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POLICY
AND PROCEDURES- HARRASSMENT
HARASSMENT POLICY FOR MEMBERS (Print Version) HARASSMENT
POLICY POLICY STATEMENT Every member and employee of the Saskatchewan Horse Federation Inc. has a fundamental right to an environment free from personal and/or sexual harassment by other volunteer members or staff of the Federation when pursuing interests in the sport, recreation and industry of the horse that are within the jurisdiction of the Federation. The Saskatchewan Horse Federation Inc. is committed to providing an equestrian environment that demonstrates a mutual respect for one another as athletes, as coaches, as officials, as trainers, as horse owners and as employees, and is thereby free from harassment. The Saskatchewan Horse Federation is dedicated to providing a membership environment free from harassment on the basis of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction. The Board of Directors and the Disciplinary Committee of the S.H.F. will treat any official complaint of personal and/or sexual harassment related to the pursuit of equine activity and committed by a member under its jurisdiction as a serious matter. Where complaints are substantiated, members will be subject to appropriate disciplinary measures, up to and including suspension or the revoking of membership. Volunteer members will be required to resign their positions with the Board of Directors and/or committees and will be subject to any other measures that may be deemed appropriate if they are found to have committed infractions of the harassment policy. Employees may be dismissed with just cause if found to have committed infractions of the harassment policy. Harassment is prohibited by the Canadian Charter of Rights and Freedom and by the Saskatchewan Occupational Health and Safety Act 1993. Harassment is a form of discrimination. THE ENVIRONMENT: For the purposes of this policy, the environment includes any locale where related equine sport, recreation or industry events may occur that are within the jurisdiction of the Saskatchewan Horse Federation and its membership and staff. This includes business, activities and sanctioned events related to the membership of the Federation. EMPLOYMENT: The Saskatchewan
Horse Federation, whether for paid staff or for volunteer appointed
positions, will not consider candidates for any available positions
who have had at any time an harassment case against them substantiated,
or who have been convicted of assault, sexual assault, or a related
sexual offence. GENERAL MEMBER: Every member of the Saskatchewan Horse Federation Inc. has a responsibility to play a part in ensuring that the Federation environment is free from harassment. This means not engaging in, allowing, condoning or ignoring behaviour contrary to this policy. The Board of
Directors and Committees shall lead the membership through example
and action. They shall be exemplary leaders in providing an environment
free from harassment of any kind. [NOTE: IN THE FOLLOWING TEXT THE WORD "PERSON" IS TO DESIGNATE ANY MEMBER OR EMPLOYEE OVER WHOM THE FEDERATION HAS JURISDICTION.] DESCRIPTIONS I. PERSONAL HARASSMENT DEFINITION: Harassment is defined as any improper behaviour (words or actions) by a member/staff person that is directed at and offensive to any other member or employee, that the person knew or ought reasonably to have known would be unwelcome. It is objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles, causes personal humiliation or embarrassment to another member or employee. Harassment is offensive, degrading and threatening. In its most extreme forms, harassment can be an offence under the Criminal Code of Canada. Harassment is an attempt by one person to assert abusive, unwarranted power over another, and may be committed by a director, supervisor, employee, committee, coach, official, show organizer, volunteer, parent or other athlete or member. Examples of personal harassment include, but are not limited to, the following: yelling or shouting at a person, intimidating or threatening a person either openly or by innuendo or hearsay; belittling a person; subjecting a person to ridicule; discussing a person, his/her performance or behaviour improperly outside the confines of confidentiality where that is inappropriate; discriminating against a person in any way on the basis of race, creed, colour, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin; the use of profanity or otherwise vulgar comments to a member; or any other form of behaviour whether verbally or through actions that cause the member to be demeaned or threatened. II. SEXUAL HARASSMENT DEFINITION: Sexual harassment may include only one or may be a series of incidents involving unwelcome sexual advances, requests (or suggestions of request) for sexual favours, or other verbal or physical conduct of a sexual nature. Any person who persists in such behaviour that he or she knows or should know is unwelcome may be guilty of sexual harassment. Sexual harassment
may occur to a person when: III. CRIMINAL HARASSMENT: Certain forms of harassment in the extreme may constitute an offence under the Criminal Code, and as such are subject to prosecution in the courts. Examples of
criminal harassment include, but are not limited to: IV. YOUTH HARASSMENT: Our youth members
(under 18 years) are entitled to a special guarantee by the Federation.
