ACADEMIC INTEGRITY AND CODE OF CONDUCT POLICY

1. INTRODUCTION

1.1 The Public School Administrators’ Association of Nova Scotia (“PSAANS”) expects all applicants and registrants in its Professional Learning Programs to uphold the principles of intellectual honesty and academic integrity and to maintain the highest level of conduct and professionalism.

1.2 The primary purpose of this Policy is to set out PSAANS’ expectations for appropriate behaviour and conduct while engaged in the Programs or other PSAANS-sponsored events, or whenever a Program Participant is representing PSAANS in some capacity, whether officially or unofficially. This includes both academic and non-academic conduct.

2. DEFINITIONS

2.1 “ILA” means the Instructional Leadership Academy.

2.2 “ELDP” means the Educational Leadership Development Program.

2.3 “Programs” means the ILA, ELDP, and all other professional learning opportunities and modules which may be offered from time to time (and each individually a “Program”).

2.4 “Participant” means an individual who has applied for or is registered with PSAANS for any of its Programs.

2.5 “Discrimination” occurs when the actions of one or more individuals adversely affect another individual due to a protected characteristic under the Nova Scotia Human Rights Act, namely: age, race, colour, religion, creed, sex, sexual orientation, gender identity, gender expression, physical disability or mental disability, an irrational fear of contracting an illness or disease, ethnic, national, or aboriginal origin, family status, marital status, source of income, political belief, affiliation, or activity, and association with another individual or class of individuals having the foregoing characteristics.

2.6 “Harassment” means directing words or actions at a fellow Participant or other person when it is known or it should reasonably be known that those words or actions are unwelcome. Harassment can include such things as threats, derogatory remarks, jokes, innuendo, or taunts, whether verbal, through actions, or made in writing (physical and digital). Harassment on any basis is prohibited, including, but not limited to, harassment based upon protected grounds. In considering whether conduct may be harassing, it is not enough to personally feel that conduct is appropriate. Rather, it is important to consider how that conduct may be reasonably perceived by those with different perspectives, personal circumstances, and life experiences than your own. Harassment, however, does not include the proper exercise of management functions, such as genuine supervision and discipline.

2.7 “Sexual harassment” is a form of harassment, and includes:

(a) nonverbal conduct (suggestive or insulting sounds, leering); verbal conduct (sexual jokes, propositions, threats); full or partial nudity, sexual advances, physical sexual display or contact, request for sexual favours, and any other sexual conduct when:

(b) submission to or rejection of such advances, requests or conduct impacts on the terms and conditions of the individual's employment (e.g., filing malicious, false, or misleading reports or evaluations about the individual);

(c) such advances, requests, or conduct have the purpose or effect of unreasonably interfering with an individual's work performance;

(d) such advances, requests, or conduct have the purpose or effect of creating an intimidating, hostile, humiliating, or sexually offensive work environment; or

(e) such advances, requests or conduct ought otherwise reasonably to be known to be unwelcome.

2.8 “Violence” means attempted or actual exercise of physical force against a person, or any threatening statement or conduct that gives a person reason to believe that physical force will be used against them.

2.9 “Academic Integrity” is the expectation that all Program applicants and Participants conduct themselves in an honest and trustworthy manner in all aspects of their relationship with PSAANS.

2.10 “Academic Dishonesty” means an intentional, reckless, careless, or improper act for the purpose of obtaining, for oneself or a third party, academic advantage, credential, admission, or credit by deception or fraudulent means. Academic Dishonesty can include, but is not limited to, Plagiarism.

2.11 “Academic Misconduct” means a breach of the Academic Integrity Policy.

2.12 “Plagiarism” means presenting, in any format, someone else’s ideas, presentations, writing, artistic work, or creations, whether verbal, print, structural, design, or electronic, in whole or in part, as one’s own, by failing to credit the source. Plagiarism can be intentional or occur through carelessness. Plagiarism also occurs when a Participant uses Artificial Intelligence (“AI”) to complete any part of their Program without identifying such use, unless the use is expected or expressly permitted by the Program for the same purpose.

3. CODE OF CONDUCT

Policy Statement

3.1 PSAANS is committed to providing an environment where all Participants and those with whom they interact are treated with respect and dignity and are free from harassment, sexual harassment, discrimination, and violence. PSAANS strictly prohibits discrimination, harassment (including sexual harassment), and violence as each term is defined within this Policy.

3.2 All Program Participants have a right to:

(a) a safe and respectful learning environment;

(b) raise concerns without fear of negative repercussions or retaliation; and

(c) fairness in the process and determination of responsibility as it relates to the Policy.

