ANTI‐HARASSMENT AND ANTI‐DISCRIMINATION POLICY
Principles of Protection
The JCCC is committed to strengthening its work and community environment by striving to ensure
every person has a right to respectful, equitable and inclusive treatment. This policy has been createdwith the goal of recognizing and supporting the value of every employee, instructor, teacher, volunteer,visitor, contractor, vendor and board member of the JCCC (each a “Stakeholder”). We all share aresponsibility for creating a work and community environment that values and upholds the equal rightsof every Stakeholder and ensures that they are free from harassment and discrimination in any form.
This policy is designed to address issues where individuals in the JCCC or at an event controlled by theJCCC experience a violation of their rights based on one or more aspects of their personal identity.
This policy provides protections against harassment and discrimination to every person based on thefollowing grounds:Sex (including pregnancy and breastfeeding)Sexual orientation
AgeAncestry
CitizenshipColourCreed (Religion)
Disability
Ethnic origin
Family status
Gender expression (including body image)
Gender identity
Marital status (including single status)
Place of origin
Race

Protection from Reprisal
All Stakeholders are protected from reprisal or threat of reprisal for making a good faith claim under thispolicy. Reprisal includes retaliation or threats of retaliation where the intention is to prevent or
discourage an individual from exercising their rights under this policy. Individuals may be disciplined forengaging in reprisal up to and including termination in the case of employees or, in the case of non‐

employee Stakeholders, revocation of volunteer, membership, affiliation or other status to the extent
that such status is controlled by the JCCC.
All individuals involved with a complaint, including the Stakeholder making the complaint, the individualthat the complaint is about, witnesses, management, board members and investigators are expected totreat the matter confidentially.
Stakeholders who knowingly make false complaints are subject to discipline up to and including
termination in the case of employees, and disaffiliation in the case of all other Stakeholders.
Reporting/Escalation Process
A Stakeholder who believes that they have experienced harassment or discrimination at the JCCC or at
an event controlled by the JCCC based on the provisions above is encouraged to follow the path below
for resolution. Please note that these are guidelines, and no Stakeholder should feel obligated to follow
a path that feels unsafe or that they feel may cause further harm.
1) All Stakeholders are encouraged to initially attempt to resolve the issue themselves by making
known to the person responsible that the comment or conduct is unwelcome or offensive andthat it may violate this policy.
2) If a Stakeholder is unable to resolve the issue themselves or feels unsafe to do so, theStakeholder may request that their manager, volunteer coordinator or instructor (as applicable)(collectively, “JCCC Management Representative”) intervene to enable a resolution.
3) If the Stakeholder’s JCCC Management Representative is unable to resolve the matter, or if theJCCC Management Representative is involved in negatively contributing to the matter, or if thematter is too serious to be addressed informally, the Stakeholder should then contact the JCCC
Executive Director to make the matter known to them, either verbally or in writing via
ExecutiveDirector@jccc.on.ca.
4) If the Executive Director is involved in negatively contributing to the Stakeholder’s matter, theStakeholder should contact the JCCC board VP Administration (the “VP Administration”) inwriting via VPAdministration@jccc.on.ca.
5) The Executive Director or the VP Administration (only in the case of a complaint involving theExecutive Director) will then review the issues and contact the Stakeholder to gain a clear
understanding of the matter. Then they will decide on the path forward, which may include:a. Providing additional advice, support and instruction to the Stakeholder to help them
resolve the matter informally;b. Conversing directly with the individual who is the source of the alleged harm;c. Documenting the incident in a written incident report, launching a workplaceinvestigation of the matter and presenting the results of such investigation to the JCCC
board to provide direction regarding the resolution; andd. Other remedies to resolve the matter.
6) If a workplace investigation is launched by the Executive Director or the VP Administration (onlyin the case of a complaint involving the Executive Director), the findings and recommendations
must be reviewed with the JCCC Board President/Chair prior to the conclusion of theinvestigation.

Examples of workplace behaviours that violate this policy (this is not an exhaustive list)
 Subjecting another individual to microaggressions and/or micro‐inequities
 Excluding, shunning, or refusing to work with a colleague
 Communicating with an individual in a bullying, demeaning, insulting, humiliating, mocking
manner Ridicule, insults or different treatment
 Participating in discriminatory employment or promotion practices
 Participating in embarrassing practical jokes or insulting gestures
 Sharing racial slurs, jokes, innuendos, name‐calling, teasing or derogatory comments
 Behaving in a condescending or patronizing manner towards an individual Name‐calling or creating nicknames based, without limitation, on any of the characteristics, etc.,
referred to in the third paragraph of this policy.
 Posting/e‐mailing degrading cartoons or pictures displaying racist, homophobic, transphobic,biphobic or other offensive materials
 Creating, maintaining or condoning the creation or maintaining of a work, study, instructional orother environment in which negative behaviours of the types described in this manual are
carried out
Issue Resolution
The JCCC is committed to conducting an investigation appropriate to the circumstances of a
Stakeholder’s complaint as set out in this policy. A range of approaches may then be undertaken toresolve matters raised. The Executive Director or the VP Administration (only in the case of a complaint
involving the Executive Director), will communicate to the Stakeholder the resolution of matters brought
forward to their attention. The resolution will also be provided to the Stakeholder in writing with arelated, non‐names basis report, to be delivered to the JCCC board.
Record Keeping/File Retention
The Executive Director or the VP Administration (only in the case of a complaint involving the ExecutiveDirector) will maintain a record of all complaints brought to their attention under this policy separatelyfrom Stakeholder files.
Information about complaints shall remain confidential with the Executive Director, the VP
Administration and JCCC Board President/Chair, as applicable. Information obtained about an incident
or complaint of workplace harassment, including identifying information about any individuals involved,
will not be disclosed unless disclosure is necessary to protect Stakeholders, to investigate the complaint
or incident or to take corrective action or otherwise as required by law.
Notice of this Policy
A copy of this policy or notice of the existence thereof shall be posted in a prominent place (or places) inthe JCCC and on the JCCC website, and a copy of the policy shall be appended to all rental, lease andother contracts entered into by the JCCC in respect of the use of, or work to be performed within, thethe JCCC.

Annual Confirmation
All Stakeholders will confirm their understanding of and ongoing adherence to this policy, in writing, on
an annual basis.

Approved by JCCC Board January 21, 2023