PROGRAM ADMISSION REQUIREMENTS
Students must have completed high school.
If the student has not completed high school, the student must have an interview with the school director.
Students must have IELTS 4.0 or equivalent.
CSBA Academic Standards Policy
ACADEMIC STANDARDS POLICY
It is expected that students will complete all examinations, assessments, practicum (if applicable) and assignments as described in the Program Admission Requirements and Program Outline/Syllabus for this program of study enrolled. Below are the general Academic Standards applicable for all the programs offered at the Institute. For program specific requirements see program syllabus:
Attendance
•
Regular attendance is required by students in order to acquire all of the knowledge and skills necessary to complete each program successfully; students must attend a minimum of 75% of the program in order to graduate.
•
If there are any extenuating circumstances concerning a student’s absence, the instructor should be notified as soon as possible. It is the student’s own responsibility to stay current with the course material and course curriculum and to “catch up” on any missed classes regardless of the reason for absence. By way of example, skipping or missing a class where a test or an in-class assignment was announced will not excuse a student from that test or assignment.
•
Regular attendance is taken for each class and both absenteeism and lateness will be recorded on the attendance sheet. The Institute will seek to balance the validity of the student’s excuse with the importance of the course material missed.
Students who fail to meet the program attendance requirements without a valid excuse and are required to meet with the director prior to being allowed to attend further classes. The remedies will be governed by the requirements of provincial regulatory bodies and any other regulatory requirements, to which the Institute is bound, as well as The Institute’s “Discipline Policy” and best practices in the circumstances.
Make-up Tests, Late Assignments
•
Make-up tests, in lieu of tests missed due to illness or other permissible circumstances may be arranged. Any student who is unable to write a test at the scheduled time must make this request prior to the examination date. Student may be asked to provide documentation to support the absence (i.e. doctor’s notes for illness). Unexcused absences from tests and exams may result in a score of zero (0).
•
The instructors may use their discretion to determine if extensions on assignments will be granted.
•
Students are expected to complete tests and assigned work at the specified times.
Plagiarism
•
Plagiarism is the act of submitting work that is, in whole or in substantial part, someone else’s work, and representing it to be your own. Examples of plagiarism include, but are not limited to, the following:
1.
copying previously published work;
2.
copying another student’s work;
3.
reviewing materials or works from mailboxes, printers, faculty desks or other sources, and adopting those works as your own; and
4.
Using paid or unpaid services or other people to complete one’s assignments.
•
Students are expected to acknowledge the sources of ideas and expressions they use in essays, reports, assignments etc. Failure to do so constitutes plagiarism and is subject to academic penalty. Students who knowingly loan work to be copied, in whole or in part, by another student, for which a grade is assigned, are equally at fault in cases where plagiarism has occurred, and may also be open to academic sanction.
Cheating
•
Cheating is defined as any deliberate attempt to obtain credit using deceit or dishonest methods. Examples of such behavior include, but are not limited to, the following:
1.
passing exam papers/solutions to another student;
2.
repeatedly looking at other students’ papers;
3.
discussing or whispering of answers during a test;
4.
submitting research reports in which no research took place; and
5.
writing answers on a desktop.
6.
collaboration where collaboration is expressly prohibited, whether or not that collaboration occurs online or otherwise.
•
Cheating offences are subject to academic penalty.
Academic Penalty
•
Academic penalties often begin with the awarding of a zero on the assignment/project/test for the first offence and a notification from the director or the office administrator, in writing, of the offence. This notification is kept on file in the Institute’s offices. A subsequent offence may result in removal from the course and the possibility of complete dismissal/expulsion from the program.
Grading Disagreements
•
Where a student disagrees with a grade received or any decision resulting from application of the rules, policies, and regulations referenced in this Contract in its entirety, the student shall discuss the matter with their instructor, or the director to resolve the problem.
•
Both individual and/or group complaints should be handled as outlined above. Most complaints are resolved informally with the instructor or faculty member responsible for grading that student/group of students. Faculty members endeavor to be open and fair in dealing with students’ concerns, thus students are encouraged to speak with the faculty member(s) involved in the matter.
•
The Grade Appeal Policy is described in details in each Program Guide.
Certification of Achievement
•
A diploma is provided to all students who successfully meet program requirements.
Transcript of Academic Record
Upon request, CSBA can provide a Transcript of Academic Record that states you studied/are studying at Canadian Sports Business Academy. Details of a student’s academic results and attendance can be added if requested.
CSBA Anti-Bullying_Anti-Harassment_Anti-Discrimination Policy
1. Scope of Policy
•
Who is bound: The Institution has adopted this Anti-Bullying, Anti-Harassment, and Anti-Discrimination Policy to ensure ethical and respectful employment practices and treatment for all students of Institution, as well as employees.
•
Objective: The objective of this policy is to create a climate of understanding and mutual respect where each person feels a part of the Institution’s community.
