Student Work by Kasia Ptaszynska
CG Spectrum (the “Institution”) expects students to meet and adhere to its Code of Conduct while completing a course of study. The requirements of the Code of Conduct are set out below.
If students need any clarification or have any questions regarding the Code of Conduct, they should contact the Chief Operations Officer.
“Student” is defined as including prospective students as well as those currently registered or enrolled in any CG Spectrum courses or activity.
Our students reflect the rich and wide cultural diversity of contemporary society. This diverse range of cultural backgrounds may not always be immediately apparent. To avoid the potential for giving offence, however innocently, your personal behavior must always be considerate and moderate.
You must avoid comments, jokes or stories that could be taken as vulgar, sexist or in any other way insensitive to another person’s sex, race, age, appearance, beliefs, religion or way of life.
Insensitive behavior of this kind, which does not recognize the valid differences between people, damages the inclusive environment we endeavour to create.
You are expected to:
To build a happy and productive community, we need everyone to treat others well and help them feel safe. Each of us should do our part to prevent harassment and violence.
We are committed to providing an environment which is free from bullying, unlawful discrimination and harassment. Our company aims to ensure all involved with the company are treated with respect, dignity and fairness with an aim of creating an environment which promotes positive professional relationships.
This harassment and violence policy is not limited to your class attendance and will include all forums in which you interact with CG Spectrum staff and other students. This policy also relates to, but is not limited by, the following types of communication:
In line with our company’s commitment to creating a community which is free from workplace health and safety risks and one which strives to create positive professional relationships, you are expected to observe the following minimum standards of behavior, including:
Bullying Behavior or Workplace Harassment is repeated, unreasonably behavior directed towards a person or group of persons that creates a risk to health and safety and is unlawful.
Examples of bullying may include (but are not limited to):
There are many forms of discrimination. However, discrimination is only unlawful if it is against attributes that are protected under equal opportunity and anti-discrimination laws (“protected attributes”).
Unlawful discrimination is defined under state and federal legislation as treating someone or a group of people less favourably than another person or group because of a particular attribute.
These attributes differ between jurisdictions within Australia and include, without limitation age, carer status, disability or impairment (mental or physical), employment activity, gender identity or intersex status, industrial activity, lawful sexual activity, martial or relationship status, parental status, physical features, political belief and activity, pregnancy or potential pregnancy, breastfeeding, race, ethnicity or social origin, religious belief or activity, sex, sexual orientation, personal association with someone who has, or is assumed to have, one of these personal attributes.
Unlawful discrimination can be either direct or indirect.
Our company does not advocate, support or practice discrimination except where affirmative action may be required to redress individual or social handicaps. Our company will make all reasonable accommodations to allow people who experience difficulties in their dealings with the organization to benefit equally from its work.
Unlawful Harassment is defined under Australian federal and state legislation, as a form of behavior where a person is made to feel intimidated or humiliated because of a particular attribute.
Unlawful harassment can be verbal, written or physical and has the intent or effect of creating an intimidating, hostile or offensive work environment. Harassment can be a single incident, or repeated behavior, and can occur even if the behavior is not intended to offend. Silence does not mean that the behavior is acceptable to the other person.
Examples of behaviors that may amount to harassment include, but are not limited to:
Sexual harassment is illegal and we will seriously investigate relevant reports. Any person found to be in breach of this policy shall be subject to disciplinary action, up to and including expulsion from CG Spectrum. “Sexual harassment” is generally defined under both state and federal law as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where such conduct has the purpose or effect of unreasonably interfering with an individual’s performance or creating an intimidating, hostile, or offensive environment.
Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of creating an environment that is hostile, offensive, intimidating, or humiliating to persons may also constitute sexual harassment.
While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual harassment depending on the totality of the circumstances, including the severity of the conduct and its pervasiveness:
All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual harassment and retaliation against individuals for cooperating with an investigation of sexual harassment complaint is unlawful and will not be tolerated at CG Spectrum.
