Harassment Policy


The RCBA supports and promotes the principle that all individuals have the right to be treated fairly and deserve mutual respect and dignity. Our goal is to provide a harassment free environment that is supportive of the productivity, the dignity and self-esteem of every board member, contractor, volunteer, member and employee by promoting tolerance, understanding and respect.

All people with whom the RCBA has business relations, whether customers, suppliers, employees, board members, contractors or volunteers, they are to be treated in a dignified and understanding manner. Discrimination or harassment of any kind will not be practiced.


“Harassment” means any objectionable conduct, comment or display by a person that is directed at another individual that demeans or undermines the dignity or worth of that other individual on the basis of race, creed, religion, color, sex, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin.

Harassment constitutes a threat to the health and safety of an individual and has the effect of unreasonably interfering with an individual’s performance or creating a hostile, “poisoned” environment.

 “Discriminatory action” means any action or threat of action by an employer that does or would adversely affect a worker with respect to any terms or conditions of employment or opportunity for promotion, and includes dismissal, lay-off, suspension, demotion, or transfer of a worker, discontinuation or elimination of a job, change of a job location, reduction in wages, change in hours of work, reprimand, coercion, intimidation or the imposition of any discipline or other penalty.

 Complainant Procedures

The following steps are in place to resolve incidents of alleged harassment. This policy will be administered by management in the normal fashion. All complainants of harassment will be taken seriously. The rights of all concerned will be respected.

 A person who experiences harassment is encouraged to make it known to the harasser that the behaviour is unwelcome, offensive and contrary to this policy. If confronting the harasser is not possible, or if after confronting the harasser the harassment continued, the complainant should seek the advice of the RCBA harassment officer.  The current RCBA harassment officer is Megan Penno: rcbaadmin@sasktel.net

 The officer shall inform the complainant of:

  • The options for pursuing an information resolution of his/her complaint;
  • The right to lay a written formal complaint under this policy when an informal resolution is inappropriate or not feasible;
  • The confidentiality provisions of this policy;
  • The right to be represented by a person of choice (including legal counsel) at any stage in the complaint process;
  • The right to withdraw from any further action in connection with the complainant at any stage; and
  • Other avenues of recourse, including the right to file a complaint with a human right commission or, where appropriate, to contact the police to have them lay a formal charge under the Criminal Code of Canada.There are four possible outcomes to this initial meeting of complainant and officer:
    1. The complainant and officer agree that the conduct does not constitute harassment.
    2. The complainant brings evidence of harassment and chooses to pursue an informal resolution of the complaint.
    3. The complaint brings evidence of harassment and decides to lay a formal written complaint.
    4. The complainant brings evidence of harassment but does not wish to lay a formal complaint.Examples of behavior that may result in allegations of harassment are: 
  • Abusive, offensive or unwelcome behavior as perceived to influence decisions pertaining to employment.
  • Verbal abuse or threats.
  • Unwelcome jokes, innuendoes or taunting about a person’s body.
  • Offensive gestures or facial expressions, humiliating, insulting or intimidating behavior associated with sexuality.
  • Unnecessary physical contact such as patting or pinching.
  • Unwelcome indirect or explicit invitations to engage in behavior of a sexual nature.
  • Indecent exposure or sexual assault.
  • Any behavior or comments of a sexually oriented nature that a reasonable person would understand as unwelcome or offensive.
  • Firing or demotion of a staff member because the employee has refused a sexual proposition. Every board member, contractor, volunteer and employee of the RCBA will receive education about this policy and be aware of the different forms of harassment and what procedures to follow.The following are guidelines for preventing harassment in the workplace: 
  • Prevention Strategies
  • The above list is not intended to be exhaustive.
  • Take responsibility for your own actions and behaviors – ensure that they are respectful.
  • When in doubt, don’t say it, don’t do it. Ask if it is alright.
  • If your behavior is unwanted, stop the behavior.
  • Don’t assume that friendliness equals sexual interest.
  • Don’t assume that lack of comments means people are not offended.
  • If you see others engaging in offensive behavior, suggest they stop it.
  • Other Services Involving Harassment in Sport
  • A toll-free, province wide phone number has been established through a partnership between The Canadian Red Cross, Sask Sport, Saskatchewan Parks and Recreation Association and Saskatchewan Sport, Culture, and Recreation. This service was set up for participants, parents, coaches and all involved parties who have questions or concerns involving harassment in sport. This number provides callers with education, support and, if necessary, intervention.   1-866-773-5777 or visit: http://www.sasksport.sk.ca/TalkItOutSK.php