BCAS Conduct Policy

1. STATEMENT OF COMMITMENT
1.1 The Organization is committed to creating a safe sport environment that is accessible, inclusive,
respects the personal goals of participants, and is free from all forms of Maltreatment. As part of the
Organization’s commitment to safe sport, our staff and Board have completed Commit to Kids and
Respect in Sport training, signed the Responsible Coaching Movement Pledge, and are champions of
True Sport.
1.2 The Organization values fair, safe, open, and inclusive sport for all. In partnership with Canada Artistic
Swimming, our member clubs, and a variety of Canadian safe sport leading organizations, we promote
and activate several initiatives with, and for, our members that work to support our alignment with
the CAS Conduct Policy, BC Universal Code of Conduct, and the Universal Code of Conduct to Prevent
and Address Maltreatment in Sport (UCCMS).
2. ALIGNMENT
2.1 This Conduct Policy is based on Canada Artistic Swimming’s Conduct Policy. The Organization aims to
align its own Conduct Policy with the national organization’s Conduct Policy so that all participants can
strive to similar high standards for conduct.
2.2 Any variations between this Conduct Policy and Canada Artistic Swimming’s Conduct Policy have been
made intentionally by the Organization to address issues specific to artistic swimming in BC. In such
cases as the Canada Artistic Swimming version has been updated with additional information or
details not included herein, the Organization will defer to the updated version of the CAS Conduct
Policy as required and appropriate.
2.3 This policy also adopts and accepts all the language contained in the BC Universal Code of Conduct.
An individual who violates the BC UCC may be subject to sanctions pursuant to the Discipline and
Complaints Policy.
3. VIOLATIONS OF THIS POLICY
3.1 An Individual who violates this Code may be subject to sanctions pursuant to the Discipline and
Complaints Policy. In addition to facing possible sanction pursuant to the Discipline and Complaints
Policy, an Individual who violates this Code during a competition may be ejected from the competition
or the playing area, the official may delay the competition until the Individual complies with the
ejection, and the Individual may be subject to any additional discipline associated with the particular
competition.
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4. PURPOSE
4.1 The purpose of this Conduct Policy is to foster a positive, safe, and respectful work and sport
environment where:
a) The Organization’s values and expected standards of behaviour are understood, communicated
and lived by all Individuals and Organizations;
b) There is adherence to all applicable laws, regardless of where the Activity takes place; and
c) The conduct of Individuals is ethical, transparent and fosters confidence in the integrity of the
Organization.
4.2 The purpose of this Policy is also:
a) To define those actions and behaviours that are not permitted so that it is known to Individuals
and avoided;
b) To ensure the decisions and actions of Individuals are consistent with the Organization’s vision,
values, and policies.
5. STATEMENT OF VALUES
5.1 Individuals are expected to conduct themselvesin all matters involving or impacting the Organizations
or where they may be seen to be representing these Organizations, with integrity and in a manner
that is consistent with these Organizations’ values and the highest standards of behaviour upon which
the Organization’s image and reputation rests.
5.2 Individuals and Organizations will:
a) Acquaint themselves with the CAS, BCAS, and Member Club mission, vision, values and policies
and behave at all times in a manner consistent with them.
b) Adhere to all federal, provincial, municipal, and host country laws.
c) Not participate in, condone, or engage in dishonesty, fraud, deceit, misrepresentation or illegal
activities.
d) Not knowingly disseminate false or misleading information about an Organization or Registrant.
e) Act, when appropriate, to correct or prevent practices that are unjust, discriminatory or otherwise
in contravention of this Policy.
f) Cooperate with internal or external investigations of concerns of possible misconduct under this
Policy by providing honest, accurate, complete and timely information.
g) Act in a responsible manner in relation to the media and with respect to the content of personal
websites and information posted on social media sites including, but not limited to, Facebook,
Twitter, Instagram, Snapchat and YouTube.
h) Provide a healthy and safe work and sport environment for the Athlete and everyone involved in
the sport.
i) For Individuals, provide a valid police record check and other background screening checks as
required by CAS, and the Organizations.
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j) Support the principles of True Sport Principles and the Responsible Coaching Movement and how
they apply to creating a positive, safe and welcoming sport environment, and to behave
accordingly.
k) For Individuals, complete the Respect in Sport Training Program or authorized equivalents as
required by CAS, BCAS or an Affiliated Organization.
l) Comply, as applicable, with the Organization’s Bylaws, Policies and rules.
6. APPLICATION
6.1 This Policy applies to all Individuals and Organizations, including:
a) CAS, BCAS, Affiliated Organizations and Registrants.
b) Directors, officers, committee members, and volunteers of the Organizations.
c) Employees and anyone under contract with the Organizations and anyone attending their offices
or other workplaces for work or training purposes.
d) All athletes eligible for selection to, or forming part of, any team participating in competitions or
events over which the Organizations have jurisdiction.
e) Coaches, Officials, Support Personnel and Persons in Leadership.
f) Parents and spectators involved in the Organization’s Activities and Events.
6.2 This Policy applies at all times, wherever an Organization’s Activity or Event takes place, which
includes their respective offices as well as external locations in BC, Canada, and abroad and includes
all activities over which the Organization has jurisdiction. Activity and Event include:
a) Meetings of the Organizations’ board of directors and all committee or coach meetings, whether
in person, by phone or by virtual means.
b) Annual Meetings, Special Meetings or hosted conferences or clinics.
c) Employment in an Organization, and all meetings and social events hosted or organized by the
employer.
d) Participation in sanctioned competitions including related training and organized group travel.
e) All selection, trials, and assessment processes and training or practice time, whether inside or
outside BC or Canada.
f) Any other Activity or Event as defined in this Policy.
6.3 This Policy also applies to Individuals’ and Organizations’ conduct outside of the Organizations’
Activities or Events when such conduct adversely affects relationships within these Organizations and
their work and sport environment or is detrimental to the image and reputation of the Organizations
or the sport of artistic swimming. Such applicability will be determined by the Organizations at their
sole discretion.
7. COMMITMENT TO NON-RETALIATION
7.1 Individuals and Organizations are expected to report or raise any concerns about misconduct and to
work together to ensure a positive, safe, and respectful work and sport environment. There will be no
retaliation from anyone subject to this Policy for speaking up and making a truthful report of actual
or possible misconduct, for participating in an investigation, or for exercising one’s legal rights.
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8. OBLIGATION TO REPORT
8.1 It is a violation of this Policy if an Individual or Organization knows the existence of misconduct but
fails to report it. Failure to report such misconduct to the Independent Complaints Assessor (ICA),
BCAS Case Manager, or Sport Integrity Unit, as applicable, may result in disciplinary action.
8.2 If there are reasonable grounds to suspect a Minor or Vulnerable person needs protection because of
a sexual, emotional, or physical abuse or lack of care situation, Individuals and Organizations have a
legal duty to immediately report the suspicious or relevant information to the ICA, BCAS Case Manager
or Sport Integrity Unit and, when applicable and required by Law, to the appropriate agency or the
police. The ICA, BCAS Case Manager or Sport Integrity Unit may report the Reported Incident or
misconduct to the proper agency or the police.
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CHAPTER 1 – Glossary of Terms
9. DEFINITIONS
For the purposes of this Policy, the following terms mean:
a) “Activity or Event” means day to day CAS, PTSO, or Affiliated Organization’s events, activities
including conferences, meetings, workshops, teams’ meetings, exhibitions, competitions, trials, or
selection events, training camps, and any other events, activities sanctioned or organized by CAS, a
PTSO, or Affiliated Organization.
b) “Athlete” means any individual participating in the sport of artistic swimming, for recreational
enjoyment or competitive purposes, who is registered with CAS, BCAS, or an Affiliated Organization.
c) “Affiliated Organization” means any recreational or competitive club or league that delivers artistic
swimming programs and has fulfilled the requirements of registration as required by CAS and BCAS
and has paid any associated registration fees to CAS or BCAS.
d) “BCOC” means BC Officials Committee.
e) “BC UCC” means BC Universal Code of Conduct.
f) “Board” means the Board of Directors of CAS, BCAS, or an Affiliated Organization, as applicable.
g) “CAS” refer to Canada Artistic Swimming.
h) “CEO” means the CAS Chief Executive Officer.
i) “Coach” means an individual certified by the Coaching Association of Canada (“CAC”) and registered
with CAS or BCAS as an artistic swimming coach.
j) “Complaint” means a complaint filed with the CAS Independent Complaint Assessor, the BCAS Case
Manager or provincial Sport Integrity Unit in accordance with the applicable Discipline and Complaint
Policy and Procedure.
k) “Confidential Information” means information known to the Individual by virtue of his or her
connection to the Organization or an Affiliation Organization, whether or not marked “confidential”.
l) “Discipline and Complaint Policy and Procedure” as the meaning defined in the Discrimination,
Harassment and Maltreatment Policy.
m) “Discrimination” means unlawful discrimination including but is not limited to, discrimination on the
basis of race, colour, national place of origin, ancestry, sex (including pregnancy), religious beliefs,
age, physical or mental disability, sexual orientation, gender identity or expression, family or marital
status, or any other ground or characteristic protected under applicable provincial human rights
legislations.
n) “Executive Director” means the Executive Director of BC Artistic Swimming.
o) “Family Member” includes a spouse, partner, natural or adoptive parent, grandparent, child or stepchild, sibling, aunt, uncle, nephew or niece, the parents or close relatives of a spouse or partner,
people who are in an intimate relationship and people who permanently reside together or are
financially dependent on each other.
p) “Harassment” as the meaning defined in the Discrimination, Harassment and Maltreatment Policy.
q) “Independent Complaint Assessor or ICA” means the independent third party contracted by CAS to
manage Complaints and /or Reported Incidents under the CAS Discipline and Complaint Policy and
Procedure.
r) “Individuals” means any individual that has fulfilled the requirements of registration as required by
CAS or BCAS as well as all individuals engaged on a volunteer or contractual basis in a CAS, BCAS or
Affiliated Organization’s Activity or Event. Individual includes but is not limited to Registrants,
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Athletes, Coaches, Employees (subject their applicable HR policy) Officials, volunteers, person in
leadership, directors, parents, spectators, team managers, team captains, Support Personnel,
contractors and suppliers, as applicable.
s) ”LTAD” means the Long Term Athlete Development Framework and pathway developed by CAS.
t) “Major Infractions” means infractions described in the Organizations’ Policies. Major Infractions are
behaviors more severe than Minor infractions that may result into more harm and aggravating
consequences. Major Infractions include major breaches of the Organizations’ Policies.
u) “Maltreatment” means volitional acts that may be physical or psychological resulting in harm or the
potential for physical or psychological harm. Any of the various prohibited behaviours and conduct
described in this Policy.
v) “Member” means a PTSO registered with CAS.
w) “Minor” means a person in British Columbia under the age of 19 years or, where applicable, a person
who is under the age of majority and meets the definition of a child for the purposes of protection in
the province or territory.
x) “Minor Infractions” means infractions described in the Organizations’ Policies and constitutes
breaches that either cause minor or no aggravating consequences or harm as determined by the
Independent Complaint Assessor, BCAS Case Manager, provincial complaint triage officer, provincial
Sport Integrity Unit, or an external investigator appointed by the ICA or the BCAS Case Manager upon
receipt of a Complaint of Reported Incident.
y) “NOC” means National Officials Committee.
z) “Officials” means all judges including practice judges, referees and scorers recognized by FINA, CAS
or BCAS.
aa) “Organization(s)” means separately or collectively CAS, PTSOs, or Affiliated Organizations and also
includes any Organization that is adopting this Policy and Organizations that may be subject to this
Policy.
bb) “Parents” refers to parents or guardians of a person registered with BCAS or an Affiliated
Organization;
cc) “Person in Leadership” means the Executive Director or authority withing CAS, BCAS, and Affiliated
Organization , or Sport Partner.
dd) “President” refers to the President of CAS, BCAS or an Affiliated Organization, as appropriate.
ee) “Provincial Territorial Sports Organization or PTSO” means the CAS recognized provincial and
territorial sport organization responsible for artistic swimming in its geographic territory.
ff) “BCAS Complaint triage officer, Case Manager” means an independent third party contracted by
BCAS to manage Complaints and /or Reported Incidents under the BCAS Discipline and Complaint
Policy and Procedure.
gg) “Registrant” means any Affiliated Organization or Individual that has fulfilled the registration
requirements in CAS or PTSO’s By-Laws and has paid any associated registration fees to CAS or a
PTSO.
hh) “Related Party(ies)” includes a close family member, a relative or friend, associate, a person under
its care or responsibility, a close client, partner, a corporation controlled by any individual subject to
the Organization’s Conflict of Interest Policy or any corporation or enterprise in which such Individual
have a significant interest.
ii) “Reported Incident” means an incident reported with the CAS ICA or the PTSO’s Complaint triage
officer in accordance with their applicable Discipline and Complaint Policy and Procedure.
jj) “Respondent” means an Individual who is alleged to have engaged in Discrimination, Harassment or
Maltreatment and thereby to have violated the UCCMS and the Organizations’ Discrimination,
Harassment or Maltreatment Policies.
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kk) “Sport Integrity Unit” means an independent third-party organization in British Columbia that
managed Complaints and/or Reported Incidents within the provincial jurisdiction.
ll) “Sport Partner” means a sport organization that CAS, a PTSO or Affiliated Organization works with or
partners with to deliver its Events and Activities.
mm) “Support Personnel” means any person other than a Coach supporting the development of an
Athlete at all LTAD stages including fitness trainer, sport science specialists, health care practitioners
and specialists affiliated with or recognized by CAS, BCAS, an Affiliated Organization or a Sport
Partner.
nn) “UCCMS” means Universal Code of Conduct to Prevent and Address Maltreatment in Sport.
oo) “Vulnerable person” refers to persons who, because of age, disability, or other circumstances,
whether temporary or permanent, are in a position of dependence on others or are otherwise at a
greater risk than the general population of being harmed by a person in a position of authority or
trust relative to them including children, youth and people with physical, developmental, or other
disabilities.
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CHAPTER 2 – Behaviour Expectations and Standards
10. STANDARDS OF BEHAVIOUR
10.1 All members of the Organization are expected to follow the minimum standards of behaviour
outlined in Appendices A-G. Members who represent multiple membership categories are expected
to know and understand the standards of behaviour for each role.
11. ANTI-DOPING
11.1 The Organization supports Canada Artistic Swimming’s adoption of the Canadian Anti-Doping
Program (CADP). The Organization strictly prohibits the use of restricted drugs or performanceenhancing drugs and methods. The Organization advises athletes to be cautious when taking
supplements as they may contain banned substances and/or come from unregulated and
unstandardized sources.
11.2 All Individuals have a responsibility to:
a) Refrain from using any restricted drugs or performance enhancing drugs and methods unless
authorized by a therapeutic use exemption (TUE) recognized by the CCES.
b) Respect any penalty enacted pursuant to a breach of the Canadian Anti-Doping Program, whether
imposed by the Organization, Canada Artistic Swimming, or any other sport organization.
c) Refrain from associating with any person for the purpose of coaching, training, competition,
instruction, administration, management, athletic development, or supervision of the sport, who
has incurred an anti-doping rule violation and is serving a sanction involving a period of ineligibility
imposed pursuant to the Canadian Anti-Doping Program, the FINA antidoping regulations or the
World Anti-Doping Code and recognized by the Canadian Centre for Ethics in Sport.
12. DRUGS, ALCOHOL, CANNABIS, TOBACCO AND E-SMOKING PRODUCTS
12.1 Individuals or Organizations must never provide, promote, condone, or ignore substance abuse, the
non-medical use of drugs or the use of performance enhancing drugs or methods and, in the case of
Minors, the use of alcohol, cannabis, tobacco, or e-smoking products.
12.2 The use of alcohol, non-medical cannabis, tobacco, or e-smoking products in the workplace is
prohibited, subject to any required accommodation.
12.3 Individuals will refrain from consumption of alcohol, cannabis, tobacco, or e-smoking products while
engaged in the Organization’s Events or Activity where minors are present, except for approved
adult-oriented social situations associated with the Organization or Member Club events.
