Question 1

A-101: Division Foundation Statement

Accepted Answer

Updated: July 2026The AlBaqir Academy Board is proud of its rich history and its record of being of service to students. Serving students is the core business of the board. The corporate board has adopted the following foundation statement that sets out our purpose and principles.Our PurposeEquity is our process. Excellence is our goal.We pursue equity and excellence by:Nurturing each other with kindness, dignity, and compassion.Contributing to the development of curious and reflective learners who question, take action, and seek purpose in their lives.Committing to a common goal of at least one year of growth for each student every year.Engaging in intentional and differentiated actions to meet the diverse needs of individuals and groups.Dismantling discrimination and addressing the impacts of oppression.Our PrinciplesDiversity is a fact. We are all diverse.We honour diversity by:Celebrating the many aspects of our identity that make us unique.Challenging the systemic injustices that perpetuate inequities.Identifying and overcoming barriers to equity and inclusion.Inclusion is a commitment. We act to value, respect, and empower others every day.We champion inclusion by:Understanding each others’ stories, strengths, needs, and aspirations.Meeting each other where we are at.Working together for learning and growth every day.Belonging is a feeling. Each person has the right to be accepted as their authentic selves.We cultivate belonging by:Knowing every person and every person feeling known.Empowering voices and inspiring agency.Engaging in equitable processes that make every person feel valued.Disruption is an imperative. We challenge singular views, experiences, or stories.We nurture disruption by:Amplifying marginalized voices and perspectives.Questioning the superiority of the dominant ways of knowing and examining how colonization shapes identity and impacts feelings of belonging.Weaving diverse ways of knowing, being, and experiencing into our practices.Pedagogy is a catalyst. We grow in our learning when we connect, explore, and take risks within our instructional relationships.We leverage pedagogy by:Designing learning experiences that challenge, support, and inspire.Elevating the practice of teaching through reflection, renewal, and growth.Embracing the many ways of knowing and the many ways of showing what we know.Accountability is a responsibility. We hold each other responsible for our shared commitments.We embrace accountability by:Holding ourselves and each other to high standards.Living our principles of diversity, inclusion, belonging, pedagogy, disruption, and accountability in a good way.Evaluating evidence to celebrate successes and drive growth.In service of public school education and students, we strive to deliver on our purpose and live by our principles.History/ReviewApproval: July 1, 2026Next Scheduled Review:July 1, 2030Last Review:July 1, 2026

Question 2

A-110: Welcoming, Caring, Respectful, Inclusive and Safe Learning and Working Environments

Accepted Answer

Updated: July 2026The Academy is committed to providing students and staff with a welcoming, caring, respectful, inclusive and safe learning and working environment. The Academy believes that an inclusive environment must be free from discrimination based on the protected grounds of race, colour, ancestry, place of origin, religious beliefs, absence of religious beliefs, gender, age, physical disability, mental disability, marital status, family status, source of income, sexual orientation and gender identity.  The Academy believes that public education is the cornerstone of our democratic system and that dismantling systemic racism, discrimination, hate and ignorance in our communities requires an explicit effort on our part to ensure organizational culture, policies, directives, practices and procedures are fully inclusive and do not privilege some groups and disadvantage others. We believe this will enable students to become life-long learners, confident and capable of shaping their futures and meeting the challenges of today and tomorrow.  The Academy requires all division stakeholders to foster safe learning and working environments free from bullying, harassment and violence. History/ReviewApproval: July 1, 2026Next Scheduled Review:July 1, 2030Last Review:July 1, 2026 References:Emergency Medical Treatment of StudentsEducation Act, Sections 197, 33(1)(d), 53, 52Alberta Health Services2009 Guidelines for A Child/Student-Focused Medication Management in Preschool/School setting

