VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY

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1 VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY Policy Statement 1. Volleyball Canada is committed to the prevention of workplace violence and harassment, and is ultimately responsible for worker health and safety. Volleyball Canada does not tolerate, condone or ignore any workplace violence or harassment and will take whatever steps reasonable to protect our workers from same. Definitions 2. These terms will have these meanings in this Policy: a. Workplace Violence means, i. The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker; ii. An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker; or iii. A statement or behavior 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 b. Workplace Harassment means, i. Engaging in a course of 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. ii. Workplace harassment should not be confused with legitimate, reasonable management actions that are part of the normal work function, including: o Measures to correct performance deficiencies, such as placing someone on a performance improvement plan, or o Imposing discipline for workplace infractions. c. Workplace means, i. Any place where business or work-related activities are conducted. In includes but is not limited to, Volleyball Canada Offices, work-related social functions, work assignments outside Volleyball Canada Offices, work related travel, and work-related conferences or training sessions. Scope and Application 3. Violent behavior and harassment in the workplace is unacceptable. This Policy applies to all employees of Volleyball Canada and any other person accessing Volleyball Canada s premises for services. Everyone is expected to protect his or her own health and safety by complying with the law and safe work practices and procedures established and required by Volleyball Canada. 4. There is a workplace violence and harassment program that implements this Policy. It includes measures and procedures to protect workers from workplace violence and harassment, a means of summoning immediate assistance, and a process for workers to report incidents or raise concerns. Everyone should refer to the supporting program for the specific procedures. 5. Volleyball Canada will ensure that this policy and the supporting program are implemented and maintained and that all workers and supervisors have the appropriate information and instruction to protect them from violence and harassment in the workplace. 6. Supervisors will adhere to this Policy and the supporting program. Supervisors are responsible for ensuring that measures and procedures are followed by workers and that workers have the information they need to protect themselves.

2 7. Examples of Workplace Violence include: a. Verbal threats to attack a worker; b. Sending to or leaving threatening notes or s for a worker; c. Making threatening physical gestures to a worker; d. Wielding a weapon at work; e. Hitting, pinching or unwanted touching of a worker which is not accidental; f. Throwing an object at a worker; g. Blocking normal movement or physical interference of a worker, with or without the use of equipment; h. Sexual violence against a worker; or i. Any attempt to engage in the type of conduct outlined above 8. Examples of Workplace Harassment include: a. Bullying; b. Repeated offensive or intimidating phone calls or s; c. Inappropriate sexual touching, advances, suggestions or requests; d. Displaying or circulating offensive pictures, photographs or materials in printed or electronic form e. Psychological abuse; f. Personal harassment; g. Discrimination (Note: Unlike the Ontario Human Rights Code (the Code ), Workplace Harassment does not require any motivation or connection to a prohibited ground of discrimination, such as, for example, race, ancestry, colour, religion or disability) h. Intimidating words or conduct (offensive jokes or innuendos); or i. Words or actions which are known or should reasonably be known to be offensive, embarrassing, humiliating or demeaning 9. It is a violation of Volleyball Canada s policy to engage in conduct as set out above, regardless of whether the conduct rises to the level of the defined conduct under the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) Any person found to have engaged in acts of violence or harassment against any other employee, worker, contractor, subcontractor, principal, customer, supplier, client or other third party during business hours, or at any Volleyball Canada event or client event, will be subject to appropriate disciplinary action, including: warnings, reprimands, suspensions, discharge and/or termination for cause. 11. Volleyball Canada pledges to investigate and deal with all incidents and complaints of workplace violence and harassment in a fair and timely manner, respecting the privacy of all concerned as much as possible. Right to Refuse Work Where Threat of Workplace Violence Exists 12. No worker should work in a situation in which he/she believes that Workplace Violence is likely to endanger him or herself. A worker has the right to refuse work where a threat to physical safety exists as a result of a Workplace Violence situation, as described under this policy. This right does not extend to the right to refuse work in the case of Workplace Harassment in which there is no threat to physical safety. No Reprisals 13. Volleyball Canada will not in any way retaliate against an individual who makes a report of violation under this policy, nor tolerate any retaliation by any employee, worker, supervisor or executive member. Retaliation is a serious violation of this policy and must be reported immediately. Any person found to have retaliated against another individual for reporting offending conduct will be subject to serious disciplinary action, up to and including termination for cause.

