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Sexual Violence Harassment Policy

It's never okay: Stop Sexual Violence and Harassment

Statement from the President


Redwood Beauty College is committed to providing a healthy and safe learning environment to all of our students, faculty, staff, clients and visitors.


On March 8, 2016, the government passed the Sexual Violence and Harassment Action Plan Act (Supporting Survivors and Challenging Sexual Violence and Harassment), 2016 (SVHAP Act). The legislation strengthens supports for survivors of sexual violence and helps make campuses, workplaces, homes, and communities safer. The SVHAP Act amended a number of pieces of existing legislation, including the Private Career Colleges Act, 2005 (PCC Act). The amendments to the PCC Act will require each private career college (PCC) to have a policy that specifically and solely addresses sexual violence involving students.


Amendments to Ontario Regulation 415/06, made under the PCC Act, were filed on May 9, 2016. The amendments create specific requirements for PCC sexual violence policies and will help to ensure that students affected by sexual violence have access to the supports and services they need.


We value and respect all individuals and promote diversity at every opportunity. We have a zero tolerance approach toward any inappropriate conduct that may adversely affect the atmosphere of our college and its students, faculty, clients and industry partners.


This Sexual Violence and Harassment Manual outlines the college's protocols and it provides resources and procedures to all who may be directly or indirectly involved with people who are or have experienced harassment or sexual violence in their work place.


This sexual violence policy will be provided to every student at time of enrolment as well as to all faculty and staff. In addition, it will be posted on our corporate website as well as having a printed copy in the front reception area of the College.


We undertake to review this policy with our students and staff, every three years and amend it as appropriate.


Our college is a safe and professional learning environment and we diligently work to ensure that all people are aware, that we value human equality and welcome self-expression, individuality and promote an environment free of discrimination, abuse or violence.



Maggie Guo,


Redwood Beauty College

Policy Effective Date: Immediately

Approved by: Management

Review Date: January 2, 2022

Sexual Violence and Harassment Policy


This policy applies to all members of the college including: All staff, faculty, students, contractors, suppliers, visitors, clients and volunteers.


Sexual violence means: any sexual act or act targeting a person's sexuality, gender, identity or gender expression, whether the act is physical or psychological in nature, that is committed, threatened, or attempted against a person without the person's consent, and includes sexual assault, sexual harassment, stalking, indecent exposure, voyeurism and sexual exploitation.


Harassment means: engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.


Workplace sexual harassment means: engaging in a course of vexatious comment or conduct or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome or

Making a sexual solicitation or advance where the person making the solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome

Consent: is the active on going, informed and voluntary agreement to engage in sexual activity. Consent cannot be given by someone whose judgment is materially impaired, unconscious, or otherwise unable to understand and voluntarily give consent. Consent can never be obtained through threats, trickery, coercion, pressure or other forms of control or intimidation and may be withdrawn at any time. Consent may be compromised where individuals are in a position of power, trust or authority over the person whose consent is required. The consumption of alcohol or drugs does not provide any excuse from obtaining consent.

Consent cannot be given on behalf of another person.

Policy Statement

Redwood Beauty College


We believe in a healthy, safe academic workplace environment for all students, personnel and visitors. We maintain a zero tolerance policy toward any sexual violence, harassment act, committed against any person. All staff members are well versed on this policy and are vigilant and responsive to the needs of those whose rights' may have been violated.


This document sets out our policy and response protocol to sexual violence and ensures that those who experience sexual violence are believed and their rights respected, that we have a process of investigation that protects the rights of individuals and holds those individual who have committed an act of sexual violence accountable.

We will take appropriate disciplinary action against any employee or student found to have initiated any form of sexual harassment. This disciplinary action could include suspension, dismissal, and notification to the appropriate authorities (Human Rights Commission or the police) and/or criminal charges.


All incidents of sexual violence and harassment will be investigated to the best of the management team's ability and within 24 hours of receipt of a verbal or written complaint.