If you believe that you have been subject to actions or words that may constitute bullying, discrimination or harassment, you should act upon this as soon as possible by following the procedure set out below. Further, if you believe you have witnessed bullying behavior or harassment by another individual at CG Spectrum, you are also able to make complaints following the procedure set out below.
In the first instance, you should, wherever practicable and only if you feel comfortable in doing do, attempt to amicably resolve the matter the person who is alleged to have engaged in the bullying, discrimination or harassment.
For example, if you suspect that an offender doesn’t realize they are guilty of harassment, you could talk to them directly in an effort to resolve the harassment. This tactic is appropriate for cases of minor harassment (e.g. inappropriate jokes between colleagues.).
You should clearly state the offensive behavior experienced, explain that the behavior is unwelcome and offensive and ask that the behavior does not continue. As set out above, the offender may not be aware that their behavior or conduct was causing offence or was unwelcome.
This is not a compulsory part of the complaint procedure and if you do not wish to confront the offender directly, then this is not expected or encouraged.
Where the alleged bullying, discrimination or harassment involves another student and it is not practical for you to directly resolve the matter, then you shall immediately notify the Chief Operations Officer who will investigate and endeavor to resolve the matter on an informal basis (if you request) or formal basis in accordance with the procedure set out below.
Where the alleged bullying, discrimination or harassment involves another student, teacher, mentor, supervisor or stakeholder then you shall immediately notify the Chief Operations Officer. Your complaint will be investigated by the Chief Operations Officer and we will endeavor to resolve the matter on the formal basis in accordance with the procedure set out below.
For your safety, contact leadership as soon as possible in cases of serious harassment (e.g. sexual advances) or if your manager is involved in your claim. Anything you disclose will remain confidential.
CG Spectrum is founded on mutual respect and we won’t allow anyone to compromise this foundation.
An informal complaint procedure includes a range of alternatives which can be applied in a flexible manner in order to address different complaints in consideration of the relevant circumstances. The informal complaint procedure is intended to be used for less serious allegations of bullying and harassment and instances which generally do not warrant disciplinary action being taken.
If you are unsure of whether or not to make a formal or informal complaint, you can always make an informal complaint first and decide if they want to escalate the complaint to a formal complaint after speaking with the Chief Operations Officer.
Different options for handling informal complaints may include, but are not limited to:
Where you wish to lodge a formal complaint, you will be required to do so by communicating this in writing to the Chief Operations Officer.
A written complaint shall include the names of the individuals concerned, details of the incident(s) and the names of the witnesses’ present. We maintain confidentiality in the course of handling complaints.
Where a written complaint has been lodged, a formal investigation procedure will commence immediately. A formal investigation will be conducted by the Chief Operations Officer and/or any other person or independent body (as appropriate) as appointed by the Chief Operations Officer. The process for investigation is set out in the Dismissal Policy.
Our company may, at its discretion, take some or all of the steps below when faced with misconduct as set out in Dismissal Policy.
Whilst the Chief Operations Officer or the appointed independent body/person will endeavor to preserve the confidentiality of the complainant and the person complaint of, it may be necessary to speak with other workers or people involved to determine what happened and to maintain the integrity of the investigation process.
Where potentially unlawful conduct has occurred, our company may be required to alert the appropriate authorities.
Those people who are involved in the complaint (including the complainant, witnesses etc.) are also under a duty to maintain confidentiality and display a commitment to uphold the integrity of the investigation process. If the complainant chooses to bring a support person with them to any meetings, they too are bound by confidentiality. Gossiping and/or the spreading of rumors as a result of, or in connection with, a process followed under this policy will not be tolerated under any circumstances and may lead to further disciplinary action for those concerned.