12.4 Individuals will exercise moderation when consuming alcohol or cannabis products in adult-oriented
social situations associated with the Organization’s events.
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12.5 Cannabis
Laws passed by the federal government and each Canadian province and territory define restrictions
on recreational cannabis use including minimum cannabis use age and where cannabis may be
consumed. Individuals and Organizations will adhere to all federal, provincial and territorial laws on
cannabis use.
The Canadian Centre for Ethics in Sport has cannabis on its list of prohibited substances and cannabis
use by any Athlete subject to the Canadian Anti-doping Program may be considered doping. All
Individuals have a responsibility to understand and observe Canadian Centre for Ethics in Sport (CCES)
rules on cannabis use.
13. SOCIAL MEDIA
13.1 Individuals and Organizations are expected to act in a responsible manner in relation to the content
of personal or Organizations’ websites and information communicated and shared on blogs and over
social media.
13.2 Individuals will:
a) Acquaint themselves with the CAS and BCAS mission, vision, values and policies and behave
accordingly.
b) For individuals, protect their privacy and take care to understand the social media site’s privacy
settings and terms of service.
c) Take reasonable steps to secure Confidential Information and to not disclose such information.
d) For individuals, maintain a clear distinction between personal and professional social media use
including having two separate accounts for these purposes where required.
e) Ensure that all content is appropriate for viewing by Minor athletes.
f) Avoid at all times using social media for cyber-Discrimination, Harassment and Maltreatment.
g) Refrain from posting images or content related to drugs, alcohol, cannabis, tobacco or e-smoking
products.
h) Keep their posts positive and not engage in bullying or negative or critical conversations online.
14. PUBLIC HEALTH
14.1 Individuals and Organizations shall comply with all public health orders and guidelines in force in the
jurisdiction in which the Event or Activity takes place and shall also comply with any further or
additional public health measures, rules, and requirements mandated by the Organizations.
15. CONDUCT POLICY VIOLATIONS
15.1 Any breach or violation of this Conduct Policy may be reported to the CAS Independent Complaint
Assessor, in the case of a national level Complaint, who will manage the Complaint or Reported
Incident in accordance with CAS Discipline and Complaints Policy and Procedure or other CAS Policies,
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as applicable. If a Complaint falls within the PTSO’s jurisdiction, the PTSO Complaint triage officer or
Complaint management mechanism will apply. In absence of such mechanism at the PTSO or
Affiliated Organization level, CAS ICA will manage the Complaint.
16. CRIMINAL OFFENCES
16.1 An Individual’s conviction for a relevant and serious Criminal Code offences or Antidoping rule
violations will be deemed a Major Infraction and a breach of this Conduct Policy and may result in
immediate sanction from CAS, a PTSO or Affiliated Organization without any requirement for the
filing of Complaint or Reported Incident, the hearing or decision of a Discipline Panel. Relevant and
serious Criminal offences include:
a) Any child pornography offences.
b) Any sexual offences;
c) Any major offences of assault; and
d) Any offence involving trafficking of illegal drugs orsubstanceslisted on the Canadian Anti-Doping
Program’s Prohibited List.
e) Any criminal offences such as those listed in appendix C of the CAS Complaint and Discipline
Policy and Procedure.
16.2 In case of a confirmed relevant criminal offences committed by any Individual involved in artistic
swimming, CAS shall have full discretion to impose any sanction, permanent or provisional, as it
deems appropriate in the circumstances without the necessity of complying with its Discipline and
Complaint Policy and Procedure.

17. COMMUNICATION
17.1 The Organizations will ensure this Policy is well publicized, including on the Organization’s websites.
17.2 The Organizations will ensure that this Policy is communicated to those who will be responsible for
upholding it as well as those who will be responsible for its implementation.
18. POLICY REVIEW AND COMING INTO FORCE
18.1 CAS will conduct a review of this Policy every two (2) years or as decided by its board.
18.2 This Policy when duly adopted by the Organization’s Board shall come into force when published on
the Organization’s website following a specific communication indicating that this Policy is now in
force.
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CHAPTER 3 – True Sport
19. TRUE SPORT POLICY
19.1 Preamble
True Sport is a series of programs and initiatives designed to give people, communities, and organizations
the means to leverage the many benefits of sport from a platform of shared values and principles. Through
public consultation, Canadians have expressed that they want their sport experience to be based on the
values of fairness, excellence, inclusion, and fun.
True Sport is dedicated to the notion that good sport can make a great difference. It is their mission to
deliver programs and initiatives that:
• Enable participants, parents, coaches, and officials to articulate and act upon their deeply held
belief in the virtues of good sport
• Enable participants, parents, coaches, and officials to identify with others holding similar values
• Create a fair, safe, and open atmosphere where good sport can grow stronger through inclusive
competition at all levels.
To achieve these goals, True Sport promotes seven True Sport Principles:
Go For It
Rise to the challenge – always strive for excellence. Discover how good you can be.
Play Fair
Play honestly – obey both the letter and spirit of the rules. Winning is only meaningful when
competition is fair.
Respect Others
Show respect for everyone involved in creating your sporting experience, both on and off the field
of play. Win with dignity and lose with grace.
Keep It Fun
Find the joy of sport. Keep a positive attitude both on and off the field of play.
Stay Healthy
Place physical and mental health above all other considerations – avoid unsafe activities. Respect
your body and keep in shape.
Include Everyone
Share sport with others. Ensure everyone has a place to play.
Give Back
Find ways to show your appreciation for the community that supports your sport and helps make
it possible.
The True Sport Principles need to be in play at all times, working in perfect balance with one another, for
sport to be truly good and have the opportunity to make the greatest difference. True Sport teams, clubs,
athletes, coaches, and teachers commit to these Principles for Sport.
19.2 Application
This policy has been prepared by the Organization and is a global policy applicable to all artistic swimming
activities in British Columbia and all affiliated organizations and individuals, including but not limited to
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the Organization’s Board of Directors and staff, clubs and their executives and staff, athletes, coaches,
officials, and volunteers.
Clubs may adopt this True Sport Policy or use this document as a template to create a club-specific True
Sport Policy, however, a Club can only strengthen, but cannot weaken, the commitments, application, or
scope set out in this policy.
19.3 Purpose
19.3.1 The purpose of this policy is to provide an overarching guiding statement on the Organization’s
commitment to Managing by Values and to living the True Sport Principles. In general, this policy
gives guidance as it describes how the Organization makes decisions in a way that aligns with its
organizational values and the True Sport Principles. This policy has other purposes as well, namely:
a) Reinforces the Organization’s commitment to creating a values-based and principle-driven
culture from executive boardroom to pool deck;
b) Gives context to the Organization’s commitment to manage risk effectively;
c) Supports decision making by ensuring alignment with organizational values and the True Sport
Principles when applicable to field of play;
d) Enhances the Organization’s brand, reputation and image;
e) Performs an educational function forstaff, Board of Directors, members and stakeholders; and
f) Helps to ensure a sustainable transfer of philosophy as leadership changes over.
19.4 Missions, Vision and Values
The Organization has the following statements of purpose:
a) Mission
BC Artistic Swimming leads growth and development in artistic swimming.
b) Vision
BC Artistic Swimming envisions an inclusive and accessible sport community inspiring excellence.
c) Values
We are guided by five key values:
We are connected as a True Sport COMMUNITY.
We strive for EXCELLENCE.
We offer INCLUSIVE programs.
We act with INTEGRITY.
We communicate RESPECTFULLY.
d) Declaration
Our athletes are the heart of our community.
We nurture collaboration, life-long learning, and sport for life.
We strive for innovation, excellence, and integrity in and out of the pool.
We celebrate our collective journeys honoring our past, present, and future.
We foster growth.
We believe in fulfillment.
We welcome everyone.
We are a vibrant community.
Joy…Unity…Movement…Passion.
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19.5 Management by Values
The Organization commits to a Management by Values philosophy that aligns decisions with its
organizational values. Specifically, the following commitments are made by leaders of the Organization:
a) Defines a list of values that reflect its culture and ethos;
b) Communicates organizational values to prospective staff by including them in the interview process,
as well as promoting visibly within the organization, sharing on the website, and including on
letterhead and other communications materials;
c) Educates staff, Board of Directors, members and stakeholders on methods to align organizational
values with decisions by ensuring they are included and reflected in the decision-making process,
added to agendas, and are included up front when beginning meetings;
d) Evaluates the performance of staff, the Board of Directors and the organization according to its
organizational values by incorporating them into the performance management process;
e) Manages risks by ensuring that identified risks and risk treatment strategies are evaluated in
accordance with the Organization values (see Risk Registry);
f) Expresses its commitment to sharing its values with stakeholders by including them in public
comments,stakeholder engagement sessions, and when speaking on behalf of the Organization; and
g) Commits to reviewing their organizational values as part of its strategic plan renewal process.
19.6 Commitment to the True Sport Principles
19.6.1 The True Sport Principles are the expressed commitment by the Organization to ensure a safe,
inclusive, welcoming, and positive environment for athletes, supported by coaches, parents,
officials and administrators. The Organization believes that adhering to these field of play
principles will encourage an optimal sport environment for all participants. Furthermore, the
Organization will benefit from aligning with other sport organizations who also believe in and are
promoting these principles.
19.6.2 The Organization demonstrates a meaningful commitment to the True Sport Principles through
many actions and activities including, but not limited to, the following:
a) Publicly commit to True Sport by adding the Organization’s name and contact information at
https://truesportpur.ca/join
b) Integrate organizational values and the True Sport Principles into other policies and practices
to enhance alignment and to minimize risks.
c) Add a True Sport logo to the Organization’s letterhead;
d) Announce the Organization’s commitment in a joint media release with True Sport to support
the integration of the True Sport Principles;
e) Incorporate the True Sport brand and messaging in a manner that upholds our commitment
to fair, inclusive and ethical sport https://truesportpur.ca/display-true-sport-0;
f) Educate coaches and athletes on the Organization’s commitment to the True Sport Principles
by incorporating them in coach education materials, workshops, and evaluation.
g) Monitor and evaluate how well the True Sport Principles are being lived on the field of play
through annual membership survey and by engaging athletes.
19.7 Planning and Governance
The Organization pledges to ensure its governance and operations reflect the commitment to its
organizational values and the True Sport Principles in the following ways:
a) Legal requirements: The Organization will adopt, maintain, and monitor comprehensive policies
that meet legal requirements and stakeholder expectations.
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b) Strategy: The Organization will have a strategic plan that reflects its mission, vision, values, and the
True Sport Principles.
c) Program implementation: Staff will reflect the organizational values and the True Sport Principles
in the implementation and delivery of their programs.
d) Governance: The Organization will have a diverse blend of directors who commit to adhering to the
principles of True Sport, a Management by Values philosophy, and to serve their fiduciary duties.
Directors commit to managing any and all conflicts in accordance with the Organization’s
Communications Guidelines or Conflict of Interest Policy.
e) Risk Management: The Organization manages risks by having a risk management program and
policy, a processto identify, assess, and mitigate risks, a risk registry that captures high to very highlevel risk, defined risk tolerance between staff and Board of Directors, and a process to continually
educate and communicate its commitment to manage risks to staff, Board of Directors, members,
and key stakeholders.
f) Education and Communications: The Organization commits to educate its Board of Directors, staff,
funders, sponsors, members, and stakeholders on its commitment to Management by Values and
the True Sport Principles.
19.8 Scope and Authority
The Executive Director is the designated staff person responsible for the implementation, maintenance,
and communication of this policy. It is understood that the Executive Director works with the Board of
Directors and staff to ensure that the organizational values and the True Sport Principles are considered
according to this policy, which applies to all decision and activities undertaken on behalf of the
Organization.
19.9 Reporting and Ongoing Monitoring
19.9.1 To ensure that the True Sport policy remains a high priority within the Organization, and to
promote an organizational culture that embraces a values orientation, adherence to a
Management by Values philosophy and the True Sport Principles will be included on the agenda
of every regular Board meeting, to continue to shape the quality of decisions that impact the
Organization.
19.9.2 The Organization recognizes that proactive communication is an essential part of the
Management by Values philosophy and helps to create a climate that encourages adherence to
the True Sport Principles. This policy will be communicated to staff, Board of Directors, members,
committees and volunteers throughout the year and the Organization will report on progress
made in relation to outcomes related to this policy.
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CHAPTER 4 – Rule of Two Policy
20. RULE OF TWO POLICY
20.1 Preamble
20.1.1 BC Artistic Swimming believes in the health, safety and wellness of all BC artistic swimming
participants and, in particular, the protection of minors and that everyone has the right to
participate in safe and inclusive environments free of abuse, harassment, discrimination, and to
enjoy the sport at whatever level or capacity they choose to participate. The Rule of Two is a
leading practice to ensure a safe sport environment for all.
20.2 Purpose
20.2.1 The purpose of this policy is to provide BC Artistic Swimming members and affiliated
organizations direction on the Rule of Two to ensure adult interactions with athletes, coaches,
officials, and volunteers protect the health, safety, and wellness of all participants.
20.3 Rule of Two Standards
20.3.1 All interactions and communications between all participants should consider the attached Rule
of Two guidelines AND:
20.3.1.1 All interactions and communications between all participants must be open, observable,
and justifiable.
20.3.1.2 Interaction, physically or virtually, must include more than one adult present, noting
there may be exceptions in emergency situations.
20.3.1.3 In-person interactions between an adult with an individual minor (British Columbia,
Person under 19 years) must take place within earshot and in view of other individuals
(team officials, players, parents, officials, and/or club or BCAS representatives).
20.3.1.4 Email communication must be communicated directly to the parent/guardian of the
individual minor with another adult copied on the communication. If the
communication is directed to the individual minor, then the parent/guardian, as well as
another adult must be copied on the communication.
20.3.1.5 Phone calls and text messaging will not be the chosen form of communication between
an adult and an individual minor.
20.3.1.6 The second adult involved in Rule of Two interactions should not have a direct and
immediate personal relationship with the first adult (i.e., the second adult should not be
a spouse or family member of the first adult with whom coercion may occur).
20.3.1.7 Virtual Setting, for example using a virtual meeting platform, at a minimum must include
one other adult in attendance and preferably the individual minor’s parents in
attendance as well.
20.3.1.8 All coaches registered with BC Artistic Swimming shall be required to complete the
NCCP Understand the Rule of Two e-learning module. All members of BC Artistic
Swimming are encouraged to complete the NCCP Understand the Rule of Two e-learning
module.

CHAPTER 5 – Confidentiality
21. CONFIDENTIALITY POLICY
21.1 Individuals and Organizations may have access to Confidential Information. Confidential Information
includes:
a) Personal Information or Protected Information about Individuals or Organizations as defined in
the Organization’s Privacy Policy;
b) Information that is not known or available to the Individual or Organization on a non-confidential
basis prior to its disclosure to the Individual or Organization including financial information,
strategic plans, intellectual property, and information related to the programs, business or
affairs of the Organization or any Individual; and
c) Information that is not known or available to the general public other than as a result of
disclosure by the Individual or Organization.
21.2 Individuals and Organizations have a duty to take reasonable steps to secure Confidential Information
and to not disclose such Confidential Information, including once the Individual ceases to work,
provide services, or volunteer for the Organization. Individuals must not use information that is
gained due to his or her relationship with the Organization for personal profit, or in order to further
any personal, private or public interest.
21.3 Any intentional or negligent disclosure of Confidential Information to persons who the Individual or
Organization knew, or ought to have known, should not have received the Confidential Information,
or misuse of such Confidential Information, may result in sanctions under this Policy or the
Organization’s Discipline and Complaints Policy, as applicable.
21.4 Individuals and Organizations are required to maintain any information related to any Harassment,
Discrimination, and Maltreatment Complaint, any other Complaints or appeals or other disputes
strictly confident unless authorized under other Organization’s policies or bylaws. Any breach of such
confidentiality reported to the Independent Complaints Assessor (ICA) or BCAS Case Manager or
Sport Integrity Unit as a breach of this obligation by the Individual and Organization may result in an
immediate sanction.