•
Zero tolerance: The Institution will have a zero tolerance policy for harassment or bullying. The Institution will not tolerate, ignore, or condone any form of discrimination or harassment and is committed to promoting appropriate standards of conduct at all times.
•
May result in dismissal/expulsion: All employees in the Institution’s family are responsible for respecting the dignity and rights of their co-workers and the students whom they educate. Students in turn are responsible for respecting the dignity and rights of their fellow students. Bullying and harassment are serious forms of employee and student misconduct which may result in disciplinary action up to and including discharge of an employee, and which may result in suspension or dismissal/expulsion of a student or a denial of admission to any prospective student.
•
Harassment-free workplace: The Institution will take any and all reasonable steps available to ensure a harassment-free environment, including barring the harasser from its facilities, where appropriate, or discontinuing business with harassers, as the case may be.
2. Application of Policies
•
Online bullying, harassment, and social media: Harassment and bullying will not be tolerated on or off campus to the extent that such conduct compromises a respectful and harassment free environment at the Institution. For example, online (social media, e-mail, or otherwise) harassment or bullying by a student or Employee in our Institutional family will not be tolerated – and will be treated as if it occurred on campus.
•
Enumerated grounds: Without limitation, the following prohibited grounds of discrimination and any combination of these grounds will specifically not be tolerated, apart and aside from any harassment or bullying issue:
1.
Race;
2.
Citizenship;
3.
Sexual Orientation;
4.
Ancestry;
5.
Creed;
6.
Age;
7.
Place of Origin;
8.
Sex (including pregnancy);
9.
Marital Status;
10.
Colour;
11.
Gender;
12.
Family Status;
13.
Ethnic Origin;
14.
Disability
•
Right to contract equally: Every person having legal capacity has a right to contract on equal terms without discrimination based on those items enumerated in paragraph 2 above.
•
Equal treatment in employment: Every person has a right to equal treatment with respect to employment without discrimination or harassment based on those items enumerated in paragraph 2 above.
•
“Bullying” standards may be adopted which go beyond any legislation that is in place or which has been introduced as draft legislation in British Columbia, in order to determine whether instances of “bullying” (which may fall short of or be different from “harassment”) have occurred.
•
Obligation to Report: Staff and students must report any alleged form of discrimination, harassment, or bullying to the instructor, or Academic Manager as soon as they become aware of an issue.
•
Discrimination: Discrimination, as used in this Policy, is any practice or behaviour, whether intentional or not, which has a negative impact on an individual or group because of personal characteristics or circumstances unrelated to the person’s abilities or the employment or service issue in question (e.g., disability, sex, race, sexual orientation). Discrimination may arise as a result of direct differential treatment or it may result from the unequal effect of treating individuals and groups in the same way. Either way, if the effect of the behaviour on the individual is to withhold or limit full, equal and meaningful access to goods, services, facilities, employment, housing accommodation or contracts available to other members of society, it is discrimination.
•
Duty to accommodate: This refers to the legal obligation of an organization to take steps to eliminate disadvantage caused by systemic, attitudinal, or physical barriers that unfairly exclude individuals or groups protected under the applicable British Columbia Human Rights legislation and any regulations thereto. It also includes an obligation to meet the special needs of individuals and groups protected by any such regulation and legislation unless meeting such needs would create undue hardship.
•
Definitions:
1.
“Bullying”: means the severe or repeated use by one or more pupils of a written, verbal, electronic or other form of expression, a physical act or gesture or any combination of them if it is directed at another person if it has the effect of or is reasonably intended to have the effect of:
•
causing physical or emotional harm to another person or damage to the another person’s property,
•
placing another person in reasonable fear of harm to himself or herself or damage to his or her property,
•
creating a hostile environment at the Institution for another person,
•
infringing on the legal rights of another person at the Institution, or
•
materially and substantially disrupting the education process or the orderly operation of the Institution; (“intimidation”)
1.
“Employee”: For the purpose of this policy, the term employee includes: full- time, part-time, temporary, probationary and casual employees, co-op students, volunteers, job applicants, staff, contractors, and consultants working for the Institution;
2.
“Student”: means student or prospective student of the Institute;
3.
“Equal Treatment”: Equal treatment is treatment that brings about an equality of results and that may, in some instances, require different treatment. For example, to give all employees equal treatment in entering a building, it may be necessary to provide a ramp or an elevator for an employee who requires the use of a wheelchair; and
4.
“Harassment”: Means improper comment or conduct based on one or more of the prohibited grounds listed in applicable British Columbia Human Rights legislation and regulations thereto, that a person knows or ought to know would be unwelcome, offensive, embarrassing or hurtful.
•
Discipline: The Institution will investigate any and all allegations for harassment promptly, in accordance with the law, and free from reprisal.
Where to report: See the managing director of CSBA immediately if there are any questions or concerns about this policy.