We are also committed to addressing harmful attitudes and behaviors that reinforce that the individual who experienced sexual violence is somehow to blame for what occurred.


Management's Responsibility

It is the responsibility of the Redwood Beauty College management team, or any person with this College who deals with students in an instructor or clinical supervisory capacity to take immediate and appropriate action to report or deal with incidents of sexual harassment whether brought to their attention or personally observed.


We are committed to assisting those who have experienced sexual violence and will provide assistance, compassion, emotional support and community outreach information; such as medical care, counselling, legal options and choices.


Confidentiality is particularly important to those who have disclosed sexual violence. The confidentiality of all persons involved in a report of sexual violence must be strictly observed, and the college does its best to respect the confidentiality of all persons including the complainant, respondent and witnesses. However, confidentiality cannot be assured in the following circumstances:

  • an individual is at imminent risk of self-harm

  • an individual is at imminent risk of harming another or

there are reasonable grounds to believe that others in the college or the wider community may be at risk or harm. In such circumstances, information would only be shared with necessary services to prevent harm.


Under no circumstances should a legitimate complaint be dismissed or downplayed or the complainant told to deal with it personally

  1. Obtain a detailed description of the incident that is written and dated. Ensure there is no retaliation taking place on student's behalf, obtain legal counsel if required. Ask and provide resolution if available and satisfactory to the student. Treat the matter in a professional manner and take all situations seriously.

  2. Conduct Investigation immediately after the report has been taken. Keep all reports confidential. Document as necessary and contact the authorities if appropriate.

  3. Interview the Complainant. Obtain a complete account in writing of the incident that has taken place. Determine a problem-solving resolution. Determine any influences that may have occurred.

  4. Interview the respondent or the accused. Ensure details are in writing and ask for any clarification as needed about the incident. Identify any reporting relations or hierarchical structures that need to be addressed. Report on timelines of the events. Assess any chance of a retaliation from the accused and document all details including any observations of verbal and nonverbal body language.

  5. Interview any witnesses to the incident and document signed copies of any reports taken.

  6. Resolve Complaint. This may include but is not limited to a transfer or altering schedules. Level of discipline to be determined based on the complaint. Review and revise the situation as needed and communicate the policy regularly.

  7. Keep all reports and complaints filed in a confidential manner.

  8. Follow up with parties involved of ongoing resolution that need to be taken or addressed. 


Responsibility of Employees and Students


It is expected that you understand your rights and obligations under the Ontario Human Righ Code.


The Director is responsible for employment awareness of this Sexual Violence Policy through the delivery of educational sessions and materials distributed to all employees and students. Discussion of the Sexual Harassment Policy will be a part of ongoing orientation and training sessions.


Employees or students experiencing or aware of, any sexual harassment within the organization must report the situation, either directly or through a staff person. By following procedures outlined, within 24 hours of receiving a complaint, procedures described in the document will be initiated.


Under the law, the following scenarios are illegal:

  1. When an employer, supervisor, colleague or co-worker bothers you with sexual remarks, jokes or touching.

  2. When an employer, supervisor or colleague make sexual suggestions or requests.

  3. When an employer or supervisor penalizes (or threatens to penalize) you if you refuse a sexual suggestion or request.


Sexual remarks, jokes, touching or requests are harassment if they are not wanted or welcomed by the employee or student. Even if the employee or student does not complain, there can still be harassment. The scenarios described above are unacceptable in a business environment under any circumstances. It will not be condoned and must be stopped immediately.

What Should You Do?

If you believe you are being or have been sexually harassed as described in this policy, it is very important that you follow the steps outlined below. In the majority of cases, offenders feel their behavior is harmless and may not realize the negative effect it is having on you. In many situations, once you communicate your position to the offender, the harassment will stop.



  1. Tell the person harassing you to stop. You can say, "I don't appreciate that." or "I don't like that."

  2. If the person harassing you is a colleague or co-worker, you should complain to your supervisor.

  3. If the person harassing you is your supervisor, report it to his or her supervisor.

  4. Keep a record of what happened. Include the time, date and place of each incident and note the name of a witness, if applicable.

