VMSA'S Code of Conduct & Ethics

Code of Conduct and Ethics

“Organization” refers to: _Vegreville Minor Soccer Association_

Definitions

1. The following terms have these meanings in this Code:

a) Athlete – Includes any individual who is registered to compete for the Organization

b) Board – The Board of Directors of the Organization

c) Discrimination – Differential treatment of an individual based on one or more prohibited grounds which include race, citizenship, national or ethnic origin, color, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, or disability

d) Harassment – A course of vexatious comment or conduct against an Individual or group, which is known or ought reasonably to be known to be unwelcome. Types of behaviour that constitute Harassment include, but are not limited to: i. Written or verbal abuse, threats, or outbursts;

ii. Persistent unwelcome remarks, jokes, comments, innuendo, or taunts;

iii. Racial harassment, which is racial slurs, jokes, name calling, or insulting behaviour or terminology that reinforces stereotypes or discounts abilities because of racial or ethnic origin;

iv. Leering or other suggestive or obscene gestures;

v. Condescending or patronizing behaviour, which is intended to undermine self-esteem, diminish performance, or adversely affect working conditions;

vi. Practical jokes which endanger a person’s safety, or may negatively affect performance;

vii. Hazing – which is any form of conduct which exhibits any potentially humiliating, degrading, abusive, or dangerous activity expected of a junior-ranking individual by a more senior individual, which does not contribute to either individual’s positive development, but is required to be accepted as part of a team or group, regardless of the junior-ranking individual’s willingness to participate. This includes, but is not limited to, any activity, no matter how traditional or seemingly benign, that sets apart or alienates any teammate or group member based on class, number of years on the team or with the group, or ability;

viii. Unwanted physical contact including, but not limited to, touching, petting, pinching, or kissing;

ix. Deliberately excluding or socially isolating a person from a group or team;

x. Persistent sexual flirtations, advances, requests, or invitations;

xi. Physical or sexual assault;

xii. Contributing to a poisoned sport environment, which can include:

a. Locations where material that is discriminatory is displayed (e.g., sexually explicit posters and racial/racist cartoons)

b. Groups where harassing behaviour is part of the normal course of activities

c. Behaviour that causes embarrassment, awkwardness, endangers a person’s safety or negatively affects performance. xiii. Behaviours such as those described above that are not directed towards a specific person or group but have the same effect of creating a negative or hostile environment; and

xiv. Retaliation or threats of retaliation against a person who reports harassment to the Organization

Individuals – Refers to all categories of individual members and/or registrants defined in the Bylaws of the
    Organization who are subject the policies of the Organization, as well as all people employed by, contracted
    by, or engaged in activities with, the Organization including, but not limited to, employees, contractors,
    Athletes, coaches, instructors, officials, volunteers, managers, administrators, committee members, parents
    or guardians, spectators, and Directors and Officers

Maltreatment – Includes Maltreatment related to:
1. Psychological Maltreatment – which includes, without limitation, verbal acts, non-assaultive physical
  acts and acts that deny attention or support
2. Verbal Acts - Verbally assaulting or attacking someone, including but not limited to: unwarranted
      personal criticisms; body shaming; derogatory comments related to one’s identity (e.g., race,
      gender identity or expression, ethnicity, Indigenous status, ability/disability); comments that are
      demeaning, humiliating, belittling, intimidating, insulting or threatening; the use of rumours or
      false statements about someone to diminish that person’s reputation; using confidential sport and
      non-sport information inappropriately. Verbal Maltreatment may also occur in online forms.
3. Non-assaultive Physical Acts (no physical contact) - Physically aggressive behaviours, including but
  not limited to: throwing objects at or in the presence of others without striking another; hitting,
  striking or punching objects in the presence of others
4. Acts that Deny Attention or Support - Acts of commission that deny attention, lack of support or
      isolation including but not limited to: ignoring psychological needs or socially isolating a person
      repeatedly or for an extended period of time; abandonment of an Athlete as punishment for poor
      performance; arbitrarily or unreasonably denying feedback, training opportunities, support or
      attention for extended periods of time and/or asking others to do the same

