Our Committment
LONDON CURLING CLUB is committed to providing an environment in which everyone is treated with respect
and dignity. Harassment will not be tolerated from any person, including members, employees, volunteers,
guests and members of the public, as applicable.
Members, volunteers, employees and guests are encouraged to report any incidents of workplace harassment
to the MANAGER or PRESIDENT of the LONDON CURLING CLUB. An investigation into the incident(s) will be
undertaken immediately along with any additional steps necessary to resolve the problem. Information
provided about an incident or about a complaint will not be disclosed except as necessary to protect workers,
to investigate the complaint or incident, to take corrective action, or as otherwise required by law.
Harassment can include such things as verbal or physical abuse, threats, derogatory remarks, jokes, innuendo,
or taunts about any of the prohibited grounds. It also includes harassment within the meaning of the Canadian
Human Rights Act (i.e. based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation,
marital status, family status, disability and pardoned conviction)
Sexual harassment means:
- engaging in a course of vexatious comment or conduct against a person because of sex, sexual
orientation, gender identity or gender expression, where the course of comment or conduct is known
or ought reasonably to be known to be unwelcome, OR - making a sexual solicitation or advance where the person making the solicitation or advance is in a
position to confer, grant or deny a benefit or advancement to the individual and the person knows or
ought reasonably to know that the solicitation or advance is unwelcome.
The behaviour need not be intentional in order to be considered harassment but may be offensive and/or
intimidating. Such action may also engender fear or mistrust, and thereby compromise an individual’s dignity
or sense of self-worth. Any act of harassment committed by or against any employee, member, volunteer,
client, guest or any other individual is unacceptable conduct and will not be tolerated. Employees are
expected to adhere to this policy and will be held responsible by the employer for not following it.
More specifically, the definition of harassment means that more than one act or event is needed in order to
constitute harassment and that taken individually, this act or event need not constitute harassment unless it is
one severe incident which has a lasting impact on the individual. Usually, it is the repetition that generates the
harassment. In other words, harassment consists of repeated and persistent behaviours towards an individual
to torment, undermine, frustrate or provoke a reaction from that person. It is a behaviour that with
persistence, pressures, frightens, intimidates or incapacitates another person. Each behaviour viewed
individually may seem inoffensive; it is the synergy and repetitive characteristic of the behaviours that
produce harmful effects.
LONDON CURLING CLUB is committed to investigating reported incidents of harassment in a prompt, objective and sensitive manner, taking necessary corrective action and providing appropriate support for victims. No individual shall be penalized in any way for making a complaint or giving evidence in a harassment investigation.
If anyone needs further assistance, he/she may contact THE PRESIDENT, LONDON CURLING CLUB.
Complaint Resolution Process
The goal of the informal and formal processes is to resolve situations of alleged harassment as quickly and as confidentially as possible, in a fair, constructive and respectful manner. In many instances, using informal processes (also called collaborative problem-solving approaches), such as dialogue (facilitated or not) or mediation, offers the possibility of resolving many work related issues that may be harassment or perceived as
harassment in a satisfactory manner, acceptable to both parties. Such an approach has the advantage of addressing the parties’ needs, concerns and other interests rather than focusing on who is right and who is wrong. It empowers the parties to focus on solutions to meet their needs and often leads to the re-establishment of respectful working relationships.
First response:
A team from the board of directors would address the complaint individually with the parties to the complaint.
A corrective action plan would be established in conjunction with the interviews of all parties. The team would also conduct a follow up interview of all parties.
Second instance of complaint would be subject to:
There would be a board of directors team conduct a second interview process with an option of an outside mediator appointed to assess the harassment complaint and determine a further corrective action plan. A follow up would occur with all parties by the Board of director team. This could result in potential dismissal from employment or membership within the club should the corrective action plan be disregarded.
Last Revised: August 2022
