Formal Complaints

Formal Complaint Process


  • Not all complaints submitted under the Human Rights or Sexual Violence Policies are amenable to early resolution. 

  • Formal complaints are subject to rigorous internal due process and the principles of administrative fariness to all parties.

  • Human Rights and Sexual Violence complaints case must show that discrimination or harassment occurred on a “balance of probabilities” that is, it is more reasonable and probable than not that discrimination or harassment took place. Please consult the Frequently Asked Questions section for more information about this standard. 

  • In most cases, the University cannot take action until such time as a formal complaint is received and accepted. 


How it Works

  • You must complete a formal complaint form. In most cases, this happens after you complete the intake process
  • Upon receipt, the Assistant Vice-President, DHR considers the following:

Does the University Have Jurisdiction?

  • The Human Rights Policy applies to and covers all University of Guelph students, administrators, employees, Board of Governors and Senate members, employee organizations and invitees, while such individuals or groups are acting in a capacity defined by their relationship with the University.
  • The Sexual Violence Policy 
  • This Policy applies to all University Community Members regardless of where the alleged behaviour took place if the alleged behaviour occurred when engaged in University programs or if the alleged behaviour materially affects the safety or the learning and working environment of University Community Members. Incidents of Sexual Violence affecting University of Guelph Humber students and allegations of Sexual Violence against Humber College employees are covered by policies at Humber College. Allegations of Sexual Violence against University of Guelph employees working at University of Guelph Humber are covered by this Policy Allegations against students at University of Guelph-Humber (G-H) are covered by policies at Humber.  Note: This policy does not apply to University of Guelph employees at G-H when they are complainants against a Humber employee or a G-H student.

Are the allegations based on prohibited ground(s)?

  • The Ontario Human Rights Code prohibits actions that discriminate against people based on a protected ground  in a protected social area, including the University of Guelph. The Protected Grounds are:
  • Age
  • Ancestry, colour, race
  • Citizenship
  • Ethnic origin
  • Place of origin
  • Creed
  • Disability
  • Family status
  • Marital status (including single status)
  • Gender identity, gender expression
  • Receipt of public assistance (in housing only)
  • Record of offences (in employment only)
  • Sex (including pregnancy and breastfeeding)
  • Sexual orientation.
  • For more information visit the Ontario Human Rights Commission website

When did the most recent alleged incident take place?

  • You must file your complaint within one (1) year of the date on which the discrimination happened, or if there was a series of events, within one (1) year of the last event. You can find the wording in Section 34(1) of the Code. In some cases, there may be legitimate reasons for filing a complaint after the one year time limit is passed. The formal complaint form will ask you to provide those reasons, as relevant. 

Does there appear to be a prima facie case for investigation?


  • To establish prima facie discrimination (discrimination on its face) under the Code, you must show that:
  • You have a characteristic protected from discrimination or harassment

  • You have experienced an adverse impact within a social area protected by the Code, and

  • The protected characteristic was a factor in the adverse impact.

  • You will be advised if the AVP-DHR determines that the complaint will or will not proceed under either the Human Rights Procedures or the Sexual Violence Procedures for Students.  
  • Note: DHR is a neutral office responsible for ensuring administrative fairness to all parties to an investigation. DHR does not advocate for any party to a complaint. You will have an opportunity to request assistance from a human rights resource person to assist you in drafting your complaint and to provide you with peer support throughout the process. You may also wish to consult our Formal Complaint Checklist for some general suggestions for drafting your complaint.