This policy applies to any member participating with the Lake Louise Athlete Development Association (LLADA), the Lake Louise Ski Club (Race), the Lake Louise Grizzlies Ski Club (Grizzlies) and the Lake Louise Freeride Ski Club (Freeride), together, the Lake Louise Ski Clubs (LLSC), including all employees, athletes, parents and other members.
The LLSC are committed to providing an environment in which all individuals are treated with respect and dignity. Harassment of any LLSC employees, athletes, parents or members by anyone, including but not limited to a manager, subordinate, co-worker, vendor, parent, athlete, director or customer, will not be tolerated. No employee, athlete, parent or member will suffer any reprisals for reporting any incidents of harassment. Conduct prohibited by this policy will not be accepted in any workplace/club event or activity nor in any work or club-related settings outside the workplace or the ordinary training/skiing environment, such as club trips, club meetings, club-related social events, or club-related internet chat groups.
The LLSC adopts the Universal Code of Conduct to Prevent and Address Maltreatment in Sport (UCCMS) and all employees, athletes, parents and members are expected to comply with the UCCMS. The LLSC Harassment Policy has been developed in line with the UCCMS and together, these policies govern any claims, concerns and actions relating to maltreatment and harassment of any employee, athlete, parent or member of the LLSC.
It is the responsibility of the Executive Director to ensure this policy is communicated to all employees, athletes, parents and members at the beginning of each season at a minimum. This responsibility and communication can be delegated to the head coaches of the individual programs.
Harassment
Harassment is divided into three categories: Personal Harassment, Sexual Harassment, and Violence. Internet harassment or cyberbullying is also covered under this policy and will not be tolerated.
Personal Harassment
Personal harassment constitutes repeated words, acts or gestures intended to intimidate, humiliate or demean an individual. This type of harassment is often referred to as "psychological harassment" or "bullying". Personal harassment can include:
The LLSC absolutely forbids its employees, athletes, parents and members from acting in such a manner, and any employees, athletes, parents or members found to have engaged in such behaviour will be subject to discipline, up to and including termination of employment for cause or removal from membership.
Sexual Harassment
THERE IS ZERO TOLERANCE FOR ANY BEHAVIOUR OF A SEXUAL NATURE BETWEEN EMPLOYEES AND ATHLETES AND OR PARENTS AND ATHLETES AND OR PARENTS AND COACHES – SUCH BEHAVIOUR CONSTITUTES SEXUAL HARASSMENT.
For the purposes of this policy, sexual harassment is defined as sexual advances, requests for sexual favours, and other words, acts or gestures of a sexual nature:
The LLSC absolutely forbids its employees, athletes, parents and members from acting in such a manner, and any employees, athletes, parents or members found to have engaged in such behaviour will be subject to discipline, up to and including termination of employment for cause or removal from membership.
Violence
The LLSC is committed to providing a safe and healthy workplace, training and competition environment free from actual, attempted or threatened violence. The LLSC recognizes that workplace, training and competition environment violence is a health and safety and human resources issue and the LLSC will take all necessary and reasonable precautions to prevent such violence and to protect its employees, athletes and members.
In this policy, violence includes, but is not limited to the following:
The LLSC absolutely forbids its employees, athletes, parents and members from acting in such a manner, and any employees, athletes, parents or members found to have engaged in such behaviour will be subject to discipline, up to and including termination of employment for cause or removal from membership.
Any employee, athlete, parent or member who becomes aware of an imminent violent act or threat of an imminent violent act, must immediately contact appropriate law enforcement, followed by filing a complaint through one of the avenues listed below.
Procedure for Handling Harassment
All complaints will be treated confidentially to the extent possible; this means that circumstances related to an incident of harassment, or the names of the parties involved (including the complainant, the person alleged to have committed the harassment, and any witnesses) will not be disclosed except where necessary. Unnecessary breaches of confidentiality will be treated to the same extent as harassment under this policy. Time will be of the essence once a complaint is filed, and an investigation will commence as soon as it is reported.
The LLSC will take whatever corrective action is deemed appropriate, including disciplinary action or termination from employment or removal from membership of any individual who engages in harassment. All persons making good-faith reports of harassment will be protected from retaliation for making such a report or participating in an investigation under this policy.
Conversely, all persons found making bad faith reports will be considered in violation of this policy. Any person that is proven to have retaliated against any individual who seeks a review under this policy will be considered in violation of this policy and will be subject to corrective action up to and including termination of employment or removal of membership.
Complaint against the Executive Director
If a complaint is made against the Executive Director, the complaint should be filed directly with the Secretary of LLADA and the President of LLADA. In the event that the employee, athlete, parent or member prefers to file a report to a specific gender and neither the Executive Director, Secretary of LLADA or the President of LLADA is of the preferred gender, the complaint can be made to Member Services and any LLADA board member (or a board member of the applicable club (Lake Louise Ski Club, Lake Louise Grizzlies Ski Club, Lake Louise Freeride Ski Club)) of that gender.
Complaint against an Athlete
If a complaint is made against an athlete, it is at the Executive Director’s discretion to resolve the complaint or escalate the matter to the Secretary of LLADA, the President of LLADA, and/or the President of the impacted club(s).