3.3 All Program Participants have a responsibility to:

(a) respect the rights, safety, and well-being of others;

(b) respect PSAANS property;

(c) be aware of and uphold policies that guide PSAANS expectations; and

(d) raise concerns and report behaviour that goes against PSAANS values and this Policy.

3.4 Whenever possible, PSAANS takes an educational and restorative approach to remedies and is focused on Participant success and well-being. PSAANS endeavours to address issues arising under this Policy through collaborative means, wherever appropriate. However, investigative processes may be required where PSAANS deems the conduct to represent a significant violation of this Policy, either because of the nature of the conduct or because of the quantity and/or frequency of the conduct complained of.

3.5 Breaches of this Policy may lead to punitive outcomes, up to and including expulsion from the Program without reimbursement and/or prohibition on future registration, if deemed appropriate.

Complaints Procedure

3.6 Anyone who believes that they have been subject to or witnessed an act of discrimination, harassment (including sexual harassment), or violence by or against a Participant or Participants (a “Complainant”) is encouraged to bring forward a complaint.

3.7 A Complainant may file a formal complaint with the Executive Director or, if necessary, due to involvement of the Executive Director, to a member of the Board of Directors. Any complaint should include, if possible:

(a) Names) of the Complainant and, if different, of the alleged victim;

(b) Names) of the individual(s) whose conduct is in issue (“Respondent”);

(c) Names of any witnesses or other persons with relevant information about the incident and contact information (if known);

(d) Detail of what happened including date(s), frequency, and location(s) of incident(s); and

(e) Any supporting documents that the Complainant has.

3.8 Any complaint received will be treated as confidential to the extent possible. However, certain disclosure will be required in order to properly investigate or mediate, including to allow the Respondent to respond, and as may be required by law. All Participants in the complaint investigation or resolution process, including the Complainant, Respondent, and any witnesses, are required to maintain confidentiality over the complaint and investigation or process while it is ongoing.

3.9 PSAANS is committed to investigating all complaints. Where appropriate, however, PSAANS will offer non-mandatory informal attempts to resolve any complaints through a collaborative process. Any such process will be facilitated by a neutral internal party (or external party if deemed necessary).

3.10 If an informal process is not successful or determined to be inappropriate, PSAANS will proceed with an investigation into the matter on a timely basis and in a manner that is appropriate to the circumstances.

3.11 In an investigation, both the Complainant and the Respondent may be interviewed by an appropriate investigator (either internal or external), as will individuals who have information necessary to investigate the allegation(s). Participants are required to participate in such investigations as requested and, as noted above, are required to keep the details of the investigation confidential. While PSAANS cannot necessarily compel third parties to participate in an investigation, third parties may be asked to participate.

3.12 Following the investigation, the Complainant and the Respondent will be informed of the results of the investigation and, subject to confidentiality requirements, details of the corrective action that has or will be taken. The investigator’s report (if any) will remain confidential.

Prohibition on Reprisal

3.13 Regardless of the outcome of a complaint made in good faith, a Participant lodging the complaint, as well as anyone providing information, will be protected from any form of retaliation. If a Participant believes they have been subject to negative or retaliatory action as a result of participation in the complaint process, they should immediately report this to the Executive Director or, if necessary due to involvement of the Executive Director, to a member of the Board of Directors.

3.14 However, anyone who makes malicious complaints or provides false information in connection with an investigation may be subject to disciplinary action up to and including expulsion from the Program without reimbursement and/or a temporary or permanent prohibition on future registration in any PSAANS Programs.

Code of Conduct Breaches

3.15 In the case of any finding that prohibited discrimination, harassment, sexual harassment, or violence has occurred, appropriate corrective action will be taken, which may include, without limitation, disciplinary action against the Respondent up to and including expulsion from the Program without reimbursement and/or a temporary or permanent prohibition on future registration in any PSAANS Programs. Third parties may also be barred from attending at PSAANS premises or participating in PSAANS Programs or events in the future.

3.16 PSAANS is committed to continuous improvement. Therefore, PSAANS reserves the right to implement measures as deemed appropriate to better support or ensure compliance with this Policy going forward even if a Policy breach has not occurred.

4. ACADEMIC INTEGRITY

Policy Statement

4.1 PSAANS is committed to academic integrity in teaching, learning, research and all other activities involving its Participants and requires that all Participants avoid all forms of academic dishonesty, including plagiarism, and conduct themselves in an honest and trustworthy manner in all aspects of their relationship with PSAANS.