Requirements for students:
The Institution forbids: disruptive or offensive classroom behavior; attendance of classes while under the influence of alcohol or any prohibited mood altering substances; the making of inappropriate remarks concerning another student or staff or instructor’s ethnicity, race, religion or sexual orientation and any other conduct which is determined to be detrimental or damaging to other students, staff members, instructors or the Institution.
Any of the following, if substantiated, will result in immediate dismissal without a warning letter or probationary period:
Students who do not adhere to the Code of Conduct will be subject to the procedures outlined below, which may include immediate dismissal from the institution depending on the severity of the misconduct. Concerns related to a student’s conduct shall be handled in accordance with this Policy.
Your schedule for classes and submissions will be sent to you by the Chief Operations Officer or Operations Coordinator.
Although it is strongly recommended that students attend all online critique sessions, if a student is unable to attend an online critique session, the student must have submitted their work prior to the scheduled session for the instructor to critique it in the presence of the rest of the class, so that all students can learn from one another’s critiques.
If a student’s weekly project is not submitted by the due date, it is at the discretion of the instructor as to whether he/she will critique the late submission.
If a final submission is not submitted by the due date, it is at the discretion of the instructor as to whether he/she will critique or fail the student. In the industry, a missed deadline could result in termination of employment therefore CG Spectrum teaching methods emphasize the importance of meeting deadlines. Should the student exceed 3 late submissions without reasonable cause, it will be at the discretion of the Senior Educational Administrator to dismiss the student from the course.
Furthermore, the above also includes 3 weeks of inactivity of no login into the online learning modules and system.
A student may be entitled to a refund of tuition fees in the event that:
If written notice of withdrawal is received by the institution or a student is dismissed within 7 days after the commencement date of the course the student will not be entitled to a refund and will need to organize a refund through the original educational software license provider in accordance with their refund policy.
Update to code of conduct policy.
Initial handbook publication.
Effective: 1 July 2018
Your privacy is important to us and we are committed to responsibly handling your personal data taking all reasonable steps to protect your information from misuse and to keep it secure. We believe it is important to inform you about how we will use your personal data and we encourage you to read this policy carefully. You can find information about how, whether, and why we collect and use your personal information on our Website. We have divided the Policy into different sections.
CG Spectrum is an online school for Animation, Visual Effects, Concept Art and Game Design.
Our headquarters are based in Melbourne, Australia.
CG Spectrum Pty Ltd (ABN 33 605 850 397), Level 1, 164 Kings Way, South Melbourne, Victoria, AUSTRALIA, 3205, is responsible for using your personal data, together with other related CG Spectrum companies. CG will be referred to hereafter as ‘CG Spectrum’ or ‘we’.
Where practicable, we will give you the option of interacting with us anonymously or using a pseudonym.
We collect the personal data necessary for us to provide you with the services you have requested from us, and to manage your CG Spectrum application (jointly referred to as “Personal Data”). You do not have to provide us with your personal data, but if you do not do so, we may not be able to provide you with some or all of our services.
By disclosing personal data to CG Spectrum, you are consenting to its collection. If CG Spectrum receives unsolicited personal data about you, this personal data may be included in your CG Spectrum application. This may include personal or sensitive information that CG Spectrum could not have solicited from you. CG Spectrum may choose to destroy unsolicited personal data about you that is not relevant to CG Spectrum’s functions.
The personal data that you are currently required to provide to lodge a CG Spectrum application includes:
From time to time you may have the option to participate in surveys or other activities intended to improve CG Spectrum’s Services, which may involve providing additional personal data. Your participation in such activities is subject to your consent.
We may collect your information in various ways, including but not limited to:
We only use your personal data for the purpose for which it was provided to us, related purposes, purposes for which you consent, and as otherwise required or permitted by law.
Such purposes include:
We will only use your sensitive information for the purposes for which it was initially collected, other directly related purposes or purposes to which you otherwise consent.
We will take reasonable steps (including any measures required by law) to ensure your information is protected and secure.
