The 2025 recreation season begins May 26 and runs for 10 weeks, wrapping up July 31.

Competitive teams start in April/May and run later throughout the summer. 

Rain policy
Antigonish Celtics Soccer will make every attempt to field a full program of soccer but will take into account the following:
Weather – Soccer will not be cancelled for light rain.  Cancellations will be left up to the discretion of the Recreation committee and may include the following:
Lightning
Unseasonably cold/wet conditions
Poor field conditions
Extreme Heat
Field closure – Any closure of the soccer fields by the Town of Antigonish will result in cancellation of all programs scheduled.  Consideration will also be taken for the age group scheduled.
 
Cancellations will be posted on facebook and notices to The Hawk/98.9 XFM.  We will try to post by 4pm

What do House League soccer players wear in the summer?

• Jerseys for age groups U4-U7 are sponsored by Tim Horton's
• U4, U5 and U7 players can wear sturdy sneakers or soccer cleats
• U9 players and older must wear wear soccer cleats and shin pad for safety reasons.

What should we bring to outdoor soccer?

• Unbreakable water bottle
• Sunscreen
• Pants and jacket or sweatshirt if the weather is cool
• Insect repellent, if desired

• The Central Sports Field has a portable toilet on site but just to make sure get your child to use the washroom before coming to soccer.
• Columbus field has a washroom on site.
• The Jr. High School has no washroom facility. 

For our programs to be successful, we need your help.  Please consider volunteering in any of the following positions.

• Board Members, Various Committee members,  coaches (training provided)
• Competitive coaches and assistants (training provided)
• Season end tournament helpers at the end of July for U9 and U11 players

If you have other ideas about how you can help, please let us know!

If you're able to help with any of these positions, please contact the club antigonishminorsoccer1@gmail.com.

Preamble

This policy establishes guidelines for Antigonish Celtics Soccer Club’s (hereafter “ACSC”) commitment to diversity, equity, and inclusion across all aspects of its activities and operations. The aim is to ensure everyone is treated fairly and with respect, to ensure ACSC is equally accessible and inclusive to all, and to guide ACSC in its active pursuit of a club culture that embraces diversity, equity and inclusivity.

Scope

ACSC is responsible for setting standards and values that apply throughout the club at all levels of play. ACSC respects the rights, dignity, and worth of every person and will treat everyone equally within the context of their sport, regardless of age, ability, gender, race, ethnicity, religious belief, sexuality, or social/economic status. It aims to confront and eliminate discrimination by reason of any of the above and to actively establish equal opportunities for all.

Definitions

ACSC adopts the flowing definition of sports equity:

Sports equity is about fairness in sport, equality of access, recognizing inequalities, and taking steps to address them. It is about changing the culture and structure of sport to ensure that it becomes equally accessible to all members of society, whatever their gender, sexual orientation, marital status, race, nationality, ethnic origin, color, religion or belief, socio-economic status, ability, or disability.

A diverse sport environment acknowledges the differences in age, gender, education, and background. It acknowledges and values individuals’ unique life experiences, qualities, and characteristics.

An inclusive sport culture embraces, respects, and values differences in people regardless of gender, age, racial background, Aboriginal background, disability, or sexual orientation.

Policy

The policy of ACSC is to ensure equity is incorporated across all aspects of its activities and operations. All club members have a responsibility to challenge discriminatory behavior and promote equality of opportunity.

ACSC, its employees, volunteers, officials, and members are not to discriminate, or in any way treat anyone less favorably, on grounds of gender, sexual orientation, marital status, race, nationality, ethnic origin, color, religion or belief, socio-economic status, ability or disability.

ACSC will not tolerate harassment, bullying, abuse, or victimization of an individual, which for the purposes of this policy and the actions and sanction applicable is regarded as discrimination. This includes sexual or racially based harassment or other discriminatory behavior, whether physical or verbal.

ACSC has identified the club President as the first point of contact for individuals seeking guidance on appropriate behavior regarding questions of discrimination, and for individuals who feel they have experienced discrimination while participating in ACSC programming.

