Refund & Cancellation Policy

1. Enrollment:

Students studying in our Vancouver destination are able to pay the balance of their invoice on their first day of class.

2. Non-Student Authorization Related Withdrawals

Students who enroll in Vancouver and withdrawal for reasons unrelated to student authorization will be refunded all money paid, unless any non-refunable fees.

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.    but before 11% 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.
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:
(a)    before 11% 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.
(b)    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.
6.    If the institution provides the program solely through distance education and the institution receives a student’s notice of withdrawal or the institution delivers a notice of dismissal to the student and:
(a)    the student has completed and received an evaluation of his or her performance for up to 30% of the hours of instruction to be provided during the contract term, the institution may retain up to 30% of the tuition due under the student enrolment contract, or
(b)    the student has completed and received an evaluation of his or her performance for more than 30% but less than 50% of the program, the institution may retain up to 50% of the tuition due under the student enrolment contract.
7.    The institution will refund fees charged for course materials 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.
8.    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.
9.    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, or the program is provided solely through distance education.

Sexual Harassment and Misconduct Policy

GEOS is committed to providing its students and staff an environment that is free of discrimination, intimidation and harassment.  In keeping with this commitment, GEOS prohibits sexual harassment.  GEOS believes that it is necessary to affirmatively address this subject, express its strong disapproval of sexual harassment and inform its employees of the right to raise the issue of sexual harassment with management.

Sexual harassment in the workplace is unlawful, pursuant to federal and state/provincial law.  As defined by federal law, sexual harassment may include unwelcome sexual advances, requests for sexual favors and any other verbal or physical conduct of a sexual nature that has the effect of unreasonably interfering with an employee’s work performance or which creates a hostile, intimidating, or offensive work environment.  No employee should be expected to endure insulting, degrading or exploitative treatment on the basis of his or her gender.  Examples of prohibited conduct include, but are not limited to, the following:

• Threatening or insinuating, either explicitly or implicitly, that another employee’s refusal to submit to sexual advances will adversely affect the employee’s employment, evaluations, wages, advancement, duties or any other condition of employment.
• Engaging in verbal abuse of a sexual nature.
• Using sexually degrading or graphic words to describe an individual or an individual’s body, or commenting about an individual’s sexual activity.
• Displaying sexually suggestive objects or pictures in the work place.
• Making unwanted sexual advances.
• Making or threatening reprisals after a negative response to sexual advances.
• Engaging in visual conduct such as leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons or posters.
• Engaging in verbal conduct such as making derogatory sexual comments or jokes.
• Engaging in verbal sexual advances or propositions.
• Engaging in physical conduct, such as touching, assault, impeding or blocking movements.

Employees are responsible for conducting themselves in a manner consistent with the spirit and intent of this policy.  Any employee who believes that he or she has been subjected to sexual harassment should contact his or her supervisor and/or the Director of Operations.

Employees may make reports or raise concerns regarding sexual harassment without fear of retaliation.  A prompt investigation will be conducted by GEOS and confidentiality will be maintained to the extent practicable under the circumstances.  It is unlawful for an employer to retaliate against or intimidate a complaining party for filing a complaint of sexual harassment or for cooperating in an investigation of a complaint of sexual harassment, and GEOS will not tolerate any such retaliation.

Any supervisor or member of management who becomes aware of possible sexual harassment must promptly advise GEOS Languages Plus Head Office.

If it is found from the investigation that the complaint has merit, immediate and appropriate disciplinary action will be taken.  Such action may range from counseling to termination of employment, and may include such other forms of disciplinary action as GEOS deems appropriate under the circumstances.