Board Orientation Manual 2024

Code of Conduct Bullying and Harassment

The BC Games Society is committed to maintaining a safe and harassment-free environment for all staff members, volunteers, participants, and clients, and will not tolerate any form of workplace violence, such as bullying and/or harassment, committed by or against its staff members, volunteers, participants, or clients. Mutual respect, along with cooperation and understanding, is expected in the interactions between staff members of the BC Games Society and its volunteers, participants, and clients. The BC Games Society will neither tolerate nor condone behaviour that is likely to undermine the dignity or self-esteem of an individual, or create an intimidating, hostile or offensive environment. Training is offered to ensure all staff members understand their rights and responsibilities. Bullying and Harassment includes any inappropriate conduct or comments by a person towards a staff member that the person knew, or ought to have known, would cause humiliation or intimidation. Bullying and Harassment are similar; however, harassment is when the behaviour is discriminatory, based on protected grounds under the Human Rights Act (race, colour, ancestry, place of origin, religion, family status, marital status, physical or mental disability, sex, age, sexual orientation, gender identity or expression, political belief, or conviction of a criminal offence unrelated to their employment). Bullying and Harassment excludes any reasonable action taken by a manager relating to the management and direction of staff members such as providing performance feedback. See the Safeguarding Policy , which includes details of complaint and investigation procedures. Conflict of Interest The BC Games Society encourages staff to pursue opportunities to develop personally and professionally while ensuring that the interests of the Society are protected. The BC Games Society staff members are required to disclose any other business ventures or other employment that may create a conflict of interest and are expected to avoid circumstances that result in an actual or perceived conflict with the BC Games Society’s interests. If staff members have questions about whether a particular activity may create an actual or perceived conflict, they must consult with the President and CEO before engaging in the activity. The BC Games Society’s Conflict of Interest policy and procedures can be accessed in the Standards

of Conduct document. Outside Employment

While it is recognized that staff may need to supplement their income with other employment that does not pose a conflict to the BC Games Society, staff is expected to devote their full energy, attention and abilities to their BC Games position. To that end, staff members must declare and discuss outside work with the President and CEO. Staff may undertake any outside activity, which does not compromise their ability to perform their BC Games responsibilities, and which does not place them in a conflict of interest.

Updated June 2023

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