CODE OF CONDUCT 

LIFE*SPIN endeavors to provide a welcoming and safe environment for the enjoyment of our clients, volunteers, staff and Board members, so that all persons may enjoy the benefits of our programs and services.

1.   Mutual Respect

Clients, volunteers, staff and Board are expected to act with respect and consideration for others.

1.1 Behaviour that is disruptive, intrusive, lewd, abusive, harassing or threatening to LIFE*SPIN’s clients, volunteers or staff is not permitted.  Abusive or obscene language is not permitted.

1.2 Individuals using cell phones are expected to act in consideration of others by speaking quietly and not using profanity.

1.3 Appropriate attire, including shirts and footwear, is required.

1.4 Weapons of any kind are not permitted on LIFE*SPIN property.

1.5 Consumption of illegal drugs is not permitted on LIFE*SPIN property. Consumption of alcohol is not permitted in our offices or in our common areas.  LIFE*SPIN reserves the right to refuse service to anyone under the influence of alcohol or illegal drugs.

1.6 LIFE*SPIN is a smoke-free environment.  Smoking is not permitted within the offices and within three meters of any door.

1.7 Canvassing, soliciting, or unauthorized distribution or posting of materials is not permitted on LIFE*SPIN property.

1.8 Clients must abide by the Criminal Code of Canada, and specifically, Part V pertaining to sexual offences, public morals and disorderly conduct, including child pornography and obscenity, and Part VIII pertaining to offences against the person, including hate propaganda.

2.     Safety of Children

Parents, guardians or caregivers are expected to provide supervision and care of children while on the premises of the LIFE*SPIN, except where a signed release authorizes LIFE*SPIN on their behalf.

3.    Respect for LIFE*SPIN Property

Clients, volunteers, staff and Board members are expected to treat LIFE*SPIN property including resources, materials, computers, furniture, equipment, yard and building with respect and care to ensure that all persons enjoy equitable access to LIFE*SPIN resources.

3.1 It is an offence under the Criminal Code of Canada to steal or vandalize LIFE*SPIN property including materials, furniture and equipment. 

4.     Application of the Code of Conduct

LIFE*SPIN staff is entrusted with the obligation to ensure that the Code of Conduct is followed.  Management will advise parties of appropriate conduct as required and state consequences of not following the Code of Conduct should unacceptable behaviour continue or be repeated.

Any person violating the LIFE*SPIN Code of Conduct risks suspension or termination and exclusion from our premises for a period of time and/or prosecution.

In a situation where there is a threat or perceived threat of bodily harm to another person, including clients, volunteers or staff, LIFE*SPIN will contact the police.

In a situation where there is a contravention or perceived contravention of the law of the Province of Ontario and Canada, LIFE*SPIN will contact the police.

Questions about the LIFE*SPIN Code of Conduct can be referred to our Executive Director.

Ratified by the Board of Directors

February 24, 2011

1. Discussion

   The individual who is making the grievance or feels they have a personal conflict must first make a reasonable attempt to resolve the issue. When meeting, the individual(s) involved will ensure privacy and not to expose other employees, volunteers, or the public to their discussions.

2. Mediation

   If the issue is not resolved between the parties after the discussion, then either party may request a confidential meeting with the Executive Director. The purpose of the meeting will be to determine if all parties are willing to attempt a mediated settlement, and identify a mutually satisfactory mediator.

   Mediation will not be recorded in any volunteer personnel files. Agreements reached through mediation will be copied and distributed solely to the individuals involved in the agreement.

3. Formal Complaint

   An individual submitting a formal complaint will present it, in writing, to the Executive Director noting the specific reasons for the complaint. The Executive Director will be expected to take appropriate action. The individual who initiated the complaint will receive a written response noting, in an appropriate level of detail, the action taken by LIFE*SPIN in order to attempt to resolve the issue.

   In cases where the Executive Director is party to the complaint/conflict, the Chair of the Personnel Committee will take place and assume the responsibility of the Executive Director that is outlined above.

   In regards to administrative issues, all decisions will be communicated to both parties in writing and a copy place in LIFE*SPIN’s records. The decision of the Executive Director (or Chair of Personnel Committee) is final, subject to the right of the individual to appeal to the Board of Directors.

4. Appeal

   In regards to policy issues, if the individual feels that they have not had a fair hearing, they may arrange a meeting with the Chair of the Personnel Committee. The individual must request the meeting through the Executive Director, who is charged with the responsibility of arranging the requested meeting within a reasonable period of time. If the complaint/appeal involves the Executive Director, the individual will arrange a meeting directly with the Chair of the Personnel Committee. If the issue is not resolved at this level, the employee or the Chair of the Personnel Committee may bring the matter, in written form, to the attention of a Co-Chair of the Board of Directors. The Co-Chair will review the matter with the Board of Directors, which is empowered to make a final and binding decision.