1. Physical Maltreatment – includes, without limitation, contact or non-contact behaviours that have the
  potential to cause physical harm
2. Contact behaviours - Including but not limited to: deliberately punching, kicking, beating, biting,
  striking, strangling, or slapping another; deliberately hitting another with objects
3. Non-contact behaviours - Including but not limited to: isolating a person in a confined space; forcing
      a person to assume a painful stance or position for no athletic purpose (e.g., requiring an Athlete
      to kneel on a hard surface); the use of exercise for the purposes of punishment; withholding,
      recommending against, or denying adequate hydration, nutrition, medical attention or sleep;
      denying access to a toilet; providing alcohol to an Individual under the legal drinking age; providing
      illegal drugs or non-prescribed medications to an Individual; encouraging or knowingly permitting
      an Athlete to return to play prematurely following any injury or after a concussion and without the
      clearance of a medical professional; encouraging an Athlete to perform a skill for which they are
      known to not be developmentally ready

1. Sexual Maltreatment – includes, without limitation, any act targeting a person’s sexuality, gender
      identity or expression, that is committed, threatened, or attempted against a person, and includes but
      is not limited to the Criminal Code Offences of sexual assault, sexual exploitation, sexual interference,
      invitation to sexual touching, indecent exposure, voyeurism, and non-consensual distribution of
      sexual/intimate images. Sexual Maltreatment also includes sexual harassment and stalking, cyber
      harassment, and cyber stalking of a sexual nature.
  - - Examples include:
2. Any penetration of any part of a person’s body, however slight, with any object or body part by a
  person upon another person, including but not limited to:

1. vaginal penetration by a penis, object, tongue, or finger; and

1. anal penetration by a penis, object, tongue, or finger

1. Any intentional touching of a sexual nature of any part of a person’s body, however slight, with any
  object or body part by a person upon another person, including but not limited to:

1. kissing;
2. intentional touching of the breasts, buttocks, groin, or genitals, whether clothed or unclothed,
  or intentionally touching of another with any of these body parts;
3. any contact, no matter how slight, between the mouth of one person and the genitalia of
  another person, and
4. making another touch themselves, the Individual, or someone else with or on any of the body
  parts listed in b).
5. any intentional touching in a sexualized manner of the relationship, context, or situation

1. In addition to the criminal acts identified above, the UCCMS (Universal Code of Conduct to Prevent
      and Address Maltreatment in Sport) prohibits sexual relations between an Athlete above the age of
      majority (depending upon jurisdiction) and an Individual who holds a position of trust and authority
      on the basis that there can be no Consent where there is a Power Imbalance. A Power Imbalance
      that is presumed to exist may be challenged
2. Grooming usually begins with subtle behaviours that do not appear to be inappropriate. Many
  victims/survivors of sexual abuse do not recognize the grooming process as it is happening, nor
  do they recognize that this process of manipulation is part of the overall abuse process.
3. In the grooming process, the offender begins by gaining trust of adults around the young person.
      The offender establishes a friendship and gains the young person’s trust. Grooming then
      involves testing boundaries (e.g., telling sexual jokes, showing sexually explicit images, making
      sexual remarks). Typically, behaviour moves from non-sexual touching to “accidental” sexual
      touching
4. The young person is often manipulated into feeling responsible for the contact, is discouraged
      from telling anyone else about the relationship and is made to feel obligated to protect the
      offender. The offender also builds trust with those close to the young person so that the
      relationship with the young person is not questioned

Neglect – or acts of omission, includes without limitation: not providing an Athlete recovery time and/or
    treatment for a sport injury; not being aware of and not considering an individual’s physical or
    intellectual disability; not considering supervision of an Athlete during travel, training or competition;
    not considering the welfare of the Athlete when prescribing dieting or other weight control methods
    (e.g., weigh-ins, caliper tests); disregarding the use of performance-enhancing drugs by an Athlete;
    failure to ensure safety of equipment or environment; allowing an Athlete to disregard sport’s rules,
    regulations, and standards, subjecting Individuals to the risk of Maltreatment

