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College Policies

Canadian College of Ayurveda and Yoga Inc. ensures that the students get a world class education and go on the become successful ayurvedic practitioners in their communities and serve at their best for a better world. In the process to achieve this vision, CCAY college adheres to its policies for a conducive and better learning environment for the students to facilitate their education and their health for a better overall educational experience.

Fees Refund Policy

1. POLICY

PLEASE SEE THE PDF FILE IN THE LINK BELOW FOR THE COLLEGE FEES REFUND POLICY AS PRESCRIBED UNDER PRIVATE COLLEGE CAREERS ACT.

Examination Policy

1. POLICY
1.01 CCAY will reschedule missed examinations in a manner that ensures the academic integrity of rescheduled examinations is not compromised, and avoids situations of knowledge decay or other impediments to student progress.
1.01.1 Rescheduled exams test similar learning objectives.
1.01.2 Rescheduled exams are specifically created by faculty or test-bank administrator for this purpose and may differ in format than original examinations

2. SCOPE
2.01 This policy applies to all students who are registered in academic courses in the DAHM program.

3. DEFINITIONS
3.01 Exam —-A formal written, oral, practical or combination of evaluation methods that is scheduled within the regular midterm, final or supplemental examination period.
3.02 Missed Examination – Any exam that is not written on its intended date and time as per published examination period schedule.
3.03 Rescheduled Examination Period – This is the examination period subsequent to the original examination period when eligible students can reschedule their missed examination.

4. RESPONSIBILITIES
4.01 The Office of Academic Affairs (OAA) is responsible for coordinating with faculty, acquiring and scheduling examinations.
4.02 Faculty members or, where applicable, a test bank administrator is responsible for ensuring the academic integrity (uniqueness) of rescheduled examinations.
4.03 The student is responsible for submitting a Rescheduled Examination Application form and supporting documentation to student services by the established deadline.
4.04 Student Services is responsible for receiving, documenting and tracking approved applications.

5. PROCEDURES
5.01 Any student who is unable to write an examination at the scheduled time due to significant occurrences outside of their control, must submit a Rescheduled Examination Application form and supporting documentation to a student services officer (SSO) no later than three working days after the date of missed examination.
5.02 Students who are registered with Accessibility Services and have an approved accommodation status do not have to submit supporting documentation with the Rescheduled Examination Application.
5.03 Valid reasons for missing examinations are limited to illness, mandatory court appearances (court documentation required) and death in the immediate family (death certificate or notice of death required).
5.04 Petitions to defer examinations based on vacation, employment, personal plans or traffic delays will not be considered.
5.05.1 A missed midterm examination will be rescheduled in the Midterm Rescheduled Examination Period.
5.05.2 A missed rescheduled midterm examination will be rescheduled in the Final Rescheduled Examination Period. Failure to attend the sitting of the rescheduled midterm exam in the Final Rescheduled Examination Period will result in failure of the midterm exam.
5.05.3 Alternatively, should a student miss the Midterm Rescheduled Examination, a student can apply to write a comprehensive examination in the Final Examination Period. Failure to attend the sitting of the comprehensive exam will result in failure of the course.
5.05.4 A missed final examination will be rescheduled in the Final Rescheduled Examination Period.
5.05.5 A missed rescheduled final examination will be scheduled in the Supplemental Examination Period. Failure to attend this sitting of the rescheduled exam will result in failure of the final exam.
5.05.6 A missed supplemental examination will be rescheduled in the Supplemental Rescheduled Examination Period. Failure to attend this sitting of the rescheduled supplemental will result in failure of the supplemental exam.
*Note: Due to the nature of the OSCE I and II examinations they will each only be scheduled once per academic year. Each examination will include the originally scheduled day(s) and one additional make-up day scheduled within the next four weeks.
5.06 In exceptional circumstances, students who are unable to finish course work by the end of a term (or the specified end of a course) may be granted incomplete status. In this case the Incomplete Grade Policy applies.
5.06.1 An incomplete grade for a prerequisite course must be completed prior to being allowed to proceed to a higher level course.

Workplace Violence Policy

1. POLICY
1.01 CCAY is committed to providing a safe work environment for all employees, students, and visitors. The College proclaims “zero-tolerance” for violence and therefore will not tolerate any acts of violence by or against any employee, contractor, student, patient, resident, or visitor.

2. SCOPE
2.01 This policy applies to all workers of the CCAY community including employees and independent contractors.

3. DEFINITION
3.01  “Workplace Violence” means:

  • The exercise of physical force by a person against an individual, in a workplace, that causes or could cause physical injury

  • An attempt to exercise physical force against an individual, in a workplace, that could cause physical injury

  • A statement or behaviour that it is reasonable for an individual to interpret as a threat to exercise physical force against the individual.

