Harassment and Abuse

4.1 Policies

The CSPA does not and will not condone any harassment or abuse of any kind towards any persons, and in particular, within the membership of CSPA.

Harassment and abuse may be defined as persistent embarrassing, derogatory, or insulting remarks or actions regarding a person’s race, national or ethnic origin, religion, age, gender, mental or physical disability, or sexual orientation. Abuse can be defined as both physical or non¬physical such as verbal or emotional abuse.

Harassment of a sexual nature is specifically condemned. Sexual harassment may be defined as persistent and unwelcome remarks pertaining to a person’s body, appearance or attire, invitations or requests of a sexual nature, and/or unwelcome and inappropriate physical contact.

4.2 Procedures

In any complaint of harassment brought before the CSPA Executive, every effort will be made to address the complaint in an expedient manner. Complaints of harassment shall be held in the strictest confidence possible.. This process will adhere to the following Rules of Procedural Fairness:

  1. That the BoD has the authority to make the decision
  2. The procedure was fair and all the necessary procedural safeguards were in place
  3. The defendant was given a right to a hearing.
  4. Sufficient notice was given
  5. The violation was clearly identified
  6. The defendant was given full opportunity to present their side of the issue
  7. The people making the decisions were impartial Rule against Bias. They did not:
    a) Sit in appeal of their own decisions
    b) Have interest, personal or otherwise, in the outcome of the decision
    c) Show attitudinal bias

4.2.1 Definitions

• Jurisdiction
Every rating holder and member admitted to membership in the CSPA is subject to the exclusive disciplinary jurisdiction of the CSPA.

• Discipline
The discipline of members is for the protection of parachutists and to uphold other policies and procedures of CSPA and it’s members.

• Grounds for discipline
It is a duty of all members of the CSPA to conduct themselves in conformity with the guidelines and recommendations imposed upon members as conditions of that privilege. Types of Discipline enacted by the Board of Directors:
º Suspension of membership in the Association pending termination of membership at   an AGM or SGM, and/or
º Suspension of membership in the Association for a fixed period of time, and/or
º Removal of privileges associated with a CSPA rating for a fixed period of time, and/or
º Reprimand, and/or
º Such other actions as may be deemed appropriate.

4.2.2 Complaint, Inquiry, and Appeal Procedure

Complaint Process
º Complaints concerning the actions of CSPA members can be submitted in writing to either the President of CSPA or the regional member of the BoD. All complaints will be passed on to the President of CSPA and dealt with by the BoD.

Inquiry Process
º The BoD will decide if a formal inquiry is deemed necessary based upon the nature and seriousness of the complaint. If necessary, external council may be sought, such as (but not limited to) experts in the field, legal council, or police assistance). If a formal inquiry is not necessary, the President of CSPA will notify the complainant, in writing, of the decision to dismiss the complaint and the reasons behind this decision.

However, if an inquiry is to proceed then the President of CSPA will:

  1. Strike an Investigation Committee (IC) consisting of a minimum of three members consisting of:
    a) 1¬2 members from the BoD
    b) 1¬2 CSPA Officers (committee chairs)
    c) 1¬2 Active CSPA members who are not Officers of the association
  2. Notify the complainant in writing that they have 15 days to substantiate the claim with the IC if this has not already been done
  3. Notify the accused (otherwise known as the defendant) in writing, by registered mail, that a complaint has been received and outlining the nature of the complaint. The letter will identify the members of the IC and state that the defendant has 15 days to refute the claim to the IC or accept the decision of the IC.

The Investigation Committee will:

  1. Hear the allegations and evidence from the complainant and also give equal opportunity for the defendant to present their defence.
  2. Access and solicit other sources of information, including individuals/witnesses as suggested by both the defendant and the claimant.
  3. On assessing all relevant information, notify the President of CSPA of their decision and recommended course of action.

The recommendations will be that the Board:

  1. Suspension of membership in the Association pending termination of membership at an AGM or SGM, and/or
  2. Suspension of membership in the Association for a fixed period of time, and/or
  3. Removal of privileges associated with a CSPA rating for a fixed period of time, and/or
  4. Reprimand, and/or
  5. Such other actions as may be deemed appropriate, or
  6. Dismiss the complaint.

The President of CSPA will then send written notification of the decision of the BoD to the defendant (by registered mail), the complainant and all members of the IC.

• Appeal Process
If the defendant wishes to contest the decision of the IC and the Board, they will have 30 days (from receipt of the original disciplinary decision) to submit a formal appeal request in writing to the BoD.

An Appeal Committee will then be struck, to consist of a minimum of 3 CSPA Officers (as described above) who were not members of the original IC.

The CSPA BoD must again ratify any modifications to the original decision. The President of CSPA will send written notification of the revised decision of the BoD to the defendant (by registered mail), the complainant and all members of the IC and Appeal Committee.

In the event that the individual has their membership and/or ratings suspended or terminated, CSPA reserves the right to publish this decision (without reference to the specific events and evidence presented, and without prejudice) in it’s national publication(s) or notification forums, to advise and protect it’s members.

Note: Much of this policy is adapted from the Coaches Association of B.C. Disciplinary guidelines. Additionally, all correspondence and communication dealing with disciplinary matters shall be kept strictly confidential at all times.