Grooming – is often a slow, gradual, and escalating process of building trust and comfort with a young
    person. Grooming includes, without limitation, the process of making inappropriate behaviour seem
    normal and gradually engaging in ‘boundary violations’ which have been professionally-identified to
    Canadian standards (e.g., a degrading remark, a sexual joke, sexualized physical contact; adult
    Individuals sharing rooms with a Minor who is not an immediate family member; providing a massage
    or other purported therapeutic interventions with no specific training or expertise; private social media
    and text communications; sharing personal photographs; shared use of locker rooms; private meetings;
    private travel, and providing gifts). The Grooming process:
Grooming usually begins with subtle behaviours that do not appear to be inappropriate. Many
victims/survivors of sexual abuse do not recognize the grooming process as it is happening,
nor do they recognize that this process of manipulation is part of the overall abuse process.
In the grooming process, the offender begins by gaining trust of adults around the young
    person. The offender establishes a friendship and gains the young person’s trust. Grooming
    then involves testing boundaries (e.g., telling sexual jokes, showing sexually explicit images,
    making sexual remarks). Typically, behaviour moves from non-sexual touching to “accidental”
    sexual touching.
The young person is often manipulated into feeling responsible for the contact, is discouraged
from telling anyone else about the relationship, and is made to feel obligated to protect the offender.
The offender also builds trust with those close to the young person so that the relationship with the
young person is not questioned

1. Interference with or Manipulation of Process – it is considered maltreatment if an adult Individual
  directly or indirectly interferes with a process by:
2. falsifying, distorting, or misrepresenting information, the resolution process, or an outcome;
3. destroying or concealing information;
4. attempting to discourage an individual’s proper participation in or use of the processes of the
  Organization;
5. harassing or intimidating (verbally or physically) any person involved in the processes before,
  during, and/or following any proceedings of the Organization;
6. publicly disclosing an Individual’s identifying information, without the Individual’s agreement;
7. failing to comply with any temporary or provisional measure or other final sanction;
8. distributing or otherwise publicizing materials a Participant gains access to during an investigation
  or hearing, except as required by law or as expressly permitted; or
9. influencing or attempting to influence another person to interfere with or manipulate the process

1. Retaliation – which means that an Individual shall not take an adverse action against any person for
      making a good faith Report of possible Maltreatment or for participating in any process related to
      alleged conduct violations. Retaliation includes threatening, intimidating, harassing, coercing or any
      other conduct that would discourage a reasonable person from engaging or participating in the
      processes of the Organization. Retaliation after the conclusion of investigation and sanction processes
      is also prohibited. Retaliation may be present even where there is a finding that no Maltreatment
      occurred. Retaliation does not include good-faith actions lawfully pursued in response to a Report of
      possible Maltreatment

1. Aiding and Abetting – which is any act taken with the purpose of facilitating, promoting, or encouraging
  the commission of Maltreatment by an Individual. Aiding and abetting also includes, without limitation,
  knowingly:
2. allowing any person who has been suspended or is otherwise ineligible to be in any way associated
  with sport or to coach or instruct Individuals;
3. providing any coaching-related advice or service to an Athlete who has been suspended or is
  otherwise ineligible; and
4. allowing any person to violate the terms of their suspension or any other sanctions imposed

1. Reporting – it is considered Maltreatment to fail to report Maltreatment of a Minor. A legal Duty to
  Report is mandated by law, and the requirement varies by province depending on provincial legislation.
  a. Failure to Report Maltreatment of a Minor

1. The obligation to Report requires the Reporting of any conduct which, if proven true, would
      constitute Psychological Maltreatment, Sexual Maltreatment, Physical Maltreatment or Neglect
      involving a Minor. The obligation to Report is an ongoing one and is not satisfied simply by
      making an initial Report. The obligation includes Reporting, on a timely basis, all relevant
      information of which an adult Individual becomes aware
2. The obligation to report includes making a direct Report
3. The obligation to Report includes personally identifying information of a potential Minor
  Complainant to the extent known at the time of the Report, as well as a duty to reasonably
  supplement the Report as to identifying information learned later