Question 3

A-150: Discrimination, Violence and Harassment

Accepted Answer

Updated July 2026The board believes that all individuals have a right to a safe and caring school environment that is free from discrimination and harassment.Therefore, the board requires all AlBaqir Academy to advance inclusive, respectful and welcoming learning environments for all students and staff and encourages schools to implement programs and strategies that foster this belief.Specifically, the board believes that discrimination because of race, religious beliefs or lack of, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation of the person or class of persons must not be tolerated.Further, the board expects that procedures for effectively addressing complaints related to discrimination or harassment will include education and mediation, as well as informal and formal complaint resolution mechanisms. The Board recognizes an individual’s right to file a complaint outside the organization with the Alberta Human Rights Act, through a union or association or through civil or criminal courts.The board believes that a complainant has the right: to file a complaint and have it dealt with promptly, without fear of embarrassment or reprisal;to have a person of their choice accompany them during the process;to make sure that no record of the complaint is placed on their personnel file, as long as it was made in good faith;to be informed about the progress of the complaint;to be informed of the type of corrective measures that could result from the complaint; andto receive fair treatment.The board also believes, the respondent has the right:to be informed of the complaint;to be given a written statement of the official allegations, and to respond to them;to have a person of their choice accompany them during the process;to be informed about the progress of the complaint; andto receive fair treatment.The superintendent, principal, site supervisor, or designate is expected to use the following definitions when implementing this policy. It is important to note that behaviour giving rise to a complaint need not be intentional in order to be considered harassment or discrimination. It is sufficient that the offender knows, or ought reasonably to know, that the behaviour is offensive, unwelcome, and/or discriminatory.DefinitionsDiscrimination is the denial of individual rights and freedoms in a manner which contravenes the Alberta Human Rights Act, and the Canadian Charter of Rights and Freedoms. The Alberta Human Rights Act prohibits discrimination on the basis of race, religious beliefs or lack of, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status, sexual orientation of that person or class of persons.Domestic Violence is a pattern of behaviour used by one person to gain control over another with whom the person has (or has had) a personal relationship, including dating, marriage, adult interdependent partnerships, custody blood relationships and adoption.

For the purposes of this regulation, domestic violence becomes a workplace hazard, not a limited personal issue, when it occurs at, or spills over into, the workplace, putting the targeted worker at risk and posing a threat to co-workers.Harassment refers to unwelcome and offensive behaviour that consists of objectionable conduct, comment, material or display that demeans, belittles, intimidates or humiliates another person.  Harassment may include, but is not limited to, references related to age, nationality or ethnic origin, religion, gender, sexual orientation, physical/mental disability or race.  It may involve abuse of authority but does not include the legitimate exercise of an individual’s supervisory or administrative authority.Sexual Harassment is any unwelcome behaviour that is sexual in nature. It includes, but is not limited to, behaviour such as unwanted touching (e.g. pinching, patting, rubbing), leering, sexist jokes, the display of sexually suggestive material, derogatory or degrading comments, sexually suggestive gestures and unwelcome propositions, innuendoes, demands or inquiries of a sexual nature. Unwanted sexual advances, unwanted requests for sexual acts, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: such conduct undermines another individual's personal dignity by causing embarrassment, discomfort, humiliation or offence; orsuch conduct interferes with an individual's work performance or learning opportunities by creating an intimidating/hostile work or learning environment; orsubmission to such conduct is made either explicitly or implicitly a term of condition of employment or educational services; orsubmission to, or rejection of, such conduct affects decisions regarding that individual's employment or educational advancement including matters such as promotion, salary, benefits, job security, grades, or employment references.Violence is any threatened, attempted, or actual conduct of a person in the workplace, relating to the workplace, or resulting from the workplace that can reasonably be expected to cause injury or harm to person or property. Community Members include volunteers, visitors, unpaid service providers, and tenants. Contractor includes anyone involved in a contracted relationship with the division, including vendors and service providers. Division Administrators include supervisory positions, such as school principals, assistant principals, facilities management, division office management including senior administration.Personal Injury is physical or psychological injury to an individual that can be of short or long duration. Safety Plan is the document developed specific to an individual that defines how staff can best maintain a safe and productive working and learning environment. Workplace is any location where a staff member of the division carries out his or her assigned responsibilities.Workplace Incident is an incident which occurs at the workplace as a result of discrimination, violence (including domestic), or harassment.