ACSC will deal with any incidence of discriminatory behavior seriously.

Related Resources

ACSC is committed to a policy of equal treatment of all members and requires all members to adhere to these policies and the requirements of:

Coaching Association of Canada: Diversity and Inclusion Canadian

Human Rights Act

Preamble

At Antigonish Celtics Soccer Club, all children have the right to a safe and respectful environment that is free from inappropriate conduct. Any conduct of an employee/volunteer that violates the Code of Conduct to Protect Children will not be tolerated. Any employee/volunteer engaging in such conduct will be subject to a range of disciplinary procedures.

Similarly, employees/volunteers who are aware of breaches of the Code of Conduct to Protect Children, but fail to report the information and take other appropriate action as reasonable in the circumstances, may be subject to discipline.

Antigonish Celtics Soccer Club is committed to:

• Ensuring that prompt action is taken in regard to allegations or suspicions of inappropriate behaviour.
• Ensuring we create an environment that encourages reporting.
• Treating all allegations or suspicions of inappropriate behaviour as confidential.

PURPOSE

Child–serving organizations are committed to providing safe and nurturing environments; however, because they work with children, they are vulnerable to attracting employees/volunteers who want to access and sexually abuse children or who may have inappropriate boundaries and relationships with children.

WHY IS THIS POLICY IMPORTANT?

Organizations must have internal reporting procedures regarding the following types of incidents:

Misconduct:

• An employee/volunteer’s inappropriate behaviour towards a child or children.
• The action taken by the organization will depend upon the nature of the incident; however, it is important for the organization to distinguish between illegal behaviour and inappropriate behaviour and establish appropriate reporting procedures for each.

PARAMETERS

This policy applies to all employees/volunteers of Antigonish Celtics Soccer Club including full-time, part-time, contract, temporary, or casual employees.

Our policies and procedures, and the Code of Conduct to Protect Children, defines inappropriate behaviour. Employees/volunteers are required to immediately report all inappropriate behaviour they witness or allegations or suspicions of inappropriate behaviour they learn about. If you are in doubt as to whether a behaviour is inappropriate, you must report the behaviour to your supervisor/administrator/president to enable the Supervisor/administrator/president to make an assessment.

PROCEDURE

Employees/volunteers:

1. If the child is the one conveying the information about inappropriate behaviour.
   1. Treat the information seriously and reassure the child (if appropriate).
   2. Report immediately to your Supervisor/administrator/president.
   3. Document the information provided on Incident Report Form.
2. If you witness something that you believe may be inappropriate behaviour.
   1. Do what you can to stop or interrupt the behaviour or situation causing the concern, to the extent you are able to do so without unreasonably jeopardizing your safety or the safety of the child involved. If you do not know the child or adult involved, take reasonable steps to identify the party you do not know and/or to note any identifiable features that may help to identify him/her.
   2. Report immediately to your Supervisor/administrator/president.
   3. Document what you have witnessed and what steps (if any) you took to stop or interrupt the behaviour on Incident Report Form.
3. If the information is being conveyed through another source (third party, another employee, another volunteer):
   1. Treat the information seriously.
   2. Document the information you have received on Incident Report Form.
4. Keep the information confidential.
5. Do not attempt to determine the accuracy of the information. A process of information gathering will ensue once your Supervisor/administrator/president is made aware of the information or concern.

Supervisor/administrator/president:

1. Consult with Risk Manager, and determine whether follow-up on the concern is warranted.
   1. Document determination on Incident Report Form.

Risk Manager

1. Meet with employee/volunteer who allegedly behaved inappropriately to discuss the information received.
   1. Tell the employee/volunteer about the information received without disclosing the source (wherever possible).
   2. Ask the employee/volunteer to share his/her version of events.
   3. Document the discussion on Incident Report Form.
2. Seek legal counsel and/or consult with an HR professional.
3. Document the outcome on Incident Report Form.

