Red Pine Camp (RPC) is a vacation camp based on family values, where most campers attend as part of family units. Most staff members are former campers and are known to the RPC community. All volunteers are typically campers or former campers and are also known to the RPC community. RPC is regarded as a safe and supportive environment for all campers, staff and volunteers and it is the objective of this Harassment Policy to maintain such an environment.
RPC will not tolerate any form of harassment and is committed to the prevention of harassment on the camp property or at any of its related programs whether involving registered campers, full time or seasonal staff, volunteers, or guests visiting the camp.
DEFINITION OF HARASSMENT:
Harassment is any behaviour that demeans, humiliates or embarrasses a person, and that a reasonable person should have known would be unwelcome. It includes actions (e.g. unwelcome physical contact such as patting, touching, pinching, hitting, or sexual advances), comments (e.g. jokes, name-calling, sexual remarks), or displays (e.g. posters, cartoons). The Ontario Human Rights Code prohibits harassment on the basis of race, ancestry, national or ethnic origin, citizenship, colour, religion, age, sex, marital status, family status, disability, record of offenses, receipt of public assistance, sexual orientation, gender identity or gender expression. Harassment under this policy also includes personal harassment not covered by the Human Rights Code, but within the scope of the Occupational Health and Safety Act.
This policy encompasses any form or ground of harassment prohibited by applicable Ontario provincial law.
RPC is committed to preventing harassment through a number of practices.
1) Staff hiring includes interviews and reference checks; preference is given to RPC trained applicants so that the background of staff is well known.
2) Volunteers are selected from the RPC community such that their background is well known.
3) Staff and volunteers are briefed annually on the RPC Harassment Policy.
4) Camper and staff programs are supervised by more than one staff person.
5) Contracted service staff are required to abide by camp policies and rules.
The Camp Coordinator will provide a copy of this policy to all staff and hold a harassment prevention briefing session with all permanent staff, Junior and Senior Staff and contracted service staff at the start of each camp season.
Any camper, staff person, volunteer or guest who believes that he/she has been subjected to conduct which constitutes harassment under this policy is encouraged to:
a) if appropriate and if the individual subject to the impugned conduct is comfortable doing so, bring the matter to the attention of the person responsible for the conduct that his/her behavior is unwelcome, offensive and contrary to this policy; or
b) if it is not appropriate to resolve the issue by speaking with the person or if the individual subject to the impugned conduct is not comfortable doing so, or if the behavior continues, the issue should be raised with one of the persons designated by RPC to address Harassment Complaints.
A Harassment Complaint may be raised by the affected person (“the complainant”), an involved parent, a staff member or volunteer, or any concerned camper.
Recourse to this complaint procedure does not preclude recourse to the Human Rights Tribunal for alleged violations of the Human Rights Code.
The following persons are designated by RPC to investigate and resolve Harassment Complaints.
•• Camp Coordinator
•• Operating Committee Chairperson
•• President, Board of Directors
•• Vice President, Board of Directors
INVESTIGATIVE PROCEDURES FOR HARASSMENT COMPLAINTS:
All complaints will be investigated promptly and appropriate corrective action taken.
The designated person who receives the complaint will initiate the investigation, together with at least one other person from camp senior staff, the Operating Committee, or the Board of Directors (and who are referred to herein as “the investigators”). Under no circumstances will only one person conduct the investigation.
Investigations will be conducted with respect for the confidentiality of those involved. Where appropriate, an informal resolution of the situation will be attempted.
The investigation will include interviewing persons directly involved in the alleged harassment, as well as any witnesses.
Notwithstanding a complainant’s decision not to make a formal written complaint, the investigators will complete the investigation and report their findings in writing to the Chair of the Operating Committee and the President of RPC.
The investigators together with the Chair of the Operating Committee and/or the President of the Board will determine and implement any appropriate corrective and/or disciplinary action taking the findings of the investigators into consideration.
Possible actions may include any of the following:
1. Written warning about unacceptable behaviour
2. Mediation, training and monitoring
3. Staff discipline or termination
4. Camper expulsion
5. Reporting the issue to the Police
All investigations, and both written and oral reports, as well as the custody of those reports will be handled with due respect for the confidential and sensitive nature of harassment incidents.
RPC does not tolerate harassment in any form. Its existence in our camp community would erode RPC values as well as the safe and supportive environment RPC strives to maintain. All reported incidents will be promptly and carefully investigated and resolved.
Approved by the Board of Directors of Red Pine Camp Inc. February 1, 2007, amended March 2013 and June 2014.