Administrator ResponsibilitiesEnsure that the administrative regulation is posted at each work site and reviewed yearly;Create and maintain workplace conditions that minimize the potential for these types of workplace incidents; Take immediate action to report of workplace incidents and ensure the safety of the individual;Implement division procedures and processes for addressing these types of incidents;Ensure that all incidents are reported in accordance with division procedures and processes. Reporting can also be directly to Alberta OHS.Division administrators are responsible for ensuring consistent implementation of, and compliance with, this administrative regulation. Division administrators are responsible for ensuring staff education and training about workplace incidents, coordinating follow-up support (safety plan, resources), and providing staff with the processes, tools and support they need to address discrimination, violence, and harassment. Not all reported incidents of discrimination, violence, or harassment require formal complaints before being addressed. One example might include the responsibility to monitor and enforce those parts of the policy that prohibit the display of pornographic or exploitative pictures, cartoons and graffiti in schools or on division premises. This includes pictures and/or messages on clothing. When a complaint is received, administrators must:encourage and, when appropriate, facilitate the use of Healthy Interactions for complaint resolution (Board Policy D-180);ensure there is fair treatment for all parties involved and follow the principles of natural justice;take appropriate corrective action;protect the complainant against possible reprisals; anddirect or assist, if required, in the fact-finding process In the case of complaints involving students, administrators must consider the age of students and special circumstances to determine whether parental/guardian involvement is required.When resolving complaints/concerns the principal shall utilize whatever process the principal deems appropriate to the circumstances to resolve the dispute or concern. Informal Complaint ProcessWhen the superintendent, principal, site supervisor, or designate receives an informal or verbal complaint, the following actions should be taken:provide the complainant and the respondent with information regarding the workplace incident, including board policy, regulations, and complaint resolution mechanisms;assist the complainant in speaking to the respondent directly, or speak to the respondent on the complainant's behalf to outline the allegations and attempt to resolve the complaint informally;advise students, employees, parents/guardians, volunteers, or a member of the public that assistance with complaint resolution is available through appointment of a neutral third party if requested, and to students through a teacher, counselor, or administrator;will protect the confidentiality of all parties involved in a complaint or incident, as per the Occupational Health and Safety Code, Part 27; andmonitor the status of the complaint to see that all efforts are made to satisfactorily resolve it within 30 days from the date the complaint is received.Formal Complaint Resolution ProcessA formal complaint consists of a signed written statement outlining the charges, describing the specific incident or incidents, the dates (if available) and any witnesses who may have been present.Complaintants are encouraged to file their complaints within one year (365 days) from the date of the incident(s) as cited in the letter of complaint.The complainant is responsible for notifying the person in authority if a complaint is filed with the Alberta Human Rights and Citizenship Commission, a union or association, the police or if civil court action is initiated while the charges are still under review by St. Albert Public Schools. The division may elect to process the complaint or stay the procedures pending the outcome of another investigation.A formal complaint will be investigated by the superintendent, principal, site supervisor, or designate providing no more than one year (365 days) has elapsed since the incident(s) outlined in the complaint. Under special circumstances, the superintendent may elect to consider a complaint received more than twelve months after the incident(s). The superintendent, principal, site supervisor, or designate who receives the complaint will verify that the allegations may represent a violation of board policy and regulations.The superintendent, principal, site supervisor, or designate who receives the complaint is responsible for notifying the respondent and the superintendent that a formal complaint has been received. The superintendent will be provided with a copy of the formal complaint and an outline of the  procedures for resolving the complaint.An individual will be appointed by the superintendent or designate to conduct an investigation regarding the complaint. The complainant and respondent will have an opportunity to provide oral or written submissions to the investigator and to respond to the other party's submission. The investigator will have the right to ask questions of the complainant, respondent, and anyone else believed to have relevant information.The complainant