OTHER MATTERS OF NOTE

Interference with the Conduct of an Internal Inquiry into Inappropriate Behaviour

A threat or promise made to discourage the reporting of information about inappropriate behaviour in accordance with this policy, or any interference with the organization’s follow-up discussions regarding information received about inappropriate behaviour, including an attempt to have any such information withdrawn, is strictly prohibited and will result in disciplinary action.

Confidentiality

 All information related to inappropriate behaviour will be handled in confidence. We will not disclose the identity of any parties involved, or the circumstances, except where necessary for the purpose of follow-up or corrective action, where required by law, or for the protection of individuals. Similarly, employees/volunteers interviewed as part of the follow-up process shall treat all information in a confidential manner. An employee/volunteer who breaches confidentiality may be subject to discipline.

A copy of the documented incident shall be placed in the accused employee/volunteer’s human resource file and parents shall be alerted where appropriate and/or necessary pursuant to existing laws and/or information shall be shared with relevant child protection authorities in your province. Any identifying information about the child victim or reporting person shall be removed from this copy. A generic letter shall also be placed in the file that indicates the alleged offence, how it was handled and any follow-up that was completed.

Preamble

At Antigonish Celtics Soccer Club [ACSC], all children have the right to a safe and respectful environment that is free from child sexual abuse and/or inappropriate conduct. Any abusive or unlawful act committed by an employee/volunteer will not be tolerated and will be reported to child welfare and/or law enforcement as applicable. Any employee/volunteer engaging in such acts will be subject to a range of disciplinary procedures, up to and including dismissal (see Suspension/Dismissal: Unlawful Behaviour Policy on page [Insert the page number]). Similarly, employees/volunteers who are aware of breaches of the Code of Conduct to Protect Children, but fail to take appropriate action, may be subject to discipline.

Antigonish Celtics Soccer Club is committed to:

• Ensuring that prompt action is taken in regard to disclosures, allegations or suspicions of child abuse (and reporting to a child welfare and/or law enforcement agency and/or parents as required by law and as deemed necessary for the protection of children).
• Ensuring we create an environment that encourages disclosures, allegations or suspicions to be reported.
• Treating all disclosures, allegations or suspicions as confidential.

PURPOSE

Under Canadian child welfare laws, if you know or suspect child maltreatment, you have a legal obligation to report it. This is known as the “duty to report”. Every person in Canada has the duty to report known or suspected child maltreatment by law.

WHY IS THIS POLICY IMPORTANT?

Organizations must have internal reporting procedures regarding the following types of incidents:

Child Maltreatment:

• As outlined above, Canadian child welfare laws set out the duty to report and require all people to report suspicions based on reasonable grounds that a child is/or has been sexually abused; and/or disclosure of child sexual abuse.

PARAMETERS

This policy applies to all employees/volunteers of Antigonish Celtics Soccer Club, including full-time, part-time, contract, temporary, or casual employees.

Employees/volunteers are required to immediately report all disclosures, allegations, suspicions, or indicators of child abuse, regardless of source or content.

Employees/volunteers are required to promptly report the following matters under this policy:

1. Reports of Unlawful Behaviour from a Child Involving an Employee/Volunteer of ACSC or a Third Party. All disclosures, allegations or suspicions of unlawful behaviour towards a child reported to an employee by a child regarding either:
   1. another employee/volunteer of ACSC; or
   2. someone other than an employee/volunteer of [Insert the name of your organization here] (e.g. parent).
2. Unlawful Behaviour Witnessed by an ACSC Employee/Volunteer. Any incident of alleged unlawful behaviour, either:
   1. witnessed by an employee/volunteer regarding another employee/volunteer of ACSC; or
   2. witnessed by an employee/volunteer regarding someone other than ACSC employee/volunteer (e.g. parent).
3. Reports of Unlawful Behaviour from a Third Party Involving an Employee/Volunteer of ACSC or a Third Party. Any alleged unlawful behaviour, either:
   1. reported to an employee by a third party and regarding another employee/volunteer of ACSC; or
   2. reported to an employee by a third party regarding someone other than a ACSC employee/volunteer (e.g. parent).

