World Water Safety

INTERNATIONAL LIFE SAVING EDERATION
Gemeenteplein 26 – 3010 Leuven – Belgium
Tel: +32/16 896060 – E-mail: ils.hq@telenet.be - Web: www.ilsf.org

ILS POLICY POL 08

CODE OF CONDUCTAUTHORITY
The ILS Bye-Laws require that the Board of Directors shall adopt a Code of Conduct. The
Board of Directors has adopted additional, related policies regarding Lifesaving and Ethics
and Conflict of Interest.
PURPOSEThe International Life Saving Federation’s reputation in aquatic safety and lifesaving sport
and its status as a charitable organization impose high expectations of professional andethical behaviour. The ILS’s reputation depends on the integrity of those affiliated with it.
This code of conduct outlines the conduct expected of all staff, contractors, volunteers,members, and participants in ILS events.
POLICYAll staff, contractors, volunteers, members of the ILS, and participants in ILS events areexpected to:
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Operate at all times within the existing governance structure of the International Life Saving
Federation;
Be supportive of the ILS and persons working for or with the ILS;
Use appropriate and respectful language;
Focus comments or criticism appropriately and avoid public criticism of volunteers and staff;
Take reasonable steps to manage the responsible consumption of alcoholic beverages insocial situations associated with events of the ILS; andTreat all persons with respect.

Discrimination, Bullying, Harassment, and Violence
The ILS is committed to providing an environment free from discrimination, bullying,harassment, and violence for all of its employees, volunteers, contractors, and those invited tointeract with the ILS.

Definitions
Discrimination: Discrimination includes any (negative) differential treatment based on an
individual’s actual or perceived race, religious beliefs, colour, gender, gender identity, gender
expression, physical disability, mental disability, age, ancestry, place of origin, marital status,
family status, source of income or sexual orientation, and any other grounds protected byapplicable law. Examples of discrimination include insults, ethnic jokes, or derogatory
comments directed to disabled persons.
Bullying and Harassment: Bullying and harassment is any behaviour that creates anintimidating, demeaning, humiliating, threatening, or hostile environment. This includes any
conduct, comment, gesture or contact of a sexual nature and/or unwelcome verbal or physicalconduct because of race, religious beliefs, colour, place of origin, gender, physical or mental
ability, age, ancestry, marital status, source of income, family status or sexual orientation, suchthat an individual’s performance is impaired or they feel they are not being treated with dignity
and respect; physical, psychological, written, or verbal abuse; threats, bullying, intimidation,
derogatory remarks, jokes, innuendo, or taunts; unwelcome invitations, requests or demands
with sexual overtones; violence or threats of violence: the display of pornographic, racist, oroffensive signs or images; practical jokes that result in awkwardness or embarrassment; andunwelcome invitations or requests, whether indirect or explicit.
Bullying and harassment does not include:•••

Expressing differences of opinion;
Offering constructive feedback, guidance or work-related advice about behaviour; orReasonable action taken by the ILS or a supervisor relating to management and directionof volunteers or employees (including counselling, managing performance, taking
reasonable disciplinary actions, assigning work or implementing disciplinary actions).

ReportingStaff, contractors, volunteers, members, and participants in ILS events who believe they arebeing subjected to discrimination, bullying, harassment, or violence should:a)

If comfortable doing so, tell the person believed to responsible for the discrimination,bullying or harassment, or violence that the action is unwelcome and ask the person tostop;b)

Make a written note of the incident setting out the time of the incident, who was involved,
who might have seen it, and the date of the note. This note should be made as soon as
possible after the incident; andc)

Report the matter in writing to any member of the Chancellery, who shall be responsiblefor quickly bringing the matter to the Chancellery (excepting any conflicted member).

All complaints under this policy will be kept confidential except where disclosure is necessary
to investigate the complaint or take corrective action or is otherwise required by law.
Staff, contractors, volunteers, members, and participants in ILS events also have the right tomake a complaint of any violation of law to the appropriate civil authorities in the country ofoccurrence or in the country of the ILS’s incorporation.
Disciplinary Action
Discipline will be addressed in accordance with the ILS Bye-Laws.
Fraudulent or Malicious Complaints
Any unfounded or frivolous allegations under this policy may cause significant damage to awrongfully accused person and the ILS. If the ILS determines that anyone has knowingly madefalse statements regarding an allegation of a violation of this policy, then disciplinary steps will

be taken in accordance with ILS legislation.
No Reprisals
To encourage affected people to bring forward complaints of discrimination, bullying,harassment, and violence, people who are witnesses or are otherwise involved in advancing acomplaint, in good faith, will not be subject to any discipline or any other form of retaliation
because a complaint has been advanced and otherwise acted upon by the ILS. Anyone whosubjects someone else to discipline or any other form of retaliation for advancing or furthering
a complaint made and pursued in good faith will be subject to discipline in accordance with theILS Bye-Laws.
Policy approved by the Board of Directors on 07/10/2019 and on 24/09/2022.