4. RESPONSIBILITY
4.01 Each member of the CCAY community is responsible for creating an environment that is free from workplace violence. Employees and contractors are required to report any violence or any serious potential of a violent situation immediately to management, security, or the Human Resources department.
4.02  Managers/Supervisors are required to prevent and discourage violence in the workplace. Anyone in a management position who becomes aware of workplace violence or the serious potential of it within CCAY is expected to promptly deal with the situation in consultation with the Human Resources Department.
4.03  Co-workers are also expected to prevent and discourage violence in the workplace. Any co-worker who has witnessed an event or becomes aware of any circumstances that could lead to violence in the workplace should make every effort to inform their Manager/Supervisor or the Human Resources Department of the potential for violence.
4.04   The Human resources department has the duty to advise if a co-worker has any history of violent incidents. In situations where a CCAY employee or independent contractor has been identified as a potential danger to co-workers, the HR department will assess the level of risk and determine whether co-workers need to be advised.
4.05 The Human Resources department is responsible for communicating this policy to all employees as well as ensuring that reported incidents are dealt with in the prescribed manner.
4.06  The Human Resources department is responsible for providing training to all workers on the Harassment and Discrimination (see C1100) and Violence policies.

There is a workplace violence program that implements this policy. It includes measures and procedures to protect individuals from workplace violence, a means of summoning immediate assistance and a process for individuals to report incidents, or raise concerns.  CCAY will ensure this policy and the supporting program are implemented and maintained and that all individuals have the appropriate information and instruction to protect them from violence in the workplace.

5. PROCEDURE
5.01 Complaints of violence must be reported immediately to the Human Resources Department, a supervisor, or if in immediate danger, security staff. Complaints should be made to your supervisor unless your supervisor is the problem or is unavailable in which case the complaint should be directed to the Human Resources Department.

5.02 All reported incidents will be reviewed under the following guidelines:

  • Any report of violence in the workplace will be followed promptly by a thorough investigation.

  • All incidents will be kept confidential to the fullest extent possible, and will be disclosed to such individuals necessary to permit the proper investigation and response to the complaint. No one will be involved in the investigation or response except those with a need to know. However, confidentiality may be compromised in cases where it is necessary to conduct an investigation and uphold this policy and/or to implement remedial and/or protective measures and/or in cases where it is required by law.

  • Anyone who is found to have violated this policy is subject to corrective action up to and including immediate discharge. Corrective action will depend on the severity of the offense. Action will be taken to prevent an offense from being repeated.  In addition, individuals may be subject to action under the Criminal Code of Canada.

  • Retaliation will not be permitted against anyone who makes a complaint or who co­operates in an investigation.

5.03 If a complaint is made, the Manager/Supervisor with the assistance of Human Resources will carry out the following procedure:

  • Meet with the complainant to ascertain the concerns.

  • Impress upon the complainant and the respondent that the information provided will be treated in a strictly confidential manner and disclosure will be limited to that required to investigate and work towards resolution.

  • Keep records of all meetings and document all contacts associated with each complaint.

  • Prepare a statement of complaint including all relevant dates, events, names of witnesses and other relevant information.

  • Meet with the witnesses identified and prepare written statements for their signature to ensure greater accuracy.

  • Meet with the person who is being accused of infringement of rights, to provide him or her with an opportunity to respond.

  • If the complaint is deemed valid, appropriate remedial or disciplinary action will be taken

5.04 The College is committed to provide support services to victims of violence. Confidential counseling through the Employee Assistance Program (EAP) will be available to employees who are experiencing personal problems in relation to violence or who are victims of violence.

Fragrance -Free Policy

Please note that due to allergic sensitivities, CCAY and CIMT Campus are fragrance- free areas. Due to health concerns arising from exposure to scented products, CCNM is committed to providing a fragrance-free environment to all employees, students, residents, patients and visitors. Fragrances are defined as any product that produces a scent strong enough to be perceptible by others, including but not limited to cologne, after shave lotion, perfume, perfumed hand lotion, fragranced hair products, scented oils and/or similar products.

1. POLICY
1.01 Due to health concerns arising from exposure to scented products, CCAY is committed to providing a fragrance free environment to all employees, students, residents, patients and visitors.

2. SCOPE
2.01 This applies to all employees, faculty, students, residents and visitors.

3. DEFINITIONS
3.01 “Fragrances” are any product which produces a scent, strong enough to be perceptible by others, including but not limited to cologne, after shave lotion, perfume, perfumed hand lotion, fragranced hair products, scented oils and/or similar products.

4. RESPONSIBILITY
4.01 It is the responsibility of all employees to comply with this policy and to ensure their visitors are aware of this policy.
4.02 It is the responsibility of the Human Resources Department to communicate this policy to CCAY employees.
4.03 It is the responsibility of the Director, Facilities & Procurement and Coordinator, Procurement & Office Services to ensure all materials used for cleaning will be scent-free, where possible.

5. PROCEDURE
5.01 Employees will be informed of this policy through the employee handbook, signs posted within the College, letters of offer and during their initial orientation.
5.02 Any employee who is found in violation of this policy on CCAY property will be issued a warning and any further violation of this policy will result in progressive discipline.