Harrassment

Harris Manchester Policy and Procedure on Harassment

Approved by Harris Manchester Governing Body on 25th November 2016

Introduction

  1. Harris Manchester does not tolerate any form of harassment or victimisation and expects all members of the College community, its visitors and contractors to treat each other with respect, courtesy and consideration.
  2. The College is committed to fostering an inclusive culture which promotes equality, values diversity and maintains a working, learning and social environment in which the rights and dignity of all members of the College community are respected.
  3. The aims of the College as reflected in this Policy are to:
    a) Promote a positive environment in which people are treated fairly and with respect;
    b) Make it clear that harassment is unacceptable and that all members of the College have a role to play in creating an environment free from harassment;
    c) Provide a framework of support for staff and students who feel they have been subject to harassment; and
    d) Provide a mechanism by which complaints can wherever possible be addressed in a timely way.
  4. Those in positions of authority within the College, such as the Dean, Bursar, Principal, Senior Tutor, Tutor for Graduates, Junior Dean and Harassment Officer, have formal responsibilities under this Policy and are expected to familiarise themselves with the Policy and Procedures on appointment. All senior members of the College have a duty to implement this Policy and to make every effort to ensure that harassment and victimisation do not occur in the areas for which they are responsible and that, if they do occur, any concerns are investigated promptly and effectively.  The College’s Harassment Officer is Victoria Lill.
  5. All members of the College community have the right to expect professional behaviour from others, and a corresponding responsibility to behave professionally towards others. All members of the College community have a personal responsibility for complying with this Policy and Procedure and must comply with and demonstrate active commitment to this Policy by:
    a) Treating others with dignity and respect;
    b) Discouraging any form of harassment by making it clear that such behaviour is unacceptable; and
    c) Supporting any member of the College who feels they have been subject to harassment, including supporting them to make a formal complaint if appropriate.
  6. These Policy and Procedures are designed to deal with harassment which occurs primarily within the environment of one or more colleges. Incidents of harassment that occur outside the college environment and/or solely within the University environment will normally be dealt with under the appropriate University procedure.[1] If there is doubt whether the college or University procedure applies, you are advised to seek advice from the relevant college officers described in this Procedure, the Director of Student Welfare and Support Services or the University’s Harassment Line.
  7. This Policy and Procedures should be read alongside other Harris Manchester policies and procedures. These can be found at: http://www.hmc.ox.ac.uk/discover/college-policies/.
  8. Any member of the College community who feels they have been subject to harassment can also contact the University Harassment Advisory Service, or their local Harassment Advisor, for support. The Service is also available to those against whom an allegation of harassment has been made. Other sources of help and advice can be found at: www.admin.ox.ac.uk/eop/harassmentadvice.shtml

Definitions

  1. A person subjects another to harassment where they engage in unwanted and unwarranted conduct which has the purpose or effect of:
    a) violating another person’s dignity, or
    b) creating an intimidating, hostile, degrading, humiliating or offensive environment for another person.[2]

The recipient does not need to have explicitly stated that the behaviour was unwanted.

  1. Freedom of speech and academic freedom are protected by law though these rights must be exercised within the law. Vigorous academic debate will not amount to harassment when it is conducted respectfully and without violating the dignity of others or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
  1. Bullying is a form of harassment and may be characterised as offensive, intimidating, malicious or insulting behaviour, or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient.
  1. The College seeks to protect any member of the College community from victimisation, which is a form of misconduct which may itself result in a disciplinary process. The College will regard as victimisation any instance where a person is subjected to detrimental treatment because they have, in good faith, or are suspected of having:
    a) made an allegation of harassment, or
    b) indicated an intention to make such an allegation, or
    c) assisted or supported another person in bringing forward such an allegation, or
    d) participated in an investigation of a complaint, or
    e) participated in any disciplinary hearing arising from an investigation, or
    f) taken any other steps in connection with this Policy and Procedure.

