In a proactive manner, the Institut National du Sport du Québec (INS Québec) wishes to maintain an environment free from all forms of harassment and to ensure the respect, safety and dignity of all persons. With its Policy on the Respect of Persons and Harassment Prevention, INS Québec wishes to demonstrate its leadership and its sense of innovation in all its actions.

This policy concerns:

• INS Québec customers : Athletes, Coaches, Management staff
• INS Québec employees
• INS Québec member NSOs and NPOs
• INS Québec business partners and suppliers
• The sporting community

Definition

Harassment by grounds prohibited by Charter

Harassment related to one of the grounds covered by the Charter of Human Rights and Freedoms is based on race, colour, sex, pregnancy, sexual orientation, marital status, age, religion, political convictions, language, ethnic or national origin, social condition, disability or the use of any means to palliate a handicap

Physical or psychological harassment

Vexatious conduct (hurtful) that manifests itself either by repeated behaviours, words, or gestures that are hostile or unwanted. It is a conduct that undermines the dignity or the psychological or physical integrity of a person and that leads to a harmful work environment for the person. One case of serious misconduct can in itself constitute psychological harassment if such conduct is hurtful and has an ongoing negative effect.

Sexual Harassment

Unwelcome conduct or behaviour with a sexual connotation that is likely to violate the dignity or the physical or psychological integrity of a person or likely to result in unfavourable working conditions. This includes any gesture, behaviour or words that may be offensive, humiliating or perceived by an employee or any other person as imposing conditions of a sexual nature to the maintenance of his or her employment or to obtaining any possible training, promotion or collaboration. Both women and men may be victims of sexual harassment and the harasser may be of the same sex or the opposite sex of the victim.

The following do not constitute harassment:

• Conflict between people
• The right to manage
• Work- or performance-related stress
• Working or training conditions and challenging constraints

ROLES AND RESPONSIBILITIES AS AN EMPLOYEE AND MEMBER OF INS QUÉBEC:

• Adhere to the value of respect for others
• Through my conduct, contribute to eliminating any form of harassment from the workplace
• Respect the persons with whom I interact in the course of my work
• Participate in the consultation mechanisms put in place by the organization to prevent harassment
• Report any situation that contravenes this policy
• Collaborate in the processing of complaints and in the implementation of measures
• Respect the confidentiality of the complaint process and only communicate with the designated person for the processing of a complaint

HOW TO MAKE A COMPLAINT

1. Complete the complaint form
2. File the complaint in person, by post under confidential cover, or by email to the persons responsible for receiving and processing complaints:

The INS Québec vice-presidency, administration: Respect-VP@insquebec.org
The designated member of the INS Québec Board of Directors: Respect-CA@insquebec.org
The designated person external to INS Québec (Sport’aide): Respect-INS@sportaide.ca

A mailing address can be provided if required

PROCESSING

All complaints received will be processed diligently, confidentially and impartially. Further to the complaints handling process, measures will be taken to restore and maintain well-being in the workplace and during sports practice.
For more information, please refer to the official document Policy on the respect of persons and harassment prevention (2017)