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Harassment Policy

Harassment Policy, Procedures, and Resources

 

Adopted by Cricket B.C. on November 5, 2005

 

 

1.         INTRODUCTION

 

1.1.       The purpose of this policy is to provide guidelines for dealing with discrimination and/or Harassment complaints within the British Columbia amateur sport system in an effective and timely manner at the earliest stage possible, and to provide a procedure for informal and formal review and resolution.

 

1.2.       In addition to the procedure available under this policy, every person who experiences discrimination or Harassment has the right to:

a) file a complaint with the BC Human Rights Commission if the alleged behaviour falls within the definition of discrimination under the BC Human Rights Code; (see s. 2.13 for definition),

b) file a complaint with the police and/or other appropriate authorities if the alleged behavior constitutes criminal activity (i.e., abuse, stalking, etc.), and

c) to pursue private proceedings in civil court.

 

1.3.       If a Complainant initiates proceedings under the BC Human Rights Code with respect to the same incident(s), which is the subject matter of a Complaint under this policy, the Complainant shall be deemed to have withdrawn the Complaint filed under this policy and the process under this policy will cease.

 

1.4.       If a person proceeds with a Complaint under this policy, the Complaint will be resolved either informally, with the assistance of a Harassment Advisor, or formally after an investigation by an Investigation Officer.

 

1.5.       If Abuse (defined in s. 2.1) of a child is suspected or disclosed, reporting to the appropriate authorities is mandatory and it should be reported to the police and/or the Child Protection Branch of the Ministry of Children and Family Development. (See Appendix 2 for contact information).

 

2.         DEFINITIONS

 

2.1        Abuse: Abuse can be physical, emotional or sexual.

a) Physical Abuse - using physical force or actions that result, or could result, in injury.

b) Emotional Abuse - a pattern of hurting an individual’s feelings to the point of damaging their self-respect. It includes verbal attacks on the individual, insults, humiliation or rejection.

c) Sexual Abuse - using an individual for sexual stimulation or gratification unless, in the case of an adult, that individual consents.

 

2.2.       Appeal Panel: At least three (3) individuals appointed by Cricket B.C. to consider an appeal from a decision of the Discipline Committee. No members of the Appeal Panel shall have any personal or professional involvement with either the Complainant or Respondent and no prior involvement with the matter under appeal. The members of the Appeal Panel may be appointed from the Sport BC Appeal Roster.

 

2.3.       Appeal Roster: A roster of persons appointed by Sport BC who are willing to be appointed to an Appeal Panel.

 

2.4.       Board of Directors: The board of directors of Cricket B.C..

 

2.5.       Complaint: A written statement made by a Complainant seeking recourse pursuant to this policy.

 

2.6.       Complainant:  Individual(s) making a Complaint.

 

2.7.       Discipline Committee:  A committee of individuals established by Cricket B.C. to review the Investigation Report and accept or reject some or all of the recommendation(s) of the Investigation Officer. No members of the Discipline Committee shall have any personal or professional involvement with either the Complainant or Respondent and no prior involvement with the matter under consideration.

 

2.8.       Executive Director: The senior individual within Cricket B.C. who is responsible for administrative functions.

 

2.9.       Harassment: Any behaviour that satisfies one or more of the following definitions of Harassment.

a) Personal Harassment: Behavior, including communication, conduct or gesture, which:

(i) is insulting, intimidating, humiliating, hurtful, malicious, degrading, or otherwise offensive to an individual or group of individuals (including a statement with respect to a Prohibited Ground or otherwise); and

(ii) would be considered by a reasonable person to create an intimidating, humiliating or uncomfortable work or sport-related environment.

b) Sexual Harassment: Behaviour involving unwelcome sexual advances, requests for sexual favours or other communication (verbal or written) or physical conduct of a sexual nature when:

(i) such conduct might reasonably be expected to cause embarrassment, insecurity, discomfort, offense or humiliation to another person or group; or

(ii) submission to such conduct is made, implicitly or explicitly, a condition of employment or participation in a sport-related activity; or

(iii) submission to or rejection of such conduct is used as a basis for any employment or sport-related decision; or

(iv) such conduct has the purpose or the effect of interfering with a person’s work or sport performance or of creating an intimidating, hostile or offensive work or sport environment.

c) Retaliation: Acts of Retaliation (as defined below in s. 2.17).

Types of behaviour that may constitute Harassment include, but are not limited to:

•           written or verbal abuse or threats;

•           physical assault;

•           unwelcome remarks, jokes, innuendoes, or taunting about a person’s body, sexual orientation, attire, age, marital status, ethnic or racial origin, or religion;

•           displaying of racist or other offensive or derogatory material, racial, ethnic or religious graffiti;

•           practical jokes, hazing or initiation rites  which cause awkwardness or embarrassment, endangering a person’s safety or negatively affecting performance;

•           obscene gestures;

•           intimidation;

•           behavior which undermines self-respect or adversely affects performance or working conditions;

•           false accusations of Harassment motivated by malice or mischief, and meant to cause other harm.

 

2.10.     Harassment Advisor:  A designate of Cricket B.C. who has been trained in respect of this policy and its procedures. The role of the Harassment Advisor is to serve in a neutral unbiased capacity, to provide information about the resources and support available, and to receive Complaints, assist in informal resolution of Complaints, and to make recommendations for further action.  The Harassment Advisor will handle Complaints that may be resolved through informal procedures, and refer all other Complaints to the Investigation Officer.

 

2.11.     Harassment Coordinator: The person designated by Sport BC to coordinate Harassment issues on behalf of Sport BC. The Harassment Coordinator’s office is located at Suite 409 – 1367 West Broadway, Vancouver, B.C. V6H 4A9.

 

2.12.     Investigation Officer:  An individual appointed by Sport BC at the request of Cricket B.C. to investigate a Harassment Complaint as provided in this policy.

 

2.13.     Investigation Report:  The draft or final report by the Investigation Officer prepared following an investigation, including, but not limited to, a summary of details, determination of whether Harassment occurred, and recommendations for resolution, including recommendations for disciplinary action.

 

2.14.     Prohibited Ground: The BC Human Rights Code provides that no person shall discriminate against another person with respect to, among other things, employment, publications, accommodation, service, and facilities on any of the following grounds (the “Prohibited Grounds”):

 

•           race

•           colour

•           ancestry

•           place of origin

•           political belief

•           marital status

•           conviction for an offense unrelated to employment

•           physical disability

•           mental disability

•           sex

•           age

•           sexual orientation

•           family status

•           religion

 

2.15.     Reasonable Person Standard: In relation to a determination of Harassment under this policy, an assessment of responsibility that takes into account not only what the Complainant and Respondent actually experienced, knew, or understood about one another or the situation, but also what a reasonable person in each of their circumstances would or ought to have experienced, known, or understood.

 

2.16.     Respondent:  The alleged offender.

 

2.17.     Responsible Adult:  Where the Complainant or the Respondent is a minor (under 19), or otherwise unable to speak for himself or herself, a parent, guardian, or other adult of the person’s choice who may speak on behalf of the Complainant or Respondent, as referred to in s. 9 of this policy.

