Our school strives to provide a working and educational environment for faculty, administration, staff, and students that is free from sexual harassment. Sexual harassment in any form is unacceptable behavior and will not be tolerated. It is a form of misconduct that undermines the institutional mission. Retaliation against a person who files a sexual harassment complaint or participates in any capacity in a proceeding relating to a sexual harassment complaint is also strictly prohibited.

All members of the school community are responsible for ensuring that their conduct does not sexually harass any other member of the school community. This same responsibility extends to employees of third parties doing business with the school or on School premises and to campus visitors.  The school will take appropriate action if these outside parties fail to do so.

Consistent with its goal to establish educational and work environments, which emphasize individual responsibility, the school, prescribes no formal guidelines governing romantic relationships among members of the academic community. However, each person is expected to consider carefully the many important social, ethical, and professional constraints that govern whether relationships are appropriate. Romantic relationships between faculty and students are deemed inappropriate and are therefore highly discouraged until the student is a graduate and no longer under the influence of the faculty member.

Purpose: to clearly state the commitment to addressing sexual misconduct through Creating an atmosphere in which sexual misconduct is not tolerated and assisting those who have experienced sexual misconduct by providing information and support  We are driven to provide clear, appropriate, and fair processes for handling complaints of sexual misconduct.

1. Sexual Misconduct refers to a spectrum of non-consensual sexual contact and behaviour including the following:

• • Sexual assault
  • Sexual exploitation
  • Sexual harassment
  • Stalking
  • Indecent exposure
  • Voyeurism
  • The distribution of a sexually explicit photograph or video of a person to one or more persons other than the person in the photograph or video without the consent of the person in the photograph or video and with the intent to distress the person in the photograph or video.
  • The attempt to commit an act of sexual misconduct; and
  • The threat to commit an act of sexual misconduct

2. A COMPLAINT of sexual misconduct is different than a REPORT of sexual misconduct. A person may choose to disclose or complain of sexual misconduct without making a formal report. A REPORT is a formal notification of an incident of sexual misconduct to someone at the institution accompanied by a request for action.
3. A student making a COMPLAINT will be provided with resolution options and, if appropriate, accommodation, and will not be required or pressured to make a REPORT.
4. The process for making a COMPLAINT about sexual misconduct involving a student is a follows

• • The complainant will be asked to contact the following contacts:
    1. Contact Person: Ria Benard Senior Educational Administrator email: ria@lostboys-studios.com
    2. Alternate Contact person: Lindsay Luttrell Head Admissions Advisor email: contact@lostboys-studios.com

• • The student may contact the office by any of these means:
    1. Email
    2. In person contact

• • The complaint will be acknowledged within 24 hours.
  • An investigation will ensue.
  • A reply to the complaint will be returned within 5 days (or as soon as the investigation is complete).

5. The process for responding to the COMPLAINT about sexual misconduct involving a student is as follows:

• • The contact person will build a report, which will be brought to one of the Directors of the school.
  • The director will investigate the report with the assistance of the contact person including the following:
    1. Interviews with all parties involved.
    2. Timeframes investigated and confirmed.
    3. Outside experts on sexual misconduct brought in if necessary.

• • Lost Boys will acknowledge receipt of the Complaint within 24 hours of receiving the complaint.
  • All information will remain confidential and will not be shared without the written consent of the parties, subject
  • The individual will be assisted as follows:
    1. Given privacy to disclose the information
    2. Assisted with off college resources and supports including medical and/or counselling if necessary
    3. Listened to without judgement.
    4. Recognize that disclosing can be traumatic and the ability of an individual to recall events may be limited.
    5. Respect the choice of the individual about how they disclose about their experience.
    6. If the student requests a reply to the complaint the school will provide reply within 5 days or as soon as the investigation is complete.
    7. The process for making a REPORT of sexual misconduct involving a student is as follows:
  • The complainant will be asked to contact the following contacts:
    1. Contact Person: Ria Benard, Senior Educational Administrator email: ria@lostboys-studios.com
    2. Alternate Contact person: Lindsay Luttrell, Head Admissions Advisor email: contact@lostboys-studios.com
  • The student may contact the office by any of these means:
    1. Email
    2. In person contact
  • The report of sexual misconduct will include the following
    1. Description of the incident
    2. Timeframe of the incident
    3. Parties involved
    4. Actions requested
    5. Signature of the student
    6. Date signed
    7. The process for responding to a REPORT of sexual misconduct involving a student is as follows:
  • Lost Boys School of Visual Effects will acknowledge receipt of the Complaint within 24 hours
  • The staff member will:
    1. Ensure the safety of the student
    2. Assist with off campus medical and/or counselling
    3. Describe the schools’ specific processes and resources
    4. Outline who is responsible at this stage of response.
    5. the report will be brought to the attention of a Directors at the school.
  • The directors will lead an investigation which will involve – but may not be limited to,
    1. Interviews with all parties involved
    2. Timeframes investigated and confirmed
    3. Outside experts on sexual misconduct brought in if necessary
  • The directors will lead an investigation which will involve – but may not be limited to,
    1. Interviews with all parties involved
    2. Timeframes investigated and confirmed
    3. Outside experts on sexual misconduct brought in if necessary
    4. After completion of the investigation a full report will be generated and be available for the student to access.
    5. If the report is declined by the student and further investigation may take place.
  • This report will:
    1. Determine that the student’s concerns are not substantiated; or
    2. Determine that the student’s concerns are not substantiated; or
    3. Determine that the student’s concerns are substantiated in whole or in part; or
    4. Determine that the student’s concerns are frivolous and vexatious.
    5. Be available within 5 days or when all investigative avenues are complete.
    6. Contain next steps in writing which will include proposed resolutions
    7. Be reviewed with the student and signed by the student as acknowledgement they agree with the report and the next steps.
    8. The student will have 24 hours to consider the report and sign the report.
    9. Will be saved in the students file and in the Directors file.

8. Fairness and Confidentiality

• • It is contrary to this policy for an institution to retaliate, engage in reprisals. Or threaten to retaliate in relation to a complaint or a report.
  • Any processes undertaken pursuant to this policy will be based on the principles of administrative fairness. All parties involved will be treated with dignity and respect.
  • All information related to a complaint or report is confidential and will not be shared without the written consent of the parties involved subject to the following exceptions.

9. Exceptions:

• • If an individual is at imminent risk of severe or life-threatening self-harm.
  • If an individual is at imminent risk of harming another
  • There are reasonable grounds to believe that others in the institutional community may be at significant risk of harm based on the information provided.
  • Where reporting is required by law.
  • Where it is necessary to ensure procedural fairness in an investigation or other response to a Complaint or Report.

10. This sexual harassment policy is not, however, intended to inhibit the free exchange of ideas in an appropriate academic setting. By its very nature, the educational process may involve the instructional use of materials, visual media, lectures, and discussions containing sexually oriented language, images, and ideas that might be considered offensive in the ordinary workplace. For example In many cases reference material from studios video demonstration reels may contain sexually oriented scenes. Such use will not be considered sexual harassment, provided that:

• • The use occurs in an appropriate academic setting.
  • The use is reasonably related to the course content.
  • The use services a legitimate educational purpose designed to foster intellectual growth.
  • The use is not for the purpose of shocking or offending (many entirely appropriate materials may shock or offend).
  • The manner of use does not unreasonably invade the personal dignity of the individual.
  • And the presenter does not selectively demean or embarrass students, based on gender, with prurient material.