CSBA Discipline Policy
•
All students are expected to conduct themselves in a dignified and professional manner.
•
Students may be suspended or dismissed/expelled, depending on the severity and/or degree of their “Misconduct”: Misconduct is defined as, and without limitation:
1.
conduct which disrupts or in any material respect compromises the Institute or any of its students, including the administration of the program (including but without limitation any act or threatened act of violence, failure to cooperate with an inclusion or accommodation policy of Canadian Sports Business Academy);
2.
student performance bringing discredit on the professional, academic, or ethical standards of the institution;
3.
academic failure;
4.
poor attendance i.e. attendance which falls below the any program approval requirements, or poor participation (without medical excuse that gives rise to the legal need for accommodation);
5.
conduct which interferes with the legal rights of other students and/or the Institution, its staff, agents, or employees
6.
repeated contravention of Canadian Sports Business Academy’s policies as set out in this Student Enrolment Contract and amended from time to time as the Institution deems necessary, or pursuant to applicable laws and/or regulations;
7.
failure to pay required fees as set out in the student’s signed contract;
8.
contravention of the performance requirements or other rules and/or guidelines as they may apply to the student; and
9.
distribution of materials within the campus and to the Institute’s students that have not been approved by Canadian Sports Business Academy (such as brochures, 3rd party advertisements, promotional materials, political or religious materials, etc.)
•
Repeated failure to abide by Institute’s policies, which may be amended from time to time as the Canadian Sports Business Academy deems necessary or pursuant to applicable laws and/or regulations, is grounds for dismissal/withdrawal. Note that contravention of some school’s policies may lead to immediate dismissal/expulsion from the program depending on the severity of the contravention (see paragraph 5 below).
•
Canadian Sports Business Academy may, at its sole discretion and consistent with applicable laws and/or regulations, consider a Suspension prior to the possible dismissal/expulsion of the student.
•
Certain types of serious misconduct will lead to the immediate dismissal/expulsion of the student on a “zero tolerance” basis. Such conduct includes, but without limitation,
1.
the use of alcohol or drugs;
2.
violent and/or threatening behavior toward another student, employee, faculty member, or visitor on campus;
3.
dishonesty by the student relating to academic testing or credentials, or any dishonesty going to the academic integrity of the Institution.
•
Harassment or Discrimination – Canadian Sports Business Academy does not condone harassment or discrimination of any student, staff, employees, or agents. Students who engage in harassing or discrimination are subject to immediate suspension pending investigation. Any student deemed by the Institute’s investigators as having engaged in harassing or discriminatory activities contrary to any applicable laws and regulations may be subjected to immediate dismissal/expulsion.
•
Students who damage, steal and misuse property may be expelled and will be required to make restitution to replace or fully repair the property.
•
Fee refunds will be governed by the provisions of this contract and applicable laws and/or regulations as prescribed. However, where the Institute has no legal requirement/obligation to refund tuition or any portion of a student’s tuition to any student who has been expelled (or suspended, where the suspension is long enough such that the student has lost a significant amount of time or opportunity that would otherwise have been spent in course study), Canadian Sports Business Academy will have no obligation to refund tuition or any part of that student’s tuition.
•
A sanction of suspension or dismissal/expulsion will be recorded on a student’s academic record and transcript.
•
Notification – Students who are expelled for any reason will be notified in writing. The notification will describe the basis for dismissal/expulsion and the effective date.
•
Appeal procedure: Expelled students who dispute the facts of the dismissal/expulsion must file their appeal with Canadian Sports Business Academy within five (5) days of the notification having been received by the student.
Canadian Sports Business Academy may, at its sole discretion, determine that a restorative process is warranted in lieu of or in tandem with any of the above forms of discipline that it seeks to impose. A restorative process is one which emphasizes repairing the harm caused or revealed by unjust behavior through an inclusive or cooperative process.
CSBA Dispute Resolution and Dismissal Policy
Dispute Resolution Policy:
Canadian Sports Business Academy (CSBA) is dedicated to the prompt and impartial resolution of student conflict issues to the satisfaction of both the student and the staff of the organization. The Student Complaint Procedure is designed to provide students with both an informal and formal process wherein the student may request satisfaction for the quality of the education he/she received. All complaints submitted in accordance with the Student Complaint Procedure shall be dealt with in an efficient manner.
This policy governs complaints from students respecting the Canadian Sports Business Academy and any aspect of its operations. Students will not be subject to any form of retaliation as a result of filing a complaint. Responsibilities of the student, Head of Program and Director are outlined below.
All student complaints must be made in writing.
The student must provide the written complaint to the Head of Program, who is responsible for making determinations in respect of complaints. If the Head of Program is absent or is named in a complaint, the student must provide the complaint to the Director of the school or an alternative Head of Program..
Contacts responsible for making a determination:
1.
Shiro Nakajima (Director; Head of Snow Sports Professional Program; Head of Golf Athletes Development Program)
2.