 

2.18.     Retaliation: Any action taken against an individual in retaliation for:

a) having initiated this policy on behalf of himself/herself or another individual;

b) having participated or cooperated in any investigation under this policy; or

c) having associated with anyone who has invoked this policy or participated in an investigation.

 

3.         STATEMENT OF PRINCIPLES

 

3.1.       Cricket B.C. does not tolerate Harassment in connection with any of its internal or external business, sport or related activities.

 

3.2.       Cricket B.C. is committed to providing an environment in which all individuals are treated with respect and dignity.  Each individual has the right to participate and work in an environment that promotes equal opportunities and prohibits discriminatory practices.

 

3.3.       This policy applies to all employees, directors, officers, volunteers, coaches, athletes, participants, officials, members and persons with an employment or contractual relationship with Cricket B.C.. Cricket B.C. encourages the prompt reporting of all incidents of Harassment, regardless of who the alleged offender may be.

 

3.4.       For the purposes of this policy, Harassment may occur:

a) at sporting events, competitions or training sessions;

b) at the office;

c) at office- or sport-related social functions;

d) at Cricket B.C.’s business or sport functions, such as meetings, conferences, training sessions, and workshops;

e) during work- or sport-related travel;

f) via the telephone, electronic and/or other telecommunication devices; or

g) elsewhere if the person harassed is there as a result of work- or sport-related responsibilities or a work- or sport-related relationship.

 

3.5.       The procedure followed under this policy shall adhere to the process of natural justice, which means that:

a) the Respondent and Complainant will be advised of the provisions of this policy;

b) the Respondent and Complainant will be given an opportunity to present evidence in support of his/her position and to defend himself/herself against allegations of Harassment;

c) the issues will be clearly and concisely stated so that the Respondent is aware of the allegations;

d) the Respondent and Complainant will have the right to be represented at any stage of the process at their own expense;

e) the Respondent and Complainant will receive a copy of the Investigation Report;

f) The Respondent and Complainant have the right to an appeal pursuant to s. 8; and

g) the decision-makers (Investigation Officer, Discipline Committee and Appeal Panel) have a duty to listen fairly to both sides and to reach a decision untainted by bias.

 

3.6.       Cricket B.C. is committed to the prevention of Harassment through educational programs including information and training.

 

3.7.       Disciplined training is an indispensable part of high performance sport and should not be confused with discrimination or Harassment. However, it is of vital importance that those in authority:

a) set and communicate performance and training standards to all participants;

b) ensure that training involving touching or other physical contact occurs in an appropriate setting and only after informed consent, where practicable, has been sought and received;

c) are consistent and non-harassing when taking any corrective or punitive action;

d) use non-harassing terminology; address individuals by name and avoid the use of derogatory, slang or offensive terms; and

e) refer to and follow Cricket B.C.’s Codes of Conduct  accurately.

 

3.8.       In the interest of all parties concerned, the formal resolution of a Complaint under this policy (including an appeal) should proceed as expeditiously as possible within the specified time limits. However, failure to meet the specified time limits will not invalidate the Complaint process.

 

3.9.       Employees or members of Cricket B.C. against whom a complaint of Harassment is substantiated may be severely disciplined, up to and including employment dismissal or termination of membership.

 

4.         RESPONSIBILITIES

 

4.1        Cricket B.C. is responsible to:

a) ensure that all of its members, directors, officers, employees, persons under an employment contract, volunteers, coaches, athletes, and officials are familiar with this policy;

b) appoint trained Harassment Advisors;

c) pay for any costs associated with processing a Complaint;

d) ensure a fair and impartial Discipline Committee;

e) impose disciplinary or corrective measures fair and timely manner taking into account the recommendations made by

the Discipline Committee.

 

4.2        Sport BC is responsible to:

a) provide awareness and educational opportunities to the amateur sport and recreation community generally regarding this policy;

b) provide a training program for Harassment Advisors;

c) at the request of Cricket B.C., appoint an Investigation Officer to investigate a Complaint;

d) monitor the Investigative Officer to ensure that his or her investigation, filings and reports are conducted according to the policy in a professional manner;

e) receive a copy of the Final Investigation Report and provide copies to the Discipline Committee, the Complainant and Respondent;

f) keep a confidential copy of all materials received by Sport BC in relation to a Complaint;

g) where a Complaint is substantiated, provide a summary of the decision (without identifying the parties) to Sport BC’s members;

h) keep a record of the summary decisions for future reference.

 

5.0        JURISDICTION

 

5.1        A Complaint may be lodged by any person against any employee, director, officer, volunteer, coach, athlete, official, member of, or person under an employment contract with Cricket B.C..

 

5.2        A person may initiate a Complaint under this Harassment policy if:

a) the Complaint alleges that the Respondent has committed an act of Harassment as defined in this policy; and

b) the Respondent is an employee, director, officer, volunteer, coach, athlete, official, member of, or person under an employment contract with Cricket B.C.; and

c) the Complaint is initiated within one year of the incident (or last in a series of incidents) giving rise to the Complaint. If the Complainant is a minor, the one year commences when the parent or guardian of the minor is made aware of the incident or last in a series of incidents from herein referred to as “the Minor’s Limitation Period;” and;

d) the Harassment Advisor determines that the subject matter of the complaint is appropriately dealt with under this policy rather than an alternate, internal complaint process of Cricket B.C..

 

6.         CONFIDENTIALITY

 

6.1.       Subject to any limits or disclosure requirement imposed by law or required by this policy, any and all information, oral and written, created, gathered, received or compiled through the course of processing a Complaint is to be treated as confidential by both the Respondent and Complainant, their representatives, witnesses and all persons dealing with the Complaint pursuant to this policy.

 

7.         COMPLAINT PROCEDURE

 

7.1.       The Complainant is encouraged to make it known to the Respondent that the behavior is unwelcome, offensive, and contrary to this policy.

 

7.2.       A Complaint is initiated under this policy by delivering a written statement to the Harassment Advisor of Cricket B.C. seeking recourse under this policy.

 

7.3.       If the sport does not have a Harassment Advisor, the Executive Director should consult with the Sport BC Harassment Coordinator to appoint an appropriate Harassment Advisor.

 

7.4.       At the first meeting (either in-person or via telephone) between the Harassment Advisor and the Complainant, the Harassment Advisor shall provide the Complainant with a copy of Cricket B.C.’s Harassment Policy and inform the Complainant of the following:

a) the overall process of making and processing a Complaint;

b) the option of pursuing informal resolution of the Complaint;

c) the option to proceed with a formal investigation under this policy when an informal resolution is inappropriate or not feasible;

d) the availability of counseling and other resources;

e) the confidentiality provisions of this policy;

f) the right to be represented by a person of his/her choice (including legal counsel) and at his/her own expense at any stage in the complaint process;

g) other avenues of recourse, including the right to file a complaint pursuant to the BC Human Rights Code or, where appropriate, to contact the police where the conduct may be an offense pursuant to the Criminal Code, or pursue private proceedings in civil court;

h) the fact that discipline may be imposed on the Complainant if it is found that the Complaint is frivolous or vexatious .