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CHAPTER 6 – Conflict of Interest
22. CONFLICT OF INTEREST POLICY
Individuals and the Organizations subject to the Organizations’ Conflict of Interest Policy are expected to
respect and comply with the Organizations’ Conflict of Interest Policy and act in the best interests of the
Organization by avoiding conflicts of interest. They must avoid situations where their personal interests
or the personal interests of their Related Parties could interfere or may conflict, directly or indirectly, with
their obligations to the Organizations.
22.1 Introduction
22.1.1 BC Artistic Swimming or Affiliated Clubs and Organizations (also identified as “Organization(s)”)
must be impartial and fair in our dealings with Registrants, suppliers, and the general public. Their
trust, confidence, and support of the Organizations’ goals and objectives are necessary if we are
to do our job well. Members of the Organizations’ Board of Directors, Committee members, staff,
representatives, and decision makers must ensure that their interests, or those of people close to
them, do not conflict with the impartial performance of their duties. Any potential, real or
perceived, conflict between an individual’s interests, and those of the Organizations, must be
resolved in favor of the Organization.
22.1.2 Individuals defined in section 9.3.3.1 of this Policy are obligated to act in the best interests of the
Organizations and to avoid conflicts of interest. Individuals must avoid situations where their
personal interests or the personal interests of their Related Parties could interfere or may conflict,
directly or indirectly, with their obligations to the Organizations.
22.1.3 Even if the Individual does not have an actual conflict of interest, if other people reasonably
perceive one, they may still be concerned that the Individual cannot act properly. For this reason,
it is important to avoid the appearance of a conflict, as well as an actual one. Being seen or thought
to be in a conflict of interest can damage the reputation of the Individual and the reputation of
the Organizations.
22.1.4 For clarity, Conflicts of Interest may be real, perceived, or apparent as defined in this Policy.
22.2 Purpose of Policy
22.2.1 This Policy is aimed at avoiding conflicts of interest within Organizations and maintaining fair and
ethical interactions between and among those who work, volunteer, and do business with the
Organizations.
22.2.2 The Organization is incorporated and governed by the BC Society’s Act in matters involving a real,
perceived, or apparent conflict between the personal interests of a director or officer (or other
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Individuals involved in a decision making or decision influencing roles) and the broader interests
of the Organization.
22.3 Application
22.3.1 This Conflict of Interest Policy shall apply to all Affiliated Organizations, Club Executives,
committee members, staff, representatives, decision makers of the Organization and any persons
holding an official role or authority within the Organization.
22.4Definition and Situation of Conflict of Interest
22.4.1 Conflicts of interest may arise in situations involving:
a) An interest, either real, perceived, or apparent, that benefits the Individual or a Related Party
including where:
i. A pecuniary interest is derived;
ii. Preferential treatment is given;
iii. There is interference in the decision-making process; or
iv. Personal advantage of any kind may be derived.
b) Outside organizations with which the Individual has an official governing responsibility, or
which employ the Individual or a Related Party;
c) The individual having a financial interest in the outside organization; or
d) Real, perceived or apparent potential to compromise the best interests of the Organizations.
22.4.2 Examples of situations that could give rise to a pecuniary conflict of interest include, but are not
limited to:
a) Having a personal interest that could lead to being influenced in the way that the
Organization’s duties are carried out; or could lead a reasonable third party to think that the
way the Organization’s duties are carried out could be influenced by a personal interest; or
b) A family member, relative, friend, associate, or any Board member or any other related Parties
close to an Individual having a personal interest that could lead to being influenced in the way
that Organization’s duties are carried; or could lead a reasonable third party to think that the
way Organization’s duties are carried out could be influenced by a personal interest.
22.4.3 Examples of situations that could give rise to non-pecuniary conflicts of interest include, but are
not limited to:
a) Having the responsibility for hiring a consultant, where one of the applicants is a good friend;
b) Supporting proposals from a club where the decision-making person spends a good deal of
their leisure time;
c) Supporting proposals from groups of people or individuals with whom the decision-making
person has regular personal contact, e.g., family members
d) Not only must actions be free from any conflicts, but decision-making persons must also ensure
that they are seen to be free from any conflicts of interest. It is therefore important that what
other people might think of the situation is considered. These other people could include, for
example, potential suppliers, other sport organizations, fellow Board members or staff, if
applicable, and members of the public.
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22.4.4 In this Policy, a Related Party means and includes a close family Member, a relative or friend,
associate, a person under its care or responsibility, a close client, partner, a corporation controlled
by any Individual governed by this Policy or any corporation or enterprise in which such Individual
has a significant interest.
22.5 Managing, Declaring Conflicts of Interest
22.5.1 This Policy does not identify conflicts of interest but provides a basis to manage such situations as
they arise.
22.5.2 If an Individual finds themself in a conflict of interest or a situation where they believe that others
may perceive them to be in a position of conflict, the Individual must declare the conflict
immediately so that action can be taken to resolve the situation. This is the best way for interested
Individuals to protect themselves and their reputation for honesty, fairness and objectivity.
22.6Declaring a Conflict of Interest
22.6.1 Individuals must take one of these steps to declare a conflict of interest:
a) Verbally report the conflict of interest to the Executive Director or President or to the directors
or committee members at a board of directors or committee meeting. This verbal declaration
should be followed up with a written declaration or documented in the Minutes of any Board
of Directors or committee meetings; or
b) Disclose the conflict of interest in writing by sending a letter to the Executive Director or
President or other person designated by the Organization;
c) In the case of officials, disclose the conflict of interest in writing by sending a letter to the Chair
of the Officials Committee.
22.7 Managing Conflicts in Decision-Making
22.7.1 Decisions or transactions that involve a real or perceived conflict of interest that have been
disclosed by the Interested Individual may be considered and decided upon provided that:
a) The nature and extent of the conflict of interest has been disclosed fully to the body that is
considering or making the decision, ideally with proper advance notice, and this disclosure and
how it was managed is recorded in the minutes;
b) The Interested Individual is not included in the determination of quorum for the proposed
decision or transaction; and
c) The Interested Individual removes themselves from discussion on the matter and abstains
from voting on the proposed decision or transaction.
22.7.2 Minor conflicts of interest can be managed simply by disclosing them. If the Executive Director or
the President or the other directors or committee members at a board of directors or committee
meeting agree unanimously that the conflict is minor, the Interested Individual can continue to
participate in the decision.
22.7.3 More serious conflicts of interest will require the Interested Individual to temporarily recuse him
or herself from meetings and to not participate in any formal discussion on the matter giving rise
to the conflict of interest. The Interested Individual must not attempt to learn about, provide
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information or otherwise influence the discussion or voting on a decision or transaction, either
formally at a board or committee meeting or informally through private contact, communication
or discussion, except as provided below:
a) On the unanimous request of the body that is considering or making the decision, the
Interested Individual may present information or respond to questions relating to the decision
or transaction.
22.7.3 To avoid the appearance that the Organization is giving Interested Individuals an advantage, the
body that is considering or making the decision should:
a) If applicable, ensure that alternate bids or estimates have been obtained; and
b) Determine by a majority vote that the transaction is fair and reasonable and in the
Organization’s best interest.
22.7.4 In situations where an Individual’s objectivity and ability to carry out his or her duties and
responsibilities with the Organization are hindered by ongoing conflicts of interest, the Individual
should offer to resign from their position.
22.8 Recognizing When Others are in Conflict
22.8.1 Where an Individual believes that another Individual has an actual or reasonably perceived
conflict of interest that has not been declared, they have a responsibility to take one of these
steps:
a) Inform the Executive Director or President or the directors or committee members at a board
of directors or committee meeting, as appropriate, of the potential conflict of interest; or
b) In the case of officials, inform the Chair of the BC Officials Committee or the event’s referee.
22.8.2 Pointing out a potential conflict of interest is not an accusation, it is merely looking out for fair
decision making in the best interests of the Organization.
22.9 Benefits, Entertainment and Gifts
22.9.1 Individuals must not solicit or accept benefits (excluding normal remuneration and benefits
afforded to employees or contractors), entertainment or gifts (collectively “Gifts”) in exchange
for or as a condition of the exercise of their duties, or as an inducement for performing an act
associated with their duties or responsibilities with the Organization. Similarly, Individuals must
not give away Gifts on behalf of the Organization in exchange for, or as a condition of, any benefit
for the Organization or the Individual.
22.9.2 It is the responsibility of the Individual to ensure that a gift, whether received or to be given, is
proper. If in doubt, the Individual should consult with their immediate supervisor or a Person in
Leadership.
22.10 Outside Business Activity
22.10.1 An employee or person under contract with the Organization or a Member Club may undertake
an outside business activity if there is no conflict of interest and if the satisfactory performance
of the employee or contractor’s job functions with the Organization is not prejudiced in any way.
Such activities include an outside business interest, directorship or outside employment. In
addition, the following rules apply:
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a) The employee or contractor should not engage in any activity likely to compromise the
reputation of the Organization or a Member Club;
b) The employee or contractor should not conduct outside business or volunteer work on the
Organization’s time or use information, equipment or facilities to conduct an outside business
or volunteer interest. This includes soliciting other Individuals to participate in an outside
business activity; and
c) Before taking on or continuing an outside business interest or committing to a job outside the
Organization, this should be discussed with the Executive Director or President to be sure these
activities do not create a conflict or the appearance of a conflict.
22.11 Officials
22.11.1 All officials are obligated to avoid situations where their or their Family Members’ personal
interests could conflict with behaviour expectations for officials or otherwise call their integrity
into question.
22.11.2 When possible, officials will not be selected for events or competitions where they have a conflict
of interest. When Officials with a conflict of interest are selected for events, the conflict must be
declared to the Chief Referee in advance of the event.
22.11.3 The following categories of people are deemed to have a conflict of interest at the beginning of
the competitive season (or as they arise) to the BC Official’s Committee or Event Manager in the
manner prescribed by CAS, BCAS or the Member Club, as applicable, and withdraw from events
or competitions when appropriate:
a) A Family Member of a competitor (Family Member is defined as a parent, step-parent,
grandparent, step-grandparent, sibling, step-sibling, child or step-child);
b) A current Coach of a competitor or a Family Member of a Coach of a competitor;
c) A Club Manager of a competitor or a Family Member of a Club Manager of a competitor;
d) A Team Manager of a competitor or a Family Member of a Team Manager of a competitor; and
e) A member of the Board of a competitor’s club, or a Family Member of a member of the Board
of a competitor’s club.
22.11.4 Conflicts of interest related to officials at the Organization’s competitions will be managed with
the guidance of the CAS Conflict of Interest Identification, Prevention, and Management for
Officials.
22.11.5 Conflicts of interest for officials will be managed with appropriate remedial risk reduction actions
and the Monitoring of Risk Reduction Actions as outlined in the CAS Conflict of Interest
Identification, Prevention, and Management for Officials.
22.12 Board and Committee Members
22.12.1 The Organization’s or Affiliated Organization’s board and committee members must not allow
their loyalty to the Organization to be compromised by their relationship to or involvement in
another organization.
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22.12.2 Board and committee members are also subject to prohibitions set out in their By-Laws.
22.12.3 Board and committee members must acquaint themselves with the Organization’s By-laws and
sign any related certification. Board and committee members may not be remunerated for their
services or obtain loans from the Organization
22.13 Preferential Treatment
22.13.1 Individuals must not act in their official roles with the Organization to assist other organizations
or persons in their dealings with the Organization, if this may result in, or potentially appear to
result in, preferential treatment.
22.14 Violations of the Conflict of Interest Requirements
22.14.1 Any failure by Individuals to disclose actual or possible conflicts of interest may result in sanctions
under this Policy, or Organization’s policies, By-Laws or applicable legislation.
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CHAPTER 7 – Equity, Diversity, and Inclusion
23. EQUITY, DIVERSITY AND INCLUSION POLICY
23.1 Statement of Commitment
The Organizations is committed to promote the benefits, principles and opportunities of equity, diversity
and inclusion (EDI) in all of their its activities. All Individuals and Organizations share a responsibility to
provide a sport and work environment that fosters the values contemplated in the Organization’s Equity,
Diversity and Inclusion Policy and will ensure that they are key considerations when setting policies and
developing, updating or delivering their programs.
23.2 Definitions
The following definitions shall apply in the context of the Equity, Diversity and Inclusion Policy:
a) “Activity” – All business and activities of the Organization;
b) “Affiliated Organization” – Any recreational or competitive club or league that delivers artistic
swimming programs and has fulfilled the requirements of registration as required by CAS and BCAS
and has paid any associated registration fees to CAS and BCAS;
c) “Board” – The Board of Directors of CAS, BCAS or Affiliated Organization, as applicable;
d) “CAS” – Canada Artistic Swimming;
e) “Coach” – Any person who instructs figures or routines on a regular basis and includes Instructor,
which is a specific level of coach who teaches the AquaGO! or other recreational programming;
f) “Confidential Information” – Information known to the Individual by virtue of their connection to
the Organization, whether or not marked “confidential”;
g) “Family Member” – A spouse, partner, natural or adoptive parent, grandparent, child or step-child,
sibling, aunt, uncle, nephew or niece, the parents or close relatives of a spouse or partner, people
who are in an intimate relationship and people who permanently reside together or are financially
dependent on each other;
h) “Good Faith” – the general presumption that all parties will deal with each other honestly;
i) “Including” – Including but not limited to;
j) “Member” – Any PTSO registered with CAS;
k) “Officials” – All judges including practice judges, referees and scorers;
l) “Organization” – The organization to which the Policy applies and includes CAS and its Members and
Affiliated Organizations;
m) “PTSO” – A Provincial or Territorial Sport Organization that is responsible for the management of
artistic swimming within its provincial or territorial boundaries;
n) “Registrant” – Any individual or Affiliated Organization that has fulfilled the requirements in the CAS
and BCAS By-Laws and of registration as required by CAS and BCAS and has paid any associated
registration fees to CAS and BCAS;
o) “Underrepresented group” – Describes a subset of a population that holds a smaller percentage
within significant subgroup than the subset holds in the general population. In Sport, research shows
that underrepresented groups include: women and girls, persons with disabilities, LGBTQI2S
community, marginalized youth, Black, Indigenous and People of Colour (BIPOC), socio-economically
disadvantaged people, newcomers to Canada, rural, remote and isolated regions, and older adults;
p) “Vulnerable person” – A person who, because of age, disability, or other circumstances, whether
temporary or permanent is in a position of dependence on others or is otherwise at a greater risk
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than the general population of being harmed by a person in a position of authority or trust relative
to them including minors and people with physical, developmental, or other disabilities.
23.3 Purpose
23.3.1 This Policy will:
a) Promote the benefits, principles and opportunities of equity, diversity and inclusion (EDI) within
the Organization and with all partners and stakeholders.
b) Place athlete, coach, official, staff, and volunteer health and well-being at the forefront of all
decisions, thus putting the person first over any outcome.
c) Encourage individuals of all demographic groups, particularly those of underrepresented groups,
and all genders, to become involved in the sport of artistic swimming as athletes, coaches,
officials, volunteers, staff, supporters and spectators.
d) Create environments that welcome everyone to the sport of artistic swimming. Welcoming
environments will help to increase the diversity of individuals and organizations involved in artistic
swimming.
e) Ensure that the Organization serves as an example to the sport community, investing in programs
that seek to promote, celebrate, and recognize diversity in society overall.
23.4 Application
23.4.1 This Policy applies to all of the following:
22.4.1.1 the Organization and all of its registrants;
22.4.1.2 Employees and anyone under contract with the Organization, or an Affiliated
Organization and anyone attending the Organization’s offices or other workplaces for
work or training-related purposes. This includes all persons working with teams or
athletes, including coaches, medical and paramedical personnel and other support
persons.
23.4.2 This Policy applies at all times, wherever an Activity takes place, which includes the Organization’s
offices as well as external locations in Canada and abroad.
23.4.3 This Policy also applies to conduct outside of the Organization’s Activity when such conduct
adversely affects relationships within the Organization and its work and sport environment or is
detrimental to the integrity, image or reputation of the Organization. Such applicability will be
determined by the Organization at its sole discretion.