Ami Sakai (Head of Sports Trainer Program, Head of ESL Program)
A student who makes a complaint may be represented by an agent or a lawyer.
The general procedures for dispute resolution are as follows:
Step 1 – Informal Resolution
The first step is to seek an informal resolution by discussing the matter with the person responsible for the action that causes concern. If after discussing the matter the dispute remains unresolved, a student may proceed to step 2.
Step 2
Where possible, the person with the dispute will informally discuss the matter with the Head of Program in an attempt to find a mutual resolution.
(If the dispute is regarding the staff, then the person can automatically proceed to step 3.)
Step 3 – Formal Resolution
If unsatisfied with the outcome during the Informal Resolution Stage, the student should submit a written complaint addressed to the Head of the Program. The written statement should be as detailed as possible and must include the student’s name, the date and time of the incident, the submission date, the name of the person(s) involved, and if possible a recommended resolution.
Upon receiving the written statement, the Head of Program will arrange to meet with the student to discuss the concern as soon as possible and within five (5) days of receiving the student’s written complaint.
Following the meeting with the student, the Head of the Program will conduct whatever enquiries and/or investigations are necessary and provide a written response to the student that includes reasons for the determination of the complaint. The written reasons will be provided no later than 15 days following the receipt of the student’s written complaint and will establish a timeframe for follow up.
(If the Head of Program is absent or named in the complaint, the student must provide the complaint to the Director of the school.)
Step 4
If the problem has not been resolved, the Director may be required to further investigate the situation. If it becomes apparent that the complaint is an issue of management or discipline, the Director will engage in appropriate activities to address the situation. Such activities may include training for the faculty member.
In this case, the Head of the Program will report to the student, in writing, that the complaint is being investigated further and is being addressed.
Step 5
If, after all internal avenues for resolution have been exhausted, and the dispute is still outstanding, the student will be directed to contact the Private Training Institution Branch.
Record of Complaints:
CSBA will keep a record of all complaints at the campus where the complaint originated for a minimum of five (5) years from the data of the decision relating to the complaint. A copy of the complaint and any other submissions on file with respect to the complaint and/or the decision reached will be included in the record. Any student who makes a complaint will be provided with a copy of the record of the complaint if a student is not satisfied with the organization’s resolution of his/her complaint.
Private Training Institutions Branch:
If the student is or was enrolled in an approved program, is dissatisfied with the determination, and has been misled by the institution regarding any significant aspect of that program, he or she may file a complaint with the Private Training Institutions Branch at
www.privatetraininginstitutions.gov.bc.ca
CSBA Non-Disparagement Policy
1)
Consideration: In consideration for delivery of the programs and other good and valuable consideration, the receipt and sufficiency of which is hereby acknowledged by the all current Students;
2)
“Disparagement” for the purposes of this Policy, shall generally refer to negative remarks about the Institution which are made maliciously or recklessly (including all of those persons covered under this policy) or without taking reasonable steps to verify the truth of such remarks prior to having made them.
3)
Who is bound: Subject only to Canadian law held to be applicable in any province (including but without limitation the enabling legislation governing private career schools or institutions and the Canadian Charter of Rights and Freedoms if/where held to applicable), all students shall be bound by this non-disparagement policy. Adhering to the policy is a condition of enrolment.
4)
Purpose of policy: The Institution has a reputation for excellence. The Institution is a private institution operating multiple locations in various provinces across Canada, and is committed to maintaining high standards in teaching and in ensuring that the value of the Institute’s credential remains strong.
5)
Social media: With the popularity of social media (Facebook, YouTube, Twitter, etc.) students, and alumni of the Institution and all its affiliates, can communicate in a way that they have never done so before. The Institution applauds the fact that students and alumni have new opportunities to network for employment in their chosen vocation, and can communicate with each other socially. The Institution is confident that this will contribute to the Institution’s long-standing reputation in the marketplace.
6)
Reputation is a two-way street: Students derive significant benefit from being an alumnus of the Institute. At the same time, the Institution is ultimately “defined” by the “quality” of its graduates i.e. where they end up working, how they are putting their skills to the test in the workforce, and whether they are happy with their chosen vocation. The Institution and its students have a common interest in preserving and protecting the integrity and image of the Institution and all its affiliates.