 

7.5.       Following the initial meeting between the Complainant and the Harassment Advisor:

a) if the Complainant and the Harassment Advisor agree that the conduct does not constitute Harassment under this policy, the Harassment Advisor will take no further action and will make no written record of the Complaint;

b) If the Complainant and the Harassment Advisor agree that the conduct does constitute harassment, and the Complainant wishes to proceed with the Complaint, the Harassment Advisor shall assist the Complainant in preparing a written statement outlining the name of the Respondent, the details of the alleged incident(s) of Harassment, and the names of any witnesses (the “Complainant’s Statement”). The Complainant’s Statement shall be dated and signed by the Complainant.

c) if there is a discrepancy between the Complainant and the Harassment Advisor on whether the complaint constitutes harassment, a second Harassment Advisor will be asked to meet with the Complainant to review the complaint and make a determination. The decision of the second Harassment Advisor’s with respect to this issue shall be binding.

 

7.6.       Upon receipt of the Complainant’s Statement by the Harassment Advisor, the Harassment Advisor shall either:

a) process the Complaint in accordance with this policy; or

b) reject the Complaint on the basis that:

(i) the facts alleged in the Complainant’s Statement, if proven, would be insufficient to utilize the Harassment policy given the Reasonable Person Standard.

(ii) the subject matter of the Complaint is frivolous or vexatious, made for an improper purpose, or otherwise not made within the spirit of this policy; and/or

(iii) the subject matter of the Complaint falls within the jurisdiction of another internal policy of Cricket B.C. or jurisdiction of an external authority; or

c) if the Complainant has initiated a complaint under any other internal or external complaint process (other than a complaint under the BC Human Rights Code, see s.1.3) in relation to the incident(s) which is the subject matter of a Complaint under this policy, the Harassment Advisor may hold the Complaint in abeyance until the other external or internal process is completed.

 

7.7        In the event that the Harassment Advisor rejects the Complaint pursuant to s. 7.6 (b), the Complainant may appeal to the Cricket B.C. for a second opinion from another Harassment Advisor. The second Harassment Advisor may either confirm the rejection of the Complaint or allow the Complaint to proceed. The second Harassment Advisor’s  decision with respect to this issue shall be final and binding.

 

Informal Resolution

 

7.8        If the Complainant wishes to attempt resolution of the Complaint on an informal basis, the Harassment Advisor will attempt informal resolution of the Complaint. This may include the following:

a) the Complainant talks to the Respondent about the behaviour;

b) the Harassment Advisor talks to the Respondent about the behaviour;

c) the Harassment Advisor acts as an informal mediator between the Complainant and Respondent;

d) the Harassment Advisor accesses the services of a professional mediator for the Complainant and Respondent; or

e) other types of informal resolution that do not include an investigation.

7.9        If the Complaint is resolved informally to the satisfaction of the Harassment Advisor, the Complainant and the Respondent, or if the Complainant decides to withdraw the Complaint, the Harassment Advisor will make careful notes of the actions taken and no report shall be submitted to Cricket B.C..

 

Formal Resolution

 

7.10      If the Complaint is not resolved informally to the satisfaction of the Harassment Advisor, the Complainant, and the Respondent, the Complaint shall be referred to an Investigation Officer for investigation.

 

Interim Measures

 

7.11      Cricket B.C. may impose interim measures pending the decision of the Discipline Committee if the Cricket B.C. is of the view that the imposition of such measures is in the best interests of the Cricket B.C..

 

7.12      Interim measures are not sanctions and may take many forms including, but not limited to:

a) the imposition of conditions upon the continued participation of the Respondent in the activities or business of Cricket B.C.;

b) suspension of the Respondent from participation in the activities or business of Cricket B.C., with or without pay, pending completion of the investigation; or

c) such other conditions as the Cricket B.C. determines necessary.

 

7.13      Any interim measures imposed by Cricket B.C. shall be reconsidered by Cricket B.C. no less than 30 days after being imposed, and shall be reconsidered each successive 30 day period thereafter.

 

7.14      At the time the Complainant’s Statement is forwarded to the Investigation Officer pursuant to s. 7.10, a copy of the Complainant’s Statement shall be placed in Cricket B.C.’s records relating to the Respondent.

 

7.15      When the Investigation Officer receives the Complainant’s Statement from the Harassment Advisor, the Investigation Officer will:

a) review and clarify the Complainant’s Statement; and

b) give a copy of the Complainant’s Statement to the Respondent.

 

7.16      Where the Investigation Officer gives a copy of the Complainant’s Statement to the Respondent, the Investigation Officer will include with the Complainant’s Statement a copy of this policy and a notice that the Respondent has the right to be represented by any person of his/her choice at any stage of the process when the Respondent is required or entitled to be present.

 

7.17      The Respondent may provide a written statement in response to the Complaint (the “Respondent’s Statement”) to the Investigation Officer within fourteen (14) days of receiving the Complainant’s Statement. If there are special circumstances, the Investigation Officer may extend the time for response.

 

7.18      The Investigation Officer shall forward a copy of the Respondent’s Statement to the Complainant.

 

7.19      In a timely manner, the Investigation Officer shall conduct an investigation as to the facts and circumstances relevant to the Complaint.

 

7.20      During the investigation, the Complainant shall and the Respondent may advise the Investigation Officer of all evidence that is relevant to the Complaint. The Investigation Officer shall attempt to obtain written, signed statements from all relevant witnesses.

 

7.21      Upon completion of the Investigation, the Investigation Officer shall prepare a draft Investigation Report (the “Draft Investigation Report”).

 

7.22      The Draft Investigation Report shall contain:

a) a summary of the relevant facts;

b) a determination as to whether the acts in question constitute Harassment as defined in this policy;

c) a statement of the standard of conduct used to assess the complaint;

d) an executive summary, including findings;

e) an analysis of the complaint and conclusions;

f) if the act(s) constitutes Harassment, recommendations for resolution which may include disciplinary action against the Respondent;

g) if the act(s) does not constitute Harassment, recommendations to dismiss the Complaint.

 

7.23      When recommending disciplinary action against the Respondent, the Investigation Officer shall consider factors such as:

a) the nature of the Harassment;

b) whether the Harassment involved any physical contact;

c) whether the Harassment was an isolated incident or part of an ongoing pattern;

d) the nature of the relationship between the Complainant and the Respondent;

e) the ages and mental abilities of the Complainant and/or Respondent;

f) whether the Respondent had been involved in previous Harassment Complaints; and

g) whether the Respondent retaliated against the Complainant.

 

7.24      In addition to recommendations for discipline against the Complainant or Respondent, the Investigation Officer may recommend any other measures he/she considers appropriate in the circumstances. Such recommendations shall be made in writing and supported by reasons.

 

7.25      Upon completion of the Draft Investigation Report:

a) the Investigation Officer shall provide the Complainant and Respondent with a copy of the Draft Investigation Report; after which

b) the Complainant shall have seven (7) days from receipt of the Draft Investigation Report, to provide the Investigation Officer with any written comments with respect to the Draft Investigation Report.; after which

c) the Investigation Officer shall provide the Respondent with a copy of the Complainant’s Response, if any; after which

d) the Respondent shall have seven (7) days from receipt of the Complainant’s Response, to provide the Investigation Officer with any written comments with respect to the Draft Investigation Report. (the “Respondent’s Response”); after which

e) the Investigation Officer shall provide the Complainant with a copy of the Respondent’s Response, if any; after which

f) the Complainant shall have seven (7)  days of receipt of the Respondent’s Response, to provide the Investigation Officer with a reply to the Respondent’s Response, if any.

