Individuals have a responsibility to:
a) Maintain and enhance the dignity and self-esteem of the Organization members and other individuals by:
i. Demonstrating respect to individuals regardless of body type, physical characteristics, athletic ability, age, ancestry, colour, race, citizenship, ethnic origin, place of origin, creed, disability, family status, marital status, gender identity, gender expression, sex, and sexual orientation.
ii. Focusing comments or criticism appropriately and avoiding public criticism of athletes, coaches, officials, organizers, volunteers, employees, or members
iii. Consistently demonstrating the spirit of sportsmanship, sport leadership, and ethical conduct.
iv. Acting, when appropriate, to correct or prevent practices that are unjustly discriminatory.
v. Consistently treating individuals fairly and reasonably.
vi. Ensuring adherence to the rules of the sport and the spirit of those rules.
b) Refrain from any behaviour that constitutes harassment, where harassment is defined as comment or conduct directed towards an individual or group, which is offensive, abusive, racist, sexist, degrading, or malicious.
Types of behaviour that constitute harassment include, but are not limited to:
i. Written or verbal abuse, threats, or outbursts.
ii. Persistent unwelcome remarks, jokes, comments, innuendo, or taunts.
iii. Leering or other suggestive or obscene gestures.
iv. Condescending or patronizing behaviour which is intended to undermine self-esteem, diminish performance or adversely affect working conditions.
v. Practical jokes which endanger a person’s safety, or negatively affect performance.
vi. Any form of hazing where hazing is defined as “Any potentially humiliating, degrading, abusive, or dangerous activity expected of a junior-ranking athlete by a more senior teammate, which does not contribute to either athlete’s positive development, but is required to be accepted as part of a team, regardless of the junior-ranking athlete’s willingness to participate. This includes, but is not limited to, any activity, no matter how traditional or seemingly benign, that sets apart or alienates any teammate based on class, number of years on the team, or athletic ability.”
vii. Unwanted physical contact including, but not limited to, touching, petting, pinching, or kissing.
viii. Unwelcome sexual flirtations, advances, requests, or invitations.
ix. Physical or sexual assault.
x. Behaviours such as those described above that are not directed towards a specific individual or group but have the same effect of creating a negative or hostile environment.
xi. Retaliation or threats of retaliation against an individual who reports harassment to the Organization.
c) Refrain from any behaviour that constitutes workplace harassment, where workplace harassment is defined as vexatious comment or conduct against a worker in a workplace – a comment or conduct that is known or ought reasonably to be known to be unwelcome. Workplace harassment should not be confused with legitimate, reasonable management actions that are part of the normal work function, including measures to correct performance deficiencies, such as placing someone on a performance improvement plan, or imposing discipline for workplace infractions. Types of behaviour that constitute workplace harassment include, but are not limited to:
ii. Repeated offensive or intimidating phone calls or emails
iii. Inappropriate sexual touching, advances, suggestions or requests
iv. Displaying or circulating offensive pictures, photographs or materials in printed or electronic form
v. Psychological abuse
vi. Personal harassment
viii. Intimidating words or conduct (offensive jokes or innuendos)
ix. Words or actions which are known or should reasonably be known to be offensive, embarrassing, humiliating, or demeaning
d) Refrain from any behaviour that constitutes workplace violence, where workplace violence is defined as the exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker; an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker; or a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker. Types of behaviour that constitute workplace harassment include but are not limited to:
i. Verbal threats to attack a worker
ii. Sending to or leaving threatening notes or emails for a worker
iii. Making threatening physical gestures to a worker
iv. Wielding a weapon in a workplace
v. Hitting, pinching or unwanted touching of a worker which is not accidental
vi. Throwing an object at a worker
vii. Blocking normal movement or physical interference of a worker, with or without the use of equipment
viii. Sexual violence against a worker
ix. Any attempt to engage in the type of conduct outlined above
e) Refrain from any behaviour that constitutes sexual harassment, where sexual harassment is defined as unwelcome sexual comments and sexual advances, requests for sexual favours, or conduct of a sexual nature. Types of behaviour that constitute workplace harassment include, but are not limited to:
i. Sexist jokes
ii. Display of sexually offensive material
iii. Sexually degrading words used to describe a person
iv. Inquiries or comments about a person’s sex life
v. Unwelcome sexual flirtations, advances, or propositions
vi. Persistent unwanted contact
f) Abstain from the non-medical use of drugs or the use of performance-enhancing drugs or methods. More specifically, the Organization adopts and adheres to the Canadian Anti-Doping Program. Any infraction under this Program shall be considered an infraction of this Code and may be subject to further disciplinary action, and possible sanction, pursuant to the Organization’s Discipline and Complaints Policy. the Organization will respect any penalty enacted pursuant to a breach of the Canadian Anti-Doping Program, whether imposed by the Organization or any other sport organization.
g) Refrain from associating with any person for the purpose of coaching, training, competition, instruction, administration, management, athletic development, or supervision of the sport, who has incurred an anti-doping rule violation and is serving a sanction involving a period of ineligibility imposed pursuant to the Canadian Anti-Doping Program and/or the World Antidoping Code and recognized by the Canadian Centre for Ethics in Sport (CCES).
h) Refrain from the use of power or authority in an attempt to coerce another person to engage in inappropriate activities.
i) Refrain from consuming tobacco products, or recreational drugs while participating in the Organization’s programs, activities, competitions, or events.
j) In the case of adults, avoid consuming alcohol in competitions and situations where minors are present and take reasonable steps to manage the responsible consumption of alcohol in adult-oriented social situations associated with the Organization’s events.
k) Respect the property of others and not wilfully cause damage.
l) Promote the sport in the most constructive and positive manner possible.
m) When driving a vehicle with an Individual:
i. Not have his or her license suspended;
ii. Not be under the influence of alcohol or illegal drugs or substances; and
iii. Have valid car insurance.
n) Adhere to all federal, provincial, municipal and host country laws.
o) Refrain from engaging in deliberate cheating which is intended to manipulate the outcome of a competition and/or not offer or receive any bribe which is intended to manipulate the outcome of a competition.
p) Comply, at all times, with the Organization’s bylaws, policies, procedures, and rules and regulations, as adopted and amended from time to time.