7)
Specific undertakings of student: With the above in mind, students shall undertake to do the following:
a)
Refrain from making any public statement or statements, through social media or otherwise, about the Institution or any of its affiliates, which would be considered inaccurate, unduly critical or derogatory, or libellous, or which may tend to unfairly injure the reputation of the Institution or any of its affiliates;
b)
Refrain from making any public statement or statements, through social media or otherwise, that would be considered inaccurate, unduly critical or derogatory, or libellous, or which may tend to unfairly injure the reputation of another (and without limitation) existing or former student, alumni, instructor, or staff member of the Institution;
c)
Report to the Institution immediately, the publication of any unduly critical, derogatory, or libellous statement or statements, or statement/s which may tend to unfairly injure the reputation of the Institution or any of its affiliates, through social media or otherwise. Such reporting shall include the author or authors of such publication, and all other specifics known to the reporting student;
d)
Report to the Institution immediately, the publication of any inaccurate, unduly critical or derogatory, or libellous statement or statements tending to unfairly injure the reputation of another (and without limitation) existing or former student, alumni, instructor, or staff member of the Institution or any of its affiliates. Such reporting shall include the author or authors of such publication, and all other specifics known to the reporting student.
e)
Refrain from disparagement of the Institution or any of its affiliates in any other form that would reasonably be considered to bring the Institution or any of its affiliates, and without limitation, its faculty, staff, students or alumni, into disrepute;
f)
Familiarize themselves with any other policies which bind them while students, including but without limitation, the Anti-Bullying / Anti-Harassment / Anti-Discrimination Policy.
8)
Discipline for non-compliance: Discipline, including expulsion or other sanctions as appropriate, may result from non-compliance with this Policy.
CSBA Privacy and Video Surveillance Policy
This policy has been created to demonstrate our commitment to privacy and the protection of your personal information, information pursuant to current privacy legislation.
•
Canadian Sports Business Academy collects, uses, retains and discloses information in accordance with the Personal Information Protection Act (“PIPA”). CSBA may share and disclose personal information within the institution to carry out its mandate and operations. Information, in aggregate form only, may also be used for research purposes and statistics.
•
The institution collects information several ways. Some personal information is gathered if you register with us. During registration, the institution may ask for personal information such as your name, email address, gender, zip/postal code, occupation, industry and personal interests.
•
We may ask you for personal information outside of the context of registration, including (but not limited to) when you download a file (such as a .PDF file) from the institution; when you ask us to contact you; when you join our mailing list; and when you report a problem relating to the services we provided or the courses offered. If you contact us we may keep a record of that correspondence.
•
When prospective students, i.e. candidates provide us with information such as their name, mailing address, telephone number, and e-mail address, we use this contact information to send these candidates additional information about the Institute. A candidate’s contact information may also be used by us to contact him or her directly. Candidates may choose not to receive future mailings or other communications from the institution at any time by notifying the Institution.
•
We will not sell or rent your personal information to third parties without obtaining your written informed consent. Generally, the institution does not sell or rent personal information in any event.
•
The institution’s website provides much information spanning many topics. While the institution attempts to provide accurate information to its site users, it provides no guarantees regarding the accuracy or reliability of this content. The institution’s website and/or any content on the internet relating to the institution, does not constitute a contract or promise from the institution to its site users, be they prospective students, students, or otherwise.
•
The institution website has security measures and safeguards in place to protect against the loss, misuse, and alteration of the information that is under our control at any given time. However, since no data transmission over the Internet is completely secure we cannot ensure or warrant the security of any information you transmit to us or in relation to our online products or services, and you do so at your own risk. Once we receive your transmission, we make every attempt to ensure that it is kept secure with us. You must still be solely responsible for maintaining the secrecy of your passwords and/or any account information.
•
We may store and sometimes track information about you. We may do this in order to further automate our website or online forms, or to help us understand who may be interested in our programs.
•
Subject to any legislated exemptions which would permit us to disclose your personal information as is necessary, we will not disclose any of your personal information except when we have your informed consent. “Personal Information” is defined broadly by governing legislation as any information about an identifiable individual except the name, title, and business address or office telephone number of an employee of an organization.
•
Pursuant to allowable exemptions under current legislation, we may disclose personal information when we have reason to believe that disclosing this information is necessary to identify, contact, or bring legal action against someone who may be violating the institution’s policy, violating any law of the province of British Columbia or Canada, or may be causing injury to or interference with (either intentionally or unintentionally) the institution’s rights or property, other students or faculty members, or anyone else who could be harmed by such activities. We may also disclose your personal information to a collection agency for the purposes of the lawful collection of a debt owed to us by you.
•
Our policy with respect to the use, collection, retention, and disclosure of all student records is governed by applicable privacy legislation as well as the relevant provisions of other applicable Acts and Regulations.
•
We make every attempt to periodically update our Privacy Policy such that it is in compliance with governing privacy legislation and any regulations applicable thereto.
•
The institution also abides by any laws regarding Video Surveillance Policy. To summarize, to the extent that it uses or will seek to use video surveillance, the institution will
•
ensure there is a justifiable business purpose for the surveillance;
•
seek to avoid capturing the images of people not being targeted for some specific, legitimate purpose;
•
to the extent possible, seek to not use cameras in areas where people have a heightened privacy expectation;
•
to the extent possible, seek to notify students and other individuals about the use of cameras before those individuals enter the premises;
•
subject to some legal justification to withhold and unless the data is destroyed, provide access to Individuals whose images are captured on videotape;
•
ensure that video surveillance equipment and videotapes are secured and used for authorized purposes only;
•
ensure that to the extent that recorded images are stored, that they are stored in a secure location with limited access.