 

7.26      After receiving Responses and replies from the Complainant and Respondent pursuant to s. 7.25, and conducting such follow up investigation as necessary, the Investigation Officer shall finalize the Investigation Report and forward a copy of the final Investigation Report (the “Final Investigation Report”) to the Harassment Coordinator. The Harassment Coordinator shall distribute copies of the Final Investigation Report to the Complainant, the Respondent and the

 

Discipline Committee.

 

7.27      The Discipline Committee shall consider the Final Investigation Report and make a determination as to whether the Respondent committed acts of Harassment pursuant to this policy.

a) If the Discipline Committee determines that the Respondent committed Harassment, it shall recommend to Cricket B.C. such resolutions or disciplinary action to be taken against the Respondent as is appropriate in the circumstances.

b) If the Discipline Committee determines that the Respondent did not commit acts of Harassment, it shall dismiss the Complaint.

 

7.28      When recommending disciplinary action, the Discipline Committee shall consider the factors referred to in s. 7.23 and may recommend such action as it considers appropriate under the circumstances which may include, but is not limited to:

a) no action;

b) a verbal apology;

c) a written apology;

d) a letter of reprimand fromCricket B.C.;

e) a fine or levy;

f) referral to counseling;

g) sensitivity training in Harassment issues;

h) removal of certain privileges of membership or employment;

i) demotion or pay cut;

j) temporary suspension with or without pay;

k) termination of employment;

l) expulsion from membership.

 

7.29      The Discipline Committee may recommend any other measures it considers appropriate in the circumstances. Such recommendations shall be made in writing and supported by reasons.

 

7.30      The Discipline Committee shall use the definitions contained in the Cricket B.C. harassment policy when making its decision.

 

7.31      The Discipline Committee shall, not more than fourteen (14) days after it makes its decision and recommendation, send a copy of its decision to the Complainant, the Respondent, the Executive Director (or the Cricket B.C.’s Chair if the Complaint concerns the Executive Director), the Investigation Officer and the Harassment Coordinator.

 

7.32      After completion of its duties, the Discipline Committee shall turn over all copies of the Final Investigation Report and other materials related to the Complaint to Cricket B.C..

 

Standard of Proof

 

7.33      In making findings of fact relating to whether Harassment has occurred, the Discipline Committee will use a standard of proof being a balance of probabilities.

Withdrawal

 

7.34      If the Respondent withdraws from the Complaint process or chooses not to participate in the process, the process (including an appeal) may proceed based solely on the Complainant’s testimony and supporting evidence and disciplinary measures may be imposed on the Respondent in his or her absence.

 

7.35      If the Complainant withdraws from the process or chooses not to participate in the process, the process (including an appeal) may either:

a) be dismissed; or

b) proceed based solely on the Respondent’s testimony and supporting evidence in which case disciplinary measures may be imposed on the Complainant in the Complainant’s absence.

 

Suspension

 

7.36      The Board of Directors may suspend a Respondent from membership in  Cricket B.C. without notice for failure or refusal to comply with any disciplinary action determined under this policy.

 

7.37      Notwithstanding the procedures set out in this policy, any employee, director, officer, volunteer, coach, athlete, participant, official or person under an employment contract with Cricket B.C. who has been charged with a criminal offense(s) that does constitute Harassment under this policy may be temporarily suspended from its relationship with Cricket B.C. or from participating in any Cricket B.C. activities until further notice, whether or not a Complaint has been received or an investigation has been completed pursuant to this policy.

 

7.38      Notwithstanding the procedures set out in this policy, any employee, director, officer, volunteer, coach, athlete, participant, official or person under an employment contract with Cricket B.C. who, while in that capacity, is convicted of a criminal offense(s) involving conduct that does constitute Harassment under this policy shall be automatically suspended from participating in any and all activities of Cricket B.C. for an appropriate length of time determined by the Board of Directors having regard to:

a) the seriousness of the incident(s);

b) the length of sentence imposed in the criminal proceeding, if any;

c) the member’s prior behaviour; and

d) any other relevant circumstance.

 

8.0        APPEALS

 

8.1        A Complainant or Respondent who wishes to appeal the decision of the Discipline Committee may initiate an appeal by serving the Cricket B.C. with a ‘Notice of Appeal and Request for Hearing’ not more than 30 days after the date she or he receives notice of the Disciplinary Committee’s decision.

 

8.2        The Notice of Appeal and Request for Hearing shall be in writing and shall set out the grounds for appeal.

 

8.3        At the time of delivering the Notice of Appeal and Request for a Hearing, the appellant may also submit a written request for the Appeal Panel to rule that any disciplinary action imposed under s.7.28 be held in abeyance until after the hearing.

 

8.4        Upon receipt of a Notice of Appeal and Request for Hearing, the Cricket B.C. shall notify the Harassment Coordinator of the appeal.

 

8.5        The Harassment Coordinator will:

a) appoint an Appeal Panel to rule on any request under s.8.3 and to hear the Appeal; and

b) send a copy of the Notice of Appeal and Request for Hearing to the other party or parties involved in the Complaint.

c) confer with the Appeal Panel and the parties to set a date, time and location for the hearing of the appeal.

 

8.6        The Harassment Coordinator will send a copy of the Notice of Hearing to the Complainant and Respondent and to Cricket B.C.. The Notice of Hearing will be sent at least 30 days in advance of the scheduled hearing and shall:

a) specify the date, time, and location of the Hearing;

b) set out the rules of procedure that will govern the Hearing;

c) advise the parties that they should bring with them to the Hearing all relevant witnesses and other evidence they wish to be considered by the Appeal Panel; and

d) advise the parties that they have the right to be represented by counsel at the Hearing (at their own expense).

 

8.7        The Hearing is intended to provide an opportunity for each of the Complainant and Respondent to present submissions as to the matters in issue on the appeal.

 

8.8        In addition to the Notice of Appeal, the Appeal Panel may receive into evidence the Investigation Report, the Discipline Committee’s decision, and any other relevant evidence presented at the Hearing.

 

8.9        In most instances, Complainants and Respondents will be expected to speak for themselves although either may be represented by legal counsel or other advisors.

 

8.10      Unless otherwise agreed by a majority of the Appeal Panel, a closed hearing will be held within 30 days after the Appeal Panel has been appointed.

 

8.11      The Hearing will be recorded on tape by the Appeal Panel and the tapes will be kept for safekeeping by Sport BC. Subsequently, either party may have supervised access to the tapes by application to the Harassment Coordinator.

 

8.12      An Appeal Panel, by a majority vote of its members, may make other rules concerning the procedure of a hearing that it deems appropriate and consistent with this policy.

 

8.13      The Appeal Panel shall use the definitions in the Cricket B.C. harassment policy in evaluating the appeal and rendering its decision.

 

8.14      The Appeal Panel may, by a majority vote of its members:

a) dismiss the appeal;

b) substitute its own decision for that of the Discipline Committee; or

c) remit the Complaint for further investigation and/or for re-determination in accordance with its directions.

