Guidelines on Conduct

1. Preamble

The Athletic and Recreation Division of the School of Physical and Health Education of Queen's University and the University Council on Athletics expect that representatives of the University in any athletic competition will act within the law, responsibly, and in a manner that helps to foster a positive image of the University and its Athletic program. This policy applies to all students, staff, faculty, coaches, program leaders and participants while involved in any aspect of a Queen's Athletic and Recreation Program, whether on or off campus. Participation in recreational or competitive athletics is a privilege that carries with it an obligation for appropriate behaviour by all participants.

Queen's coaches and program leaders acknowledge that their principle role is to assist athletes in the development of their athletic potential while supporting the educational elements of the athlete's academic program. It is essential to maintain professional relationships between coaches and athletes in order to foster a safe and inclusive environment. Therefore, the development of intimate personal relationships between athletes or participants and teachers/coaching staff/program leaders is inappropriate. It is the duty of both supervisory staff and program leaders to ensure that professional relationships are maintained.

Coaches, program leaders and athletes of Queen's University teams acknowledge that university sport is governed by the rules of the CIS, CIRA, and OUA or supplemented as appropriate by duly-empowered bodies of the provincial or national sport association and its affiliated International Association. In International University sport, FISU rules will also apply. Both coaches, program leaders and athletes accept these rules as a fundamental and integral part of sport at the university level.

2. Policy

Inappropriate Conduct:

While representing Queen's University in sanctioned athletic events, including attendance at tournaments, invitational events and other related functions, student athletes, student assistants and team athletic staff shall conduct themselves in such a manner as to ensure that neither the team nor the University is brought into disrepute. More specifically, this code of conduct and behaviour assumes that student athletes and team staff will comply with the following:

1. Treat teammates, opponents, officials, spectators, hotel owners and staff, restaurant owners and staff, bus drivers and the public in general, with due respect.
2. Follow all rules established by specific teams, athletic conferences, and the CIS, in particular those rules relating to the use of drugs, the use of alcohol, appropriate dress, care of playing equipment, and acceptance of money or gifts from fans, alumni or team supporters/boosters.
3. Refrain from the consumption of alcohol while travelling to and from and at the site of, athletic events/competitions, contests, or practices. This code applies to all varsity and intramural sports, clubs, and recreational users both at home and at away events.
4. The consumption of alcohol on Queen's transport is strictly prohibited.

These guidelines of conduct shall govern all Queen's University Athletic Programs and the related activities of participants in university sponsored programs. It applies to all competitions, team practices and to players, whether playing or not.

When individuals, student athletes/staff or teams have failed to conduct themselves in accordance with this code of conduct, or when individuals or teams have committed an act which is considered to be a breach of the code, the University has the right and obligation to take the necessary disciplinary measures as may be appropriate in the circumstances. It will be the responsibility of the Chair, Athletics and Recreation to recommend the appropriate sanction or disciplinary action after receiving recommendations from the appropriate Athletic Coordinator and Coach.

Copies of this procedure may be obtained in the office of the Chair, Athletics & Recreation, and from the office of the Director of the School of Physical and Health Education.

Harassment and Discrimination:

The Division of Athletics and Physical Education is committed to providing a safe, non threatening environment which is supportive of productivity, as well as demonstrating a concern for the personal goals, dignity and self worth of all athletes and staff of the unit. It is the goal of this division to treat every athlete and staff member fairly in an environment free of harassment and discrimination.

Queen's University recognizes that all members of the University community have the right to be free from harassment and discrimination on the prohibited grounds defined in the Ontario Human Rights Code. This includes but is not limited to: sexual harassment, harassment based on gender, race, ethnicity, religion, creed, disability and sexual orientation. Such harassment and discrimination has the purpose or effect of unreasonably interfering with an individual's or a groups work or academic performance, or of creating an intimidating, hostile or offensive working, living or academic environment.

