Policies & Protocols

Anti-Bullying and Child Protection Policies

 ANTI-BULLYING & HARASSMENT POLICY AND PROCEDURE

 Enclosed within this section is:

 i. Definition of Bullying

 ii. Policy Statement

 iii. Indicators of Bullying

 iv. Code of Conduct

 v. Reporting Bullying

1.0 DEFINITIONS

Bullying

Provincial legislation defines bullying as a repeated aggressive behaviour where the behaviour is intended to have the effect of, causing harm, fear or distress to another individual. Bullying can take many forms, including physical, psychological, social or harm to an individual’s reputation or property. The bullying may also create a negative environment for an individual. Bullying may occur in a relationship where there is a real or perceived power imbalance including but not limited to factors such as size, disability, sexual orientation, gender identity, sexuality, race, ethnicity, and religion.

 

Cyberbullying

 Cyberbullying occurs when a student engages in bullying behaviour electronically, and includes activities such as: creating a web page or a blog while pretending to be someone else; impersonating another person as the author of posted content or messages; communicating material or messages to more than one person intended to cause a person harm; or posting material or messages on an electronic platform (such as but not limited to Facebook, Twitter, Snapchat, Instagram, etc) that can be accessed by one or more persons and intended to cause a person harm.

 Harassment is any vexatious behaviour that is known, or ought reasonably to be known, to be unwelcome and that:

 i. Takes the form of repeated conduct which could reasonably be regarded as intending to intimidate, offend, degrade or humiliate;

 ii. Affects the student, athlete or employee’s dignity, or psychological or physical integrity; and/or

 iii. Results in a harmful environment.

 Examples of bullying/ harassment include, but are not limited to, the following:

 a) Berating/belittling an individual;

 b) Repeated unwanted criticism;

 c) Undermining or deliberately impeding a person’s work;

 d) Spreading malicious rumours or gossip that is not true; and/or

 e) Physical gestures intended to intimidate, offend, degrade, or humiliate an individual.

 

2.0 BULLYING & HARASSMENT POLICY STATEMENT

Gymnastics Mississauga is committed to fostering an environment free of bullying, harassment, and all intimidating behaviour directed towards its’ students, athletes, staff and visitors. To that end, all guests and employees ought not to be subjected to bullying or harassment based on but not limited to the following: race; nationality; ethnicity; colour; religion; age; sex; sexual orientation; marital status; family status; or disability. Bullying and harassment at Gymnastics Mississauga is not tolerated and strictly prohibited.

Employees or guests of Gymnastics Mississauga who are found to have bullied another individual may be subject to disciplinary action up to an including suspension(s) and termination of services. Disciplinary action(s) may also be taken against any employee who: interferes with the resolution of a bullying complaint; retaliates against an individual for filing a bullying complaint; or files an unfounded bullying complaint intended to cause harm.

 

3.0 INDICATORS OF BULLYING

The following are indicators of bullying & Harassment: 

a) A physical injury where the explanations given are inconsistent;

b) Another person raises concern about the well-being of a child or young person;

c) Unexplained changes in behaviour such as a child becoming withdrawn, quiet , aggressive or verbally violent; and

d) The child, young or adult person discloses a concern and describes what may be an abusive act.

 

4.0 CODE OF CONDUCT

At Gymnastics Mississauga we are committed to providing our employees, program participants and visitors a safe, respectful and courteous environment. We expect the same in return from our guests.

To maintain a safe environment for all, we expect that you do not participate in any behaviour such as swearing, shouting, or physical aggression towards staff or others using the facility.

Conduct of this nature by members and visitors will not be tolerated and will be asked to leave. Refusal to leave may result in staff contacting security and/or police and the issuing of a Trespass Notice prohibiting you from returning to the Club.

Further disciplinary measures may also be implemented, including but not limited to suspension and termination of services.

Thank you for helping us keep our centre a safe and respectful place for all.

 

5.0 REPORTING BULLYING & HARASSMENT

Gymnastics Mississauga encourages the reporting of all incidents of bullying, regardless of who the alleged offender(s) might be.

All employees, program participants and visitors ought not be subjected to reprisals or threatened reprisals for refusing to accept bullying in any form or for making a formal complaint or for cooperating in any investigation.

 

How to Report Bullying & Harassment:

Employees, program participants and visitors can report incidents or complaints of bullying verbally or in writing. 

 The report of the allegation(s) should include the following information:

1. Name(s) of the person who has allegedly experienced bullying and contact information;

 2. Name(s) of (any) alleged bully(s), position and contact information (if known);

 3. Names of the witness(es) (if any) or other person(s) with relevant information to provide and contact information (if known);

 4. Details of what happened including date(s), frequency and location(s) of the alleged incident(s);

 5. Any supporting documents the person who complains of may have in his/her possession that are relevant to the complaint; and

 6. List any documents a witness, another person may have in their possession that are relevant to the complaint.

 Who to Report Bullying & Harassment To:

 An incident or a complaint of bullying should be reported as soon as possible after experiencing or witnessing an incident. This allows the incident to be investigated in a timely manner. 

 Complainants are encouraged to report any incidents or complaints to their immediate coach or supervisor. If the coach or supervisor is the person engaging in the bullying, contact the Executive Director via [email protected]. 

 The Executive Director shall be notified of the workplace harassment incident or complaint so that they can ensure an investigation is conducted that is appropriate in the circumstances. 

 The Executive Director will be responsible for investigating, assigning the investigation, or for retaining an external investigator to investigate the specific complaint promptly. 