23.5 Principles of Equity, Diversity and Inclusion
23.5.1 The Organization recognizes that discrimination, prejudice, or harassment based on personal
attributes, including race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex,
sexual orientation, gender identity, gender expression, age, marital status, family status or
disability, is contrary to human rights principles and will not be tolerated. The Organization is fully
committed to implementing inclusive rules, policies and practices that ensure all people are able
to participate in a safe, open, and welcoming environment in our sport.
23.5.2 Equity is demonstrated by treating people fairly. This is promoted by removing barriers and by
the creation of accessible and respectful environments, including any reasonable
accommodations required to allow equal opportunities, equal access, and equal benefits to
participate so that people can achieve their personal potential in the sport of artistic swimming.
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23.5.3 Valuing diversity means respect and appreciation of differences in individuals and in groups and
honouring and upholding human rights. It also means valuing various points of view and being
open to new and different ideas.
23.5.4 Inclusion ensures that everyone feels welcome, comfortable, and that they belong.
23.6 Commitments
The Organization commits to the following EDI efforts:
a) Develop a working group or committee tasked to improve and address areas of EDI that are lacking
within artistic swimming in BC.
b) Conduct an internal audit of the Organization and the programs of its Members and Affiliated
Organizations with an EDI lens.
c) Conduct an annual review of the Organization’s Technical Package to ensure rules in place for each
season will support a culture of inclusion.
d) Schedule a regular review of registration policies to ensure policies are inclusive.
e) Develop and maintain a resource bank of education materials of topics related to EDI on the
Organization’s website. The resource bank will be reviewed regularly (at a minimum annually) for
new information and broken links.
f) Ensure registration forms and processes include inclusive language regarding self-identification.
g) Consult representatives from under-represented groups when developing programs and policy that
will directly affect their participation in the sport of artistic swimming in BC.
h) Address concerns of EDI within all educational and promotional materials.
i) Share learnings and best practices in equity, diversity and inclusion with members to strengthen EDI
initiatives within artistic swimming in BC.
23.7 Resolving Issues in Relation to EDI
23.7.1 Should an individual feel they have been subject to, or believe another person has been the victim
of, discrimination, bullying, harassment, abuse or sexual harassment, they should take
appropriate action through the CAS Discipline and Complaints or other applicable Policy.
a) Issues may be identified by an individual through personal experience.
b) Issues may be identified by another individual if they have reasonable evidence that another
individual has experienced an EDI issue.
c) In both cases, it is assured that there will be no reprisals for those making a good faith
complaint.
23.8 Education and Communication
23.8.1 The Organization and Affiliated Organizations will ensure this Policy is well publicized, including
on Organization websites. Information should be included in all relevant training materials to
ensure use.
23.8.2 The Organization and Affiliated Organizations will ensure that this Policy is communicated to
those who will be responsible for implementing and upholding it.
23.9 Review
Though the Organization has made every effort to use the most up-to-date language to reflect diversity
and inclusion, the field is ever changing and the language in this policy may be out of date from time to
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time. The Organization will conduct a review of this Policy as decided by its Board. Every time the Policy
is reviewed or amended, registrant input will be considered. This policy will additionally be reviewed as
changes in the EDI landscape occur.
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24. TRANS INCLUSION POLICY
This policy is informed by the recommendations of the Canadian Centre for Ethics in Sport, as detailed in
“Creating Inclusive Environments for Trans Participants in Canadian Sport”, the Basketball Nova Scotia
Trans Inclusion Policy & the Ontario Volleyball Association Trans Inclusion Policy. The Organization also
sought advice, recommendation, and guidance from Christine Hsu at Challenge Accepted.
24.1 Our Commitment to Diversity and Inclusion:
Sport inclusion is a fundamental value for the Organization and a True Sport principle. We also recognize
that having a more diverse organization will only strengthen our sport. As a result, our organization is fully
committed to providing a safe, supportive, and respectful environment for all individuals, members, and
staff regardless of any differences based on race, national or ethnic origin, colour, religion, age, sex, sexual
orientation, gender identity and expression, or disability.
The Organization recognizes that discrimination, prejudice, and victimization based on personal
attributes, including gender identity and expression, is a violation of human rights and will not be
tolerated. Our organization is fully committed to putting in place policies and practices that ensure trans
identities can participate in a safe, supportive, and respectful environment in our sport.
Recognizing that the work of inclusion continues to evolve, this policy is a living document that will shift
regularly as the sport community culture and environment changes. Regular updates will be made to
ensure alignment with the needs of sport and individuals to guarantee a safe and welcoming environment.
In the event this policy is not updated or aligned with a particular shift or inclusion best practice, the
foundational principles and common sense supporting diversity, inclusion, and welcoming and safe spaces
will prevail.
24.2 Definitions:
“Individual” refers to and includes an employee, coach, volunteer, athlete, individual, or parent/spectator.
a) Gender refers to the socially constructed roles, behaviours, activities, and attributes that a society
assigns to masculinity or femininity depending on the time and place of consideration.
b) Gender Binary means a social system whereby people are thought to have either one of two genders:
man or woman. These genders are expected to correspond to sex assigned at birth: male or female.
In the gender binary system, there is no room for diversity outside of man or woman, for living
between genders or for crossing the binary. The gender binary system is rigid and restrictive for many
people who feel that their natal sex (biological sex they were labelled at birth) does not reflect their
gender expression or gender identity.
c) Gender Expression means the way an individual communicates their gender identity to others. This
is done through behaviour, body language, voice, emphasis or de-emphasis of bodily characteristics,
choice of clothing, hairstyle, and wearing make-up and/or accessories. The traits and behaviours
associated with masculinity and femininity are culturally specific and change over time. How a person
chooses to express their gender(s) is also determined by how safe an environment is.
d) Gender Identity means a person’s innermost sense of their own gender. This can include man,
woman, both, neither or something else entirely. Gender also refers to a variety of social and
behavioural characteristics (e.g. appearance, mannerisms). There are lots of words people may use
to talk about their gender identity and expression.
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i. Cis or cisgender is a term to describe a person whose gender identity corresponds with the
biological sex assigned at birth in alignment with the dominant social expectations (e.g. someone
whose gender identity is man and was assigned male at birth).
ii. Trans or transgender is an umbrella term that describes people with diverse gender identities
and gender expressions that do not conform to stereotypical ideas about what it means to be a
girl/woman or boy/man in society. It includes but is not limited to people who identify as
transgender, transsexual, cross dressers (adjective) or gender non-conforming (gender diverse
or nonbinary).
iii. Gender Confirmation/Affirmation Surgery refers to medically-supervised program of treatment
to transition a person’s body to align with their gender identity through hormone therapy and/or
surgery. Not all trans people need, want, or have access to gender confirmation/gender
affirming hormones or surgeries, but that doesn’t make their identity invalid.
iv. Transgender Woman/Girl (including trans female, trans femme, trans woman or trans feminine)
is someone who was assigned the male sex at birth, but whose gender identity is female.
v. Transgender Man/Boy (including trans male, male, trans man, trans masc or trans masculine) is
someone who was assigned female sex at birth, but whose gender identity is male
vi. Gender fluid means those who identify outside the categories of woman/man, those who see
their gender identity(ies) as fluid and moving between different genders at different times in
their life. “Genderqueer” and “gender diverse” are increasingly common terms used to identify
this fluidity.
e) LGBTQI2S is an umbrella acronym for lesbian, gay, bisexual, trans, queer, intersex, and two-spirit.
Other acronyms commonly used are 2SLGBTQI, LGBTQ+ and LGBTQ2.
f) Two-spirit is an English umbrella term coined and used by Indigenous people rather than, or in
addition to, identifying as LGBTQ. This term affirms the interrelatedness of all aspects of identity –
including gender, sexuality, community, culture, and spirituality.
g) Sex refers to the biological classification of people as male, female or intersex. Sex is usually assigned
at birth and is based on an assessment of a person’s reproductive system, hormones, chromosomes,
and other physical characteristics, most notably by external genitalia.
i. Intersex is an umbrella term used for a variety of situations in which a person is born with
reproductive or sexual anatomy that doesn’t fit the boxes of typically “female” or “male.” There
are 30 most common variations of intersex and 1 in 200 are of the experience.
h) Sexual Orientation (Attraction) describes human sexuality – the ways in which a person may or may
not experience feelings of attraction. A person’s gender identity is fundamentally different from and
not related to their sexual orientation. Because a person identifies as trans does not predict or reveal
anything about their sexual orientation. A trans person may identify as gay, lesbian, queer, straight,
or bisexual.
24.3 Scope and Application
This policy and practice guidance applies to the Organization as follows:
• It shall be binding on the Board of Directors,
• It shall be binding on allstaff, including managers and supervisors; full-time, part-time or casual,
temporary or permanent staff,
• It shall inform all aspects of employment, recruitment and selection; conditions and benefits;
training and promotion; task allocation; shifts; hours; toilet arrangements, workload; workplace
environment; equipment and transport,
• It shall be binding on all volunteers and interns acting in their designated capacity with our
organization, for example, as a member of a formal Committee or ad hoc working group, or at a
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specific sporting event provided the volunteer or intern has expressly agreed to become subject
to it,
• Itshall inform all aspects of participation in oursport, including team selection and participation,
membership, and service delivery (such as providing coaching services to individuals),
• It shall be applicable whether the individual is on-site, off-site or performing after-hours work;
at work-related social functions or at conferences – wherever staff or volunteers or interns may
be as a result of their duties, and
• It shall govern the treatment of other staff, members (including athletes, coaches and officials),
clients and the public encountered in the provision of services and other organizational duties.
24.4 Guiding Principles
The Organization was guided by the following principles in developing our policy and practice guidance
on trans inclusion in our sport:
24.4.1 People of trans identities should have equal opportunities to participate in our sport and strive
for excellence at all levels and in all capacities. This should be done through challenging existing
cultures that uphold existing barriers rooted in misogyny, transphobia, cissexism, and binarism as
well as other intersecting systems of oppressions.
24.4.2 Policies governing participation of trans identities should prioritize safety and access, and nurture
fair play, honesty and respect, and integrity.
24.4.3 Policies governing participation of trans identities in our sport should embrace diversity and
inclusion, resulting in a positive sporting experience, free of discrimination or harassment based
on gender identity and expression. This will be done through:
• The establishment of a special committee to address Equity, Diversity & Inclusion within the
artistic swimming community in BC.
• A review of international, national and provincial policies that hinder equitable, diverse,
inclusive, and safe artistic swimming environments.
• The development of new or revised rules, policies and procedures that foster equitable,
diverse, inclusive, and safe artistic swimming environments.
• The development and delivery of education and training programsto support ongoing member
engagement in matters related to equity, diversity, and inclusion.
24.4.4 Participation in our sport should prioritize sense of belonging and feelings of safety and
connectedness that can lead to celebrating differences and focus on the benefits and the joy of
sport.
24.4.5 Policies governing the participation of trans people, particularly for our athletes, should be
evidence-based and informed by the voices of trans peoples, recognize the necessity to protect
the privacy rights of trans individuals, and strive to prevent physical, emotional and mental harm.
24.4.6 Policies governing the participation of trans people should foster access and equitable
participation for all individuals.
24.4.7 Practices that encourage understanding and support people of trans identities need to be
enhanced to acknowledge the challenges and recognize the value of advocating for sport that is
fair, safer and open to everyone.
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24.5 Purpose
The Organization believes in accessible opportunities and recognizes all forms of gender expressions and
gender identities. Therefore, the Organization supports athletes competing in the gender category they
identify with and/or the category that best suits the athletes’ needs, regardless of the sex/gender that
was assigned to them at birth. The Organization will consider the eligibility guidelines set out in this policy
in order to ensure a fair and level playing field for all individuals.
24.6 Supporting the Inclusion of Transgender/Trans Individuals
24.6.1 The Organization is an inclusive organization and welcomes participation of all individuals in our
programs and activities, irrespective of race, ancestry, place of origin, colour, religion, citizenship,
creed, sex, sexual orientation, gender identity, gender expression, age, marital status, family
status, or physical or mental disability.
24.6.2 The Organization supports full inclusion of transgender individuals in all aspects of Artistic
Swimming.
24.6.3 Processes for reporting incidents can be found in the Organization’s Conduct Policy.
24.6.4 Issues relating to this policy can be brought to the Organization’s leadership for review by the
Board of Directors.
24.7 Eligibility Guidelines
Athletes shall be allowed to participate in any sanctioned event in accordance with their gender
identity(ies), irrespective of the gender or sex listed on their birth certificate or other official government
documents, and regardless of whether they have undergone any medical treatments. It is not up to
anyone to question any athletes’ gender. If someone has indicated that they identify as a man/boy,
woman/girl, or any way that are associated with the aforementioned, it is of upmost importance to honor
what they have communicated. It does not matter what sex they were assigned at birth and it is private
information that one should not be expected or demanded to share.
24.8 Genderfluid and Non-Binary Athletes
The Organization recognizes that not all people identify within the gender binary as either man or woman.
Additionally, not everyone experiences their gender identity as constant. Therefore, the above policy
guidance should apply equally to genderfluid or non-binary individuals. These individuals will be able to
participate in the category of competition with which they feel most comfortable and safe, which may not
be the same in each sport or consistent in subsequent seasons. Most importantly, genderfluid and nonbinary athletes must have their pronouns, name(s), and gender respected by teammates, coaches and
any and all other team personnel while having to choose a binary option. Respect in this instance is based
on how the athlete would like to be treated and it is critical to engage meaningfully with the athlete on
how to best support their experience in the sport.
24.9 Facility Use – Washrooms and Changerooms
Participants may use washroom and change room facilities that are deemed the safest and most
accessible to them. This may mean facilities that are most gender affirming to the participant, if available
and accessible. The Organization recommends provision of gender-neutral facilities where available. This
requires being proactive to retro-fit the existing spaces if they are gendered and use temporary signs to
ensure a gender neutral space is available ahead of time.
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24.10 Disclosure
Disclosure of an individual’s trans identity(ies) is that individual’s choice. While the Organization is entirely
supportive of trans athletes’ participation and welcomes disclosure where an individual prefers, disclosure
of gender identity(ies) is not a requirement of participation. Such disclosure should not be sought of any
Individual by any Individual.
24.11 Confidentiality
The Parties agree that they will not at any time disclose information identified by the other party as
confidential to any person, corporation or third party and will make no use whatsoever of any information
identified as confidential (other than in the ordinary and usual course of implementing this policy) without
the prior written consent of the disclosing party, unless required by law. There needs to be consent given
by the participant at any point in any process for any information to be shared beyond the informed
contexts. Procedures that require providing gender identity information and names are to be reviewed
for the purpose of gathering such information in order to ensure that if there are changes to names and
gender(s), those are to be made completely confidential and not to be shared. For people who have not
had their ID documentation changed to their current names, there needs to be a section for participants
to provide this information and they are to be informed explicitly who would have access to this
information to make the consenting process accessible.
24.12 Appeal
Any decision rendered in accordance with this policy may be appealed in accordance with the
Organization’s Appeal Policy.
24.13 Review
The Organization commits to monitoring ongoing developments regarding national and international
participation guidelines for transgender athletes and pledges to review and/or revise this Policy whenever
new information becomes available, and at a minimum every 3 years.
