SCC Code Of Conduct

SCC is committed to providing a sport environment that ensures everyone is treated with respect and dignity. Discrimination, Harassment, and Violence are not tolerated at SCC events or between SCC representatives. This applies not only to competitions, but also includes conduct outside of a competition that is carried over into, or otherwise impacts competitions and sportsmanlike conduct, or negatively impacts the SCC brand. Everyone must treat each other and all representatives of SCC with respect, upholding the dignity of every individual. This includes all manners of interaction, including face to face and electronic, including social media.

Being a member of the Strongman community is a big part of our lives and many individuals identify themselves as SCC Athletes or associate themselves with SCC as part of their Social Media activities. When doing so, SCC Representatives must exercise good judgment to ensure anything they post is respectful as per these guidelines, accurate, and does not harm SCC’s reputation.

SCC Leadership may choose to intervene when situations arise that can lead to the tarnishment of the company reputation (Including but not limited to Religious & Political circumstances)

Any breaches of the code of conduct could result in disciplinary action up to and including revoking of SCC membership either temporarily or permanently A representative of SCC is defined as:

- Any individual who: Holds a SCC membership;

Is affiliated with a SCC event directly or indirectly (E.g. Judges, promoters, sponsors, volunteers);

- All provincial/federal representatives of the SCC brand;
- The owners of SCC. Forms of discrimination, harassment, or Violence include, but are not limited to:
- bullying or intimidation;
- derogatory personal comments or demeaning comments, behaviours or jokes;
- actual or threats of physical attack or aggression (e.g. hitting, shoving, pushing or kicking an individual; throwing an object at an individual; slamming doors; threatening gestures)

-Lying or omitting the truth regarding any relevant information in regards to yourself or competition.

Reporting and Investigating
Incidents SCC representatives who believe they have been discriminated against, harassed, or subject to acts of violence, or have witnessed any of the above, are encouraged to address and resolve the issue immediately with the individual involved and request assistance from their Provincial Representative where necessary. Provincial Representatives will engage National Representatives as necessary to keep them informed and to facilitate the investigation and associated follow-up. SCC will investigate and take appropriate corrective actions to address all incidents and complaints in a fair, respectful, thorough, and timely manner. All SCC representatives are required to be cooperative, forthright, and truthful during investigations.

Incidents: Click HERE to see how to resolve any incidents, and who to speak to.

Consequences
Any SCC Representative found to be in breach of this policy will be subject to disciplinary action. The level of disciplinary action applied will be decided by the National Representative in consultation with the Provincial Representatives, as necessary. Examples of disciplinary action may include:
- Verbal Warning
- Volunteer hours at SCC events
- Ban from competing in SCC events and Competitions (either temporary or permanent)
- Ban from attending SCC events and competitions (either temporary or permanent)
- Revoking of SCC membership either temporarily or permanently All SCC Representatives are permitted to appeal a disciplinary action decision by submitting a written letter to the Federal SCC Representatives. Appeals will be reviewed by the Federal SCC Representatives, and decisions following this review will be final.

Supporting Information
SCC Owners and Provincial Representatives are responsible for:
- Ensuring that this policy is followed by all athletes and representatives and that they have the information they need to understand this policy and the consequences of not following it
- Demonstrated visible and active leadership in promoting a respectful atmosphere - Ensure that no athletes, sponsors, or other representatives under their supervision are subjected to, or participate in, Discrimination, Harassment, or Violence
- Ensure all representatives in their jurisdiction understand how to report instances of Discrimination, Harassment, or Violence
- Ensure the safety and security of all parties involved during an investigation of any incidents falling under this policy Athletes, Sponsors, or other SCC Representatives are responsible for:
- Ensuring they are accountable for their own actions, acting respectfully toward all representatives of SCC
- Raising any concerns about Discrimination, Harassment, or Violence and reporting all incidents immediately
- Cooperate with any efforts to investigate and resolve matters arising under this policy
- When using social media, including in a personal capacity, and referencing SCC or SCC representatives

No complainant will be penalized, reprimanded, or in any way criticized when acting in good faith while following this policy for addressing situations involving Discrimination, Harassment, or Violence. Acts of retaliation against a Complainant are a breach of this policy and will be dealt with in the same manner as acts of Discrimination, Harassment, or Violence. If an investigation results in a finding that the Complainant falsely accused the Respondent of Discrimination, Harassment, or Violence knowingly or in a malicious manner, the Complainant will be subject to appropriate disciplinary actions, up to and including permanent revoking of SCC membership and affiliation. Such an action is considered a violation of this policy.

Privacy
SCC pledges to respect the privacy of all individuals involved in an incident of Discrimination, Harassment, or Violence as much as possible. SCC will not disclose the circumstances related to an incident, or the name of the complainant, the individual alleged to have committed the incident, and any witnesses, except where necessary:
- To investigate the incident or to take corrective action
- To inform the parties involved in the incident of the results of the investigation and corrective action taken;
- To inform individuals of a specific or general threat of violence or potential violence; or
- As required by law
SCC will disclose only the minimum amount of personal information required that is necessary to inform SCC representatives of a specific or general, actual or potential, threat of Discrimination, Harassment or Violence.

Complainant: The individual who initiates a complaint

Respondent: The individual(s) of whom which the complaint is referring to

Discrimination is a distinction based on the personal characteristics of an individual, specifically, race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation that results in some disadvantage to that individual.

Harassment is any single incident or repeated incidents of objectionable or unwelcome conduct, comment, bullying or action by a person that the person knows or ought reasonably to know will or would cause offence or humiliation to a worker, or adversely affects the worker’s health and safety, and includes but is not limited to:
(i) conduct, comment, bullying or action because of race, religious beliefs, colour, physical disability, mental disability, age, ancestry, place or origin, marital status, source of income, family status, gender, gender identity, gender expression and sexual orientation, and
(ii) a sexual solicitation or advance, but excludes any reasonable conduct of an employer or leadership in respect of the management of workers or a work site

Violence, whether at a work site or work related, is the threatened, attempted or actual conduct of a person that causes or is likely to cause physical or psychological injury or harm, and includes domestic or sexual violence.

Domestic violence is a pattern of behavior used by one person to gain power and control over another with whom a person has or has had a personal relationship. This can range from subtle, coercive forms to violent acts that result in physical harm or death. Domestic violence becomes a workplace hazard, and is no longer limited to a personal issue, when it occurs or spills over into the workplace.

Sexual violence, as a hazard, is any sexual act, attempt to obtain a sexual act, or other act directed against a worker’s sexuality using coercion, by any person regardless of their relationship to the victim, in a workplace or a work related setting.

Forms of Discrimination, Harassment or Violence include, but are not limited to:
- derogatory personal comments or demeaning comments, behaviours or jokes; - unwanted sexual comments or requests;
- implied or express promises of reward for complying with requests of a sexual nature;
- threats or retaliation for not complying with an inappropriate request or for initiating a complaint;
- obscene or demeaning gestures, posters, electronic communication, cartoons, graffiti or drawings that are shown or sent to an individual, or group, or displayed in plain view;
- inappropriate practical jokes;
- threatening physical injury or physical contact causing injury;
- refusing to work with, assist or train an individual or group based on the personal characteristics of an individual;
- bullying or intimidation;
- physical attack or aggression (e.g. hitting, shoving, pushing or kicking a worker; throwing an object at a worker; slamming doors; threatening gestures)
- unwanted or unnecessary physical contact;
- physical interference with work or movement;
- verbal or written threats (e.g. verbally threatening to attack a worker, leaving threatening notes or sending threatening emails to express an intent to inflict harm on a worker);
- domestic or sexual violence