3 14. Notwithstanding this Policy, every person who experiences harassment continues to have the right to seek assistance from the provincial or territorial human rights commission even when steps are being taken under this policy. Authority Reference 15. The Ontario Human Rights Code, 1990 provides under the Sections shown that: 5.(1) Every person has a right to equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of offences, marital status, family status or disability. 5.(2) Every person who is an employee has a right to freedom from harassment in the workplace by the employer or agent of the employer or by another employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, age, record of offences, marital status, family status or disability. 7.(2) Every person who is an employee has a right to freedom from harassment in the workplace because of sex by his or her employer or agent of the employer or by another employee. 7.(3) Every person has a right to be free from, (a) a sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit or advancement to the person where the person making the solicitation or advance knows or ought reasonably to know that it is unwelcome; or (b) a reprisal or a threat of reprisal for the rejection of a sexual solicitation or advance where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the person. 8. Every person has a right to claim and enforce his or her rights under this Act, to institute and participate in proceedings under this Act and to refuse to infringe a right of another person under this Act, without reprisal or threat of reprisal for so doing. 9. No person shall infringe or do, directly or indirectly, anything that infringes a right under this Part. 16. This policy shall comply with the relevant articles of the Ontario Human Rights Code as they are updated. Conspicuous Posting 17. This policy must be posted at a conspicuous place in the workplace as per Section of the Occupational Health and Safety Act. Annual Review 18. Volleyball Canada shall conduct an annual review of this policy and supporting program, and add to or amend it as reasonably required from time to time based upon its experience and evolution of the law under the amendments to the Occupational Health and Safety Amendment Act (Violence and Harassment in the Workplace) 2009.

4 VOLLEYBALL CANADA VIOLENCE AND HARASSMENT PROGRAM ELEMENTS 1. To provide all members of Volleyball Canada s staff with a safe work environment, Volleyball Canada is committed to take appropriate action(s) whenever possible to eliminate or minimize the risk or threat of violence/harassment to all staff and visitors. 2. This process begins with an initial risk assessment of the workplace. 3. The Harassment Officer will be appointed by Volleyball Canada and will likely be the Executive Director or the President in the case of a conflict involving the Executive Director. Risk Assessment 4. The Harassment Officer or Health and Safety Representative must conduct a risk assessment in any workplace in which a risk of injury to workers from violence or harassment arising out of their employment may be present. 5. When conducting the risk assessments the Harassment Officer or Health and Safety Representative should consider: a. The nature of interactions between workers and the public b. The nature of the work environment c. The attributes of workers/clients d. Past history of incidents of violence in your workplace and in similar operations 6. This could include but is not limited to: a. A work site walk-about with affected staff b. Selected interviews with workers c. A review of crime or incident reports 7. Once the assessment has been conducted, reviewed and/or updated, Volleyball Canada and its staff are required to follow the measures and procedures noted below which set out how to control the risk of violence/harassment, summon for immediate assistance, report and investigate incidents and the potential consequences of same. A: MEASURES AND PROCEDURES TO CONTROL THE RISK OF VIOLENCE AND HARASSMENT: 8. All within the Volleyball Canada organization have a responsibility for minimizing the risks of workplace violence and harassment, the particulars of which are set out in the following paragraphs. Board of Directors 9. The Board of Directors will: a. Create, promote and maintain a safe workplace that is free from violence; b. Provide training and ensure that this policy and procedure is accessible, available to, and supported by all staff; and c. Review and monitor initial risk assessments and subsequent reviews. Harassment Officer and/or Health and Safety Representative 10. The Harassment Officer and/or Health and Safety Representative will: a. Provide advice to employees concerned about a threat of or actual violent or harassment situation. b. Promote, advance, support and ensure effective implementation of the policy. c. Provide training on the policy and procedure to all workers. d. Intervene immediately when threats or incidence of violence or harassment occur. e. Prevent and terminate harassment, violence or threats of violence by:

5 i. Communicating and supporting Volleyball Canada s objective to provide and maintain a workplace free of violence. ii. Not ignoring or condoning behaviour that is contrary to this policy and procedure iii. Taking all complaints seriously, conducting an initial assessment of the situation and reporting as required by this policy. iv. Not engaging in behaviour contrary to this policy. f. Initiate the annual review of the workplace violence and harassment policy and recommend any changes to the Board as applicable. Employees 11. Employees will: (a) Not to engage in any behaviour that may be considered threats or acts of violence or harassment of any kind. (b) Report acts of harassment, threats or actual incidents of violence immediately. (c) Inform the Harassment Officer or Health and Safety Representative if they are at risk for domestic violence and assist them in developing a safety plan. B: MEASURES AND PROCEDURES FOR SUMMONING IMMEDIATE ASSISTANCE 12. In the event of an immediate threat to your physical safety or that of someone else, seek a safe location and call 911 immediately. Once the call has been made, you must report to Mark Eckert, Executive Director of Volleyball Canada, at 5510 Canotek Road, Suite 202 Ottawa, ON K1J 9J5, Tel: (613) ext 225 immediately thereafter. 13. The investigation of the incident will follow as soon as is practical after the appropriate emergency measures are taken. C. MEASURES AND PROCEDURES FOR REPORTING INCIDENTS OF WORKPLACE VIOLENCE AND HARASSMENT: Duty to Report 14. If, in good faith, you believe that you, or any other employee or worker, has engaged in, or has been subject to violence or harassment under this policy, including possible domestic violence, or you witness any kind of violence or harassment under this policy, you are required to report all of the facts of the incident. Incident Reporting Procedure 15. Persons who experience harassment are encouraged to make it known to the harasser that the behaviour is offensive and contrary to the policy. If confronting the harasser is not possible, or if after confronting the harasser, the harassment continues, report the incident to the Harassment Officer of Volleyball Canada. 16. Incidents may also be made directly to: a. Any chairperson of any Volleyball Canada committee b. Any member of the Volleyball Canada Board of Directors c. Any Volleyball Canada staff person 17. Individuals who bring the incident(s) to the attention of Volleyball Canada will receive the full support of the Association. Complaints will be addressed in a sensitive, responsible and timely manner. The receiver will then forward or work with the harassment officer to resolve the complaint. 18. In the case of suspected or alleged harassment, the offended party may contact the Harassment Officer for advice, or to make a verbal or written complaint.

6 19. Unless exceptional circumstances exist, any complaint should be made as soon as possible but in any event, within six (6) months of the alleged incident(s). A complaint may be accepted by Volleyball Canada upon its sole discretion at any time. 20. Any complaint may be made by either an individual who has been directly affected by the alleged harassment, or by any person who has actual knowledge that harassment has taken place. 21. Frivolous or vexatious complaints will be dealt with seriously and subject to disciplinary actions. However, there will be no consequences for reports made in good faith. D. MEASURES AND PROCEDURES TO INVESTIGATE AND DEAL WITH INCIDENTS OR COMPLAINTS: 22. All reported threats or incidents will be considered serious and will be investigated promptly with appropriate action taken as noted below. 23. The Harassment Officer shall, investigate the incident in order to obtain information to confirm and clarify the circumstances giving rise to the complaint, and determine whether there is a need to refer the matter to another appropriate body. In the case of a complaint made verbally, if the matter cannot be resolved informally, the Harassment Officer shall assist the complainant to prepare a written complaint. No further official steps may be taken unless the complaint is in writing and signed by the complainant. 24. All Volleyball Canada employees are required to co-operate with the investigation process and are prohibited from discussing with each other the evidence conveyed or to be conveyed to the investigator during the investigation. Witnesses shall be interviewed individually and efforts made to ensure that witnesses do not discuss their evidence with each other in advance of being interviewed. 25. During the investigation, the complainant shall remain, during normal working hours, in a safe place that is as near as possible to his or her ordinary place of work so as to remain available to the investigator throughout the investigation. The informant, alleged Respondent or others may be relocated during an investigation or requested to work from home if necessary. 26. All complaints shall be handled in a confidential manner to the furthest extent possible and in accordance with Volleyball Canada s legal obligations. Where Volleyball Canada believes there to be an imminent danger to an employee, it may divulge such confidential information as is reasonably necessary. 27. The Harassment Officer shall then forward to the person(s) against whom the complaint is made (the Respondent) a copy of the written complaint filed, any additional information obtained from the Complainant, and a request that the Respondent reply to the Complaint in writing within five working days. The Harassment Officer may assist the Respondent in the preparation of a response. 28. If a response is received, the Harassment Officer shall forward a copy of such response to the complainant and the complainant shall be given five working days to reply in writing. The Harassment Officer may assist the complainant in formulating a reply. 29. Except where the Harassment Officer is absolutely convinced that there is no possibility for settlement by agreement or withdrawal, the harassment officer will convene a meeting with the parties to attempt a settlement.

7 30. The Harassment Officer shall as soon as possible file a Report of the Investigation to the appropriate Chairperson and to the Executive Director of Volleyball Canada, summarizing the allegations, steps taken in the investigation, evidence gathered and findings of the Harassment Officer that: a. No further action be taken because the complaint is frivolous, vexatious or vindictive, or because the conduct complained of cannot reasonably by said to fall within the definition of harassment set out in this document; b. No further action be taken because a settlement has been reached; or c. The formal hearing process be initiated. 31. A copy of the report shall be sent to the complainant and the respondent. 32. In the event that the recommendation is to begin the formal hearing process, the Volleyball Canada Discipline and Complaints Policy will apply. REVIEW AND APPROVAL 33. This policy will be reviewed bi-annually in even numbered year. 34. This policy was approved by the Volleyball Canada Board of Directors on the 8 th day of November, 2011.

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