The “LAKE LOUISE SKI CLUBS” are committed to providing an environment in which all individuals are treated with respect and dignity. Harassment of LAKE LOUISE SKI CLUBS employees, athletes, parents 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 or parent will suffer any reprisals for reporting any incidents of harassment. Conduct prohibited by this policy will not be accepted in the workplace nor in any work-related settings outside the workplace, such as club trips, club meetings, club-related social events, or club related internet chat groups.
Employees, athletes or parents who feel they have experienced conduct contrary to this policy or who have concerns about such matters should file a complaint in writing with the Executive Director with a copy going to the Secretary of LLADA. If the complaint is 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, or parent prefers to file 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 another affiliate club) of that gender. 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, an investigation will commence immediately.
If a complaint is made against an athlete, it is at the executive director’s discretion to resolve or escalate to the LLADA secretary, LLADA president, and the president of the impacted club(s). Any complaint against a staff member or parent will be immediately escalated to a third-party professional for investigation and resolution. In all cases the secretary of LLADA will be informed.
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.
Any report of harassment or discrimination will be investigated as soon as it is reported. The club will take whatever corrective action is deemed appropriate, including disciplinary action or termination from employment or membership of any individual who engages in harassment or discrimination. Any disciplinary action will be reported to Alberta Alpine and Alpine Canada Alpin. All persons making good-faith reports of harassment or discrimination 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 retaliate 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.
If a complaint is filed, accused staff will be suspended with pay and accused athletes and parents will be suspended from any club activity until the investigation is complete. 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 LLADA secretary. In the event that a staff member or parent is the accused and wishes to appeal, the third-party professional will make the final ruling on suspension. Any appeal must happen within twenty-four hours of suspension.
If the complaint is against an athlete and the resulting action is termination of membership, the termination will be solely to the individual. If a complaint against a parent results in termination of membership it will be at the discretion of the third-party professional to determine if the termination should be solely against the individual or the family as whole. Any termination will result in forfeiture of fees paid.
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.
It is the responsibility of the executive director to ensure this policy is communicated to all employees and athletes at the beginning of each season at a minimum. This communication can be delegated to the head coaches of the individual programs.
Any employee, athlete or parent 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 above.
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 LAKE LOUISE SKI CLUBS absolutely forbids its employees, athletes and parent members from acting in such a manner, and any employees, athletes or parent 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 LAKE LOUISE SKI CLUBS absolutely forbids its employees, athletes and parent members from acting in such a manner, and any employees, athletes or parent 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
LAKE LOUISE SKI CLUBS is committed to providing a safe and healthy workplace and training environment free from actual, attempted or threatened violence. LAKE LOUISE SKI CLUBS recognizes that workplace and training environment violence is a health and safety and human resources issue and the club will take all necessary and reasonable precautions to prevent workplace violence and to protect employees at the workplace.
In this policy, workplace violence includes, but is not limited to the following:
The LAKE LOUISE SKI CLUBS absolutely forbids its employees, athletes and parent members from acting in such a manner, and any employees, athletes or parent 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.
Employees, athletes or parents who feel they have experienced conduct contrary to this policy or who have concerns about such matters should file a complaint in writing with the Executive Director with a copy going to the Secretary of LLADA. If the complaint is 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, or parent prefers to file 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 another affiliate club) of that gender. 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, an investigation will commence immediately.
If a complaint is made against an athlete, it is at the executive director’s discretion to resolve or escalate to the LLADA secretary, LLADA president, and the president of the impacted club(s). Any complaint against a staff member or parent will be immediately escalated to a third-party professional for investigation and resolution. In all cases the secretary of LLADA will be informed.
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.
Any report of harassment or discrimination will be investigated as soon as it is reported. The club will take whatever corrective action is deemed appropriate, including disciplinary action or termination from employment or membership of any individual who engages in harassment or discrimination. Any disciplinary action will be reported to Alberta Alpine and Alpine Canada Alpin. All persons making good-faith reports of harassment or discrimination 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 retaliate 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.
If a complaint is filed, accused staff will be suspended with pay and accused athletes and parents will be suspended from any club activity until the investigation is complete. 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 LLADA secretary. In the event that a staff member or parent is the accused and wishes to appeal, the third-party professional will make the final ruling on suspension. Any appeal must happen within twenty-four hours of suspension.
If the complaint is against an athlete and the resulting action is termination of membership, the termination will be solely to the individual. If a complaint against a parent results in termination of membership it will be at the discretion of the third-party professional to determine if the termination should be solely against the individual or the family as whole. Any termination will result in forfeiture of fees paid.
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.
It is the responsibility of the executive director to ensure this policy is communicated to all employees and athletes at the beginning of each season at a minimum. This communication can be delegated to the head coaches of the individual programs.
Any employee, athlete or parent 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 above.
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 colleague;
- sabotaging a colleague's work;
- false allegations or defamation; or
- constant belittling of a colleague in front of others.
The LAKE LOUISE SKI CLUBS absolutely forbids its employees, athletes and parent members from acting in such a manner, and any employees, athletes or parent 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;
- When 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 LAKE LOUISE SKI CLUBS absolutely forbids its employees, athletes and parent members from acting in such a manner, and any employees, athletes or parent 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
LAKE LOUISE SKI CLUBS is committed to providing a safe and healthy workplace and training environment free from actual, attempted or threatened violence. LAKE LOUISE SKI CLUBS recognizes that workplace and training environment violence is a health and safety and human resources issue and the club will take all necessary and reasonable precautions to prevent workplace violence and to protect employees at the workplace.
In this policy, workplace violence includes, but is not limited to the following:
- The use of physical force against or by a worker 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;
- The attempted use of physical force against or by a worker that could have caused physical injury;
- An 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; or
- Bringing a weapon, with the exception of a pocket knife, of any kind to LAKE LOUISE SKI CLUBS workplace or event or possessing a weapon of any kind while carrying out LAKE LOUISE SKI CLUBS business, or threatening to bring a weapon to the workplace.
The LAKE LOUISE SKI CLUBS absolutely forbids its employees, athletes and parent members from acting in such a manner, and any employees, athletes or parent 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.