  5. If, after asking the offender to stop his/her behavior, the harassment continues, file a complaint (a letter or memo outlining the behavior and including your records) with one of the following individuals listed below. Do not wait too long, especially if you feel that you have made yourself clear to the offender. Or if you wish to speak with someone directly call the campus Director, Maggie Guo @ 1-833-468-6722 or if appropriate call the local police.


Collection of Student Data


Redwood Beauty College shall collect and be prepared to provide upon request by the Superintendent of Private Career Colleges such data and information as required according to Subsections 32.1 (8), (9), (10) and (11) of Schedule 5 of the Private Career Colleges Act, 2005 as amended.

The following represents a list of Provincial Rape Crisis Centres that could be provided as resources:


Sexual Assault/Domestic Violence Treatment Centres


35 hospital-based centres that provide 24/7 emergency care to women. To locate the Sexual Assault/Domestic Violence Treatment Centre nearest you, follow this link.


Sexual Assault/Domestic Violence Treatment Centres

Alliston, Barrie, Collingwood, Midland and Orillia, Huronia


Transition Homes operates La Maison Rosewood Shelter (Midland) & Athena's Sexual Assault Counselling and Advocacy Centre

24-Hour Crisis Line:

Barrie: 705-737-2008 or 1-800-987-0799

Midland: 705-526-4211 or 1-800-461-1750

Office: 705-526-3221



Women's Support Network of York Region

Crisis: 1-800-263-6734 or 905-895-6734

Office: 905-895-3646


Peel Region

Hope 24/7 (The Sexual Assault/Rape Crisis Centre of Peel)

Crisis: 1-800-810-0180

Office: 905-792-0821


Torontro Rape Crisis Centre: Multicultural Women Against Rape

Crisis: 416-597-8808

Office: 416-597-1171


Provincial Rape Crisis Centres

Ontario, Provincial, English


Assaulted Women's Helpline

Toll Free: 1-866-863-0511

SAFE(#7233) on Bell, Rogers, Fido or Telus Mobile

TTY: 416-364-8762

ATS: 1-866-860-7082


Financial Fem'aid

Telephone Toll Free: 1-877-366-2433

Click here to download Redwood Beauty College's Sexual Violence Harassment Policy.

Privacy Policy

This privacy policy sets out how we collect, use, communicate, disclose and otherwise make use of personal information provided by users of this website.

Information Collection, Use, and Sharing


We are the sole owners of the information collected on this site. We only have access to and collect information that you voluntarily give us via email or other direct contact from you. We will not sell or rent this information to anyone.

We will use your information to respond to you, regarding the reason you contacted us. As necessary, your information may be also shared with our business partners with services that they perform for us. We may also use your information to contact you with marketing or promotional materials regarding our products, programs and services.

Your Consent


By providing us with your personal information, you consent to our collection, use and disclosure of that information as described in this Privacy Policy.

If you have submitted personal information to us and wish to withdraw your consent to its retention, use or disclosure, please send us by email at If you withdraw your consent, we may not be able to provide some products or services to you.




We take precautions to protect your information. When you submit your information via this website, your information is protected both online and offline. However, we are not responsible for the practices employed by websites or services linked to or from this website, including the information or content contained therein.




We may use cookies on this website. A cookie is a piece of data stored on a site visitor's hard drive to help us improve your access to our website and identify repeat visitors to our site. Cookies can also enable us to track and target the interests of our users to enhance the experience on our website. Usage of a cookie is in no way linked to any personally identifiable information on our website. Some of our business partners may use cookies on our website. However, we have no access to or control over these cookies.


Google Analytics

We also use Google Analytics to study the browsing behaviour of visitors to this site. This is a website analytics service provided by Google Inc. Google Analytics collects information on an anonymous basis, such as the number of visitors to this site, their country, region and city of origin, the type of browser and operating system they are using, the date, time and duration of visits, the pages consulted, and what other websites they visited prior to coming to this site.