 

8.15      In addition to recommendations for discipline against the Complainant or Respondent, the Appeal Panel may recommend any other measures it considers appropriate in the circumstances. Such recommendations shall be made in writing and supported by reasons.

 

8.16      The Appeal Panel’s decision is final.

 

8.17      After completion of its duties, the Appeal Panel will turn over all copies of the Final Investigative Report and other materials related to the Complaint to Cricket B.C.

 

8.18      Within 14 days after completing a Hearing, the Appeal Panel shall send notice of its decision and the reasons for such decision, by registered mail, to the last known addresses of the Complainant and the Respondent, Sport BC and to Cricket B.C..

 

8.19      Cricket B.C. shall implement the Appeal Panel’s decision with respect to the appeal and may accept and implement any or all of the Appeal Panel’s additional recommendations.

 

 

9.1        If the Complainant is a minor, or someone otherwise unable to speak for his or herself, the Complaint may be brought forward by a “Responsible Adult.” The Responsible Adult will have the right to act on behalf of the Complainant throughout the complaint process, including:

a) making a Complaint;

b) receiving all notices on behalf of the Complainant; and

c) being present at all dealings with the Complainant.

 

9.2        If the Respondent is a minor, or someone otherwise unable to speak for his or herself, the following shall apply:

a) If the Harassment Advisor is attempting an informal resolution of a       complaint, the Harassment Advisor may speak to the Respondent directly concerning the Complaint provided that, prior to speaking to the Respondent, the Harassment Advisor shall have informed the Respondent that he/she may have a Responsible Adult present during the meeting;

b) If the Complaint is referred to an Investigation Officer for investigation:

(i) a copy of the Complainant’s Statement shall be forwarded to a parent or guardian of the Respondent if such person is known;

(ii) the Respondent shall be advised that he/she has the right to be represented by a Responsible Adult; and

(iii) The Respondent’s designated Responsible Adult will have the right to act on behalf of the Respondent throughout the investigation process, including:

A. responding to the Complainant’s Statement;

B. assisting the Respondent prepare a Respondent’s Statement;

C. receiving all notices of behalf of the Respondent; and

D. being present at all dealings with the Respondent.

 

10.        RECORDS

 

10.1      The Executive Director shall be responsible to keep all records required to be kept under this policy, including the Harassment Advisor’s reports.

 

10.2      Where a Complaint is resolved informally without investigation:

a) the Harassment Advisor shall provide the Executive Director with a confidential written record of the Complaint and details of the informal resolution; and

b) no reference to the incident shall be recorded in Cricket B.C.’s records relating to the Respondent.

 

10.3      All Harassment Advisors shall have access to the confidential written record under s.10.2 and the Final Investigation Report(s) for the purposes of carrying out the duties of a Harassment Advisor under this Policy.

 

10.4      If the Complaint is not resolved informally and the Complaint is referred to an Investigation Officer for investigation, a copy of the Complainant’s Statement shall be placed in Cricket B.C.’s records relating to the Respondent at the time the Complainant’s Statement is forwarded to the Investigation Officer.

 

10.5      Where an Investigation Report results in a finding of Harassment, the outcome of the investigation and any decisions of the Discipline Committee shall be recorded in Cricket B.C.’s records relating to the Respondent. The records shall include copies of the Complaint, the Investigation Report, the Discipline Committee report and, if applicable, the Appeal Panel’s decision.

 

10.6      Where an investigation results in a finding that the Complaint is not substantiated, all records of the Complaint shall be removed from Cricket B.C.’s records relating to the Respondent.

 

 

11         REVIEW AND APPROVAL

 

11.1      This policy was approved by Cricket B.C. board of directors on the 5th      day of November, 2005.

 

11.2      This policy shall be reviewed by Cricket B.C.’s First Vice-President and senior staff member on an annual basis.

Policy Statement

CRICKET B.C. POLICY STATEMENTS

 

 

MISSION STATEMENT

 

Cricket B.C. provides opportunities to foster and promote the sport of Cricket throughout British Columbia and Canada, which will offer opportunities for excellence at all levels of participation from recreational to international.

 

 

VISION STATEMENT

 

Cricket B.C. is dedicated to being a progressive volunteer sport association based upon a tradition of excellence, dedicated partners, and an ethical and value driven foundation.  Cricket B.C. has a strong multicultural athlete centred and client focussed sport system that promotes growth, accessibility and success of the sport of Cricket provincially, nationally and internationally

 

We are in pursuit of a vision that will:

  • Provide communities throughout British Columbia with accesss to recreational and competitive cricket programs.
  • Strive for excellence by providing training and competitive opportunities for athletes, coaches and officials from the recreational level to the international level.
  • Actively seek ways to increase participation rates for athletes, coaches and officials and build strong relationships with clubs, media, schools, sponsors, government and the sports community.

 

The following characteristics are included in this vision:

 

1.    Human Resources

 

There are improved leadership capabilities of both volunteers and staff that foster trust, creativity, cooperation and fairness.  Cricket B.C. provides an environment of mutual respect and recognition.

 

2.    Finances

 

Cricket B.C is living within its means, putting its activities in priority, and allocation its financial and human resources according to these priorities.

 

3.    Planning

 

Strategic and annual planning is realistic and based upon human and financial resources.  Priorities are clearly established.

 

4.    Management

 

There is a professional and effective approach to association management.

 

5.    Communications

 

There are effective communications within the association and with the media, private sector, educational institutions, governments and the local, national and international sport community.

 

6.    Grass Roots

 

Cricket B.C. has strong grass roots programs that provide enjoyment and  satisfaction to attract and retain participants.

 

7.    Membership

 

Cricket B.C. has a growing membership as a result of the association’s effective programs.

 

8.    Athletes

 

Cricket B.C. has a broad base of athletes.  The association focuses on a safe, enjoyable and motivating environment for all athletes and participants.

 

9.    Coaches and Officials

 

There are accessible and flexible training programs that ensure increased numbers of high calibre coaches and officials for provincial, national and international programs.

 

10.  International

 

Cricket B.C. in association with the Canadian Cricket Association and the  International Cricket Council, maintains a high profile in ensuring that cricket is a vibrant, multicultural international sport.

 

 

VALUE STATEMENT

 

The following statements collectively form the values held by Cricket B.C.:

 

1.    The environment of Cricket B.C. encourages tolerance, mutual respect, trust and innovation;

2.    Communication is open, honest and fair;

3.    Commitment to Cricket B.C. results in a positive and supportive experience;

4.    Within Cricket B.C. we deal professionally with issues and problems.

5.    Within Cricket B.C., teamwork and collaboration lead to pride, ownership and improved results.

 

The following list of key words illustrates the values we uphold and encourage:

 

HONESTY                  COMPASSION           INNOVATION             EXCITEMENT

INTEGRITY                COOPERATION         EXCELLENCE          FAIR PLAY                 

EMPATHY                  LEADERSHIP            FUN

Cricket BC By Law

BY-LAWS 

WEST COAST CRICKET ORGANIZATION

PART 1 – Interpretation

1. (1) In these by-laws, unless the context otherwise requires:

(a)           “Directors” means the directors of the Society for the time being;

(b)           “Society Act” means the Society Act of British Columbia from time to time in force and all amendments to it;

(c)           “Registered Address” of a member means their address as recorded in the register of members

(2) Words importing the singular include the plural and vice versa; and words importing a male person include a female person and a league or club.