If an accused athlete believes they were wrongfully accused, and their suspension is undue, they are permitted to appeal to the Executive Director who will make the final ruling on suspension with notification to the Secretary of LLADA.
If the complaint is against an athlete and the resulting action is termination of membership, the termination will be solely to the individual in question. If a complaint against a parent results in termination of membership it will be at the discretion of the Executive Director or third-party professional, as applicable, to determine if the termination should be solely against the individual parent or the family as whole. Any termination will result in forfeiture of fees paid in accordance with the Refund Policy.
Complaint against a Parent
Any complaint against a parent will be escalated to the Executive Director and/or the appropriate boards for investigation and resolution. In all cases the Secretary of LLADA will be informed.
In the event that a parent is the accused and wishes to appeal a suspension or decision, then the complaint will be referred a third-party professional to make the final ruling on the suspension or decision. Any appeal must be in writing and must happen within twenty-four hours of the suspension or decision.
Complaint against an Employee
Any complaint against a employee will be escalated to the Executive Director and/or the appropriate boards for investigation and resolution. In all cases the Secretary of LLADA will be informed.
In the event that an employee is the accused and wishes to appeal a suspension or decision, then the complaint will be referred a third-party professional to make the final ruling on the suspension or decision. Any appeal must be in writing and must happen within twenty-four hours of the suspension or decision.
If a complaint is filed, the accused employee will be suspended with pay until the matter is resolved and a decision is made and accused athletes and parents will be suspended from any club activity until the investigation is complete.
If the complaint or appeal involves either the Executive Director, a board member or one of their children, they will be ineligible to participate in the decision-making process due to conflict of interest.
The LLSC are committed to providing an environment in which all individuals are treated with respect and dignity. Harassment of any LLSC employees, athletes, parents or members by anyone, including but not limited to a manager, subordinate, co-worker, vendor, parent, athlete, director or customer, will not be tolerated. No employee, athlete, parent or member will suffer any reprisals for reporting any incidents of harassment. Conduct prohibited by this policy will not be accepted in any workplace/club event or activity nor in any work or club-related settings outside the workplace or the ordinary training/skiing environment, such as club trips, club meetings, club-related social events, or club-related internet chat groups.
The LLSC adopts the Universal Code of Conduct to Prevent and Address Maltreatment in Sport (UCCMS) and all employees, athletes, parents and members are expected to comply with the UCCMS. The LLSC Harassment Policy has been developed in line with the UCCMS and together, these policies govern any claims, concerns and actions relating to maltreatment and harassment of any employee, athlete, parent or member of the LLSC.
It is the responsibility of the Executive Director to ensure this policy is communicated to all employees, athletes, parents and members at the beginning of each season at a minimum. This responsibility and communication can be delegated to the head coaches of the individual programs.
Harassment
Harassment is divided into three categories: Personal Harassment, Sexual Harassment, and Violence. Internet harassment or cyberbullying is also covered under this policy and will not be tolerated.
Personal Harassment
Personal harassment constitutes repeated words, acts or gestures intended to intimidate, humiliate or demean an individual. This type of harassment is often referred to as "psychological harassment" or "bullying". Personal harassment can include:
- physical encounters that do not cross the line to become physical assaults (i.e. pointing, standing too close, contact);
- verbal assaults/tirades;
- spreading malicious rumours;
- excluding or ignoring a coach, athlete or member;
- sabotaging a coach’s, athlete’s or member’s work, training or performance;
- false allegations or defamation; or
- constant belittling of a coach, athlete or member in front of others.
The LLSC absolutely forbids its employees, athletes, parents and members from acting in such a manner, and any employees, athletes, parents or members found to have engaged in such behaviour will be subject to discipline, up to and including termination of employment for cause or removal from membership.
Sexual Harassment
THERE IS ZERO TOLERANCE FOR ANY BEHAVIOUR OF A SEXUAL NATURE BETWEEN EMPLOYEES AND ATHLETES AND OR PARENTS AND ATHLETES AND OR PARENTS AND COACHES – SUCH BEHAVIOUR CONSTITUTES SEXUAL HARASSMENT.
For the purposes of this policy, sexual harassment is defined as sexual advances, requests for sexual favours, and other words, acts or gestures of a sexual nature:
- where such conduct might reasonably be expected to cause insecurity, discomfort, offence or humiliation to another person or group;
- where such conduct is made implicitly or explicitly a condition of employment or any other perceived advantage;
- where such conduct has the purpose or the effect of interfering with a person's work or athletic performance or creating an intimidating, hostile or offensive work environment.
- Sexual harassment can involve a range of subtle and not so subtle behaviours that may involve individuals of the same or different gender. Depending on the circumstances, these behaviours may include, but are not limited to:
- unwanted sexual advances or requests for sexual favours;
- sexual jokes and innuendo;
- verbal abuse of a sexual nature;
- commentary about an individual's body, sexual prowess, or sexual deficiencies;
- leering, catcalls, or inappropriate touching;
- insulting or obscene comments or gestures;
- display or circulation in the workplace of sexually suggestive objects or pictures (including through e-mail); or
- other physical, verbal, or visual conduct of a sexual nature.