4. Individuals should not investigate or attempt to evaluate the credibility or validity of allegations
    involving Psychological Maltreatment, Sexual Maltreatment, Physical Maltreatment or Neglect.
    Individuals making a good faith Report are not required to prove the Reports are true before
    Reporting

b. Failure to Report Inappropriate Conduct

1. Not all inappropriate conduct may meet the threshold for constituting Maltreatment. However,
    such inappropriate conduct may represent behaviour with the risk of escalating to
    Maltreatment. Any Individual who suspects or becomes aware of another Individual’s
    inappropriate conduct, even if it is not defined as Maltreatment, has a Duty to Report such
    inappropriate conduct through the organization’s internal procedures. Those in positions of
    trust and authority who become aware of another’s inappropriate conduct have a responsibility
    for reporting the concern within their organization’s policies and procedures. The person
    making the report does not need to determine whether a violation took place: instead, the
    responsibility lies in reporting the objective behaviour.

c. Intentionally Filing a False Allegation

1. An allegation is false if the events Reported did not occur, and the person making the Report
knows the events did not occur

1. A false allegation is different from an unsubstantiated allegation; an unsubstantiated allegation
      means there is insufficient supporting evidence to determine whether an allegation is true or
      false. Absent demonstrable bad faith, an unsubstantiated allegation alone is not grounds for a
      violation

1. Minor – Any Individual who is under the age of majority at the time and in the jurisdiction where the alleged
  Maltreatment has occurred. Adults are responsible for knowing the age of majority and the age of the individual

1. Person in Authority – Any Individual who holds a position of authority within the Organization including, but not
  limited to, coaches, instructors, officials, managers, support personnel, chaperones, committee members, and
  Directors and Officers

i) Sexual Harassment – A course of vexatious comment or conduct against an Individual 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 advance to the Individual and the
    person knows or ought reasonably to know that the solicitation or advance is unwelcome. Types of behaviour
    that constitute Sexual Harassment include, but are not limited to:

i. Sexist jokes,

ii. Threats, punishment, or denial of a benefit for refusing a sexual advance,

iii. Offering a benefit in exchange for a sexual favour,

iv. Demanding hugs,

v. Bragging about sexual ability,

vi. Leering (persistent sexual staring),

vii. Sexual assault,

viii. Display of sexually offensive material,

ix. Distributing sexually explicit messages or attachments such as pictures or video files,

x. Sexually degrading words used to describe an Individual,

xi. Unwelcome inquiries into or comments about an Individual’s gender identity or physical appearance,

xii. Inquiries or comments about an Individual’s sex life,

xiii. Persistent unwanted attention after a consensual relationship ends,

xiv. Persistent unwelcome sexual flirtations, advances, comments, or propositions, and

xv. Persistent unwanted contact.

Vulnerable Individuals – Includes Minors and vulnerable adults (people who, because of age, disability or other
circumstance, are in a position of dependence on others or are otherwise at a greater risk than the general
population of being harmed by people in positions of trust or authority)
Workplace – Any place where business or work-related activities are conducted. Workplaces include but are not
    limited to, the registered office(s), work-related social functions, work assignments outside the registered
    office(s), work-related travel, the training and competition environment, and work-related conferences or training
    sessions

Workplace Harassment – Vexatious comment or conduct against a worker in a Workplace that is known or ought
    reasonably to be known to be unwelcome. Workplace Harassment should not be confused with legitimate,
    reasonable management actions that are part of the normal work/training function, including measures to correct
    performance deficiencies, such as placing someone on a performance improvement plan, or imposing discipline
    for workplace infractions. Types of behaviour that constitute Workplace Harassment include, but are not limited
    to:
Bullying;
Workplace pranks, vandalism, or hazing;
Repeated offensive or intimidating phone calls or emails;
Inappropriate sexual touching, advances, suggestions or requests;
Displaying or circulating offensive pictures, photographs, or materials in printed or electronic form;
Psychological abuse;
Excluding or ignoring someone, including persistent exclusion of a person from work-related social
gatherings;
Deliberately withholding information that would enable a person to do their job, perform or train;
Sabotaging someone else’s work or performance;
Gossiping or spreading malicious rumours;
Intimidating words or conduct (offensive jokes or innuendos); and
Words or actions which are known, or ought reasonably to be known, as offensive, embarrassing,
humiliating, or demeaning.