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CHAPTER 8 – Discrimination, Harassment & Maltreatment
25. DISCRIMINATION, HARASSMENT AND MALTREATMENT POLICY
25.1 Definitions
The following definitions shall apply in the context of the Discrimination, Harassment and Maltreatment
Policy:
a) “Activity or Event” means day to day CAS, BCAS or Affiliated Organization’s events, activities
including conferences, meetings, workshops, teams’ meetings, exhibitions, competitions, trials or
selection events, training camps and any other events, activities sanctioned or organized by the
Organizations.
b) “Affiliated Organization” means any recreational or competitive club or league that delivers artistic
swimming programs and has fulfilled the requirements of registration as required by CAS or BC
Artistic Swimming and has paid any associated registration fees to CAS and/or BCAS. May also be
referred to as Member Clubs.
c) “Athlete” means any adult or Minor participating in the sport of artistic swimming, for recreational
enjoyment or competitive purposes, who isregistered with CAS, BCAS, and an Affiliated Organization.
d) “Club” means an artistic swimming club affiliated with CAS or BCAS identified also as an Affiliated
Organization.
e) “Coach” means an individual certified by the Coaching Association of Canada (“CAC”) and registered
with CAS or BCAS as an artistic swimming coach.
f) “Complainant” means an Individual, a witness or observer who files a Complaint or reports and
Incident or suspicions of conduct of Discrimination, Harassment or Maltreatment.
g) “Complaint” means a complaint filed with the CAS Independent Complaint Assessor, the BCAS
Complaint triage officer or provincial Sport Integrity Unit in accordance with the applicable Discipline
and Complaint Policy and Procedure.
h) “Conduct Policy” means the Organizations’ Conduct Policy and any other code of conduct
provisions embodied in agreements with the Organization.
i) “Discrimination” means unlawful discrimination including but is not limited to, discrimination on the
basis of race, colour, national place of origin, ancestry, sex (including pregnancy), religious beliefs,
age, physical or mental disability, sexual orientation, gender identity or expression, family or marital
status, or any other ground or characteristic protected under applicable provincial human rights
legislations.
j) “Employee” means a person having an employment or contractual relationship with CAS, BCAS or
Affiliated Organizations.
k) “Grooming” means deliberate conduct by an Individual to sexualize a relationship with a Minor that
involves the gradual blurring of boundaries and normalization of inappropriate and sexually abusive
behaviour. During the grooming process, the Individual will gain the trust of the Minor and protective
adults and peers around the Minor often under the guise of an existing relationship. Manipulation
tactics are then used to blur perceptions and gain further access to and private time with the Minor
in order to abuse or exploit the Minor. Grooming can occur whether or not harm is intended or results
from the behaviour.
l) “Harassment” means an unwelcomed comment or conduct, directed toward an Individual or group
of Individuals, which is aggressive, insulting, intimidating, humiliating, malicious, degrading, or
offensive. Types of behaviors which constitute Harassment include, but are not limited to:
i. written or verbal abuse or threats including swearing
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ii. intimidating or bullying conduct or gestures
iii. the display of visual material that is offensive or which one ought to know is offensive
derogatory material such as pornography, racist or other offensive material
iv. unwelcome remarks, jokes, comments, innuendo or taunting about a person’s looks, body,
attire, age, race, religion, sex or sexual orientation
v. leering or other suggestive or obscene gestures
vi. condescending, paternalistic or patronizing behaviour which is intended to undermine selfesteem, diminish performance or adversely affect working conditions orsport environment
vii. practical jokes which cause awkwardness or embarrassment, endanger a person’s safety or
negatively affect performance
viii. unwanted and unwelcome physical contact including touching, petting, pinching, or
kissing
ix. unwelcome sexual flirtations, advances, requests for sexual favors or invitations whether
indirect or explicit
x. physical or sexual assault
xi. any sexual activity with a Minor
xii. vandalism of personal property
xiii. Grooming as defined in this Policy
xiv. abuse of authority which undermines performance or threatens an individual’s career
xv. racial, religious, or ethnic slurs
xvi. any other unwelcomed behaviours that constitute Bullying or Harassment as determined by
the Independent Complaint Assessor (as defined in the CAS Discipline and Complaints Policy
and Procedure) at his or her discretion.
m) “Independent Complaint Assessor or ICA” means the independent third party contracted by CAS to
manage Complaints and /or Reported Incidents under the CAS Discipline and Complaint Policy and
Procedure.
n) “Individuals” means any individual that has fulfilled the requirements of registration as required by
CAS or BCAS as well as all individuals engaged on a volunteer or contractual basis in a CAS, BCAS or
Affiliated Organization’s Activity or Event. Individual includes but is not limited to Registrants,
Athletes, Coaches, Employees (subject their applicable HR policy) Officials, volunteers, person in
leadership, directors, parents, spectators, team managers, team captains, Support Personnel,
contractors and suppliers, as applicable.
o) “Investigation” means an investigation conducted either by the Independent Complaint Assessor,
BCAS Case Manager, provincial complaint triage officer, provincial Sport Integrity Unit, or an external
investigator appointed by the ICA or the BCAS Case Manager.
p) “Major Infractions” means infractions described in the Organizations’ Policies. Major Infractions are
behaviors more severe than Minor infractions that may result into more harm and aggravating
consequences. Major Infractions include major breaches of the Organizations’ Policies.
q) “Maltreatment” means volitional acts that may be physical or psychological resulting in harm or the
potential for physical or psychological harm. Any of the various prohibited behaviours and conduct
described in this Policy.
r) “Member Club” refers to an Affiliated Organization.
s) “Minor” means a person in British Columbia under the age of 19 years or, where applicable, a person
who is under the age of majority and meets the definition of a child for the purposes of protection in
the province or territory.
t) “Minor Infractions” means infractions described in the Organizations’ Policies and constitutes
breaches that either cause minor or no aggravating consequences or harm as determined by the
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Independent Complaint Assessor, BCAS Case Manager, provincial complaint triage officer, provincial
Sport Integrity Unit, or an external investigator appointed by the ICA or the BCAS Case Manager upon
receipt of a Complaint of Reported Incident.
u) “Officials” means all judges including practice judges, referees and scorers recognized by FINA, CAS
or BCAS.
v) “Provincial Territorial Sports Organization or PTSO” means the CAS recognized provincial and
territorial sport organization responsible for artistic swimming in its geographic territory.
w) “BCAS Complaint triage officer, Case Manager” means an independent third party contracted by
BCAS to manage Complaints and /or Reported Incidents under the BCAS Discipline and Complaint
Policy and Procedure.
x) “Registrant” means any Affiliated Organization or Individual that has fulfilled the registration
requirements in CAS or PTSO’s By-Laws and has paid any associated registration fees to CAS or a
PTSO.
y) “Reported Incident” means an incident reported with the CAS ICA or the PTSO’s Complaint triage
officer in accordance with their applicable Discipline and Complaint Policy and Procedure.
z) “Respondent” means an Individual who is alleged to have engaged in Discrimination, Harassment or
Maltreatment and thereby to have violated the UCCMS and the Organizations’ Discrimination,
Harassment or Maltreatment Policies.
aa) “Sport Integrity Unit” means an independent third-party organization in British Columbia that
managed Complaints and/or Reported Incidents within the provincial jurisdiction.
bb) “Sport Partner” means a sport organization that CAS, a PTSO or Affiliated Organization works with or
partners with to deliver its Events and Activities.
cc) “Support Personnel” means any person other than a Coach supporting the development of an
Athlete at all LTAD stages including fitness trainer, sport science specialists, health care practitioners
and specialists affiliated with or recognized by CAS, BCAS, an Affiliated Organization or a Sport
Partner.
dd) “Volunteer” means a person volunteering for CAS, BCAS or an Affiliated Organization including
fulfilling the duties and responsibilities of an employee or contractor.
25.2 Organizations’ Commitment to Safe and Welcoming Sport
The Organizations aim to provide a working and sporting environment where the dignity of the
Individual is respected, free from any form of Discrimination, Harassment, and Maltreatment
including sexual Harassment and have adopted a Conduct Policy that reflects that commitment.
25.3 The Organizations:
a) recognize that every Organization’s Athletes, Employee, Volunteer, and Individuals are entitled to
a climate free of Discrimination, Harassment, and Maltreatment.
b) recognize that fear of Discrimination, Harassment, and Maltreatment, including but not limited to
sexual, verbal, physical, cyber-Harassment, abuse, bullying and unlawful Discrimination can
compromise the integrity of the victim and sporting relationships and endanger personal wellbeing and participation at all levels.
c) will make every reasonable effort to ensure that no Athlete, Employee, Volunteer, and Individual
is subjected to Discrimination, Harassment, and Maltreatment.
d) will take such disciplinary action as they deem appropriate against any person or Individual under
their direction or leadership that is bound by this Policy and who subjects any Organizations’
Employee, Volunteer, or Individual to any form of Discrimination, Harassment, and Maltreatment.
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25.4 Application
25.4.1 This Policy applies to all Employees, Volunteers, and Individuals of the Organization, and any other
person or Individual involved with the Organization’s Events and Activities. It applies to
Discrimination, Harassment and Maltreatment which may occur during all Organization’s Events
and Activities regardless of location.
25.4.2 Situations of Discrimination, Harassment and Maltreatment occurring at the CAS, BCAS, or
Affiliated organization’s level shall be dealt with in accordance with the applicable policy. In
absence of an organization-specific Discrimination, Harassment and Maltreatment Policy, the CAS
Discrimination, Harassment and Maltreatment Policy will apply by default and CAS may decide,
at its own discretion, to manage the issue in accordance with the CAS Discipline and Complaint
Policy and Procedure.
25.5 Background and Context
25.5.1 All National Sport Organizations (“NSO”) funded by Sport Canada committed to the goal of Safe
Sport have agreed that Maltreatment has no place in Canadian sport and, when present, must be
sanctioned appropriately. The Universal Code of Conduct to Prevent and Address Maltreatment in
Sport (“UCCMS”) adopted by all NSOs comprises definitions, principles, and parameters to
prevent and address Maltreatment in sport and ensure a safe and welcoming sport system. CAS,
as the National Sport Organization for the sport of artistic swimming recognized by Sport Canada,
its Provincial and Territorial Sport Organizations (“PTSO”) and Affiliated Organizations
(hereinafter identified collectively as the “Organizations) hereby accept and endorse the
definitions and principles of the UCCMS. The commitments expressed below reflect this common
understanding amongst Canadian sport stakeholders and the Organizations.
25.5.2 In addition to committing to the UCCMS, the Organizations shall abide by and respect the FINA
Harassment and Abuse rules (“FINA HA Rules) which apply to harassment and abuse situations
and incidents occurring during FINA sanctioned events or, as defined in the FINA HA Rules, in
Covered Events (a FINA World Championships, FINA Competition, Competition of a Major Event
Organisation or any FINA-sanctioned or organized meeting (i.e. FINA Convention, FINA Congress,
FINA Development activities, etc.)). The Organizations are responsible to understand and ensure
compliance with the FINA HA Rules when applicable. For clarify, the FINA HA Rules will not apply
outside of the Covered Events (as defined above) and, as such, situations and incidents occurring
at non-Covered Events such as at CAS, BCAS or Affiliated Organizations’ Events and Activities will
be governed by this Policy.
In addition, the Organization adopts and accepts all the language contained in the BC Universal
Code of Conduct. An individual who violates the BC UCC may be subject to sanctions pursuant to
the Discipline and Complaints Policy.
25.5.4 The Organization agree and is committed to ensure that their Events and Activities shall be free
of any form of Discrimination, Harassment or Maltreatment.
25.6 Common Understandings
25.6.1 The Organizations agree, accept, and endorse the following common understandings:
a) All Individuals in sport can expect to play, practice, and compete, work, and interact in an
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environment free from Discrimination, Harassment and Maltreatment.
b) Addressing the causes and consequences of Discrimination, Harassment and Maltreatment
is a collective responsibility and requires the deliberate efforts of all Individuals, sport
stakeholders, sport club administrators and Organization leaders.
c) Individuals in positions of trust and authority have the general responsibility to protect the
health and well-being of all otherIndividuals.
d) Adult Individuals have a specific ethical and statutory duty and the additional responsibility
to respond to incidents of Harassment or Maltreatment involving Minors and other
Vulnerable individuals.
e) All Individuals recognize that Discrimination, Harassment and Maltreatment can occur
regardless of age, sex, sexual orientation, gender identity or expression, religion, race,
ethnicity, Indigenous status, or level of physical and intellectual disability and their
intersections. Moreover, it is recognized that those from traditionally marginalized groups
have increased vulnerability to experiences of Discrimination, Harassment and
Maltreatment.
f) All Individuals recognize that individuals who have experienced Discrimination, Harassment
and Maltreatment may experience a range of effects that may emerge at different time
points and that can profoundly affect their lives.
g) All adults working with Minors have a duty to prevent or mitigate opportunities for
misconduct.
h) In recognition of the historic vulnerability to discrimination and violence amongst some
groups, and that continues to persist today, Individuals in positions of trust and authority
have a duty to incorporate strategies to recognize systemic bias, unconscious bias, and to
respond quickly and effectively to discriminatory practices.
25.7 Confidentiality
25.7.1 The Organizations recognize that it can be extremely difficult to come forward with a Complaint
of Discrimination, Harassment and Maltreatment and that it can also be devastating to be wrongly
accused of such misconducts. The Organizations recognize the interests of both the Complainant
and the Respondent in keeping the matter confidential.
25.7.2 The Organizations will not disclose the existence of a Complaint or situation or Discrimination,
Harassment and Maltreatment, the name of the discriminated or harassed person or Individual
or the alleged Respondent or the circumstances related to the situation to any person except
where disclosure is necessary for the purpose of investigating and /or taking disciplinary action or
as required by law.
25.8 Complaint Procedure
25.8.1 A person or Individual who experiences Discrimination, Harassment and Maltreatment is
encouraged, when appropriate, to make it known to the harasser that the behaviour is
unwelcome, offensive, and contrary to this Policy.
25.8.2 If confronting the harasser is not possible, or if after confronting the harasser the Discrimination,
Harassment and Maltreatment continues, the Complainant may request a confidential meeting
with the CAS Independent Complaint Assessor, BCAS Case Manager, or a representative of the
Sport Integrity Unit as applicable, for support and guidance.
25.8.3 An Individual who believes that he or she has been the victim or witness of a Discrimination,
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Harassment and Maltreatment misconduct has the right
a) To contact, in full confidence, the ICA, BCAS Case Manager, or Sport Integrity Unit as
applicable;
b) To file a Complaint or Reported Incident under the Organization’s Discipline and Complaint
Policy and Procedure, without fear of embarrassment or retaliation; and
c) To contact the appropriate human rights commission, child protection agency or law
enforcement authority directly, if deemed necessary or required by law.
25.8.4 A Reported Incident or Complaint of Discrimination, Harassment or Maltreatment will be
managed in accordance with the Organization’s Discipline and Complaint Policy and Procedure
and will be considered as a Major infraction as defined in the Organization’s Discipline and
Complaint Policy and Procedure unless the ICA, BCAS Case Manager, or Sport Integrity Unit, as
applicable, decides otherwise.
25.9 Policy In Concert with Other Policies and Agreements
25.9.1 This Policy shall be read and interpreted with other Organizations’ Policies such as but not limited
to, the Coach Registration and Certification Policy, the Conduct Policy, the Discipline and
Complaint Policy and Procedure and the Equity, Diversity and Inclusion Policy.
25.9.2 This Policy shall be integral part of all Organizations’ agreements and be complied with by all
Individuals and parties that are signatories to such agreements.

CHAPTER 9 – Discipline and Complaints
26. DISCIPLINE AND COMPLAINTS POLICY
26.1 DEFINITIONS
The following definitions shall apply in the context of the Discipline and Complaints Policy:
a) “Case Manager” – The individual who is appointed to oversee the management of a complaint in
accordance with these policies and who provides administrative support to a Discipline Chair and/or
Discipline Panel. The Case Manager implements certain procedures described in this Discipline and
Complaints Policy and ensures the Discipline Chair or Discipline Panel adhere to the timelines set out
herein. The Case Manager does not need to be a member of, or affiliated with, BC Artistic Swimming.
b) “Complainant” – The Party alleging an infraction
c) “Days” – Days including weekends and holidays
d) “Discipline Chair” – An individual who serves as the lead arbitrator for discipline and complaint
matters reported to BC Artistic Swimming.
e) “Individuals” – All categories of membership defined in BC Artistic Swimming’s Bylaws, as well as all
individuals employed by, or engaged in activities with, BC Artistic Swimming including, but not limited
to, athletes, coaches, conveners, officials, umpires, volunteers, managers, administrators, committee
members, Directors and Officers of BC Artistic Swimming, spectators, and parents/guardians of
athletes
f) “Respondent” – The alleged infracting Party
26.2 PURPOSE
Individuals are expected to fulfill certain responsibilities and obligations including, but not limited to,
complying with BC Artistic Swimming’s policies, Bylaws, rules and regulations, and Conduct Policy. Noncompliance may result in sanctions pursuant to this Policy.
