GPO Code of Conduct
(1.0) The purpose of this Bylaw is to ensure all participants at Party-affiliated functions have an opportunity to participate fully without being hindered in or prevented from doing so by any Ontario Human Rights Commission (OHRC) prohibited grounds for discrimination, and to be free from harassment and intimidation.
(1.1) OHRC prohibited grounds for discrimination are citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age, creed, sex / pregnancy, gender identity, gender expression, family status, marital status, sexual orientation, receipt of public assistance, and record of offence.
Prohibited grounds of discrimination or harassment
(2.0). All participants at a Party-affiliated function will not engage in any behaviour that will undermine or attack the goals and purposes of the GPO including, but not limited to:
a. using offensive language or behaviour;
b. making denigrating comments on the basis of OHRC prohibited grounds; c. harassing, threatening, assaulting or intimidating other participants; or d. damaging or destroying any property that does not belong to them.
c. harassing, threatening, assaulting or intimidating other participants; or
d. damaging or destroying any property that does not belong to them.
Complaints and equity officer
(3.0) All centrally organized GPO events or meetings with more than 20 people in attendance shall appoint an Equity Officer (EO) to investigate any complaints, including those under 2.0.
(3.1) The meeting organizer(s) shall outline the procedure for investigating and resolving complaints made to the EO prior to the meeting.
(3.2) All procedures for investigating and resolving complaints must include the following:
a. a process for making anonymous complaints;
b. a process for the accused person or persons to make a written statement responding to any allegation made against them;
c. a process for determining whether any provision within 2.0 has been violated;
d. a process for determining the appropriate resolution in the event of a violation of 2.0; e. a process for informing all affected parties; and
f. a process for determining whether the complaint should be reviewed further by the GPO.
(3.3) The procedure for investigating and resolving complaints must be publicized prior to the event.
(3.4) The GPO shall provide assistance for the investigation and resolution of complaints.
(3.5) The duties of the EO include, but are not limited to:
a. being visible and available for the duration of the meeting, including attendance at affiliated social events;
b. acting in a responsible manner and being prepared to deal with any eventuality at all times;
c. investigating all complaints; and
d. issuing a report to the Ombuds Committee if required following the event.
Procedure for review on request of the complaints and equity officer
(4.0) A GPO member, having had their complaint investigated, may request that the complaint be reviewed by the GPO Ombuds Committee.
(4.1) All requests for review by the GPO Ombuds Committee must include a written report detailing the investigation by the Complaints and Equity Officer.
(4.2) The GPO Ombuds Committee may make recommendations to the Provincial Executive based on the evidence reviewed in accordance with the process outlined in Bylaw K: Membership.
(5.0) Harassment is a form of discrimination. It involves any unwanted physical or verbal behaviour that offends or humiliates. Generally, harassment is a behaviour that persists over time. Serious one-time incidents can also sometimes be considered harassment.
(5.1) Participant is defined as any person in attendance for any portion of an affiliated event.