•
The student releases the Institute and assigns permission to license and use all images and sound recordings in any media and for any purpose. The student agrees that the Institute has all rights to images and sound recordings for perpetuity. This agreement is irrevocable, worldwide and perpetual.
•
Should you have a question or concern about our Privacy and Video Surveillance Policy or our practices in this regard, please contact the institution.
CSBA Safety and Emergency Policy
Policy:
CSBA is committed to providing a healthy and safe, working and learning environment for all employees and students. The policy applies to all CSBA employees and students.
Procedure for Fire Safety:
1.
The director ensures that adequate fire suppression equipment is available as needed throughout the campus and that all fire suppression equipment is inspected by a qualified inspector at least annually.
2.
The director ensures that all employees receive training in the operation of the fire suppression equipment and in the school fire evacuation procedures.
2.
The director is responsible for preparing and posting emergency exit instructions route maps in each classroom at the campus with the exit from that room specifically noted in a coloured highlight.
4.
In the event of a fire emergency, the director will dial 911 and advise the fire department of the location of the school. They will provide details of the type of fire (if known) and the location of the fire within the campus.
5.
The director will advise all employees to evacuate the campus.
6.
Instructors will escort their students to the top of the stairs near Earl’s restaurant ensuring that he or she takes the class list with them. At the top of the stairs near Earl’s restaurant, the Instructor will check the students present against the list of students in attendance that day and will immediately advise the director if anyone is missing.
7.
The director will act as a liaison between fire officials and students/employees during the emergency. If necessary, the director will authorize school closure.
8.
No student or employee will re-enter the campus until the fire officials have authorized re-entry.
Procedure for Earthquake Safety:
1.
The director ensures that adequate precautions are taken throughout the campus to ensure that injury due to falling or unstable items during an earthquake is limited. This may include securing file cabinets to walls and providing lipped shelving for books or binders that are located at or above head-level.
2.
The director ensures that all employees receive training in the school earthquake evacuation procedures.
2.
The designated admin staff is responsible for preparing and posting emergency instructions and exit route maps in each classroom at the campus with the exit from that room specifically noted in a coloured highlight.
4.
In the event of an earthquake emergency, all staff and students will take cover and remain under cover until the shaking stops.
5.
When it is deemed safe to do so, the director will advise all employees to evacuate the campus.
6.
Instructors will escort their students to the top of the stairs near Earl’s restaurant ensuring that he or she takes the class list with them. At the top of the stairs near Earl’s restaurant, the Instructor will check the students present against the list of students in attendance that day and will immediately advise the director if anyone is missing.
7.
The director will act as a liaison between rescue officials and students/employees during the emergency. If necessary, the director will authorize school closure.
8.
No student or employee will re-enter the campus until the rescue officials have authorized re-entry.
CSBA Tuition Refund Policy
1.
If the institution receives tuition from the student, or a person on behalf of the student, the institution will refund the student, or the person who paid on behalf of the student, the tuition that was paid in relation to the program in which the student is enrolled if:
(a)
the institution receives a notice of withdrawal from the student no later than seven days after the effective contract date and before the contract start date;
(b)
the student, or the student’s parent or legal guardian, signs the student enrolment contract seven days or less before the contract start date and the institution receives a notice of withdrawal from the student between the date the student, or the student’s parent or legal guardian, signed the student enrolment contract and the contract start date; or
(c)
the student does not attend a work experience component and the institution does not provide all of the hours of instruction of the work experience component within 30 days of the contract end date.
2.
The institution will refund the tuition for the program and all related fees paid by the student or a person on behalf of the student enrolled in the program if the student is enrolled in the program without having met the admission requirements and did not misrepresent his or her knowledge or skills when applying for admission.
3.
If a student does not attend any of the first 30% of the hours of instruction to be provided during the contract term, the institution may retain up to 50% of the tuition paid under the student enrolment contract unless the program is provided solely through distance education.
4.
Unless the program is provided solely through distance education, if the institution receives a notice of withdrawal from a student:
(a)
more than seven days after the effective contract date and
i.
at least 30 days before the contract start date, the institution may retain up to 10% of the tuition due under the student enrolment contract, to a maximum of $1,000.
ii.
less than 30 days before the contract start date, the institution may retain up to 20% of the tuition due under the student enrolment contract, to a maximum of $1,300.
(b)
after the contract start date
i.
and up to and including 10% of the hours of instruction to be provided during the contract term have been provided, the institution may retain up to 30% of the tuition due under the student enrolment contract.
ii.
and after 10% but before 30% of the hours of instruction to be provided during the contract term have been provided, the institution may retain up to 50% of the tuition due under the student enrolment contract.
iii.