Behaviours

  1. Harassment may involve repeated forms of unwanted and unwarranted behaviour, but a one-off incident can also amount to harassment.
  2. The intentions of the alleged harasser are not always determinative of whether harassment has taken place. The perception of the complainant and the extent to which that perception is in all the circumstances reasonable will also be relevant.
  3. Being under the influence of alcohol, drugs or otherwise intoxicated is not an excuse for harassment.
  1. Harassment can take a variety of forms:
    a) Through individual behaviour

    • face to face, either verbally or physically
    • through other forms of communication, including but not limited to, written communications and communications via any form of electronic media or mobile communications device: such behaviour may also amount to a breach of the University’s regulations relating to the use of Information Technology Facilities (see https://www.it.ox.ac.uk/rules).
    • directly to the person concerned, or to a third party

    b) Through a prevailing workplace or study environment which creates a culture which tolerates harassment or bullying, for example the telling of homophobic or racist jokes.

  1. Examples of behaviour which may amount to harassment under this Policy include (but are not limited to) the following:
    a) unwanted physical contact, ranging from an invasion of space to an assault, including all forms of sexual harassment, including:
    inappropriate body language
    sexually explicit remarks or innuendoes
    unwanted sexual advances and touching
    b) offensive comments or body language, including insults, jokes or gestures and malicious rumours, open hostility, verbal or physical threats: these include all forms of harassment and abuse on the grounds of disability, race, sexual orientation or other protected characteristics.
    c) insulting, abusive, embarrassing or patronising behaviour or comments
    d) humiliating, intimidating, and/or demeaning criticism
    e) persistently shouting at, insulting, threatening, disparaging or intimidating an individual
    f) constantly criticising an individual without providing constructive support to address any performance concerns
    g) persistently overloading an individual with work that they cannot reasonably be expected to complete
    h) posting offensive comments on electronic media, including using mobile communication devices
    i) threatening to disclose, or disclosing, a person’s sexuality or disability to others without their permission
    j) deliberately using the wrong name or pronoun in relation to a transgender person, or persistently referring to their gender identity history
    k) isolation from normal work or study place, conversations, or social events
    l) publishing, circulating or displaying pornographic, racist, homophobic, sexually suggestive or otherwise offensive pictures or other materials
  2. Stalking may also be a form of harassment and may be characterised by any of the following repeated and unwanted behaviours:
    a) Following a person;
    b) Contacting, or attempting to contact, a person by any means;
    c) Publishing any statement or other material –
    Relating or purporting to relate to a person, or
    Purporting to originate from a person;
    d) Monitoring the use by a person of the internet, email or any other form of electronic communication;
    e) Loitering in any place (whether public or private);
    f) Interfering with any property in the possession of a person;
    g) Watching or spying on a person including through the use of CCTV or electronic surveillance.

Application of the Policy

  1. Harassment is a serious offence. Any member of the College community who feels they have been subject to harassment can make a complaint via the appropriate Procedure: see Annex A for the procedure in relation to complaints about students and Annex B for the procedure in relation to student complaints about staff. For complaints made by College staff against College staff please see the Employees’ Handbook.
  2. When a criminal offence may have been committed, the relevant harassment Procedure may not be appropriate. These cases will include, but not be limited to, serious assault or threat of serious assault. Student members can seek advice from the Tutor for Graduates, Dean, Senior Tutor, Harassment Advisor, or Director of Student Welfare and Support Services and/or approach the Police directly; and staff members can seek advice from the Bursar, Harassment Advisor, and Principal and/or approach the Police directly. Further guidance on dealing with cases of sexual assault or sexual violence is available from the University at Guidance for staff on handling cases of sexual assault or sexual violence.
  3. Incidents of harassment that occur outside the college environment and within the University environment will normally be dealt with under the appropriate University procedure.
    These procedures can be found at: www.admin.ox.ac.uk/eop/harassmentadvice/policyandprocedure/.
  4. If a complainant is deemed to have known or to have reasonably been expected to know that a complaint was unfounded, the allegation of harassment may be judged to be vexatious or malicious, and disciplinary action may be taken against them. No action will be taken if a complaint which proves to be unfounded is judged to have been made in good faith.
  5. All parties involved in a complaint (including any witnesses who may be interviewed as part of any investigation, or trade union representatives supporting any of the parties) should maintain the confidentiality of the process. Those involved in advising complainants should, where possible, seek the consent of the individual for the onward disclosure of relevant information to those with a clear need to know. Where such consent is not forthcoming, the person entrusted with the information should make it clear that, in exceptional circumstances, it may be necessary to disclose the information, taking account of the duty of care which may be owed to the individual and/or others.
  6. This Policy and Procedure may be found at http://www.hmc.ox.ac.uk/discover/college-policies/. Copies in alternative formats are available on request.