 

PART 2 – Membership

2.             Membership shall consist of

(a)           Full Members

(i)            Any cricket club in the Province shall, on payment in advance of the membership fee, be eligible for admission as a full member of the Society in good standing.  A cricket club shall include any school, university or similar institution which fields one or more cricket teams. (a "Club"); and

(ii)           Any cricket league in the Province shall, on payment in advance of the membership fee, be eligible for admission as a full member of the Society in good standing.  A cricket league shall be any organization that administers a cricket competition which consists of at least 5 member Clubs. (a "League")

(b) Sustaining Members

Any person interested in the game of cricket shall, on payment in advance of the membership fee, be eligible for admission as a sustaining member of the Society in good standing.

(c) Honorary Members

Any person who, in the opinion of the Board of Directors, merits honorary membership shall be eligible for admission as an honorary member of the Society in good standing.

 

3.             Every member shall uphold the constitution and comply with these by-laws.

4.             The Board of Directors shall have the right to refuse acceptance of any application for membership of whatsoever kind, and shall not be obliged to give any reason for such refusal.

5.             All persons who are members of either a League or Club in good standing and any Sustaining Member in good standing shall be eligible for election to office.  An honorary member shall not be eligible for election to office, but shall be eligible for inclusion in committees.

6.             A League, Club, or Sustaining Member shall cease to be a member of the Society:

(a)           by delivering their resignation in writing to the secretary of the Society, or by mailing or delivering it to the registered address of the Society;

(b)           on their dissolution, or, in the case of a Sustaining or Honorary Member, on their death;

(c)           on being expelled;

(d)           on having been a member not in good standing for 12 consecutive months;

7. (1)       A member may be expelled by a special resolution of the members passed at a general meeting.

(2)      The notice of special resolution shall be accompanied by a brief statement of the reason or reasons for the proposed expulsion.

(3)      The member who is the subject of the proposed expulsion shall be given an opportunity to be heard at the general meeting before the special resolution is put to the vote.

8. (1)       All members are in good standing except a member who has failed to pay his current annual membership fee or any other subscription or debt due and owing by them to the Society and they are not in good standing so long as the debt remains unpaid.

(2)       A Club which is a member of a League and has not paid the fee which such Club has been assessed by its League for membership in the Society, and whose non-payment notification has been given to or filed with the Secretary by such League, shall be deemed to not be in good standing, notwithstanding that such League may have paid the membership fee of such League.  No Club or League which is not in good standing shall have any voice or vote at any general meeting, nor shall any sustaining member have a voice at any general meeting who is one year in arrears in payment of their membership fee. 

9.  (1) The annual membership fee for members shall be such amount as may from time to time be fixed by the Board of Directors and shall be payable in advance with the application for membership.

(2)    The Board of Directors may fix the same or different fees for different classes of membership.

  

PART 3 – Meetings of Members

 

10.          General meetings of the Society shall be held at a time and place, in accordance with the Society Act, that the Directors decide.

 

11.          Every general meeting, other than the annual general meeting, is an extraordinary general meeting.

 

12.          The Directors may, when they see fit, convene an extraordinary general meeting.  An extraordinary general meeting may in addition be convened upon deposit with the Secretary of a written requisition stating the purpose thereof and signed by a member League or Club or by three members of the Board of Directors in good standing.

 

13. (1)    Notice of a general meeting shall specify the place, day and hour of meeting and in case of special business, the general nature of that business.

(2)      Notice shall be given by the Secretary in writing to the members under By-Law 2(b) and (c) herein, and to the respective secretaries of each member League and Club, in the case of an ordinary general meeting not less than twenty-one (21) clear days, and in the case of an extraordinary general meeting not less than fourteen (14) clear days, prior to the date of the meeting in respect of which such notice is given.

(3)      The accidental omission to give notice of a meeting, or the non-receipt of a notice by any of the members entitled to receive notice does not invalidate proceedings at that meeting.

 

14. (1)    The Annual General Meeting shall be held in the Province of British Columbia on the first Saturday of November in each year.

(2)     Each fiscal year of the Society shall end on the 30th day of each September.

 

PART 4 – Proceedings at General Meetings

 

15.          Special business is:

(a)           all business at an extraordinary general meeting except adoption of rules of order; and

(b)           All business transacted at the Annual General Meeting, except:

(i)            the adoption of rules of order;

(ii)           the consideration of financial statements;

(iii)          the report of the Directors;

(iv)          the report of the Auditor, if any;

(v)           the election of directors;

(vi)          the appointment of the Auditor, if required;

(vii)         the other business that, under these by-laws, ought to be transacted at an annual general meeting, or business which is brought under consideration by the report of the Directors.

 

16. (1)    No business other than the election of a chairman and the adjournment or termination of the meeting shall be conducted at a general meeting at a time when a quorum is not present.

(2)  If at any time during a general meeting there ceases to be a quorum present, business then in progress shall be suspended until there is a quorum present or until the meeting is adjourned or terminated.

(3)  A quorum is any number of members in good standing entitled to twenty-five (25) votes.

 

17.          If, within half an hour after the time appointed for any general meeting, a quorum is not present, that meeting if convened on the requisition of members, shall be terminated; but in any other case it shall stand adjourned to a day and time, and date to be fixed by those present, such date and time must be 24 hours after the time appointed for the general meeting, and if at the adjourned meeting a quorum is not present within 30 minutes from the time appointed for the meeting the members present shall constitute a quorum.

 

18.          Subject to By-law 19, the President of the Society, the First Vice-President, or in the absence of both, one of the Directors present shall preside as chairman of a general meeting.

 

19.          If, at a general meeting,

(a)           there is no President, Vice President or other Director present within 15 minutes after the time appointed for holding the meeting; or


(b)           the President and all other Directors are unwilling to act as chairman, the members present shall choose one of their number to be chairman.

 

20.(1)     A general meeting may be adjourned from time to time and from place to place, but no business shall be transacted at an adjourned meeting other than the business left unfinished at the meeting from which the adjournment took place.

(2)   When a meeting is adjourned for 10 days or more, notice of the adjourned meeting shall be given as in the case of the original meeting.

(3)   Except as provided in this by-law, it is not necessary to give notice of an adjournment or of the business to be transacted at an adjourned general meeting.

 

21.          No debate shall be permitted save on a motion regularly moved and seconded.

 

22.          In the case of an equality of votes the chairman shall not have a casting or second vote in addition to any vote to which he may be entitled as a member and the proposed resolution shall not pass.

 

23.(1)     Any League in good standing referred to in By-Law 2(a) herein is entitled to one vote at a meeting of members.

 

(2)      Any Club in good standing referred to in By-Law 2(a) herein is entitled to one vote at a meeting of members for each team that it has registered with a League.

 

(3)      Voting shall be by written ballot

 

(4)      Voting by proxy shall be allowed provided that the proxy, in a form approved by the Board, is received by the Secretary at least 14 days prior to the date of the meeting.