After 30% of the hours of instruction have been provided, there will be no tuition refund.
5.
Unless the program is provided solely through distance education, if the institution provides a notice of dismissal to a student and the date the institution delivers the notice to the student is:
i.
equal to or before 10% of the hours of instruction to be provided during the contract term have been provided, the institution may retain up to 30% of the tuition due under the student enrolment contract.
ii.
after 10% but before 30% of the hours of instruction to be provided during the contract term have been provided, the institution may retain up to 50% of the tuition due under the student enrolment contract.
iii.
After 30% of the hours of instruction have been provided, there will be no tuition refund.
6.
The institution will refund fees charged for course materials, textbooks and field trips
paid for but not received if the student provides a notice of withdrawal to the institution or the institution provides a notice of dismissal to the student.
7.
Refunds required under this policy will be paid to the student, or a person who paid the tuition or fees on behalf of the student, within 30 days:
(a)
of the date the institution receives a student’s notice of withdrawal,
(b)
of the date the institution provides a notice of dismissal to the student,
(c)
of the date that the registrar provides notice to the institution that the institution is not complying with section 1(c) or 2 of this policy, or
(d)
after the first 30% of the hours of instruction if section 3 of this policy applies.
8.
If an international student delivers a copy of a refusal of a study permit to the institution, sections 1(a), 1(b), 4, 7 and 8 of this policy apply as if the copy of the refusal were a notice of withdrawal, unless:
(a)
the international student requests an additional letter of acceptance for the same program that was the subject of the refusal of a study permit.
CSBA Work Experience Policy
This is a general description of the co-operative work experience policy, which is no more than 50% of the hours of instruction of a program and is paid. Program-specific, detailed information will be provided prior to the start date of the work experience component of the program.
Students will conduct their co-operative work experience in businesses operating in the locale stated on their work visa. Placements will be arranged by the institution for the purposes of applying the knowledge and skills learned in class. The duration of the co-operative work experience will not exceed 50% of the entire program and will be monitored and tracked weekly by the office administrator or director.
CSBA Student Services
Student Support Services
Students may contact the director or the office administrator for ongoing support, when they have questions regarding class schedules or need support with academic information or other general inquires.
Student Services
The director or the office administrator can help you by providing information about:
•
Health insurance information and direct you to the closest medical office, when needed;
•
Housing and transportation services for students;
•
Embassies or consulates;
•
Program outlines and information on all programs offered;
•
Child care services available to students;
•
Community and cultural services available to students;
•
Policies and procedures including questions about the enrolment contract;
•
Coordinating program/course changes;
•
Providing orientation to CSBA policies and procedures
•
Providing transcripts of academic record or attendance records;
•
Providing student support to international students
Practicum and Work Experience
The director or the office administrator can help with:
•
Work experience placements and changes;
•
Conducting the practicum evaluation;
•
Evaluating students’ performance during the work experience related courses;
•
Providing work experience related support
Academic Services
The director or the office administrator can help you with:
•
Ensuring student satisfaction of program quality and delivery;
•
Collecting student’s feedback about the enrolled program
The director or CSBA and the office administrator ensures that student requests and feedback are reviewed and response to in a timely manner.
CSBA Student Statement of Rights
Canadian Sports Business Academy is certified with the
Private Training Institutions Branch (PTIB) of the British Columbia Ministry of Advanced Education and Skills Training.
Before you enrol at a certified private training institution, you should be aware of your rights and responsibilities.
You have the right to be treated
fairly and
respectfully by the institution.
You have the right to a
student enrolment contract that includes the following information:
- amount of tuition and any additional fee for your program
- refund policy
- if your program includes a work experience, the requirements to participate in the work experience and the geographic area where it will be provided
- whether the program was approved by PTIB or does not require approval.
Make sure you read the contract before signing. The institution must provide you with a signed copy.
You have the right to access the institution’s
dispute resolution process and to be
protected against retaliation for making a complaint.
You have the right to make a
claim to PTIB for a
tuition refund if:
- your institution ceased to hold a certificate before you completed an approved program
- you were misled about a significant aspect of your approved program.
You must file the claim within
one year of completing, being dismissed or withdrawing from your program.
For more information about PTIB and how to be an informed student, go to:
http://www.privatetraininginstitutions.gov.bc.ca/students/be-an-informed-student.
CSBA Sexual Misconduct Policy
1. Canadian Sports Business Academy is committed to the prevention of and appropriate response to sexual misconduct.
2. Sexual misconduct refers to a spectrum of non-consensual sexual contact and behaviour including the following:
•
sexual assault;
•
sexual exploitation;
•
sexual harassment;
•
stalking;
•
indecent exposure;
•
voyeurism;
•
the distribution of a sexually explicit photograph or video of a person to one or more persons other than the person in the photograph or video without the consent of the person in the photograph or video and with the intent to distress the person in the photograph or video;
•
the attempt to commit an act of sexual misconduct; and
•
the threat to commit an act of sexual misconduct.