 

Annex A: Complaints of harassment against students

  1. This Procedure is designed to deal with complaints of harassment made against students that arise in a College context. It covers complaints against students made by students and made by College staff. Complaints of harassment brought by students against college staff will be dealt with under Annex B, and complaints by students against University staff will be dealt under the University Harassment Policy. In all cases a student complainant will be supported by the Senior Tutor, and, if appropriate, the Director of Student Welfare and Support Services. If a student is unsure whether a particular instance of harassment falls under the University’s procedures or College procedures, they should seek advice from Senior Tutor, DSWSS (University Director of Student Welfare and Support Services) or Harassment Advisor.
  1. If a member of College staff wishes to make a complaint of harassment against a student, this will normally be considered as a disciplinary issue. In the first instance, a member of staff should seek support and guidance from the Bursar who should consult the Senior Tutor and/or DSWSS as relevant.
  1. The Senior Tutor and Harassment Advisor can provide support to students, and to staff requiring advice on student cases. The Senior Tutor will have oversight [3] of all cases referred to them under this Procedure, and will take the lead as appropriate in liaising with other parts of the collegiate University. The Senior Tutor will act as a source of information and advice for the College on student cases of harassment, and will make referrals as appropriate. They will also be responsible for recording and reporting of cases referred to their office under this Procedure.
  1. In serious cases, it is likely to be appropriate to proceed directly to stages 2 and 3 of this Procedure.
  1. This complaints Procedure may not be applicable where the allegations are of behaviour that may attract criminal sanction. These cases may include, but are not limited to, cases of serious assault or threat of serious assault. In the first instance such allegations will normally be a matter for police investigation and action. This complaints Procedure therefore focuses on complaints of harassment which can be dealt with within the College environment. However, it also includes the procedure for informing and receiving support from the College in cases where there is police involvement.

Stage 1 – Informal action

  1. In some cases, a student or member of College staff who feels that they are being harassed by another student may feel able to approach the person in question to explain what conduct they find upsetting, offensive or unacceptable, and to ask that person to refrain from that behaviour. At no time should a student feel obliged to approach an alleged harasser, and the College does not wish to suggest that a student who feels that they have been harassed is responsible for rectifying the situation. It may often be appropriate to proceed directly to stages 2 and 3 of the procedure.
  2. Before taking informal action, the student could discuss the situation with a College Harassment Advisor. If the student does not feel comfortable contacting a College Harassment Advisor, they can contact the Harassment Line for details of another advisor (Tel. 01865 270760 or e-mail harassment.line@admin.ox.ac.uk). Harassment Advisors will not approach the alleged harasser on behalf of an individual. Details of the role of the harassment advisor can be found at www.admin.ox.ac.uk/media/global/wwwadminoxacuk/localsites/equalityanddiversity/documents/harassment/role.pdf.
  1. Other sources of advice when considering informal resolution include the Junior Dean, JCR and MCR welfare representatives of officers, and OUSU’s Student Advice Service (Tel. 01865 288466 or e-mail advice@ousu.org).
  2. These sources of support and advice are also available to students who have been accused of harassment.

Stage 2 – Student Welfare and Support Services

  1. If informal action does not succeed in resolving the situation, or would not be appropriate given the nature of the behaviour, the Senior Tutor and Harassment Advisor are available for support and advice to any student who feels that they are being harassed. Students can contact the Senior Tutor by e-mail. A member of College staff who feels that they are being harassed by a student should speak to a senior colleague of their choice other than the Bursar in accordance with section D(1) (informal complaint) on page 30 of the Employee’s Handbook.
  1. The Senior Tutor will refer the student to a staff member trained in dealing with harassment cases, normally the Harassment Advisor. This staff member will be available to support the student throughout the process, including if they decide to move to stage 3 and make a formal complaint, and will also provide support following the outcome of any formal complaint. The Senior Tutor will oversee all cases, and will advise and take action as appropriate. Actions taken will vary depending on the case. Actions taken by the trained staff member may include:
    a) Giving advice on options for ways to proceed, and helping the student to make decisions on the action they want to take
    b) Referring the student to appropriate support services (such as the Student Counselling Service, Harassment Advisors and OUSU Student Advice Service).
    Actions taken by the Senior Tutor may include:
    c) Referring a case to the University, if it transpires that the alleged harassment did in fact take place outside the college environment and within the University environment
    d) Ensuring that relevant members of staff within the collegiate University are informed of the case if appropriate, with the student’s consent, and having due regard for obligations of confidentiality owed to others.
  1. Support from the Senior Tutor and Harassment Advisor, or those designated by them is also available to students against whom complaints of harassment have been made. Actions taken will vary depending on the case, but the support will be equivalent to that available to a student who feels that they are being harassed by another student, including referral to appropriate support services. The Senior Tutor will ensure that, where a complainant and a student complained against are both seeking support, they will be dealt with by different members of staff, who will maintain appropriate confidentiality.
  1. Support from the Senior Tutor and Harassment Advisor is also available to students who wish to make or have made a complaint of harassment against a member of staff, under Annex B.