Our use of Google Analytics includes the Demographics and Interest Reporting component.


You may opt-out of Google Analytics by installing the Google Analytics opt-out browser add-on or by configuring your browser settings to block the use of cookies.


Applicable Law


This Privacy Policy shall be governed by and construed in accordance with the laws of the province of Ontario and the federal laws of Canada applicable therein. The parties hereby agree and attorn to the exclusive jurisdiction of the courts of such province, unless prohibited by law.

If you have concerns regarding this Privacy Policy, please send a brief explanation of your concern by email at

COVID-19 Vaccination Policy

Policy Effective Date: September 7, 2021

Approved By: Management


Redwood Beauty College is committed to providing a healthy and safe learning environment to all of our students, faculty, staff, clients and visitors.


As the COVID-19 pandemic evolves across the province, on August 17, 2021, the Ontario government, in consultation with the Chief Medical Officer of Health (CMOH), announced plans for mandatory COVID-19 vaccination policies for high-risk settings, including Ontario’s postsecondary education (PSE) institutions. On August 30, 2021, the Office of the Chief Medical Officer of Health (OCMOH) issued Instructions for PSE institutions to establish, implement, and ensure compliance with a COVID-19 vaccination policy requiring its employees, staff, contractors, volunteers, and students who attend campus to provide proof of full vaccination against COVID-19.


The purpose of this policy is to establish, implement and ensure compliance with COVID-19 vaccinations for students, staff, contractors and volunteers who attend in person on campus.


This policy applies to all members of the college community, including all employees, students, contractors, suppliers of services, volunteers, and visitors.


“COVID-19” means:

  • Coronavirus is an infectious disease.

  • An infectious disease caused by the SARS-CoV-2 virus.

“Vaccination” means:

  • Treatment with a vaccine to produce immunity against the disease; inoculation.

“Fully vaccinated” means:

  • Having received the full series of COVID-19 vaccines or combination of COVID-19 vaccines approved by WHO (e.g., two doses of a two-dose vaccine series, or one dose of a single-dose vaccine series); and having received the final dose of the COVID-19 vaccine at least 14 days ago.

“Rapid Antigen Test” means:

  • Antigen-based tests detect specific proteins on the surface of the virus.


Redwood Beauty College is committed to protecting all students and shall take reasonable precautions to minimize the risk of transmission of COVID-19. 

In accordance with the instructions issued by the Office of the Chief Medical Officer of Health, Redwood Beauty College will implement this policy and amend it if applicable to ensure the safety and health of all employees, students, contractors, suppliers of services, and individuals who are on campus.

Individuals on campus are required to disclose proof of vaccination.

Individuals exempt from vaccination must follow the exemption process.

Individuals are required to wear face coverings or masks (e.g., non-medical or cloth masks) to reduce the risk of COVID-19 transmission when in an indoor area of the campus and follow social distancing requirements in common areas.



Disclosure of Proof of Vaccination:

a) Redwood Beauty College requires employees, staff, contractors, volunteers and students who attend campus to provide proof of full vaccination against COVID-19.

b) For those who were vaccinated in Ontario, they are provided with the physical (hard copy) and email version of the receipt from the Ministry of Health with the individual’s name, date of vaccination and product name (i.e., Pfizer, Moderna, etc.) at the time of vaccination.

c) COVID-19 vaccination receipts can also be downloaded or printed through the COVID-19 vaccination provincial portal or by calling the Provincial Vaccine Booking Line at 1-833-943-3900. This version of the COVID-19 vaccine receipt contains a watermark and a digital signature to deter forgery.

d) Students, staff, contractors and volunteers must show a physical or email COVID-19 vaccination receipt as demonstrating proof of vaccination. Redwood Beauty College will also accept attestations of full vaccination against COVID-19 until October 29, 2021.

Exemptions to Full Vaccination Against COVID-19

a) Medical Reasons

According to the Office of the Chief Medical Officer of Health Instructions, individuals without proof of full vaccination against COVID-19 can provide written proof of a medical reason, provided by a physician or registered nurse in the extended class that sets out:

  • A documented medical reason for not being fully vaccinated against COVID-19; and

  • The effective time period for the medical reason.