26.3 DISCIPLINE CHAIR
26.3.1 The Discipline Chair may be the Executive Director, a Director of the Board, or a volunteer
associated with BC Artistic Swimming or the Sport Law Connect Program appointed to oversee
the discipline process and serve as the lead arbitrator. The Discipline Chair may choose to appoint
two (2) additional individuals to form a Discipline Panel and, in this case, decisions of the Discipline
Panel will be by majority vote.
26.3.2 The Discipline Chair appointed to handle a complaint or incident must be unbiased and not in a
conflict of interest situation.
26.4 APPLICATION OF THIS POLICY
26.4.1 This Policy applies to all Individuals.
26.4.2 This Policy applies to matters that may arise during the course of BC Artistic Swimming’s business,
activities, and events including, but not limited to, competitions, practices, tryouts, training
camps, travel associated with BC Artistic Swimming activities, and any meetings.
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26.4.3 This Policy also applies to Individuals’ conduct outside of BC Artistic Swimming’s business,
activities, and events when such conduct adversely affects relationships within BC Artistic
Swimming (and its work and sport environment) or is detrimental to the image and reputation of
BC Artistic Swimming. This Policy may also apply to Individuals’ conduct at the discretion of BC
Artistic Swimming.
26.4.4 This Policy does not prevent immediate discipline or sanction from being applied as reasonably
required. Further discipline may be applied according to this Policy. Any infractions or complaints
occurring within competition will be dealt with by the procedures specific to the competition, if
applicable. In such situations, disciplinary sanctions will be for the duration of the competition,
training, activity, or event only.
26.4.5 An employee of BC Artistic Swimming who is a Respondent will be subject to appropriate
disciplinary action per BC Artistic Swimming’s Employee Procedures as well as the employee’s
Employment Agreement, if applicable. Violations may result in a warning, reprimand, restrictions,
suspension, or other disciplinary actions up to and including termination of employment.
26.5 ALIGNMENT
26.5.1 BC Artistic Swimming recognizes that Individuals may also be registered with Member Clubs. BC
Artistic Swimming requires Member Clubs to submit discipline decisions involving Individuals to
BC Artistic Swimming and BC Artistic Swimming, at its discretion, may take further action.
26.5.2 If BC Artistic Swimming decides to take further action upon becoming aware of an Individual who
has been disciplined by a Member Club, the Individual will be the Respondent to a complaint
initiated under the terms of this Policy. BC Artistic Swimming may act as the Complainant if the
original Complainant is unwilling or unavailable to participate in this process.
26.5.3 The Discipline Chair or Discipline Panel, as applicable, will review and consider the decision by the
Member Club when making a decision on the complaint per the terms of this Policy.
26.6 ADULT REPRESENTATIVE
26.6.1 Complaints may be brought for or against an Individual who is a minor (younger than 19 years
old). Minors must have a parent/guardian or other adult serve as their representative during this
process.
26.6.2 Communication from the Discipline Chair or Case Manager, as applicable, must be directed to the
minor’s representative.
26.6.3 A minor is not required to attend an oral hearing, if held.
26.7 REPORTING A COMPLAINT
26.7.1 Any Individual may report an incident or complaint to the Executive Director in writing, within
fourteen (14) days of the alleged incident, although this timeline can be waived or extended at
the Executive Director’s discretion. The complaint should include:
a) the names of the parties involved
b) any witnesses to the incident(s)
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c) the location, date, and time of the incident(s)
d) details about the incident(s) (behaviour and/or words used)
26.7.2 Harassment – the Discipline Chair may determine that the alleged incident may contain an
element of discrimination, harassment, workplace harassment, workplace violence, sexual
harassment, or abuse. In this case, the Discipline Chair will appoint an Investigator in accordance
with BC Artistic Swimming’s Conduct Policy.
26.7.3 At BC Artistic Swimming’s discretion, BC Artistic Swimming may act as the Complainant and
initiate the complaint process under the terms of this Policy. In such cases, BC Artistic Swimming
will identify an individual to represent BC Artistic Swimming.
26.8 MANAGING A COMPLAINT
26.8.1 Complaints will be managed following one of two processes:
a) Internal Review
The Complaint alleges the following incidents:
i. Disrespectful, abusive, racist, or sexist comments or behaviour
ii. Disrespectful conduct
iii. Minor incidents of physical aggression (e.g., tripping, pushing, elbowing)
iv. Conduct contrary to the values of BC Artistic Swimming
v. Non-compliance with BC Artistic Swimming’s policies, procedures, rules, or regulations
vi. Minor violations of BC Artistic Swimming’s Code of Conduct and Ethics
b) Discipline Panel
The Complaint alleges the following incidents:
i. Repeated minor incidents
ii. Any incident of hazing
iii. Behaviour that constitutes harassment, sexual harassment, or sexual misconduct
iv. Major incidents of violence (e.g., fighting, attacking, sucker punching)
v. Pranks, jokes, or other activities that endanger the safety of others
vi. Conduct that intentionally interferes with a competition or with any athlete’s preparation
for a competition
vii. Conduct that intentionally damages BC Artistic Swimming’s image, credibility, or
reputation
viii. Consistent disregard for BC Artistic Swimming’s bylaws, policies, rules, and regulations
ix. Major or repeated violations of BC Artistic Swimming’s Code of Conduct and Ethics
x. Intentionally damaging Organization property or improperly handling BC Artistic
Swimming monies
xi. Abusive use of alcohol, any use or possession of alcohol by minors, or use or possession
of illicit drugs and narcotics
xii. A conviction for any Criminal Code offense
xiii. Any possession or use of banned performance enhancing drugs or methods
26.8.2 Upon review of a complaint and within five (5) days of receiving the complaint, the Executive
Director will determine the appropriate process for managing the complaint.
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26.8.3 If deemed to be a matter for Internal Review, the Executive Director will serve as the Discipline
Chair and examine the matter in accordance with the timeline and process outlined herein. In
such cases as the Executive Director is in conflict of interest, another Party will be appointed as
Discipline Chair.
26.8.4 If deemed to be a matter for a Discipline Panel, unless there is a conflict of interest, the Executive
Director will serve as the Case Manager and will appoint a Discipline Chair and, if/when
appropriate, a Discipline Panel. If the Executive Director has a conflict of interest, another Party
will be appointed as Case Manager. The Discipline Chair may be appointed as Case Manager.
26.8.5 At the discretion of the Executive Director, the Discipline Chair and/or Discipline Panel may be
appointed through Sport Law Connect. In such cases as Sport Law Connect is appointed to manage
a case, the rules and procedures of the Sport Law Connect program will apply.
26.9 Managing an Internal Review Complaint
26.9.1 A Discipline Chair will be appointed within ten (10) days of receiving the complaint. The Discipline
Chair should not be in conflict of interest and should have experience in understanding and
interpreting policies and procedures.
26.9.2 The Discipline Chair’s initial responsibility is to determine whether the complaint is frivolous
and/or within the jurisdiction of the Discipline and Complaints Policy. The Discipline Chair is
required to provide a ruling in this regard within five (5) days of being appointed.
26.9.3 Based on the decision of the Discipline Chair, the following process will be followed:
a) If the complaint is deemed to be unfounded or frivolous, no further action will be taken. A
letter will be sent to the complainant advising them of the findings of the Discipline Chair
within five (5) days of the ruling.
b) If the complaint is deemed to have merit and to fall within the jurisdiction of BC Artistic
Swimming and its Discipline and Complaints Policy, the respondents will be advised of the
complaint and the allegations made against them and ask asked to respond to the allegations,
in writing, within ten (10) days of being notified of the complaint.
26.9.4 In such cases as the Respondent fails to submit their response in accordance with the established
timelines, the Discipline Chair will proceed with rendering a decision based on the information
available.
26.9.5 Within five (5) days of receiving the Respondent’s response, the Discipline Chair will determine
what, if any, sanctions are warranted and advise all parties of the decision.
26.9.6 Records of all sanctions will be maintained by BC Artistic Swimming.
26.10 Managing a Discipline Panel Complaint
26.10.1 If necessary, a Case Manager will be appointed within ten (10) days of receiving the complaint.
The Case Manager should not be in conflict of interest and should have experience in
understanding and interpreting policies and procedures. This is not appealable.
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26.10.2 A Discipline Chair will be appointed within ten (10) days of receiving the complaint. The Discipline
Chair should not be in conflict of interest and should have experience in dispute resolution and
understanding and interpreting policies and procedures. This is not appealable.
26.10.3 The Discipline Chair’s initial responsibility is to determine whether the complaint is frivolous
and/or within the jurisdiction of the Discipline and Complaints Policy. The Discipline Chair is
required to provide a ruling to the Case Manager within five (5) days of being appointed.
26.10.4 The Discipline Chair’s ruling must also include a recommendation whether to manage the case
using a dispute resolution process (see BC Artistic Swimming Dispute Resolution Policy), a
Discipline Panel consisting of a single arbitrator, or a Discipline Panel of three arbitrators. This is
not appealable.
26.10.5 Based on the decision of the Discipline Chair, the following process will be followed:
a) If the complaint is deemed to be unfounded or frivolous, no further action will be taken. The
Case Manager will send a letter to the complainant advising them of the findings of the
Discipline Chair within five (5) days of the ruling.
b) If the complaint is deemed to have merit and to fall within the jurisdiction of BC Artistic
Swimming and its Discipline and Complaints Policy, the Case Manager will advise the parties of
the ruling and the proposed procedures for managing the case within five (5) days of receiving
the Discipline Chair’s ruling.
26.10.6 In such cases as the Discipline Chair recommends managing the case through a dispute resolution
process, all parties must confirm their consent to participate in the dispute resolution process, in
writing, within five (5) days of receiving the notice.
26.10.7 In such cases as the parties refuse dispute resolution or the Discipline Chair recommends the
matter be managed by a Discipline Panel, the format under which the complaint will be heard
must be determined within five (5) days of the Discipline Chair’s ruling. The format of the hearing
may be:
• an oral in-person hearing,
• an oral hearing by telephone or other communication medium,
• a hearing based on a review of documentary evidence submitted in advance of the hearing, or
• a combination of these methods.
The Case Manager will advise all parties of the format under which the complaint will be heard
within two (2) days of the ruling. This is no appealable.
26.10.8 All parties are expected to make themselves available for the complaint to be heard through
Dispute Resolution or by a Discipline Panel within thirty (30) days of the Discipline Chair’s ruling
on the format under which the complaint will be heard.
26.10.9 All parties shall be given no less than five (5) days’ notice of any hearings or meetings related to
the complaint. The hearing will follow the procedures outlined herein.
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26.10.10Upon hearing the complaint, the Discipline Chair is to report the outcome of the Dispute
Resolution process or the findings of the Discipline Panel to the Case Manager within fourteen
(14) days of the decision being made.
26.10.11The Case Manager will advise all parties of the findings within sixteen (16) days of the hearing.
26.10.12Records of all sanctions will be maintained by BC Artistic Swimming.
26.11 Decision
26.11.1 After hearing and/or reviewing the matter, the Discipline Panel will determine whether an
infraction has occurred and, if so, sanctions to be imposed. The Discipline Panel’s written decision,
with reasons, will be distributed by the Case Manager to all Parties and BC Artistic Swimming in
accordance with the timeline set out herein. In extraordinary circumstances, the Discipline Panel
may first issue a verbal or summary decision soon after the hearing’s conclusion, with the full
written decision to be issued with the established timelines. The decision will be considered a
matter of public record unless decided otherwise by the Discipline Panel.
26.11.2 Unless the Discipline Panel decides otherwise, any disciplinary sanctions will begin immediately,
notwithstanding an appeal. Failure to comply with a sanction as determined by the Discipline
Panel will result in an automatic suspension until such time as compliance occurs.
26.11.3 Records of all decisions will be maintained by BC Artistic Swimming.
26.12 Sanctions
26.12.1 Internal Review
26.12.1.1 Recommended Sanctions
a) Verbal or written reprimand
b) Verbal or written apology
c) Service or other contribution to BC Artistic Swimming
d) Removal of certain privileges
e) Suspension from certain teams, events, and/or activities
f) Suspension from all Organization activities for a designated period of time
g) Any other sanction considered appropriate for the offense
26.12.1.2 Request for Reconsideration
26.12.1.2.1 Sanctions rendered through the Internal Review process may not be appealed until the
completion of a Request for Reconsideration.
26.12.1.2.2 The Respondent may contest the sanction by submitting a Request for Reconsideration
within ten (10) days of receiving the sanction. In the Request for Reconsideration, the
Respondent must indicate:
a) Why the sanction is inappropriate;
b) All evidence to support the Respondent’s position; and
c) What penalty or sanction (if any) would be appropriate.
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26.12.1.2.3Upon receiving a Request for Reconsideration, the Discipline Chair may decide to accept
or reject the Respondent’s suggestion for an appropriate sanction.
26.12.1.2.4Should the Discipline Chair accept the Respondent’s suggestion for an appropriate
sanction, that sanction will take effect immediately.
26.12.1.2.5Should the Discipline Chair not accept the Respondent’s suggestion of an appropriate
sanction, the Respondent may request that the initial complaint or incident be handled
under the Discipline Panel Process of this Policy.
26.12.2 Discipline Panel
26.12.2.1 Recommended Sanctions
The Discipline Panel may apply the following disciplinary sanctions, singularly or in
combination:
a) Verbal or written reprimand
b) Verbal or written apology
c) Service or other contribution to BC Artistic Swimming
d) Removal of certain privileges
e) Suspension from certain teams, events, and/or activities
f) Suspension from all BC Artistic Swimming activities for a designated period of time
g) Payment of the cost of repairs for property damage
h) Suspension of funding from BC Artistic Swimming or from other sources
i) Expulsion from BC Artistic Swimming
j) Any other sanction considered appropriate for the offense
26.12.3 Appeals
The decision of a Discipline Panel may be appealed in accordance with BC Artistic Swimming’s
Appeal Policy.
26.13 Discipline Panel Procedures
26.13.1 The Case Manager has a responsibility to:
a) Appoint a Discipline Chair and a Discipline Panel, if necessary
b) Coordinate all administrative aspects and ensure the parties adhere to set timelines
c) Serve as the liaison and communicate with all Parties, as required
d) Provide administrative assistance and logistical support to the Discipline Panel as required
e) Provide any other service or support that may be necessary to ensure a fair and timely
proceeding
26.13.2 The Discipline Chair has a responsibility to:
a) Determine whether the complaint is frivolous and/or within the jurisdiction of this Policy
b) Propose the use of BC Artistic Swimming’s Dispute Resolution Policy
c) Work with the Case Manager to appoint a Discipline Panel, if necessary
d) Adhere to the set timelines
e) Provide any other service or support that may be necessary to ensure a fair and timely
proceeding
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f) Following a hearing or decision, provide a clearly written report outlining the Discipline Panel’s
decision and the rationale for the decision as well as the sanctions to be imposed
26.13.3 The hearing will be governed by the procedures that the Discipline Chair and/or Discipline Panel
deem appropriate in the circumstances, provided that:
a) In the case of an oral in-person hearing or an oral hearing by telephone or other
communication medium, the Parties are given notice of the day, time, and place of the hearing
as prescribed herein
b) Copies of any written documents which the parties wish to have the Discipline Panel consider
will be provided to all Parties, through the Case Manager, no less than two (2) days in advance
of the hearing
c) The Parties may engage a representative, advisor, or legal counsel at their own expense
d) The Discipline Panel may request that any other individual participate and give evidence at the
hearing
e) The Discipline Panel may allow as evidence at the hearing any oral evidence and document or
thing relevant to the subject matter of the complaint, but may exclude such evidence that is
unduly repetitious, and shall place such weight on the evidence as it deems appropriate
f) The decision will be by a majority vote of the Discipline Panel
26.13.4 If the Respondent acknowledges the facts of the incident, the Respondent may waive the hearing,
in which case the Discipline Panel will determine the appropriate sanction. The Discipline Panel
may still hold a hearing for the purpose of determining an appropriate sanction.
26.13.5 The hearing will proceed in any event, even if a Party chooses not to participate in the hearing.
26.13.6 A Party that fails to attend a hearing after receiving notice of the hearing in accordance with these
policies, shall be deemed not in good standing with BC Artistic Swimming until such time as the
matter is resolved in a subsequent hearing. In such cases, it is the Party’s responsibility to request
a subsequent hearing.