Workplace Violence – The use of or threat of physical force by a person against a worker in a Workplace that
     causes or could cause physical injury to the worker; an attempt to exercise physical force against a worker in a
     Workplace that could cause physical injury to the worker; or a statement or behaviour 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. Types of behaviour that constitute Workplace Violence include, but are not limited
     to:

Verbal or written threats to attack;
Sending to or leaving threatening notes or emails;
Physically threatening behaviour such as shaking a fist at someone, finger pointing, destroying property,
or throwing objects;
Wielding a weapon in a Workplace;
Hitting, pinching or unwanted touching which is not accidental;
Dangerous or threatening horseplay;
Physical restraint or confinement;
Blatant or intentional disregard for the safety or wellbeing of others;
Blocking normal movement or physical interference, with or without the use of equipment;

x. Sexual assault; and

xi. Any attempt to engage in the type of conduct outlined above

Purpose

2. The purpose of this Code is to ensure a safe and positive environment within the programs, activities, and events
    of the Organization by making Individuals aware that there is an expectation, at all times, of appropriate behaviour
    consistent with the applicable organization’s core values and policies. The Organization supports equal
    opportunity, prohibit discriminatory practices, and is committed to providing an environment in which all
    individuals can safely participate in sport and are treated with respect and fairness.

Application of this Code

3. This Code applies to any Individual’s conduct during the business, activities, and events of the Organization
    including, but not limited to competitions, practices, evaluations, treatment, or consultations (e.g., massage
    therapy), training camps, travel associated with organizational activities, the office environment, and any
    meetings.

4. This Code also applies to Individuals’ conduct outside of the business, activities, and events of the Organization
    when such conduct adversely affects the organization’s relationships (and the work and sport environment) or is
    detrimental to the image and reputation of the Organization. Such applicability will be determined by the
    Organization, as applicable, at its sole discretion.

5. This Code applies to Individuals active in the sport or who have retired from the sport where any claim regarding
a potential breach of this Code occurred when the Individual was active in the sport.

6. In addition, breaches of this Code may occur when the Individuals involved interacted due to their mutual
involvement in the sport or, if the breach occurred outside of the sport environment, if the breach has a serious
and detrimental impact on the Individual(s).

7. Any Individual who violates this Code may be subject to sanctions pursuant to the Discipline and Complaints
    Policy. In addition to facing possible sanctions pursuant to the Discipline and Complaints Policy, an Individual who
    violates this Code during a competition may be removed from the competition or training area, and the Individual
    may be subject to further sanctions.

Responsibilities

8. Individuals have a responsibility to:

a) Conduct themselves in a manner consistent with the True Sport principles (currently found at
https://truesportpur.ca/true-sport-principles)

b) Refrain from any behaviour that constitutes Maltreatment, Discrimination, Harassment, Workplace
Harassment, or Workplace Violence

c) Maintain and enhance the dignity and self-esteem of other Individuals by:

i. Treating each other with the highest standards of fairness, honesty, respect and integrity;

ii. Focusing comments or criticism appropriately and avoiding public criticism of Athletes, coaches,
officials, organizers, volunteers, employees, or other Individuals;

iii. Consistently demonstrating the spirit of sportsmanship, sport leadership, and ethical conduct;

iv. Acting, when appropriate, to correct or prevent practices that are unjustly discriminatory; and

v. Ensuring adherence to the rules of the sport and the spirit of those rules.

d) Abstain from the non-medical use of medications or drugs or the use of Prohibited Substances or Prohibited
Methods as listed on the version of the World Anti-Doping Agency’s Prohibited List currently in force. More
specifically, the Organization adopt and adhere to the Canadian Anti-Doping Program.