3. A Complaint of sexual misconduct is different from a Report of sexual misconduct. A person may choose to disclose or complain of sexual misconduct without making a formal report. A Report is a formal notification of an incident of sexual misconduct to someone at the institution accompanied by a request for action.
4. A student making a Complaint will be provided with resolution options and, if appropriate, accommodation, and will not be required or pressured to make a Report.
5. The process for making a Complaint about sexual misconduct involving a student is as follows:
•
Complaints should be made preferably in writing. The complaint may be directed to Shiro Nakajima (Director; Email:
nakajima@csbawhistler.com), or alternatively Ami Sakai (Administration Director; Email:
ami@csbawhistler.com) if Shiro Nakajima is unavailable or named in the Complaint.
6. The process for responding to a Complaint of sexual misconduct involving a student is as follows:
•
The institution will acknowledge receipt of the Complaint within 7 days.
7. The process for making a Report of sexual misconduct involving a student is as follows:
•
A written statement and request for action should be made to Shiro Nakajima (Director; Email:
nakajima@csbawhistler.com), or alternatively Ami Sakai (Administration Director; Email:
ami@csbawhistler.com) if Shiro Nakajima is unavailable or named in the Report.
8. The process for responding to a Report of sexual misconduct involving a student is as follows:
•
The institution will review the Report within a reasonable timeframe and confirm next steps in writing. The institution will contact you to inform you of the next steps and the timeframe, within 7 days.
9. It is contrary to this policy for an institution to retaliate, engage in reprisals or threaten to retaliate in relation to a Complaint or a Report.
10. Any processes undertaken pursuant to this policy will be based on the principles of administrative fairness. All parties involved will be treated with dignity and respect.
11. All information related to a Complaint or Report is confidential and will not be shared without the written consent of the parties, subject to the following exceptions:
•
If an individual is at imminent risk of severe or life-threatening self-harm.
•
If an individual is at imminent risk of harming another.
•
There are reasonable grounds to believe that others in the institutional community may be at significant risk of harm based on the information provided.
•
Where reporting is required by law.
•
Where it is necessary to ensure procedural fairness in an investigation or other response to a Complaint or Report.
This institution is certified by the Private Training Institutions Branch (PTIB). Certified institutions must comply with regulatory requirements, including the requirement to have a Sexual Misconduct policy.
For more information about PTIB, go to
www.privatetraininginstitutions.gov.bc.ca.
COVID-19 & Vaccination Policy
This policy will be effective from September 13th, until further notice. Rules and policies outlined below may be subject to change to follow BC COVID-19 restrictions and guidelines required by PTIB (Private Training Institutions Branch) and EQA (Education Quality Assurance).
School Vaccination Policy
1．
Students (incoming and current) will not be required to show proof of vaccination; however, vaccination status will be required and will be disclosed to other staff and students as required. Students may not be able to participate in certain activities that take place off-campus or run by external parties depending on the policies of the facilities and groups involved.
Although vaccination will not be required, we strongly recommend students to be vaccinated to ensure that they can participate in all activities required for graduation.
2．
Staff will not be required to show proof of vaccination; however, vaccination status will be required and will be disclosed to other staff and students as required. Newly hired staff will be encouraged to get vaccinated if they are not.
Testing for COVID-19
1．
Students who have not been vaccinated are to use the BC COVID-19 Self-Assessment Tool everyday before arrival on campus and send results of the assessment to a staff member.
https://bc.thrive.health/covid19/en2．
All students are to use the BC COVID-19 Self-Assessment Tool if they are feeling unwell and are to refrain from attending classes if showing any signs or symptoms of COVID-19.
3．
If students are showing symptoms of COVID-19 or if the assessment recommends that the student be tested, they are to get tested and confirm results with Shiro Nakajima or Ami Sakai and determine if the student can attend class.
4．
The school will not bear the costs of any PCR tests.
Mask Policy
1．
Students who are not vaccinated are to always have masks on for all indoor activities and in indoor public spaces.
2．
Students are to wear masks if asked by an instructor.
3．
CSBA will follow the recommendation and rules of the BC government.
Vaccination Status Regarding Home Stay and Housing Arrangements
1．
Homestay: Vaccination status of students will be disclosed to host families and host family vaccination status will be disclosed to students before entering a contract. Students and families will be matched according to students request. However, CSBA will not be liable if they are unable to find a host family for an unvaccinated student.
2．
Shared housing: Shared housing is not regulated by CSBA, and owners of shared housing may implement their own rules. Students will be notified of rules and the vaccination status of others that they will be living with.
Students and staff with any questions and concerns should contact Shiro Nakajima or Ami Sakai.
Bully, harassment, and discrimination will not be tolerated. Please see our Anti-Bullying, Anti-Harassment, Anti-Discrimination Policy.