26.13.7 If a decision may affect another party to the extent that the other party would have recourse to
a complaint or an appeal in their own right, that party will become a Party to the current complaint
and will be bound by the decision.
26.13.8 In fulfilling its duties, the Discipline Panel may obtain independent advice.
26.14 Suspension Pending a Hearing
BC Artistic Swimming may determine that an alleged incident is of such seriousness as to warrant
suspension of an Individual pending completion of a criminal process, a hearing, or a decision of the
Discipline Panel.
26.15 Criminal Convictions
An Individual’s conviction for a Criminal Code offense, as determined by BC Artistic Swimming, will be
deemed an infraction under this Policy and will result in expulsion from BC Artistic Swimming. Criminal
Code offences may include, but are not limited to:
a) Any child pornography offences
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b) Any sexual offences
c) Any offence of physical violence
d) Any offence of assault
e) Any offence involving trafficking of illegal drugs
26.16 Confidentiality
The discipline and complaints process is confidential and involves only the Parties, the Case Manager, the
Discipline Panel, and any independent advisors to the Discipline Panel. Once initiated and until a decision
is released, none of the Parties will disclose confidential information relating to the discipline or complaint
to any person not involved in the proceedings.
26.17 Retaliation
No person may engage in retaliation, intimidation or any other form of punishment against individuals
who raise good faith concerns about an offence or who assist in an investigation. Retaliation may be
grounds for a complaint under this Policy.
26.18 Timelines
If the circumstances of the complaint are such that adhering to the timelines outlined by this Policy will
not allow a timely resolution to the complaint, the Discipline Panel may direct that these timelines be
revised.
Internal Review Discipline Panel
Day 0 Complaint received Day 0 Complaint received
+ 5 days ED determines process + 5 days ED determines process
+ 5 days DC appointed + 5 days DC and CM appointed
+ 5 days DC determines if frivolous or to proceed + 5 days DC determines if frivolous or to proceed
+ 5 days Notice that case is closed OR request for
Respondent’s response
DC determines recommended format –
ADR/1 person or ADR/Discipline Pane;
+ 10 days Respondent’s response arrives + 5 days CM distributes decision to parties
+ 5 days DC renders decision and notifies parties + 5 days Parties consent to ADR
35 days + 5 days DC determines format for hearing the
complaint (in person, by phone, etc.)
+ 2 days CM distributes format for hearing the
complaint to parties
w/in 30
days
Hearing is convened
+ 14 days DC provides CM with written decision,
including rationale and sanctions
+ 2 days CM distributes notice of decision
78 days
26.19 Records and Distribution of Decisions
Other individuals or organizations, including but not limited to, national sport organizations, provincial
sport organizations, sport clubs, etc., may be advised of any decisions rendered in accordance with this
Policy.
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27. APPEAL POLICY
27.1 Definitions
The following definitions shall apply in the context of the Appeal Policy:
a) “Appellant” – The Party appealing a decision
b) “Case Manager” – The individual who implements procedures described in this Appeal Policy. The
Case Manager does not need to be a member of, or affiliated with, BC Artistic Swimming. The Case
Manager’s role is further described in BC Artistic Swimming’s Case Manager Job Description.
c) “Respondent” – The body whose decision is being appealed
d) “Parties” – The Appellant, Respondent, and any other Individuals affected by the appeal
e) “Days” – Days including weekends and holidays
f) “Individuals” – All categories of membership defined in BC Artistic Swimming’s Bylaws, as well as all
individuals employed by, or engaged in activities with, BC Artistic Swimming including, but not limited
to, athletes, coaches, convenors, referees, officials, volunteers, managers, administrators,
committee members, Directors and Officers of BC Artistic Swimming, spectators at events, and
parents/guardians of athletes
27.2 Purpose
BC Artistic Swimming is committed to providing an environment in which all Individuals involved with BC
Artistic Swimming are treated with respect and fairness. BC Artistic Swimming provides Individuals with
this Appeal Policy to enable fair, affordable, and expedient appeals of certain decisions made by BC Artistic
Swimming. Further, some decisions made by the process outlined in BC Artistic Swimming’s Discipline and
Complaints Policy may be appealed under this Policy.
27.3 Adult Representative
27.3.1 Appeals may be filed by an Individual who is a minor (younger than 19 years old). Minors must
have a parent/guardian or other adult serve as their representative during this process
27.3.2 Communication from the Case Manager must be directed to the minor’s representative.
27.3.3 A minor is not required to attend an oral hearing, if held.
27.4 Scope and Application of this Policy
27.4.1 This Policy applies to all Individuals. Any Individual who is directly affected by a BC Artistic
Swimming decision shall have the right to appeal that decision provided there are sufficient
grounds for the appeal under the ‘Grounds for Appeal’ section of this Policy.
27.4.2 This Policy will apply to decisions relating to:
a) Eligibility
b) Selection
c) Conflict of Interest
d) Discipline
e) Membership
f) Athlete funding or carding selection
27.4.3 This Policy will not apply to decisions relating to:
a) Employment
b) Infractions for doping offenses
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c) The rules of the sport
d) Selection criteria, quotas, policies, and procedures established by entities other than BC
Artistic Swimming
e) Substance, content and establishment of team selection criteria
f) Volunteer/coach appointments and the withdrawal or termination of those appointments
g) Budgeting and budget implementation
h) BC Artistic Swimming’s operational structure and committee appointments
i) Decisions or discipline arising within the business, activities, or events organized by entities
other than BC Artistic Swimming (appeals of these decisions shall be dealt with pursuant to
the policies of those other entities unless requested and accepted by BC Artistic Swimming at
its sole discretion)
j) Commercial matters for which another appeals process exists under a contract or applicable
law
k) Decisions made under this Policy
27.5 Timing of Appeal
27.5.1 Individuals who wish to appeal a decision have ten (10) days from the date on which they received
notice of the decision to submit, in writing to BC Artistic Swimming, the following:
a) Notice of the intention to appeal
b) Contact information of the appellant
c) Name of the respondent and any affected parties, when known to the Appellant
d) Date the appellant was advised of the decision being appealed
e) A copy of the decision being appealed, or description of decision if written document is not
available
f) Grounds for the appeal
g) Detailed reasons for the appeal
h) All evidence that supports these grounds
i) Requested remedy or remedies
j) An administration fee of one hundred fifty dollars ($150), which will be refunded if the appeal
is upheld
27.5.2 An Individual who wishes to initiate an appeal beyond the ten (10) day period must provide a
written request stating the reasons for an exemption. The decision to allow, or not allow, an
appeal outside of the ten (10) day period will be at the sole discretion of the Case Manager and
may not be appealed.
27.6 Grounds for Appeal
27.6.1 A decision cannot be appealed on its merits alone. An appeal may only be heard if there are
sufficient grounds for appeal. Sufficient grounds include the Respondent:
a) Made a decision that it did not have the authority or jurisdiction (as set out in the
Respondent’s governing documents) to make
b) Failed to follow its own procedures (as set out in the Respondent’s governing documents)
c) Made a decision that was influenced by bias (where bias is defined as a lack of neutrality to
such an extent that the decision-maker appears not to have considered other views)
d) Made a decision that was grossly unreasonable
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27.6.2 The Appellant must demonstrate, on a balance of probabilities, that the Respondent has made a
procedural error as described in the ‘Grounds for Appeal’ section of this Policy and that this error
had, or may reasonably have had, a material effect on the decision or decision-maker.
27.6.3 Screening of Appeal – Upon receiving the notice of the appeal, the fee, and all other information
(outlined in the ‘Timing of Appeal’ section of this Policy), BC Artistic Swimming and the Appellant
may first determine the appeal to be heard under BC Artistic Swimming’s Dispute Resolution
Policy.
27.6.4 Appeals resolved by mediation under BC Artistic Swimming’s Dispute Resolution Policy will cause
the administration fee to be refunded to the Appellant.
27.6.5 Should the appeal not be resolved by using the Dispute Resolution Policy, BC Artistic Swimming
will appoint a Case Manager. The Case Manager should not be in a conflict of interest and should
have expertise in dispute resolution matters. The job description for the Case Manager is
described in the Case Manager Job Description, which is an internal document provided to the
Case Manager once appointed. Such appointment is not appealable.
27.6.6 The Case Manager has the following responsibilities:
a) Determine if the appeal falls under the scope of this Policy
b) Determine if the appeal was submitted in a timely manner
c) Decide whether there are sufficient grounds for the appeal
27.6.7 If the appeal is denied on the basis of insufficient grounds, because it was not submitted in a
timely manner, or because it did not fall under the scope of this Policy, the Appellant will be
notified, in writing, of the reasons for this decision. This decision may not be appealed.
27.6.8 If the Case Manager is satisfied there are sufficient grounds for an appeal, the Case Manager will
appoint an Appeals Panel which shall consist of a single Arbitrator, to hear the appeal. In
extraordinary circumstances, and at the discretion of the Case Manager, a Panel of three persons
may be appointed to hear the appeal. In this event, the Case Manager will appoint one of the
Panel’s members to serve as the Chair.
27.7 Procedure for Appeal Hearing
27.7.1 The Case Manager shall notify the Parties that the appeal will be heard. The Case Manager shall
then decide the format under which the appeal will be heard. This decision is at the sole discretion
of the Case Manager and may not be appealed.
27.7.2 If a Party chooses not to participate in the hearing, the hearing will proceed in any event.
27.7.3 The format of the hearing may involve an oral in-person hearing, an oral hearing by telephone or
other electronic means, a hearing based on a review of documentary evidence submitted in
advance of the hearing, or a combination of these methods. The hearing will be governed by the
procedures that the Case Manager and the Panel deem appropriate in the circumstances,
provided that:
a) The hearing will be held within a timeline determined by the Case Manager
b) The Parties will be given reasonable notice of the day, time and place of the hearing
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c) Copies of any written documents which the parties wish to have the Panel consider will be
provided to all Parties in advance of the hearing
d) The Parties may be accompanied by a representative, advisor, or legal counsel at their own
expense
e) The Panel may request that any other individual participate and give evidence at the hearing
f) The Panel may allow as evidence at the hearing any oral evidence and document or thing
relevant to the subject matter of the appeal, but may exclude such evidence that is unduly
repetitious and shall place such weight on the evidence as it deems appropriate
g) If a decision in the appeal may affect another party to the extent that the other party would
have recourse to an appeal in their own right under this Policy, that party will become a party
to the appeal in question and will be bound by its outcome
h) The decision to uphold or reject the appeal will be by a majority vote of Panel members
27.7.4 In fulfilling its duties, the Panel may obtain independent advice.
27.8 Appeal Decision
27.8.1 The Panel shall issue its decision, in writing and with reasons, within fourteen (14) days after the
hearing’s conclusion. In making its decision, the Panel will have no greater authority than that of
the original decision-maker. The Panel may decide to:
a) Reject the appeal and confirm the decision being appealed
b) Uphold the appeal and refer the matter back to the initial decision-maker for a new decision
c) Uphold the appeal and vary the decision
27.8.2 The Panel’s written decision, with reasons, will be distributed to all Parties, the Case Manager,
and BC Artistic Swimming. In extraordinary circumstances, the Panel may first issue a verbal or
summary decision soon after the hearing’s conclusion, with the full written decision to be issued
thereafter. The decision will be considered a matter of public record unless decided otherwise by
the Panel.
27.9 Retaliation
No person may engage in retaliation, intimidation or any other form of punishment against and Individual
who files an appeal. Retaliation may be grounds for a complaint under the Discipline and Complaints
Policy.
27.10 Timelines
If the circumstances of the appeal are such that adhering to the timelines outlined by this Policy will not
allow a timely resolution to the appeal, the Case Manager and/or Panel may direct that these timelines
be revised.
27.11 Confidentiality
The appeals process is confidential and involves only the Parties, the Case Manager, the Panel, and any
independent advisors to the Panel. Once initiated and until a decision is released, none of the Parties will
disclose confidential information to any person not involved in the proceedings.
27.12 Records and Distribution of Decisions
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Other individuals or organizations, including but not limited to, national sport organizations, provincial
sport organizations, sport clubs, etc., may be advised of any decisions rendered in accordance with this
Policy.
27.13 Final and Binding
No action or legal proceeding will be commenced against BC Artistic Swimming or Individuals in respect
of a dispute, unless BC Artistic Swimming has refused or failed to provide or abide by the dispute
resolution process and/or appeal process as set out in BC Artistic Swimming’s governing documents.
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28. DISPUTE RESOLUTION POLICY
28.1 Definitions
The following definitions shall apply in the context of the Dispute Resolution Policy:
“Individuals” – All categories of membership defined in BC Artistic Swimming’s Bylaws, as well as all
individuals employed by, or engaged in activities with, BC Artistic Swimming including, but not limited to,
athletes, coaches, convenors, referees, officials, volunteers, managers, administrators, committee
members, and Directors and Officers of BC Artistic Swimming, spectators, and parents/guardians of
athletes
28.2 Purpose
28.2.1 BC Artistic Swimming supports the principles of Alternate Dispute Resolution (ADR) and is
committed to the techniques of negotiation, facilitation, and mediation as effective ways to
resolve disputes. Alternate Dispute Resolution also avoids the uncertainty, costs, and other
negative effects associated with lengthy appeals or complaints, or with litigation.
28.2.2 BC Artistic Swimming encourages all Individuals to communicate openly, collaborate, and use
problem-solving and negotiation techniques to resolve their differences. BC Artistic Swimming
believes that negotiated settlements are usually preferable to outcomes resolved through other
dispute resolution techniques. Negotiated resolutions to disputes with and among Individuals are
strongly encouraged.
28.3 Application of this Policy
28.3.1 This Policy applies to all Individuals.
28.3.2 Opportunities for Alternate Dispute Resolution may be pursued at any point in a dispute, per the
Discipline and Complaints Policy or the Appeal Policy, when all parties to the dispute agree that
such a course of action would be mutually beneficial.
28.4 Facilitation and Mediation
28.4.1 The dispute will first be referred to BC Artistic Swimming’s President (or designate) for review,
with the objective of resolving the dispute via Alternate Dispute Resolution and/or mediation.
28.4.2 If all parties to a dispute agree to Alternate Dispute Resolution, a mediator or facilitator,
acceptable to all parties, shall be appointed to mediate or facilitate the dispute.
28.4.3 The mediator or facilitator shall decide the format under which the dispute shall be mediated or
facilitated, and shall specify a deadline before which the parties must reach a negotiated decision.
28.4.4 Should a negotiated decision be reached, the decision shall be reported to, and approved by, BC
Artistic Swimming. Any actions that are to take place as a result of the decision shall be enacted
on the timelines specified by the negotiated decision, pending BC Artistic Swimming’s approval.
28.4.5 Should a negotiated decision not be reached by the deadline specified by the mediator or
facilitator at the start of the process, or if the parties to the dispute do not agree to Alternate
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Dispute Resolution, the dispute shall be considered under the appropriate section of the Appeal
Policy or Discipline and Complaints Policy, as applicable.
28.5 Final and Binding
Any negotiated decision will be binding on the parties. Negotiated decisions may not be appealed.
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29. CASE MANAGER JOB DESCRIPTION
29.1 Purpose
BC Artistic Swimming’s policies may require the appointment of a Case Manager. This Job Description
outlines the role, identity, and tasks of that individual.
29.2 Policies
The following Policies require the appointment of a Case Manager:
a) Discipline and Complaints
b) Appeal
29.3 Identity
29.3.1 The Case Manager appointed by BC Artistic Swimming should be experienced with handling
disputes in an unbiased manner. The individual should not be connected in any way to the issue
being disputed (and/or the outcome of the dispute) but does not necessarily need to be an
independent third-party not connected with BC Artistic Swimming – though the guaranteed
independence and neutrality of a third-party is preferred. The individual does not need to be a
Member, Director or participant and does not need to have a background in the sport.
29.3.2 The Case Manager’s identity does not need to be approved by any of the parties involved in the
dispute.