The LLSC absolutely forbids its employees, athletes, parents and members from acting in such a manner, and any employees, athletes, parents or members found to have engaged in such behaviour will be subject to discipline, up to and including termination of employment for cause or removal from membership.
Violence
The LLSC is committed to providing a safe and healthy workplace, training and competition environment free from actual, attempted or threatened violence. The LLSC recognizes that workplace, training and competition environment violence is a health and safety and human resources issue and the LLSC will take all necessary and reasonable precautions to prevent such violence and to protect its employees, athletes and members.
In this policy, violence includes, but is not limited to the following:
- the use of physical force against or by an employee, athlete or parent that causes or could cause physical injury. This includes, but is not limited to, physical acts such as punching, hitting, kicking, pushing, damaging property or throwing objects, including equipment;
- the attempted use of physical force against or by an employee, athlete or parent that could have caused physical injury;
- any action or statement (or series of actions or statements) reasonably believed to be a threat of physical harm or as a threat to safety or security in the workplace, training or competition environment; or
- bringing a weapon, with the exception of a pocket knife needed in connection with an employee’s employment duties, of any kind to any LLSC workplace, environment or event or possessing a weapon of any kind while carrying out LLSC business, or when representing the LLSC at any event or in any environment, or threatening to bring a weapon to any of the foregoing.
The LLSC absolutely forbids its employees, athletes, parents and members from acting in such a manner, and any employees, athletes, parents or members found to have engaged in such behaviour will be subject to discipline, up to and including termination of employment for cause or removal from membership.
Any employee, athlete, parent or member who becomes aware of an imminent violent act or threat of an imminent violent act, must immediately contact appropriate law enforcement, followed by filing a complaint through one of the avenues listed below.
Procedure for Handling Harassment
All complaints will be treated confidentially to the extent possible; this means that circumstances related to an incident of harassment, or the names of the parties involved (including the complainant, the person alleged to have committed the harassment, and any witnesses) will not be disclosed except where necessary. Unnecessary breaches of confidentiality will be treated to the same extent as harassment under this policy. Time will be of the essence once a complaint is filed, and an investigation will commence as soon as it is reported.
The LLSC will take whatever corrective action is deemed appropriate, including disciplinary action or termination from employment or removal from membership of any individual who engages in harassment. All persons making good-faith reports of harassment will be protected from retaliation for making such a report or participating in an investigation under this policy.
Conversely, all persons found making bad faith reports will be considered in violation of this policy. Any person that is proven to have retaliated against any individual who seeks a review under this policy will be considered in violation of this policy and will be subject to corrective action up to and including termination of employment or removal of membership.
Complaint against the Executive Director
If a complaint is made against the Executive Director, the complaint should be filed directly with the Secretary of LLADA and the President of LLADA. In the event that the employee, athlete, parent or member prefers to file a report to a specific gender and neither the Executive Director, Secretary of LLADA or the President of LLADA is of the preferred gender, the complaint can be made to Member Services and any LLADA board member (or a board member of the applicable club (Lake Louise Ski Club, Lake Louise Grizzlies Ski Club, Lake Louise Freeride Ski Club)) of that gender.
Complaint against an Athlete
If a complaint is made against an athlete, it is at the Executive Director’s discretion to resolve the complaint or escalate the matter to the Secretary of LLADA, the President of LLADA, and/or the President of the impacted club(s).
If an accused athlete believes they were wrongfully accused, and their suspension is undue, they are permitted to appeal to the Executive Director who will make the final ruling on suspension with notification to the Secretary of LLADA.
If the complaint is against an athlete and the resulting action is termination of membership, the termination will be solely to the individual in question. If a complaint against a parent results in termination of membership it will be at the discretion of the Executive Director or third-party professional, as applicable, to determine if the termination should be solely against the individual parent or the family as whole. Any termination will result in forfeiture of fees paid in accordance with the Refund Policy.
Complaint against a Parent
Any complaint against a parent will be escalated to the Executive Director and/or the appropriate boards for investigation and resolution. In all cases the Secretary of LLADA will be informed.
In the event that a parent is the accused and wishes to appeal a suspension or decision, then the complaint will be referred a third-party professional to make the final ruling on the suspension or decision. Any appeal must be in writing and must happen within twenty-four hours of the suspension or decision.
Complaint against an Employee
Any complaint against a employee will be escalated to the Executive Director and/or the appropriate boards for investigation and resolution. In all cases the Secretary of LLADA will be informed.
In the event that an employee is the accused and wishes to appeal a suspension or decision, then the complaint will be referred a third-party professional to make the final ruling on the suspension or decision. Any appeal must be in writing and must happen within twenty-four hours of the suspension or decision.
If a complaint is filed, the accused employee will be suspended with pay until the matter is resolved and a decision is made and accused athletes and parents will be suspended from any club activity until the investigation is complete.
If the complaint or appeal involves either the Executive Director, a board member or one of their children, they will be ineligible to participate in the decision-making process due to conflict of interest.
Lake Louise Ski Clubs – Harassment Policy – Updated June 2025