Stage 3 – Formal written complaint

  1. If action taken at stages 1 or 2 does not succeed in resolving the situation, or would not be appropriate given the nature of the complaint, the student or member of College staff should make a formal written complaint to the Dean. In some cases, it will be appropriate to proceed directly to this stage. In these cases, if the complainant has not already been offered appropriate support from a trained member of staff, this will happen.
  2. The complaint should normally be made as soon as possible after the event(s) to which it refers, or normally within one month of the completion of any resolution attempts made at stages 1 and 2. Formal complaints will not normally considered three months after the occasion of the complaint.
  3. Anonymous complainants or complaints made on behalf of someone else will not be considered, unless there are compelling reasons for doing so. Such reasons should be clearly stated.
  4. The complainant should set out as clearly and succinctly as possible

a) the nature of the behaviour that they are concerned about;
b) the effect of this behaviour on them; and
c) where possible, the resolution they are seeking.

The complaint should include dates and details of any witnesses to any incidents referred to in the complaint, together with any documentary evidence. The complainant should also explain where appropriate any attempts that have been made to resolve the difficulties and, where possible, the outcome they are seeking. If the complainant has already made a statement about the behaviour under stage 2, this may be sent as their formal written complaint, with the proviso that the Dean may request further information.

  1. The Dean will investigate the case to establish the relevant factual evidence and decide on any actions which should be taken. The Dean may appoint another person to investigate the matter, who must not be the Supervising or Subject Tutor(s)/College Adviser/Supervisor of either the complainant or the student complained about.  The investigations carried out may include:
    a) informing the person against whom a complaint has been made of the allegations against him or her;
    b) meeting separately with the complainant and the alleged harasser;
    c) speaking to other relevant people on a confidential basis; and/or
    d) obtaining further relevant information.

At all times either party will have the right to be accompanied at meetings by any current member of the College, senior or junior (except the Senior Tutor or any tutor who has taught him/her), or a representative of OUSU, or may ask the Principal to appoint a member of the Governing Body to represent him/her. A student may attend a meeting in person or by electronic link.

  1. Every effort will be made to achieve a prompt outcome to the complaint, the aim being to conclude the complaint within a period of one month. Both the complainant and the student who is the subject of the complaint will be expected to co-operate with the College in achieving that result. If it is not possible to resolve the issue within this timeframe, for example for reasons of complexity or the absence of relevant parties from Oxford, both parties will be kept informed.
  2. At all times both the complainant and the student complained against will be kept informed of proceedings, and will be referred as appropriate to sources of support and advice. The result of the investigation will be conveyed in writing. The written decision will include all the relevant facts. A copy of it will be given to both parties.
  3. In some circumstances, in the interests of the complainant and/or the student complained about, it may be necessary for interim action to be taken, pending the outcome of the investigation. This may include making arrangements to limit contact between the parties concerned.
  4. Investigation of a formal written complaint of harassment may result in:
  • Deciding that the alleged harasser should face disciplinary procedures.
  • Taking actions in College, or recommending to a department/faculty actions to take, including making arrangements to limit contact between the parties concerned. The Principal or head of department will have responsibility for implementing and monitoring any actions. The Senior Tutor and University Director of Student Welfare and Support Services will be available to advise
  • Referring either or both parties to appropriate support services
  • Referring a case to the University, if it transpires that the alleged harassment did in fact take place outside the college environment and within the University environment.
  • Taking no further action other than, where appropriate, implementing or suggesting steps that would help to restore reasonable relationships between the parties. This approach will usually be appropriate where the claim(s) of harassment are considered to be unfounded and where there is a continuing relationship between the parties

In rare cases disciplinary action may be instituted against the complainant if there is evidence that the complaint of harassment is unfounded and not made in good faith.  The disciplinary procedures against students can be found in Part 3 Section D College Handbook and against staff can be found in the Employees’ Handbook.