- - The Organization will respect any sanction imposed on an Individual as a result of a breach of the Canadian
    Anti-Doping Program or any other applicable Anti-Doping Rules
Refrain from associating with any person for the purpose of coaching, training, competition, instruction,
     administration, management, athletic development, or supervision, who has been found to have
     committed an anti-doping rule violation and is serving a period of ineligibility imposed pursuant to the
     Canadian Anti-Doping Program or any other applicable Anti-Doping Rules
Reasonably cooperate with the CCES (Canadian Centre for Ethics in Sport) or another anti-doping
organization that is investigating anti-doping rule violations
Not harass, intimidate, or otherwise conduct themselves offensively towards a doping control official or
other individual involved in doping control
Refrain from the use of power or authority in an attempt to coerce another person to engage in
inappropriate activities
Refrain from consuming tobacco products or vaping outside of the designated smoking area while participating in the programs, activities, competitions, or events of the Organization;
In the case of Minors, not consume alcohol, tobacco, vaping, cannabis, or recreational drugs while participating in the programs, activities, competitions, or events
In the case of adults, not consume cannabis, or recreational drugs and vaping in the Workplace or in any situation
   associated with the events of the Organization (subject to any requirements for accommodation), not
   consume alcohol during training, competitions, or in situations where Minors are present, and take
   reasonable steps to manage the responsible consumption of alcohol in adult-oriented social situations
When driving a vehicle:

i. Have a valid driver’s license;

ii. Not be under the influence of alcohol or illegal drugs or substances;

iii. Have valid car insurance; and

Refrain from holding a mobile device.

Respect the property of others and not willfully cause damage
Promote sport in the most constructive and positive manner possible
Refrain from engaging in deliberate cheating which is intended to manipulate the outcome of a para
classification, competition and/or not offer or receive any bribe which is intended to manipulate the
outcome of a competition
Adhere to all federal, provincial/territorial, municipal and host country laws
Comply, at all times, with the Bylaws, policies, procedures, and rules and regulations of the Organization,
as applicable and as adopted and amended from time to time
Report any ongoing criminal or anti-doping investigation, conviction, or existing bail conditions involving an
Individual to the Organization, including, but not limited to, those for violence, child pornography, or
possession, use, or sale of any illegal or prohibited substance or method

Directors, Committee Members, and Staff

1. In addition to section 8 (above), Directors, Committee Members, and staff of the Organization will have additional
  responsibilities to:

1. Function primarily as a Director or Committee Member or staff member of the Organization (as applicable)
  b) Ensure their loyalty prioritizes the interests of the Organization
2. Ensure that financial affairs are conducted in a responsible and transparent manner with due regard for all
  fiduciary responsibilities
3. Comply with the Screening Policy
4. Conduct themselves openly, professionally, lawfully and in good faith
5. Be independent and impartial and not be influenced by self-interest, outside pressure, expectation of
  reward, or fear of criticism
6. Behave with decorum appropriate to both circumstance and position

1. Exercise the degree of care, diligence, and skill required in the performance of their duties pursuant to
  applicable laws
2. Maintain confidentiality of private organizational information
3. Respect the decisions of the majority and resign if unable to do so
4. Commit the time to attend meetings and be diligent in preparation for, and participation in, discussions at
  such meetings
5. Have a thorough knowledge and understanding of all governance documents

Coaches, Instructors, Trainers, and Athlete Support Personnel

10. In addition to section 8 (above), coaches, instructors, trainers, and athlete support personnel have many
       additional responsibilities. The coach-Athlete relationship is a privileged one and plays a critical role in the
     personal, sport, and athletic development of the Athlete. Coaches must understand and respect the inherent
     power imbalance that exists in this relationship and must be extremely careful not to abuse it, either consciously
     or unconsciously. Coaches, instructors, trainers, and athlete support personnel will:

a) Prepare Athletes systematically and progressively, using appropriate time frames and monitoring physical
and psychological adjustments while refraining from using training methods or techniques that may harm
Athletes

b) Avoid compromising the present and future health of Athletes by communicating and cooperating with
sport medicine professionals in the diagnosis, treatment, and management of Athletes’ medical and
psychological treatments

c) Support the coaching staff of a training camp, provincial/territorial team, or national team, should an
Athlete qualify for participation with one of these programs

d) Accept and promote Athletes’ personal goals and refer Athletes to other coaches and sport specialists as
appropriate

e) Provide Athletes (and the parents/guardians of Minor Athletes) with the information necessary to be
involved in the decisions that affect the Athlete