Within the Athletics and Recreation Division, all those with supervisory responsibilities including: faculty, coaches, program leaders and administrative supervisors, are expected to be aware of what constitutes harassment and discrimination. In addition, all such supervisors must not ignore inappropriate activities within their areas of responsibility. Supervisors are also responsible for ensuring that any complaints or concerns brought to their attention are attended to immediately and effectively, while respecting the confidentiality of all parties involved.

Sexual harassment means engaging in conduct or comment of a sexual nature that is known or ought reasonably to be known to be unwelcome. It includes but is not limited to: sexual advances or remarks, the inappropriate display of sexually suggestive material, and unwanted physical contact of a sexual nature.

Discrimination is any action which has the effect of differentiating on the basis of prohibited grounds, resulting in inequality of opportunity and/or exclusion. Examples of this include: name calling or derogatory remarks, bias in administrative, employment and academic decisions, bias the in scheduling of activities, and discrimination in the provision of goods and services, access to premises, accommodation and other facilities. It can affect groups as well as individuals. Discrimination is considered a human rights issue when it involves one or more of the aforementioned prohibited grounds.

If you would like assistance in resolving your concerns, contact your supervisor, coach or someone you trust who is in a position of authority. If you are more comfortable speaking to someone outside the Department, do not hesitate to contact the Human Rights Office at 533-6886. Staff are available to provide support, advice and/or assistance in addressing any human rights issue. See N.B.

Abusive Behaviour:

Everyone has the right to be treated in a respectful manner. Nonetheless, there are occasions when there are abuses of power between individuals. The inappropriate use of power by one person over another can take many forms, and may or may not be related to other types of harassment and discrimination.

This type of abuse includes but is not limited to:

• creating conditions of unreasonable isolation from other colleagues or peers
• assigning unreasonable quantities of work or making personal demands
• setting unrealistic or fluctuating expectations of athletic or work performance
• humiliation in front of staff, peers, or co-workers
• inappropriate treatment which may be unrelated to athletic or work performance

Abusive treatment can come from come from one or many individuals, and the behaviour(s) can occur once or several times. Whatever form of abuse of authority you may experience, it can have the effect of disrupting your athletic or working environment and ultimately endangering your job or position on an athletic team.

All people with supervisory responsibilities should be aware of the interactions of their employees. It is their responsibility to address abusive behaviour as soon as it comes to their attention, and to be helpful to those who bring complaints forward.

Whether you are a student, staff or faculty member, if you are feeling unsure or uncomfortable about the treatment that you are receiving, consider taking your concerns to a person you trust who is in a position to assist you. If you are uncomfortable approaching someone in your unit, and you are a non-union staff member, you may wish to contact a Staff Advisor. Union members should consult with a union steward, and faculty members with the Queen=s University Faculty Association. Students may wish to contact the Office of the Dean of Students for advise and referral.

If you are unsure about where to go, remember that you can always seek assistance from the Chair of Athletics and Recreation, or the Director of the School of Physical and Health Education.

N.B. If you believe that you are the target of harassment, discrimination, or any other sort of abusive treatment, do not ignore it. It is important to tell someone you trust in order to reduce possible feelings of isolation and to clarify your experience. Remember too, that either Student Health, Counselling, and Disability Services, or the Employee Assistance Program are available at no cost basis should you wish to speak to a professional counselor.

Conflict of Interest:

An actual or potential conflict of interest exists when a person is placed in a situation where his or her personal interest, conflicts or appears to conflict with his or her primary responsibility to the University. This may be an interest that is financial or otherwise, or that of an immediate family member or of a person with whom there exists, or has recently existed an intimate, personal relationship. For the purposes of this Policy, immediate family member means a spouse, partner, parent, child or sibling. It should be noted that the existence (real or potential) of a conflict of interest between individuals does not necessarily preclude the involvement of either person in a particular department, programme or activity. It does however, mean that the conflict must be declared by the individual and resolved in conjunction with the person to whom the individual reports.