29.4 Discretion – Complaints
29.4.1 When a complaint is filed under the Discipline and Complaints Policy, the Case Manager is
required to exercise his or her discretion to determine, among other things, if the complaint is
frivolous or vexatious.
29.4.2 In making these determinations, the Case Manager should refer to BC Artistic Swimming’s
Conduct Policy to decide the appropriateness of the complaint. The Case Manager should also
consider the motivations of the complainant and if the complaint appears to be motivated by
personal interest, bias, or a grudge against BC Artistic Swimming or the Respondent.
29.5 Discretion – Appeals
29.5.1 When an appeal is filed, the Case Manager is required to exercise his or her discretion to
determine whether, among other things, if there are appropriate grounds for the appeal.
29.5.2 At this initial stage of the appeal, the Case Manager is not acting as the Panel and determining the
merits of the appeal, but instead determining whether the Appellant has properly shown that an
error in the process may have been made. The Case Manager will need to carefully consult BC
Artistic Swimming’s policies and procedures, and analyze the process that contributed to the
decision, to determine whether there are appropriate grounds.
29.6 Discretion – Timeliness and Jurisdiction
29.6.1 When a complaint or an appeal is filed, the Case Manger is required to exercise his or her
discretion to determine whether the policy has jurisdiction over the matter and whether the
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complaint or appeal has been filed within proper timelines and, if not, whether an extension
should be granted.
29.6.2 When exercising discretion in this matter, the Case Manager should consider the scope of BC
Artistic Swimming’s authority and if BC Artistic Swimming is the correct organization to handle
the issue. Further, when considering an extension to the listed deadline, the Case Manager should
consider any extenuating circumstances that prohibited the submission of the complaint or
appeal within the timelines, whether the timelines are reasonable, and if any party (or BC Artistic
Swimming) will be adversely affected by the granting of an extension and/or if a granted extension
will permit multiple additional complaints or appeals.
29.7 Hearing Format – Discretion
29.7.1 The Case Manager is required to exercise his or her discretion to determine the format of the
hearing. Hearings typically take the following forms:
a) In person
b) Conference call
c) Written submissions
d) Conference call + written submissions
29.7.2 In determining the format of the hearing the Case Manager should consider:
a) The distance between the parties
b) The animosity between the parties
c) The time commitment and location of the Panel
d) The timelines for a decision
e) The language barriers between the parties
f) The gravity of the complaint/appeal
29.8 Panel Appointment
29.8.1 The Case Manager is required to appoint a Panel of one person or, in extraordinary circumstances,
three people to decide the issue. The individual(s) should have the following characteristics:
a) Experience in dispute resolution
b) Experience with sport disputes
c) No connection to either party
d) Preferably no connection with BC Artistic Swimming
e) Decisiveness
29.8.2 The Panel should consist of three individuals only when the complaint or appeal is especially
contentious or complex, or if it has major life-changing effects on the parties.
29.8.3 The Case Manager should remind the Panel to adhere to the powers given to the Panel by the
applicable policy.
29.8.4 The Case Manager may assist the Panel in writing the decision but must not volunteer his or her
opinion on the case.
29.9 Communication
29.9.1 Especially when the hearing is to be held by written submissions, the Case Manager is required to
communicate swiftly, clearly, and decisively with each party. The parties must adhere to the
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deadlines set by the Case Manager, or by the applicable policy, and the process must move
forward even if a party misses a deadline with no reasonable explanation.
29.9.2 When coordinating an oral hearing, the Case Manager should first consider the schedule of the
Panel, then the schedule of the Complainant or Appellant, and then the schedule of the
Respondent in an attempt to find a suitable time for everyone.
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Appendices – Specific Behaviour Expectations & Standards
In addition to the above, there are certain behaviour expectations and standards that apply to specific
categories of Individuals and Organizations as outlined in Appendices A-G.
30. Appendix A: ATHLETES
Athletes shall:
a) Strive for personal and team achievement through complete, consistent and sincere effort.
b) Show respect for themselves and for all others.
c) Contribute to a positive team culture by providing positive and constructive comments to teammates
that motivate and encourage continued effort.
d) Recognize that any bullying behaviour will not be tolerated and let their Coach, a Support Personnel,
or a Person in Leadership know immediately if they have witnessed bullying behaviour or have been
the victim of bullying.
e) Immediately report to their Coach or Support Personnel any mental or physical health issue that may
prevent or limit their ability to train, travel or compete and, in the case of national team or CSI-Pacific
carded Athletes, their ability to fulfill the carding requirements.
f) Comply at all times with the Discrimination, Harassment, and Maltreatment Policy and refrain from
acting in a manner that is discriminatory, harassing, or maltreating any Individual.
g) Only participate in competitions for which they are eligible to compete.
h) Arrive for each practice, competition, selections or other Artistic Swimming Activity or Event on time,
with all appropriate gear, well-nourished and prepared to the best of their ability.
i) Conduct themselves in a sportsmanlike manner, whether as competitors or spectators, and not
tolerate anyone among them who does not.
j) Never consume alcohol, cannabis, tobacco, or e-smoking products as a Minor or while engaged in
Activity or Event.
k) Where applicable, adhere to the Organization’s Athlete Agreement, its requirements and
expectations.
l) Comply with the Organization’s rules and requirements regarding clothing, equipment, training,
travel, competition and curfew.
m) Align themselves with and follow the Rule of Two and BCAS Rule of Two Policy, and hold all other
members accountable to the same standards.
n) Comply with all other applicable Organizations’ Policies.
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31. Appendix B: BOARD AND COMMITTEE MEMBERS
Directors, officers, and committee members shall:
a) Be responsible first and foremost to the welfare of their Organization and function primarily as a
member of the board or committee, not as a member of any particular constituency or
relationship.
b) Conduct themselves openly, professionally, lawfully and in good faith in a way that is aligned with
and reinforces the Organization’s values and ethical standards.
c) Exercise due diligence in holding their fiduciary responsibility.
d) Comply at all times with the Discrimination, Harassment, and Maltreatment Policy and refrain
from acting in a manner that is discriminatory, harassing, or maltreating any Individual.
e) Promote an appropriate culture that emphasizes the fair handling of conflicts of interest and
comply with the Conflict of Interest Policy.
f) Ensure that all directors, officers, and committee members are given sufficient opportunity to
express opinions and that all opinions are given due consideration and weight.
g) Respect the decisions of the majority and resign if unable to do so.
h) Commit the time to attend meetings and to be diligent in their preparation for and participation
in discussions.
i) Have a thorough knowledge and understanding of the Organization’s governing by-laws, policies,
and rules.
j) Promote a culture that values complaints and their effective resolution.
k) Align themselves with and follow the Rule of Two and BCAS Rule of Two Policy, and hold all other
members accountable to the same standards.
l) Comply with all other applicable Organizations’ Policies.
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32. Appendix C: COACHES AND SUPPORT PERSONNEL
Coaches and Support Personnel shall:
a) Demonstrate responsible leadership and adhere, for Coaches, to the NCCP Code of Ethics and the CAS
Coach Registration and Certification Policy and the BCAS Coach Certification Policy, and for Support
Personnel to their respective professional certification organization or association and related policies.
b) Always be in good standing with the CAC for Coaches and with their professional certification organization
or association, if applicable, for Support Personnel.
c) Act in the best interest of the Athlete’s development as a whole person and in alignment with the True
Sport Principles, Respect in Sport and the Responsible Coaching Movement.
d) Ensure a safe environment by selecting activities and establishing controls that are suitable for the age,
experience, ability, and fitness level of the involved Athletes, and educating Athletes as to their
responsibilities in contributing to a safe environment.
e) Align themselves with and follow the Rule of Two and BCAS Rule of Two Policy, and hold all other members
accountable to the same standards.
f) Work cooperatively with other Support Personnel including sport medical professionals in the diagnosis,
treatment, and management of athletes’ medical and psychological treatments.
g) Never encourage or permit an athlete to return to play prematurely or without the clearance of a medical
professional following a serious injury.
h) Never withhold, recommend against, or deny adequate hydration, nutrition, medical attention, or sleep.
i) Accept and promote Athletes’ personal goals and refer Athletes to other Coaches and Support Personnel
as appropriate and as opportunities arise.
j) Never withhold information or take any action that could inappropriately influence Athlete decisionmaking about participation in national or provincial team or other training programs.
k) Support the Coaching and Support Personnel staff or contractors of any training camp or provincial or
national team training program should an Athlete qualify for participation in one of these programs.
l) Not use their position as a national or provincial Coach or Support Personnel to solicit Athletes (or the
Parents of Minor athletes) unless first receiving approval from the Coaches who are responsible for the
Athlete.
m) Provide Athletes and the Parents of Minor athletes with the information required to be involved in the
decisions that affect the athlete.
n) Exemplify conduct they wish their Athletes to adopt in dress and behaviour.
o) Maintain professional boundaries with Athletes and refrain from interacting with minor athletes on social
media other than through a distinct professional account.
p) Ensure all online dialogue and interactions with Minor Athletes are for artistic swimming-related purposes
only.
q) Ensure their athletes understand that Discrimination, Harassment, and Maltreatment will not be
tolerated, and create a culture of disclosure and reporting at the Athlete level.
r) Comply at all times with the Discrimination, Harassment, and Maltreatment Policy and refrain from acting
in a manner that is discriminatory, harassing, or maltreating any Individual.
s) Use inoffensive language and refrain from yelling at Athletes in a manner that serves no productive
training or motivational purpose.
t) Not criticize other Coaches, Support Personnel, or Individuals publicly and interact in a professional
manner.
u) Comply with the Organizations’ rules and requirements regarding dress code.
v) Comply with all other applicable Organization’s Policies.
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33. Appendix D: OFFICIALS
Officials shall:
a) Accept an assignment to officiate at a competition or event only if they intend to honour that
commitment, and let the appropriate person know as soon as possible if, for any reason, they are
unable to attend.
b) Conduct themselves openly, professionally, impartially, and in good faith in all officiating
activities.
c) Comply at all times with the Discrimination, Harassment, and Maltreatment Policy and refrain
from acting in a manner that is discriminatory, harassing, or maltreating any Individual.
d) Avoid endorsing or posting information about an Athlete, Coach, Support Personnel or other
Individual that may suggest a preferential relationship or give the appearance of a conflict of
interest.
e) Declare a conflict of interest where applicable and refrain from officiating in situations where the
perception of a conflict of interest may be present.
f) Make independent judgments.
g) Respect the confidentiality required by issues of a sensitive nature, including elections, defaults,
forfeits, discipline processes, appeals, and other Confidential Information.
h) Commit to understanding and practicing their role as judge, referee, scorer, or other official and
act appropriately within that role.
i) Maintain technical knowledge of artistic swimming and all current rules and rule changes.
j) Be accountable for decisions made while officiating.
k) Share technical knowledge and experience of artistic swimming with Athletes, Parents, Coaches,
meet managers, volunteers, CAS, BCAS or Affiliated Organizations employees, and other Officials
to enhance the development of the sport.
l) Not criticize other Officials, Organizations, or Individuals publicly and interact in a professional
manner.
m) Comply with the Organization’s rules and requirements regarding dress code.
n) Align themselves with and follow the Rule of Two and BCAS Rule of Two Policy, and hold all other
members accountable to the same standards.
o) Comply with all other applicable Organizations’ Policies.
p) Not use their position as an official or affiliation with a member Club to solicit Athletes (or the
Parents of minor athletes) unless first receiving approval from the coaches who are responsible
for the athlete.
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34. Appendix E: PARENTS AND SPECTATORS
Parents or spectators shall:
a) Never ridicule an Athlete for making a mistake during a performance or practice and provide
positive comments that motivate and encourage all Athletes’ continued effort.
b) Respect the decisions and judgments of officials and encourage athletes to do the same.
c) Respect and show appreciation to all competitors and to the Coaches, Officials, Support
Personnel, meet managers, Volunteers and other Individuals who give their time to the sport of
artistic swimming.
d) Refrain from the use of bad language, and not interfere with events or harass Coaches, Officials,
Support Personnel, meet managers, Volunteers and other Parents or Spectators.
e) Comply at all times with the Discrimination, Harassment, and Maltreatment Policy and refrain
from acting in a manner that is discriminatory, harassing, or maltreating any Individual.
f) Be subject to disciplinary sanction if they breach this Section even if they are not a Registrant or
member of CAS, BCAS or an Affiliated Organization.
g) Not solicit athletes (or the Parents of minor athletes) unless first receiving approval from the
coaches who are responsible for the athlete.
h) Align themselves with and follow the Rule of Two and BCAS Rule of Two Policy, and hold all other
members accountable to the same standards.
i) Comply with all other applicable Organizations’ Policies.
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35. Appendix F: PERSONS IN LEADERSHIP
Persons in Leadership shall:
a) Promote awareness and understanding of the Organizations’ values and this Conduct Policy.
b) Consider equity, diversity and inclusion when setting policies and developing, updating or
delivering programs.
c) Act as a role model through their behaviour, actions, and words and encourage and motivate
other Individuals to do the same.
d) Build trust of the Organization’s Employees, Athletes and other Individuals by listening to and
understanding their interests and needs.
e) Instill an atmosphere of collaboration.
f) Not use their position to solicit athletes (or the Parents of minor athletes) unless first receiving
approval from the coaches who are responsible for the athlete.
g) Maintain an environment where everyone feels comfortable asking questions and raising
concerns.
h) Assist people through the complaint process, if needed.
i) Comply at all times with the Discrimination, Harassment, and Maltreatment Policy and refrain
from acting in a manner that is discriminatory, harassing, or maltreating any Individual.
j) Ensure that any possible or actual misconduct is investigated promptly and thoroughly, as
appropriate.
k) Advise the Organization’s President or Senior Staff immediately of any situation where a
complainant has publicized a complaint in the media.
l) Impose appropriate disciplinary or corrective measures when misconduct has been substantiated,
regardless of the position or authority of the offender.
m) Persons in Leadership of an Affiliated Organization shall provide the Organization’s Executive
Director with a copy of a report on the outcome of any investigation into Discrimination,
Harassment or Maltreatment.
n) Be subject to disciplinary sanction if they breach this Section even if they are not a Registrant or
member of CAS, BCAS or an Affiliated Organization.
o) Align themselves with and follow the Rule of Two and BCAS Rule of Two Policy, and hold all other
members accountable to the same standards.
p) Comply with all other applicable Organizations’ Policies.
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36. Appendix G: BCAS MEMBERS AND AFFILIATED ORGANIZATIONS
Affiliated Organizations shall:
a) Adhere to all CAS and BCAS governing Bylaws, policies and rules and, where necessary, amend
their own Bylaws, policies, and rules to comply with those of CAS and BCAS.
b) Recognize that their websites, blogs, and social media accounts are seen as extensions of CAS and
BCAS and must reflect the CAS and BCAS mission, vision and values;
c) Comply at all times with the Discrimination, Harassment, and Maltreatment Policy and refrain
from acting in a manner that is discriminatory, harassing, or maltreating any Individual.
d) Ensure that all Athletes, Coaches and Support Personnel participating in an Activity or Event over
which CAS, BCAS, or an Affiliated Organization has jurisdiction are registered and in good standing.
e) Have well-defined hiring practices and other standards in place, including interviews, reference
checks, and police record checks and other background screening checks, in accordance with the
CAS Screening Policy and BC Criminal Record Review Act to ensure Athletes have a healthy and
safe sport environment.
f) Not solicit athletes (or the Parents of minor athletes) unless first receiving approval from the
coaches who are responsible for the athlete.
g) Promote a culture that provides clear process for values complaints and their effective resolution.
h) Ensure that any possible or actual misconduct is investigated promptly and thoroughly, as
appropriate.
i) Advise the Organization’s President or Senior Staff immediately of any situation where a
complainant has publicized a complaint in the media.
j) Impose appropriate disciplinary or corrective measures under the Organization’s Discipline and
Complaints Policy when misconduct has been substantiated, regardless of the position or
authority of the offender.
o) Provide the Organization’s Executive Director with a copy of all decisions rendered under the
Organization’s Discipline and Complaint Policy or Appeal Policy.
p) Align themselves with and follow the Rule of Two and BCAS Rule of Two Policy, and hold all other
members accountable to the same standards.