  1. If either the complainant or the student complained about is not satisfied with the outcome following the investigation of the formal written complaint, they may be able to appeal this decision. The relevant appeal procedure is set out in Section G of the Student Regulations, Disciplinary, Intercalation, Fitness to Study and Complaints Procedures. [See http://www.hmc.ox.ac.uk/current-students/college-handbook/part-3-behaviour-discipline-procedures-regulations/g-college-appeal-procedure/]
  2. If a student is unhappy with the decision of the College Appeal Committee following the appeal procedure, then depending on the issue he/she may be able to request that the decision is considered by the APPEALS Panel of the Conference of Colleges (CCAT). The student may appeal to the CCAT not more than 5 days after the decision of the College Appeal Committee.  The Conference of Colleges may be contacted via its Secretariat in the University Offices, or at http://www.confcoll.ox.ac.uk/public/intro.shtml.
  1. Once the College and any relevant University appeals procedures have been exhausted the student will be given a Completion of Procedures letter by the College. At that point the student may appeal to the Office of the Independent Adjudicator, Second Floor, Abbey Gate, 57–75 Kings Road, READING RG1 3AB; telephone O118 959 9813.  There is a time limit for such appeals.   Please note that complaints relating to student discipline and academic matters are also within the scope of the OIA. However, complaints relating to matters of academic judgement (i.e. about academic performance or admissions) cannot be dealt with by the OIA.
  2. Following the outcome of the complaint, the Senior Tutor will take such action, including informing others, and arranging for support for all parties following the outcome, as may be appropriate in the circumstances.

Referrals

  1. On occasion, complaints of harassment which should be considered under this Procedure may be made to staff other than the Senior Tutor. In this situation, staff should explain the Procedure, and ask the complainant if they would like the case referred to the Senior Tutor, so that they can receive support from a trained staff member, or submit a formal written complaint.
  2. If a student does not wish to seek support and advice, or to make a complaint, under stages 2 or 3 of this Procedure, or if there are queries about the procedure to be followed, staff can contact the Senior Tutor or DSWSS for advice on a confidential basis[4].
  1. There may be occasions where a student does not wish to seek support and advice or to make a complaint under stages 2 or 3 of this Procedure, but where the Senior Tutor considers that the implications for the individual and/or for others actually or potentially affected are serious. This may include cases where other parties, but not the aggrieved party, have made a complaint. In such circumstances the Senior Tutor may initiate an investigation and make a decision on further action on the basis of such evidence as is available. The individual’s consent will normally be sought if disclosure is to be made, and a decision on disclosure would be made at a senior level.

Potentially criminal misconduct

  1. This Procedure may not be applicable where the allegations are of behaviour that may attract criminal sanction. This would include, but not be limited to, cases of serious assault or threat of assault. Where the complaint is of potentially serious criminal behaviour by a student, the college should consider whether it would be appropriate for the University to investigate, given the University’s access to experienced external investigators. Further guidance on cases of sexual assault and sexual violence, including support available, is available from the University at http://www.admin.ox.ac.uk/eop/harassmentadvice/policyandprocedure/guidance/. Issues including but not limited to those around teaching, examinations and accommodation/social activity may need to be considered.
  1. Support for any student affected by such an incident may be sought from the Senior Tutor, Harassment Advisor and Dean.
  2. In addition the Senior Tutor will consider whether it is appropriate to make recommendations to appropriate bodies regarding arrangements that would have the purpose of limiting contact between students for so long as may be considered reasonably necessary.

Confidentiality

  1. Information concerning allegations of harassment must so far as reasonably possible be held in confidence by those to whom it is divulged.  Unnecessary disclosure of such allegations may attract disciplinary sanction. Information will be shared on a need-to-know basis. Once a formal complaint is pursued, it is likely to be appropriate and/or necessary for certain information to be provided to others within the College, the University, or to external bodies.
  2. Those to whom disclosure may be made outside the University include the police, the Office of the Independent Adjudicator (“OIA”) and the civil and criminal courts.  The College will not normally report a matter to the police without the complainant’s agreement, except in those rare circumstances where there is sufficient evidence to suggest that an individual poses an extreme risk.