and respondent will have an opportunity to provide oral or written submissions to the investigator and to respond to the other party's submission. The investigator will have the right to ask questions of the complainant, respondent, and anyone else believed to have relevant information.The complainant and respondent may each have someone present to provide advice and assistance (e.g. legal counsel, union representative, colleague, parent).The investigator's findings will be detailed in a report to the superintendent or designate.Every effort will be made to resolve a formal complaint within 90 days of the date on which the complaint was filed. Within a reasonable time given the nature of the dispute or concern, the investigator will provide the complainant with a decision in writing.If the results of the investigation support the allegations in the letter of complaint, a range of sanctions will be considered by the superintendent or designate.The complainant or the respondent may request that the decision provided by a designate of the superintendent be reviewed by the superintendent.If the results of the investigation do not support the allegations, the complaint will be dismissed by the superintendent or designate and a letter will be issued indicating that the respondent has been cleared of all allegations. An individual who has been cleared of allegations of harassment, violence or discrimination has the option of requesting that a copy of a letter to that effect be placed in the personnel file or student’s cumulative record.No person making a complaint in good faith will be disciplined or shall suffer reprisal for having made such a complaint, even if the complaint is unsubstantiated. However, making a complaint in bad faith is misconduct and may be subject to discipline, including termination of employment, where appropriate. A complaint made in bad faith is one where:the person making the complaint knows some or all of the allegations/accusations to be false; or,the person making the complaint makes allegations/accusations which no reasonable person would believe to be true (based on the facts and information known to the person making the complaint)Either the complainant or the respondent may appeal to the superintendent if dissatisfied with the procedures or resolution of a formal complaint. This appeal must be filed to the superintendent within 30 days of receiving the superintendent’s or designate’s review decision.Either party has the right to seek civil redress through the courts or to file a complaint with their union, association, or the Alberta Human Rights and Citizenship Commission. A complaint can be submitted to the Alberta Human Rights and Citizenship Commission providing that it is filed within the time limits imposed by the legislation.If the dispute or concern is a matter that significantly affects the education of the parent's child, the parent may appeal the principal's decision to the superintendent pursuant to section 1 of Administrative Regulation B-150-AR.RetaliationMechanisms for addressing harassment are open to all individuals within St. Albert Public Schools. No student, staff member, parent/guardian or volunteer within St. Albert Public Schools shall take retaliatory action with the intent of dissuading or punishing an individual for participating in the complaint resolution process (i.e. complainant, witnesses, respondent, investigator). Sanctions may be imposed for retaliation.Record KeepingA secured file will be created by the person in authority which includes:the name(s) of the complainant(s) and respondent(s);the nature of the alleged harassment, violence or discrimination; anda record of all meetings which specifies dates, attendees, and issues discussed.Final reports, and any record of associated sanctions, will be kept in personnel files or the student’s cumulative record for a minimum of two years. At that time, depending upon the circumstances, these reports/records will be either destroyed or retained for such period as legal counsel advises.\ History/ReviewApproval: July 1, 2026Next Scheduled Review:July 1, 2030Last Review:July 1, 2026 References:A-150, Discrimination and HarassmentA-160, Sexual Orientation and Gender IdentityB-120, Delegation of AuthorityB-150, Appeals Concerning Student MattersD-180, Resolution of Complaints/Concerns regarding Division StaffD-200 Occupational Health and Safety of Staff and StudentsD-200-BR, Occupational Health and Safety of Staff and StudentsD-200-AR, Occupational Health and Safety of Staff and StudentsAlberta Occupational Health and Safety Act, Regulation and CodeAlberta Education Act, Section 33(1)(d), 41, 42Alberta Teachers' Association Code of Professional ConductAlberta Occupational Health and Safety Code, Part 27 ViolenceCanada Labour Code, Part II Occupational Health and Safety, paragraph 125(1)(z.16)Canada Occupational Health and Safety Regulations (SOR/86-304) Part 17.5 (1)(a)Canadian Charter of Rights and FreedomAlberta Human Rights ActAccess to Information Act (ATIA)Protection of Privacy Act (POPA)

STUDENT HANDBOOK

STUDENT HANDBOOK

Policy Manual

A-101: Division Foundation Statement

A-110: Welcoming, Caring, Respectful, Inclusive and Safe Learning and Working Environments

A-150: Discrimination, Violence and Harassment