 

24.          Questions of order arising at all meetings of the Society and of the Board of Directors not otherwise provided for in the by-laws shall be decided by the chairman subject to an appeal to the meeting and shall be disposed of according to Robert’s Parliamentary Rules of Order.

 

PART 5 – Directors and Officers

 

25. (1) The Directors may exercise all the powers and do all the acts and things that the Society may exercise and do, and which are not by these by-laws or by statute or otherwise lawfully directed and required to be exercised or done by the Society in general meeting, but subject, nevertheless to:

(a)           all laws affecting the Society;

(b)           these by-laws; and

(c)           rules, not inconsistent with these bylaws, which are made from time to time by the Society in general meeting.

 

26. (1)    The management of the Society shall be vested in the Board of Directors, which shall be made up as follows:

 

(a)           The following Directors of the Society shall be elected:

(i)            The President;

(ii)           The First Vice-President;

(iii)          The Second Vice-President;

(iv)          The Secretary;

(v)           The Treasurer; and

(vi)          2 Members at Large

(vii)         1 Member at Large with the responsibility of Junior Development in the Province of BC

 

(b)           The Board of Directors shall also include:

(i)            Three persons representing Leagues situated in the Lower Mainland of the Province;

(ii)           Two persons representing Leagues situated on Vancouver Island.

 

(c)           The Board of Directors may also include:

(i)            Two persons representing Leagues situated in the remainder of the Province.

 

(2)        The members of the Society referred to in clauses (1) (b) and (c) hereof shall send to the Secretary the names of their respective representatives to the Board of Directors.

 

(3)         In addition to the foregoing, the Society may at any general meeting elect an Honorary Patron, an Honorary President and such Honorary Vice-Presidents who in the opinion of the Society merit such an office.  Nominations for these positions, signed by the proposer and the seconder, must be sent to the Secretary at least 30 days prior to the Annual General Meeting and approved by the Board for presentation to the Society.

 

27. (1)    The Directors shall retire from office at an annual general meeting when their successors shall be elected.

(2)     The term for a Director shall be two years subject to the transition provided by this bylaw.

(a)           At the inaugural meeting of the Society in 2004 the positions of President, Second Vice President and Treasurer shall be filled for a term of two years and the positions of First Vice President and Secretary for a term of one year.  Thereafter in 2005 and subsequent odd years the positions of First Vice President and Secretary shall be filled for a term of 2 years.

(b)           In 2005 and subsequent even years, the positions of President, Second Vice-President and Treasurer shall be filled for a term of two years.

 

(3)        Separate elections shall be held for each office.

(4)        An election may be by acclamation, otherwise it shall be by ballot.

(5)        If no successor is elected at the Annual General Meeting the person previously elected or appointed continues to hold office.

 

28. (1)    If a Director resigns his office or otherwise ceases to hold office, the remaining directors shall appoint a member to take the place of the former director.

(2)     Any member of the Board of Directors who shall be absent three (3) consecutive meetings of the Board of Directors without good reason (the goodness whereof shall be in the sole discretion of the remaining members of the Board of Directors) shall be deemed to have resigned.

(3)     No act or proceeding of the Directors is invalid only by reason of there being less than the prescribed number of Directors in office.

 

29.          The members may by special resolution remove a Director before the expiration of his term of office, and my elect a successor to complete the term of office.

 

30.          No Director shall be remunerated for being or acting as a Director but a Director shall be reimbursed for all expenses necessarily and reasonably incurred by him while engaged in the affairs of the Society.

 

PART 6 – Proceedings of Directors

 

31. (1)    The Directors may meet together at the places they see fit to dispatch business, adjourn and otherwise regulate their meetings and proceedings as they see fit.

(2)     Five (5) or more Directors shall constitute a quorum for any meeting of the Board of Directors providing all board members have been notified in writing of such meeting.

(3)     The President shall be chairman of all meetings of the Directors, but if at a meeting the President is not present within 30 minutes after the time appointed for holding the meeting, the First Vice President shall act as a chairman; but if neither is present the Directors present may choose one of their number to be chairman at that meeting.

(4)     A Director may, at any time, and the Secretary, on the request of a Director, shall, convene a meeting other Directors.

 

32.(1)     The Directors may delegate any, but not all, of their powers to committees consisting of a Director, or Directors, or other persons as they see fit.

(2)      A committee so formed in the exercise of the powers so delegated shall conform to any rules imposed upon it by the Directors, and shall report every act and thing done in exercise of those powers to the earliest meeting of the Directors to be held next after it has been done.

 

33.          A committee shall elect a chairman of its meetings, but if no chairman is elected or if at a meeting the chairman is not present within thirty (30) minutes after the time appointed for holding the meeting, the directors present who are members of the committee shall choose one of their number to be the chairman at that meeting.

 

34.          The members of a committee may meet and adjourn as they think proper.

 

35.          For a first meeting of Directors held immediately following the appointment or election of a Director or Directors at an annual or other general meeting of members, or for a meeting of the directors at which a director is appointed to fill a vacancy in the directors, it is not necessary to give notice of the meeting to the newly elected or appointed Director or Directors for the meeting to be constituted, if a quorum of the Directors is present.

 

36. (1) Questions arising at a meeting of the Directors and committee of Directors shall be decided by a majority of votes.

(2)     In case of equality of votes the chairman does not have a second or casting vote.

 

37. (1)    No debate shall be permitted save on a motion regularly moved and seconded.

(2)     The chairman of a meeting may move or propose a resolution.

 

38.          A resolution in writing, signed by all the Directors, and placed within the minutes of the Directors is as valid and effective as if regularly passed at a meeting of Directors.

 

PART 7 – Duties of Officers

 

39.          The President shall:

(a)           preside at all meetings of the Society and of the Directors;

(b)           shall act as ex-officio member to all committees;

(c)           promote harmonious development of the aims and objects of the Society; and

(d)           act as chief executive officer of the Society and supervise the other officers in the execution of their duties.

 

40.          The First Vice President, and in the even of his absence, the Second Vice President shall carry out the duties of the President during his absence.

 

41.          The Secretary shall:

(a)           conduct the correspondence of the Society;

(b)           issue notice of meetings of the Society and the Directors;

(c)           keep minutes of all meetings of the Society and the Directors;

(d)           have custody of all records and documents of the Society except those which are required to be kept by the Treasurer;

(e)           have custody of the common seal of the Society; and

(f)            maintain the register of members.

 

42.          The Treasurer shall:

(a)           keep the financial records, including books of account, necessary to comply with the Society Act; and

(b)           render financial statements to the Directors, members and others when required.

 

43.          In the absence of the Secretary at a meeting, the Directors shall appoint another person to act as Secretary at the meeting.

 

44. (1)    The Board of Directors shall constitute the Finance Committee of the Society.

(2)     All appropriations, and all operating expenses and amounts allotted to committees must first be approved at a meeting of the Board of Directors.

(3)     All expenditures shall be made by cheque signed by the President, the First Vice President, the Secretary and the Treasurer, or by any two (2) of the said four (4) Directors.