 

INVESTIGATING COMPLAINTS

 1. Commitment to Investigate 

 The Executive Director will ensure that an investigation appropriate in the circumstances is conducted when they, or any manager or supervisor receives a complaint of workplace harassment. Complaints or incidents of workplace harassment will be investigated in a fair, respectful and timely manner.

 2. Who Will Investigate

 The Executive Director will determine who will conduct the investigation into the incident or complaint. Depending on the allegations and the people involved, the investigation may be referred to an external investigator to conduct an impartial investigation. Whether the Executive Director elects to retain an external consultant is in their sole discretion.

 3. Timing of the Investigation

 The investigation must be completed in a timely manner and generally within 90 days or less unless there are extenuating circumstances (i.e. illness, complex investigation, pandemic) warranting a longer investigation.

 4. Results of the Investigation

 After an investigation is completed, the parties to a complaint may be informed in writing of the results of the investigation and any corrective action taken or that will be taken. Unless obligated by law, the complainant(s) are not entitled to the full Report prepared by the Executive Director or external investigator.

 5. Confidentiality

 Information about complaints and incidents shall be kept confidential to the extent possible. Information obtained about an incident or complaint of workplace harassment, including identifying information about any individuals involved, will not be disclosed unless disclosure is necessary to protect employees, to investigate the complaint or incident, to take corrective action or otherwise as required by law.

 

CHILD PROTECTION POLICY

 Enclosed within this section is:

 i. Definitions of child, safety and abuse

 ii. Policy Statement

 iii. Application

 iv. Responsibilities

 v. Procedure

 

1.0 DEFINITIONS

 Child/Minor:

• A minor can be best described as an individual/person under the age of majority (18)

• An infant or person who is under the age of legal competence

Safety:

• Freedom from the occurrence of all unlikely danger, risk, harm or injury

Abuse

Physical Abuse:

o Physical abuse may involve hitting, shaking, throwing, harming with the use of an object or otherwise causing physical harm

Emotional Abuse:

o Emotional abuse is the persistent emotional maltreatment, such as to cause severe and persistent adverse effects on the child’s emotional development

Sexual Abuse:

o Sexual abuse involves forcing or enticing a child, unwanted physical contact or a sexual nature or young person to take part in sexual activities, including prostitution, whether or not the child is aware of what is happening

Neglect:

o Neglect is the persistent failure to meet a child’s basic physical and/or psychological needs, likely to result in the serious impairment of the child’s health or development. Neglect may involve a parent or caregiver fails to meet basic needs.

 

2.0 POLICY STATEMENT

Gymnastics Mississauga has an obligation to protect all children/minors who participate in any gymnastics program offered by the gym. To that end, the Club ensures that children/minors have a positive learning experience and that their growth is not stunted by abuse due to a Gymnastics Mississauga employee’s willful actions.

 This policy aims to protect all children/minors of Gymnastics Mississauga participating in any programs offered by the gym from all forms of harm and danger that may be inflicted by a person in a position of trust and authority (coaches, and all other employees), as well as their fellow peers.

 Employees and visitors of Gymnastics Mississauga who are found to have been in breach of the Child Protection Policy will be subject to disciplinary action up to an including suspension(s) and termination of services. Severe disciplinary action(s) may also be taken against any employee who: willfully physically or verbally abuses a child; fails to report a witnessed case of abuse while on the property of Gymnastics Mississauga; or intimidates a person who files a complaint of abuse. 

 

3.0 APPLICATION

 This Child Protection Policy applies to all employees of Gymnastics Mississauga, volunteers, and guests. This policy also applies to job applicants. This policy applies to all behaviour that is in some way connected to work, including during off-site meetings, training, and on business trips.

 

4.0 RESPONSIBILITIES AND EXPECTATIONS

 Gymnastics Mississauga is responsible for:

 a) Enforcing child safety procedures; and

 b) Ensure students, athletes, employees and visitors are safe from harm or danger within the Gymnastics Mississauga facility.

Employees are responsible for:

a) Adhering the Child Protection Policy;

b) Protecting all children and athletes from harm or injury; and

c) Reporting any witnessed case of (potential) neglect or (potential) abuse.

 

Safety Procedure(s):

 

Vulnerable Police Check

Gymnastics Mississauga requires that all new employees and volunteers hired on a full-time, part-time or casual basis complete a vulnerable police check before being offered a contract or having the opportunity to work with an athlete.

Once hired employees and volunteers are required to complete an updated vulnerable police check annually. Due to legislative restrictions, for those employees under legal age they are required to sign a contract where they voluntarily release that they do not have a criminal record.

 

Release/Door Protocol

To ensure the safety of all participating athletes Gymnastics Mississauga utilizes a door protocol. It is a mandatory requirement that after every class a supervisor/coach releases each athlete to the parent on file or to the individual on file that has been authorized by the parent to pick up their child in their absence. 

A Parent requesting and giving authorization of another individual to pick their child in their absence is required to sign a permission form provided by Gymnastics Mississauga.

 

Basic CPR & First Aid Training

All Gymnastics Mississauga senior coaches, Supervisors and Management are required to attend a mandatory, free of charge, two (2) day basic CPR & First Aid Training course provided by Gymnastics Mississauga to educate themselves on basic life-saving skills. All staff are to be re-certified after two years.

 

Supervision:

Each coach is held accountable for all athletes assigned to them within the Gymnastics Mississauga premises and while participating in events outside of the facility. Coaches are always to ensure the athletes are safe and free from all harm and danger.

 

5.0 PROCEDURE 

All observed and reported breach(es) of Gymnastics Mississauga, Child Protection Policy by staff, volunteers, athletes or visitors will be diligently investigated by the Executive Director, or external investigator at the discretion of the Executive Director. If the Executive Director is the subject of a complaint than an external investigator shall be appointed.