Records

  1. The College and all those involved in this Procedure must comply with the principles of the Data Protection Act 1998[5]. These include ensuring that personal data is kept accurate and up-to-date, held securely, and not kept for longer than necessary.
  2. Those interviewed in the course of any investigation by the investigator will be asked to review the notes of their individual discussions with the investigator as soon as is reasonably possible in order to comment on any inaccuracies or omissions. All notes will be preserved during the process and until such time as the College’s internal processes and any external processes are concluded.
  3. The Senior Tutor should be consulted about filing and retaining any notes and documents related to this Procedure, all of which must be held in confidence.

Annex B: Complaints of harassment against staff

  1. This Procedure is designed to deal with complaints of harassment made by students against staff that arise in a College context. Complaints of harassment brought by students against students will be dealt with under Annex A, and complaints by students against University staff will be dealt under the University Harassment Policy. In all cases a student complainant will be supported by the Principal, and, if appropriate, the Director of Student Welfare and Support Services.  If a student is unsure whether a particular instance of harassment falls under the University’s procedures or College procedures, they should seek advice from Senior Tutor, DSWSS or Harassment Advisor.
  1. The Principal and Harassment Advisor can provide support to students, and to staff requiring advice on student cases. The Principal will have oversight[6] of all cases referred to them under this Procedure, and will take the lead as appropriate in liaising with other parts of the collegiate University. If the Principal is implicated in a claim of harassment then the Vice-Principal will act in his/her place. The Senior Tutor will act as a source of information and advice for the College on student cases of harassment, and will make referrals as appropriate. They will also be responsible for recording and reporting of cases referred to their office under this Procedure.
  1. In serious cases, it is likely to be appropriate to proceed directly to the procedures for formal complaints which can be found in Part 3 Section E3 of the College Handbook.
  1. This complaints Procedure may not be applicable where the allegations are of behaviour that may attract criminal sanction. These cases may include, but are not limited to, cases of serious assault or threat of serious assault. In the first instance such allegations will normally be a matter for police investigation and action. This complaints Procedure therefore focuses on complaints of harassment which can be dealt with within the College environment. However, it also includes the procedure for informing and receiving support from the College in cases where there is police involvement.

Stage 1 – Informal action

  1. In some cases, a student who feels that they are being harassed by a member of staff may feel able to approach the person in question to explain what conduct they find upsetting, offensive or unacceptable, and to ask that person to refrain from that behaviour. At no time should a student feel obliged to approach an alleged harasser, and the College does not wish to suggest that a student who feels that they have been harassed is responsible for rectifying the situation.
  1. Before taking informal action, the student could discuss the situation with a College Harassment Advisor. If the student does not feel comfortable contacting a College Harassment Advisor, they can contact the Harassment Line for details of another advisor (Tel. 01865 270760 or e-mail harassment.line@admin.ox.ac.uk). Harassment Advisors will not approach the alleged harasser on behalf of an individual. Details of the role of the harassment advisor can be found at www.admin.ox.ac.uk/media/global/wwwadminoxacuk/localsites/equalityanddiversity/documents/harassment/role.pdf.
  1. Other sources of advice when considering informal resolution include the Junior Dean, JCR and MCR welfare representatives of officers, and OUSU’s Student Advice Service (Tel. 01865 288466 or e-mailadvice@ousu.org).
  1. If informal action does not succeed in resolving the situation, or would not be appropriate given the nature of the behaviour, the Senior Tutor and Harassment Advisor are available for support and advice to any student who feels that they are being harassed. Students can contact the Senior Tutor by e-mail. If appropriate, the student can pursue a complaint against the member of staff under the informal and, if necessary, formal procedure set out in Part 3 section E of the College Handbook.

[1] www.admin.ox.ac.uk/eop/harassmentadvice/policyandprocedure/

[2] Statute XI: University Discipline (www.admin.ox.ac.uk/statutes/352-051a.shtml#_Toc28142342)

[3] Oversight in this context refers to the Senior Tutor being aware of all cases so as to ensure the provision of appropriate support to students.

[4] Any member of the collegiate University can also contact the Proctors for advice and information on any matter.

[5] Data Protection Act 1998

[6] Oversight in this context refers to the Senior Tutor being aware of all cases so as to ensure the provision of appropriate support to students.