Any form of harassment of a youth member of the Federation will not be tolerated. Any adult member
who upon investigation is found to have committed an act of harassment
against a youth member may be subject to the full extent of the
penalties available to the HARASSMENT POLICIES AND PROCEDURES Definition: 1. "Harassment"
means any objectionable conduct, comment or display by a member,
as described fully in the S.H.F. Harassment Policy document, that: 2. Member Right: 3. The Federation
Obligation: 4. The Member
Obligation: 5. Coach/Athlete
Sexual Relations: 5. Harassment
Officers: The Harassment
Officers are: 6. RESPONSIBILITY: HARASSMENT POLICY - EDUCATION AND AWARENESS · Resource materials available to all members through utilization of the SSI collection of related items will be made aware to educate parents, coaches, athletes, volunteers and member clubs about the many issues on harassment. · Direct education of Individual members and of Club members regarding the current Harassment Policy and Code of Ethics of the Saskatchewan Horse Federation to include: * Summary page
of SHF Harassment Policy and Code of Ethics to each Individual and
competitor member of the Saskatchewan Horse Federation. COMMUNICATIONS
STRATEGIES COMPLAINT PROCEDURES 1. Members are
encouraged to address alleged incidents of harassment with the perpetrator
to make it known that the behaviour is unwelcome and contrary to
the S.H.F. policy, and must stop. RESOLUTION AND CORRECTIVE ACTION: Where harassment has been substantiated, the Formal Review Panel will take appropriate corrective action to resolve the complaint in accordance with the policies, procedures and guidelines of the Federation and of all provincial and federal laws. Penalties may be assessed. (i) Where harassment has been substantiated and it involves the actions of a volunteer member, that member can be requested to voluntarily resign his/her position with the Federation. Saskatchewan
Horse Federation Inc. (ii) Should
such a volunteer refuse to resign voluntarily, the Panel may recommend
suspension or cancellation of membership to the President and the
Board of Directors. The Panel will require a suspension of membership
for a period to be determined as suitable for the circumstances
of the harassment, and any other sanctions the Panel finds appropriate
for the circumstances in the (iii) Where harassment has been substantiated and it involves an employee of the Federation, that individual can be dismissed from employment with just cause. Where harassment has not been substantiated, no action will be taken against a member who has made a complaint in good faith. Where harassment charges have been found by the Formal Review Panel to be allegations that are false, vexatious, retaliatory or unfounded in truth (ie. not made in good faith), their report shall recommend disciplinary action against the complainant. APPEALS: 1. Both the
complainant and respondent shall have the right to appeal the decision
and recommendations of the Formal Review Panel. Grounds for
appeal are: a) the panel did not follow the procedures as laid out
in the policy, Appeal body: Three independant voting members of the Federation will be appointed by the President to hear the appeal. It may: (i) uphold the decision of the panel; (ii) reverse the decision of the panel; and/or (iii) modify any of the panel's recommendations for disciplinary action or remedial measures. The decision
of the appeal body shall be final. REVIEW AND APPROVAL: This policy was reviewed and approved by the Board of Directors of the Saskatchewan Horse Federation on: MONDAY, NOVEMBER
17, 1997. SCREENING PROCESS 1. Job Descriptions: A detailed "job description" for both appointed and paid positions that involve power and/or trust with children or members deemed at risk, of the Saskatchewan Horse Federation. will outline tasks, responsibilities, qualifications and specific activities. Also included will be the requirement for consent to a police personal reference check. The Job Advertisement: The advertisement should be as precise as possible, outlining the need for an application form to be completed, the need for consent to a police personal reference check and reference check. (Child abusers tend to avoid organizations that insist on detailing screening and strict workplace policies.) The Application Form: The form will give consistent information on all applicants. It may ask for educational status, work experience with children, both paid and volunteer, reasons for leaving employment or volunteer positions, professional memberships (or other), and driver's license information. False or misleading information given by applicants may prevent them from being hired, or if discovered later, will be cause for dismissal or disciplinary action. 2. The Personal Interview: All positions will involve a personal interview for the position with all candidates for the position, given by an individual designated by the Board of Directors. In the case of paid employees, the Executive Director will normally conduct the interview. In the case of volunteer appointees to program positions, the Board of Directors will specifically designate the individual(s) responsible for the personal interview process. 3. Police Personal
Reference check: Certain positions, due to their sensitive nature,
will require a police reference check to be undertaken and paid
for by the individual candidates for the positions and to be submitted
to the indicated person prior to the personal interview procedure.
b) This policy is not retroactive, but those so wishing may submit a reference check to the committee if they wish. c) The individual receiving the reference checks for the S.H.F. will review the same and report the results, ie. acceptable or not acceptable, to the appropriate committee. The report will then be either destroyed or returned to the candidate, at the direction of the candidate. Unfavorable
police personal reference check: |
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