RCC HARASSMENT POLICY

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POLICY

The Regina Coin Club (RCC) is committed to providing an environment free of harassment and supportive of the self-esteem and dignity of every person within the club.

The RCC's intent is to ensure there is a climate of understanding, cooperation and mutual respect. To be successful in this objective, it is important that all members of the RCC not condone or tolerate behavior that constitutes harassment.

SCOPE

This policy applies to complaints of harassment that may involve adult members, directors and members of the CoinHawks (junior club of the RCC).

As the RCC's CoinHawks club members are also minors, reference is made to the fact this policy will also apply. A minor or a minor's parent or guardian may file a complaint in accordance with this policy. In such an event, the complaint shall be reported to the Board of Directors who, in consultation with legal counsel (if needed), will review the necessity for reporting the complaint to the child welfare authorities or police of the jurisdiction within the area where the complaint arises.

HARASSMENT

Harassment includes any unwelcome or objectionable, physical, visual or verbal conduct, comment or display, whether intended or unintended; that is insulting, humiliating or degrading to another person, or creates an intimidating hostile or offensive environment and/or is on the basis of race, ethnicity, language, financial ability, religion, gender or gender-identity, sexual orientation, physical or mental disability, age, medical condition, marital status, or any other kind of discrimination with is prohibited by the Province of Saskatchewan legislation; made by a director or member of the RCC; directed at and offensive to any member or director of the RCC, or any other individual or group that the person knew, or reasonably should have known, would be offended.

Examples of harassment include, but are not limited to:

   a) Threats made or perceived, that are malicious, intentional or based on any of the prohibited grounds under Human Rights     

       Legislation;

   b) Derogatory written or verbal communication or gestures (e.g., name calling, slurs, taunting pictures or posters, bullying, graffiti),

       that are malicious or that relate to any of the prohibited grounds under Human Rights Legislation;

   c) Application of stereotypes or generalizations based on any of the prohibited grounds under the legislation.

SEXUAL HARASSMENT

Sexual harassment means any unwelcome conduct, comment, gesture or contact of a sexual nature, whether on a one-time basis or in a continuous series of incidents that might reasonably be expected to cause offense, embarrassment or humiliation.

Examples of sexual harassment include, but are not limited to:

   a) Remarks, jokes, innuendoes or other comments regarding someone's body, appearance, physical or sexual characteristics or

       clothing;

   b) Displaying of sexually offensive or derogatory pictures, cartoons or other materials;

   c) Persistent unwelcome or uninvited invitations or requests;

   d) Unwelcome questions or sharing of information regarding a person's sexuality, sexual activity or sexual orientation;

   e) Conduct or comments intended to create, or having the effect of creating an intimidating, hostile or offensive environment.

LOCATION

For the purposes of this policy, any location in which directors and/or members are engaged in RCC business activities necessary to perform their duties is a workplace.

PREVENTION

Prevention is always the first line of defense against occurrences of harassment. All directors and members are reminded of their obligations to follow the RCC Code of Conduct.  Beyond this, there is the duty upon all to prevent harassment by discouraging inappropriate activities and by reporting incidents as per this policy.

RIGHTS

Everyone has the right to:

   a) An environment that is free from harassment;

   b) File a complaint when the environment is not free from harassment;

   c) Be informed of complaints made against them;

   d) Obtain an investigation of the complaint without fear of embarrassment or reprisal;

   e) Have a fair hearing;

   f) Be kept informed throughout the process and of remedial action taken;

   g) A fair appeal process for both the respondent and the complainant;

   h) Confidentiality to the degree possible under the circumstances; and

   i) representation by a third party.

Harassment Policy rev 1.0 - Approved by the RCC Board of Directors, March 4th, 2019