f) Act in the best interest of the Athlete’s development as a whole person

g) Comply with the Screening Policy

h) Report any ongoing criminal or anti-doping investigation, conviction, or existing bail conditions to the
Organization (as applicable), including those for violence, child pornography, or possession, use, or sale of
any illegal or prohibited substance or method

i) Not coach, train, or otherwise support athletes if they use methods or substances prohibited by the
Canadian Anti-Doping Program without valid and acceptable justification

j) Under no circumstances provide, promote, or condone the use of drugs (other than properly prescribed
medications) or prohibited substances or prohibited methods and, in the case of Minors, alcohol, cannabis,
and/or tobacco

k) Respect Athletes competing for other jurisdictions and, in dealings with them, not encroach upon topics or
actions which are deemed to be within the realm of 'coaching', unless after first receiving approval from
the coaches who are responsible for the Athletes

l) Not engage in a sexual or intimate relationship with an Athlete of any age in which the coach is in a position
of trust or authority

m) Recognize the power inherent in the position of coach and respect and promote the rights of all
     participants in sport. This is accomplished by establishing and following procedures for confidentiality
    (right to privacy), informed participation, and fair and reasonable treatment. Coaches have a special
    responsibility to respect and promote the rights of participants who are in a vulnerable or dependent
    position and less able to protect their own rights

n) Dress professionally and use appropriate language

Athletes

11. In addition to section 8 (above), Athletes will have additional responsibilities to:

a) Adhere to their Athlete Agreement (if applicable)

b) Report any medical problems in a timely fashion, when such problems may limit their ability to travel,
practice, or compete

c) Participate and appear on-time and prepared to participate to their best abilities in all competitions,
practices, training sessions, and evaluations

d) Properly represent themselves and not attempt to participate in a competition for which they are not
eligible by reason of age, classification, or other reason

e) Adhere to any rules and requirements regarding clothing and equipment

f) Dress to represent the sport and themselves with professionalism

g) Act in accordance with applicable policies and procedures and, when applicable, additional rules as outlined
by coaches or managers

Officials

12. In addition to section 8 (above), officials will have additional responsibilities to:

a) Maintain and update their knowledge of the rules and rules changes

b) Not publicly criticize other officials

c) Work within the boundaries of their position’s description while supporting the work of other officials

d) Act as an ambassador of the sport by agreeing to enforce and abide by national and provincial/territorial
rules and regulations

e) Take ownership of actions and decisions made while officiating

f) Respect the rights, dignity, and worth of all Individuals

g) Act openly, impartially, professionally, lawfully, and in good faith

h) Be fair, equitable, considerate, independent, honest, and impartial in all dealings with others

i) Respect the confidentiality required by issues of a sensitive nature, which may include discipline processes,
appeals, and specific information or data about Individuals

j) Comply with the Screening Policy

k) Honour all assignments unless unable to do so by virtue of illness or personal emergency, and in these cases
inform a supervisor at the earliest possible time

l) When writing reports, set out the actual facts to the best of their knowledge and recollection

m) Dress in proper attire for officiating

Parents/Guardians and Spectators

1. In addition to section 8 (above), parents/guardians and spectators at events will:

1. Encourage Athletes to compete within the rules and to resolve conflicts without resorting to hostility or

- violence

1. Condemn the use of violence in any form
2. Never ridicule a participant for making a mistake during a competition or practice
3. Respect the decisions and judgments of officials, and encourage Athletes to do the same
4. Support all efforts to remove verbal and physical abuse, coercion, intimidation, and sarcasm
5. Respect and show appreciation to all competitors, and to coaches, officials, and other volunteers
6. Never harass competitors, coaches, officials, parents/guardians, or other spectators

Subjecting an Individual to Maltreatment

14. It is a violation of this Code for any Person in Authority to place an Individual in a situation that makes them
      vulnerable to Maltreatment. This includes, but is not limited to, instructing an Athlete and a coach to share a
      hotel room when traveling, hiring a coach who has a history of Athlete Maltreatment, or assigning a guide
      or support staff to an Athlete in the absence of consultation with the Athlete.