4.2 It is the responsibility of all Participants to be aware of and comply with PSAANS’ standards of academic integrity. Engaging in any form of academic dishonesty or plagiarism is an offence under this Policy and will not be tolerated by PSAANS.

4.3 PSAANS and its employees will take reasonable steps to communicate to Participants the standards of academic integrity.

4.4 Every reasonable step will be taken to discover instances of academic dishonesty which may amount to academic misconduct. This may include, but is not limited to, the use of plagiarism and AI detection programs.

4.5 All suspected instances of academic dishonesty will be investigated in accordance with the procedures supporting this Policy.

Academic Integrity Procedure

4.6 Any time a Participant submits work product for assessment in a Program, PSAANS reserves the right to assess for instances of suspected or actual academic dishonesty.

4.7 Participants have a right to be informed directly when their conduct or work product is suspected of violating the academic integrity policy.

4.8 The investigation will be led by the PSAANS staff member responsible for administering the Program in which the suspected academic dishonesty occurred (“Program Lead”), or such other person as designated by the Program Lead or the Executive Director from time to time.

4.9 The Program Lead or Designate will obtain further evidence of misconduct as necessary, and impacted Participants will be informed of any evidence collected.

4.10 Within ten (10) business days of alleged conduct coming to PSAANS’ attention, the Program Lead or Designate will meet with the Participant to review the alleged instance of academic dishonesty and evidence collected to date. During the meeting, the Participant may present any further evidence they view as relevant to the allegation(s).

4.11 The Program Lead or Designate will connect with the Director of Professional Learning to determine if the conduct is the first academic misconduct offence reported.

4.12 The Program Lead or Designate and the Director of Professional Learning will review the evidence, including any evidence provided by the Participant, and determine, on a balance of probabilities, whether the conduct in issue constitutes academic misconduct. If a breach is found, the staff member and the Director of Professional Learning will assess the appropriate sanction.

4.13 The Program Lead or Designate will issue a written decision outlining the reasons for their finding, which will be approved by the Director of Professional Learning If there is a finding of academic misconduct, the decision will also include the proposed sanction.

4.14 The Participant will be provided with a copy of the written decision and any proposed sanction within thirty (30) business days of the commencement of the investigation. The Participant may do one of two things:

(a) accept the penalty by signing the written decision to signify their acceptance of the penalty; or

(b) appeal the finding in accordance with the Participant Academic Appeals Policy.

Policy Breaches

4.15 Where a breach of this Policy is established, sanctions will be imposed progressively, depending on the nature of the incident and any past infractions of the Policy. Some of the possible sanctions include, but are not limited to, the following:

(a) A mark of zero for the evaluation and/or assessment;

(b) A requirement that the Participant perform an additional evaluation and/or assessment relating to academic integrity;

(c) A determination that the Participant be placed on academic probation for a fixed length of time or pending completion of some other condition, including those listed herein;

(d) A requirement that the Participant resubmit the evaluation and/or assessment and/or submit other additional work;

(e) Expulsion from the Program in which the Participant committed academic misconduct, with or without reimbursement of fees already paid;

(f) Suspension from some or all PSAANS Programs either temporarily or indefinitely;

(g) A temporary or permanent ban from participating in the administration of PSAANS or its Programs.

4.16 Participants have the right to appeal if they disagree with a finding that there has been a breach or with the sanction imposed. The grounds for an appeal are limited to those set out in the Participant Academic Appeals Policy.

5. TRAINING

5.1 PSAANS will ensure that all employees and contractors tasked with administering this Policy receive training to familiarize themselves with this Policy. PSAANS is committed to further ongoing training to support this Policy as well.

6. COMPLIANCE WITH ALL PSAANS POLICIES

6.1 This Policy supplements, and does not replace, any other policies of PSAANS applicable to the conduct of Participants, employees, members of the Board of Directors, or PSAANS members generally.

7. NO LIMITATION ON RIGHTS

7.1 Nothing in this Policy does, or is intended to, discourage or limit anyone from exercising any legal rights under any applicable law.

8. POLICY ADMINISTRATION

8.1 PSAANS’ Board of Directors has oversight of this Policy. The Board of Directors has assigned administration of this Policy to the Director of Professional Learning.

8.2 This Policy will be reviewed and updated as needed, at least every three years.

8.3 If Members have any questions about this Policy, they may contact the Director of Professional Learning.

8.4 The current version of this Policy can always be found in the Members Hub portion of www.psaans.ca.

8.5 Subject to requirements of law, PSAANS expressly reserves the right to change, modify, or delete portions of this Policy without notice.

Last updated: August 20, 2026