official, on behalf of the Reporting Person

If the Accused Person is found to have breached the standard of conduct for students, disciplinary action will be taken. Normally, a formal complaint is to be made within one year of the incident, although this time limit may be extended depending on the circumstances of the complaint and the reason for the delay. 

Complaints against a student are pursued through the Standard for Student Conduct in Non-Academic Matters and Regulations and Procedures for Resolution of Complaints and Appeals.

When the Accused Person is an employee of the U of S

Complaints of sexual assault or sexual misconduct may be initiated:

  • By the Reporting Person; or
  • By any other individual including a university official, on behalf of the Reporting Person

Complaints against employees are pursued following the procedures existing for addressing formal complaints under the Discrimination and Harassment Prevention Policy, the process described in any applicable collective bargaining agreement, and/or the Violence Prevention Policy.

In the event that the Accused Person is found to have breached the Sexual Assault Prevention Policy, disciplinary action will be taken in accordance with the respective collective agreement (for those employees in scope of a bargaining unit) and applicable employment legislation.  Where the Accused Person is an employee who is not in-scope of a bargaining unit and, thus, not part of a collective agreement, disciplinary action will be pursued following applicable employment legislation.

Normally, complaints must be made within one year of the incident, although this time limit may be extended depending on the circumstances of the complaint and the reason for the delay although there may be exceptional circumstances.

Right to Withdraw a Complaint

A student or an employee who pursues a formal complaint through a university process has the right to withdraw a complaint at any stage of the university’s complaint process. However, the university may continue to act on the issue identified in the complaint in order to comply with its obligation under the Policy on Sexual Assault Prevention and/or the university’s legal obligations. 

Protection from Reprisals, Retaliation, Threats, and Intentionally False Complaints

The Sexual Assault Prevention Policy prohibits any acts of retaliation including threats, intimidation, reprisals, or hostile education or employment action, against a person who has filed a formal complaint, reported or disclosed an incident, or has participated in any manner in the investigation or resolution of a report of sexual assault or sexual misconduct.

Intentionally false accusations of sexual assault or sexual misconduct (e.g., reports and/or complaints that are filed in bad faith) are also prohibited under the Sexual Assault Prevention Policy. These complaints occur when a person purposefully misrepresents the facts or makes accusations maliciously, without regard for the truth. Intentionally false accusations do not include reports made in good faith, even if the facts alleged in the report or formal complaint cannot be substantiated by an investigation.

Allegations that a complaint has been made in bad faith or that retaliation has occurred may be investigated using the same procedure that is used to investigate complaints under the Sexual Assault Prevention Policy. Individuals who are found to have engaged in retaliation or made deliberately false accusations may be subject to sanctions and/or disciplinary action.

Complaining about an Accused Person who is not a University Student or Employee

When an Accused Person is neither a student nor an employee at the University of Saskatchewan, the university can assist the Reporting Person in a series of steps, including but not limited to:

  • Assist the Reporting Person to make a report to Saskatoon Police Service as described above under Reporting Sexual Assault or Sexual Misconduct.
  • Assist the Reporting Person to make a report to another institution, in those cases where the Accused Person is a student at another institution.
  • Make a report to another employer, in those cases where the Accused Person is an employee at another institution whose employment has required that they provide service on a University of Saskatchewan campus.
  • Take steps to legally prohibit an individual from coming onto a University of Saskatchewan campus. 

Seek help

After any incident, you may disclose your experience with a university staff member.

Report an incident

You can choose to report the incident to initiate immediate investigation.

Share this story