 

PART 8 – Notices to Members

 

45.          Notice shall be provided to members by:

(a) mail or other delivery to the registered address of the member; or

(b) facsimile to a facsimile number provided by the member; or

(c)  electronic mail to an electronic mail address provided by the member; or

(d) personally.

 

46.         A Notice sent by mail is deemed to have been given on the second day following that on which the notice is posted, and in proving that notice has been given it is sufficient to prove the notice was properly addressed and put in a Canadian Post office receptacle.

 

47. (1)    Notice of a general meeting shall be given to:

(a) every member shown on the register of members on the day notice is given; and

(b) the Auditor, if Part 10 applies.

 

(2)     No other person is entitled to receive notice of a general meeting.

 

 

PART 9 - Borrowing

 

48.          The Board of Directors shall not borrow or raise or secure the payment of any moneys on behalf of the Society save pursuant to the provisions of the Society Act and with the sanction f special resolution of the members.

 

PART 10 - Auditor

 

49.          This part applies only where the Society is required or has resolved to have an auditor.

 

50.          At each Annual General Meeting the Society shall appoint an auditor to hold office until he is re-elected or his successor is elected at the next Annual General Meeting.

 

51.          The Auditor may be removed by ordinary resolution.

 

52.          An auditor shall be promptly informed in writing of appointment or removal.

 

53.          No Director or employee of the Society shall be Auditor.

 

54.          The Auditor may attend general meetings.

 

PART 11 – By-Laws

 

55.          On being admitted to membership, each member is entitled to and the Society shall give to him, without charge, a copy of the constitution and by-laws of the Society.

 

56. (1)    These By-Laws shall not be altered or added to except by special resolution.

 

(2)   Notice of every resolution proposing such amendment shall be signed by the proposing members and shall be filed with the Secretary at least thirty (30) days before the date of such meeting.

 

(3) A copy of any resolution to amend the by-laws shall be sent by the Secretary to each of the members, together with notice for the meeting at which such amendment is to be proposed.

 

PART 12 – Seal

 

57.          The Directors may provide a common seal for the Society and destroy a seal and substitute a new seal in its place.

 

58.          The common seal shall be affixed only when authorized by a resolution of the Directors and then only in the presence of the persons prescribed in the resolution, or if no person are prescribed, in the presence of the President and Secretary.

Officials Development Model

Adopted November 5, 2006 (Rev Dec 2nd, 2012)

 

Introduction

In British Columbia Officials are governed by two independent bodies, the Vancouver Umpire’s and Scorers Association (“VCU&SA”) and the Vancouver Island Society of Cricket Umpires and Scorers (VISCUS). These two associations are responsible for the training and development of all on-field and off-field officials.  Both organizations are members of Cricket B.C.

 

Stage 1 - Recruitment

Potential Officials are nominated by the member Cricket clubs or those interested parties approach either VCU&SA or the VISCUS directly.  Regular appeals are made to the member clubs to provide potential candidates.

 

Stage 2 – Initial Training

Candidates enroll in the Level 1 CC (Cricket Canada) Officials Course.  The course is four - five weeks long at three hours per week and covers the basic Laws of Cricket, ICC Playing Conditions & Local regulations.  The candidates then write a 60-80 minute exam on the above.This course and subsequent written test may be organized, by agreed to request, over two full days. The pass mark for officials is 75%.  The exam is marked in BC and the list of successful candidates is sent to the CC Umpiring Coordinator, who keeps a membership list of all Canadian umpires/scorers and issues Level 1 certificates to the successful candidates.

 

Stage 3 – Initial Experience

Holders of a Level 1 CC Certificate are assigned, by either the VCU&SA or the VISCUS to officiate matches in either the BCMCL or the leagues organized by the VDCA respectively.  Officials are assigned primarily to matches in the higher divisions in the BCMCL/VDCA when they are initially qualified.

 

Stage 4 – Secondary Training

After officiating a number of matches, usually (9 or more is locally recommended) for 1 year, in local cricket, a potential candidate may choose to enroll in the Level 2 CC course.  This course is geared to provide an intermediary step for those wishing to expand their knowledge of the MCC laws, ICC playing conditions, local regulations and game management.  This course is also four - five weeks long at three hours per week and is followed by a 80 minute exam. This time organization may be structured differently per agreement between VCU&SA/VISCUS.  As before, the exam is marked in BC and successful candidates receive certificates from Cricket Canada.

 

Stage 4 – Secondary Experience

Officials who hold a Level 2 CC Certificate are then assigned to matches, including the top division.

 

Stage 5 – Advanced Training

After building up a resume as a 'League' official at Level 2 in local cricket a potential candidate may choose to enroll in the Level 3 CC course.  This course allows an official to participate at the top divisions of Canadian cricket.  A qualified CC Level 3 umpire can officiate at any other cricket league in Canada and will be considered for domestic representative matches.  This course is 5+ weeks long at 3 hours per week and is followed by a 2 hour exam, also marked in BC.  The pass mark for Level 3 is 80%.  Successful candidates are recognized by certificate from the CC umpire coordinator and are expected to build up a resume at the top divisions of cricket in BC and Canada.

 

Stage 6 - ICC Officials (International)

The ICC (“International Cricket Council”) develops a list of officials for international tournaments and games.   The top ICC level is the ‘Full member’ level, which has officials drawn from the ‘Emirates’ panel & local Full Member panels.  Canada is represented on the 2nd tier of Cricket – The ‘Associate’ level. Regionally, Canada comes under the jurisdiction of the regional Cricket body – ICC Americas. In the Americas region, umpire education is run in conjunction with the West Indies Cricket Umpires Association (WICUA), which offers an intensive course in order to reach Level I qualification, the minimum for consideration to a regional panel. There will be a review of scorer education methods at the regional level in order to determine the best road ahead, including the future formation of regional scorer panels.

Constitution

FORM 3

SOCIETY ACT - CONSTITUTION

1. The name of the Society is “WEST COAST CRICKET ORGANIZATION”

2. The purposes of the Society are:

(a) To promote, foster and develop the playing of the amateur sport of cricket throughout the province of British Columbia;

(b) To promote and develop the playing of cricket in schools and generally among the youth of the Province of British Columbia;

(c) To take all steps necessary or desirable to regulate the sport of cricket throughout the Province of British Columbia;

(d) To select cricket teams to compete against other teams in Canada and elsewhere;

(e) To affiliate with or otherwise become a member of the Canadian Cricket Association or any other body which governs the playing of amateur cricket in Canada;

(f) To acquire by purchase, lease, license, gift or otherwise to hold as owner, lessee, licensee, or otherwise any properties both real and personal, including moneys, as may be considered suitable for the general purposes of the Association and the same to administer, develop, operate, apply and expand for the general purposes of the Society;

3. The purposes of the Society shall be carried out without pecuniary gain or profit to its members and any profits or other accretions to the Society shall be used in promoting its purposes. These provisions shall be unalterable; and

4. Upon the dissolution of the Association, any assets remaining after payment and satisfaction of the debts and liabilities, shall be transferred to an organization having cognate or similar objectives, or to a recognized charitable organization in the Province or elsewhere in Canada, as directed by the members. These provisions shall be unalterable.

Here set out, in numbered clauses, the bylaws providing for the matters referred to in section 6(1) of the Society Act and other bylaws.

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