Some examples of situations which may lead to a conflict of interest include:

• participating in the appointment, hiring, or promotion of a person who is a member of the immediate family, or with whom there exists or has recently existed an intimate personal relationship
• coaching, supervising or evaluating a student, staff, or faculty member who is a member of the immediate family member, or with whom there exists or has existed an intimate personal relationship
• influencing the purchase of equipment, materials or services for the University from a company or firm in which the individual, a member of his or her immediate family or a person with whom there exists, or has recently existed an intimate personal relationship has a financial interest
• accepting gifts, benefits or favours from individuals or firms with which the University does business, with the exception of minor gifts as token courtesies

All members of the School of Physical and Health Education have an obligation to disclose, as soon as they could reasonably be aware, all actual or potential conflicts of interest to the person(s) to whom they report. Individuals in an actual or potential conflict and their appropriate supervisors will agree on a course of action to resolve the conflict, and the agreement will be in writing. In the event that an agreement cannot be reached, the case will be referred to the next higher level of authority for resolution, up to and including the Chair, Athletics and Recreation, or the Director of the School of Physical and Health Education.

N.B. The collective agreement between Queen's University and the Queen's Faculty Association contains a number of articles relating to the conduct of members of the bargaining unit. For example, Articles 6 and 19 relate to Academic Responsibilities and Conflict of Interest/ Conflict of Commitment respectively. Faculty members should make themselves aware of these provisions.

This policy will be subject to review every three years, by a Review Committee established by the Chair, Athletics and Recreation, the Director of the School of Physical and Health Education, and the Director of the Human Rights Office.

Alcohol / Drug Policy

Possession or consumption of alcoholic beverages by persons under the legal drinking age of 19 years is illegal, as is the act of supplying underage individuals with alcohol. The use or possession of illegal drugs is prohibited. A "zero tolerance" policy with regard to drugs will be enforced.

Specifically Queen's athletes, coaches and team support staff are not permitted to consume alcoholic beverages when traveling on Queen's team vehicles and/or at the site of competitions, contests or practices. This code applies to all varsity and intramural, clubs and recreational users both at home and at away events.

The consumption of alcohol should be considered in light of the competitive expectation and demands of weekend competition (common sense/moderation). Abide by and respect the laws of the land and the rules of your sport. It is important to support the Queen's athletic program philosophy and adhere to the responsibilities and obligations of being a member of a Queen's Athletic Team. Behave in a socially appropriate manner respecting at all times the rights of others.

Hazing and Initiations

Queen's University Interuniversity Teams and Clubs may have team socials in relation to the formation of their team, provided they are performed in a manner that respects an individual's human rights and integrity and in no way can be perceived as demeaning by the individuals involved. There must be an air of dignity, respect and class associated with this type of team/club activity.

Team and club socials that degrade the individual, have forced participation, have alcohol or narcotic consumption, require nudity, place a person in a compromised position/situation, or involve general hooliganism, are not acceptable.

It is recommended that teams and clubs consult with their Coaches or the Interuniversity Coordinator(s) to discuss any initiation plans that are being considered and the consultation should be at least three days in advance of the activity. If a coach is not available, the team captain or organizing group is required to meet with the Interuniversity Coordinator(s) to review the team's initiation plans.

Dress Code:

In order to maintain and enhance the public image of the Interuniversity Athletics Program, clean and neat dress code for all Interuniversity Athletes and Coaching Staff is expected.

This code will be used when Queen's teams are in the public eye as a group en route to any Interuniversity competition including: home and away games, while boarding and disembarking from auto/bus/train/air transportation, travel to and from competition and overseas travel. Coaches have the right to set dress code expectations for their teams provided it is a neat and tidy presentation.

As a student-athlete you are representing Queen's University, the O.U.A. and C.I.S. Student-athletes who represent Queen's University at practice, home and away events, should not wear apparel which represents other institutions. Wearing of such apparel indicates a lack of pride in your association with your team and university. Student-athletes should be identified as Canadian athletes.