For any payments you make via our websites, over the telephone or face to face, we use a recognised payment service provider that is required to take reasonable steps to protect your information. We also take reasonable precautions to ensure that any information you provide to us through our websites is transferred securely.
However, no data protection and security measures are completely secure. Despite all the measures we have put in place, we cannot guarantee the security of your information, particularly in relation to transmissions over the internet. Accordingly, any information which you transmit to us is transmitted at your own risk. You must take care to ensure you protect your information (for example, by protecting your CG Spectrum usernames and passwords) and you should notify us as soon as possible after you become aware of any security breaches.
Our online Services are not directed to children under 13 years of age. If you believe we have collected information about a child under the age of 13, please contact our firstname.lastname@example.org so that we may take appropriate steps to delete such information.
If you are at least 13 but under 16 years of age, please get the consent of your parent or legal guardian before you give us any personal data about yourself. Your parent or guardian should contact CG Spectrum and provide us with their name, e-mail address and any other identifying information that we may request. CG Spectrum needs this information in order to verify that they have provided the necessary consent. We may follow up by phone or other means in some circumstances. If you are at least 13 but under 16 years of age, do not contact us or provide us with any personal data until after your parent or guardian has sent us an e-mail consenting to your contact and provision of such information.
CG Spectrum retains your personal data for as long as required to satisfy the purpose for which they were collected and used (for example, for the time necessary for us to complete your application, send you the newsletters you subscribed to, to provide you with customer service, answer queries or resolve technical problems, etc.), unless a longer period is necessary for our legal obligations or to defend a legal claim.
If you have created an CG Spectrum account with us, we will delete that account and your personal data upon your request or 30 days after it has become inactive. We will consider your account ‘inactive’ when you haven’t used your CG Spectrum account for a period of 2 years. When we cancel your account, your personal data will be deleted. If we need to store certain types of your personal data for a longer period due to legal requirements, we will store such data in accordance with the mandatory periods.
You have the following rights concerning your personal data: right to be informed, right of access, right of rectification, right to erasure, right to restrict data processing, right to object against automated decision making and profiling and your right to data portability. If you would like to contact us regarding any of these rights, please email us at email@example.com.
To the extent that we are relying on our legitimate interests to use your personal data, you also have the right to object to such use (unless we can either demonstrate compelling legitimate grounds for the use that override your interests, rights and freedoms or where we need to process the data for the establishment, exercise or defence of legal claims).
Without undue delay and not later than within a month, we will respond to your request to invoke your rights consistent with applicable law.
You may revoke your consent for receiving marketing communications at any time, free of charge by following the instructions in any marketing communication. You can also control these preferences in your profile settings. CG Spectrum will then stop applying the research results to you at an individual level and will stop sending you marketing communications.
In case you may have a question or complaint about how we process your personal data, you can send an email to firstname.lastname@example.org. Alternatively, you may consider lodging a complaint with a supervisory data protection authority.
We take reasonable steps to ensure the information we collect and hold about you is accurate, complete and up-to-date. However, we rely on you to advise us of any changes to your information or corrections required to the information we hold about you. You can notify us of a change to your information in the following ways:
CG Spectrum will, upon request, provide you with access to the personal data we hold about you unless otherwise required or permitted by law. Access to personal data must be made by e-mailing email@example.com. If you require another means of accessing your personal data CG Spectrum will facilitate this request as long as it is reasonable.
We will refer your complaint to the responsible officer at CG Spectrum, who will investigate the issue and determine the steps we will undertake to resolve your complaint. We will contact you if we require any additional information from you and will notify you in writing of the determination in relation to your complaint.
If you are not satisfied with our determination, you can contact us to discuss your concerns or complain to the Australian Privacy Commissioner.
The Website may contain links to other websites (“Third Party Links”) that we provide solely as a convenience to you during your use of the Website. CG Spectrum does not endorse such websites and is not responsible for any content contained therein. If you decide to access any Third Party Links, you do so entirely at your own risk.