Individuals with a medical reason for not being fully vaccinated and who have provided proof of a medical reason are allowed on campus. However, they are required to submit to regular antigen point of care testing for COVID-19 and to provide verification of the negative test result. This can be emailed to Intervals must be a minimum of once every seven days.


b) Non-medical Reasons

Redwood Beauty College will allow individuals who do not provide proof of being fully vaccinated against COVID-19 to come onto campus if they provide proof of having completed an educational session approved by Redwood Beauty College about the benefits of COVID-19 vaccination prior to declining vaccination for any reason other than a medical reason. This must be approved by management.

COVID-19 education sessions will address:

  • How COVID-19 vaccines work;

  • Vaccine safety related to the development of the COVID-19 vaccines;

  • The benefits of vaccination against COVID-19;

  • Risks of not being vaccinated against COVID-19; and

  • Possible side effects of COVID-19 vaccination.


Individuals who do not provide proof of being fully vaccinated against COVID-19 must:

  • Submit to regular antigen point of care testing for COVID-19 on a weekly basis and;

  • Provide verification of a negative test result emailed to

Collection, Documentation, and Reporting

Per the OCMOH’s Instructions, Redwood Beauty College will collect, maintain, and disclose statistical (non-identifiable) information to MCU on a monthly basis, as follows:

  • Documentation that includes (collectively, “the Statistical Information”):

    • The number of required individuals that provided proof of being fully vaccinated against COVID-19;

    • The number of required individuals that provided a documented medical reason for not being fully vaccinated against COVID-19;

    • The number of required individuals that completed an educational session about the benefits of COVID-19 vaccination where applicable; and

    • The total number of required individuals to whom these instructions apply.



Face Coverings, Masks and Personal Protective Equipment

a) Face Coverings and Masks 

Students, faculty, and staff and any other persons are required to wear face coverings or masks (e.g., non-medical or cloth masks) to reduce the risk of COVID-19 transmission when in an indoor area of the premises of Redwood Beauty College.


b) Personal Protective Equipment

Personal Protective Equipment (PPE) such as medical (surgical/procedure) masks, eye protection (e.g., goggles; face shields), and gloves should be reserved for work where they are required for occupational health and safety or as required by applicable law.


c) Outbreak Management Protocols

Redwood Beauty College will appoint individuals responsible for liaising with their local public health unit in a mutually feasible manner and ensure outbreak management protocols reflect the directions provided by provincial and local public health authorities.

If Redwood Beauty College is informed of any positive cases of COVID-19 among students, faculty, or staff, regardless of the person’s vaccination status, they will immediately notify their local public health unit.



  • COVID Alert Mobile App

  • COVID-19: Stop the Spread

  • COVID-19 Self-assessment

  • COVID-19 Assessment Centres

  • Public Health Ontario COVID-19 Resources

  • Resources to Prevent COVID-19 in the Workplace

  • COVID-19 (coronavirus) and Workplace Health and Safety

  • Public Services Health & Safety Association

  • Public Health Unit Locator

  • Ministry of Health COVID-19 Guidance Documents

Personal Protective Equipment

  • Personal Protective Equipment (PPE) for COVID-19 Prevention

  • Putting on Personal Protective Equipment (PPE) (PDF)

  • Using Masks in the Workplace

Workplace Safety, Screening, Testing, and Vaccines

  • COVID-19 Vaccines and Workplace Health and Safety

  • Centers for Disease Control and Prevention: Hierarchy of Controls

  • COVID-19 Reference Document for Symptoms

  • COVID-19: Physical Distancing Factsheet by Public Health Ontario (PDF)

  • COVID-19 Vaccination

Mental Health, Wellness and Addictions Support

  • Good2Talk


  • COVID-19 Vaccinations Data

  • Ontario COVID-19 Data Tool

  • COVID-19 Daily Epidemiology Update

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