The above reporting obligations apply whether the child involved is a participant in a program of our organization or not. NOTE: If you do not know the identity of the child, take steps to find out who the child is– depending on the situation, steps may need to be taken to protect that child from additional harm, the child may need to make a statement to police, etc.

REPORTING REQUIREMENTS

An employee/volunteer has an independent legal obligation to report unlawful behaviour to child welfare and/or law enforcement.

Under this policy, an employee/volunteer is also required to report unlawful behaviour to his/her supervisor/administrator/president, who is then obligated to report it to Risk Manager.

PROCEDURE

Employees/volunteers:

1. If a child is the one conveying the information:
   1. Treat the disclosure/allegation seriously and reassure the child.
   2. Document the disclosure/allegation on an Incident Report Form.
2. If you witness something:
   1. Do what you can to stop or interrupt the behaviour or situation causing the concern, to the extent you are able to do so without unreasonably jeopardizing your safety or the safety of the child involved. The steps you may be able to take will vary depending upon the situation and the safety concerns that may be applicable.
   2. If you do not know the child or adult involved, take reasonable steps to identify the party you do not know and/or to note any identifiable features that may help to identify him/her.
   3. Document what you have seen and what you may have done to intervene on the Incident Report Form, including whatever information you may have about the identity of the child or adult involved.
3. If the information is being conveyed through another source (third party, another employee, another volunteer):
   1. Treat the information received seriously.
   2. Document the information received from the reporting person, and any other information you have received on Incident Report Form.
4. Notify your supervisor/administrator/president and report the matter to child welfare and/or law enforcement. A phone call to child welfare can be made by you on your own, or together with your supervisor/administrator/president.
   Remember: the legal duty to report lies with the individual who witnessed the incident or received the disclosure, allegation or other concern. Notifying your supervisor/administrator/president is for purposes of this policy only. It does not absolve an employee/volunteer of the legal obligation to report to CFS.
5.  Documentation:
   1. Supervisor/administrator/president - document discussion with employee/volunteer on Incident Report Form.
   2. Supervisor/administrator/president and employee/volunteer – document discussion with CFS on Incident Report Form.
6. The Supervisor/administrator/president must report the disclosure, allegation or other concern above to the Risk Manager, and the individual receiving the information must report it to President.
7. All employees/volunteers receiving the disclosure, allegation or other concern must keep the information confidential and in accordance with the confidentiality obligations set out at the end of this policy, and the obligations under the Policy on Communications with Employees About Unlawful Behaviour.
8. Leave the investigation up to the authorities mandated with this responsibility (child welfare and law enforcement). Do not investigate disclosures, allegations or other concerns, and do not discuss them with others except as required to report the information or participate in a related investigation.
9. The President is tasked with:
   1. Consulting with legal counsel and/or an HR professional.
   2. Following steps in the Suspension/Dismissal: Potential Unlawful Behaviour policy.
   3. Documenting the outcome on Incident Report Form.

OTHER MATTERS OF NOTE

Interference with the Conduct of an Investigation

A threat or promise made to discourage a disclosure, the filing of an allegation or the reporting of a concern, or any interference with the conduct of an investigation, including an attempt to have a disclosure, allegation or other concern withdrawn, is strictly prohibited and will result in disciplinary action.

Confidentiality

All disclosures, allegations and other concerns will be handled in confidence. We will not disclose the identity of any parties involved, or the circumstances of the disclosure, allegation or concern, except where necessary for the purpose of investigative or corrective action, where required by law, or for the protection of individuals. Similarly, employees/volunteers interviewed as part of an investigation or follow-up under this policy shall treat all information in a confidential manner. An employee/volunteer who breaches confidentiality may be subject to discipline.

A copy of the documented incident shall be placed in the accused employee/volunteer’s human resource file. Any identifying information about the child victim or reporting person shall be removed from this copy. A generic letter shall also be placed in the file that indicates the alleged offence, how it was handled and any follow-up that was completed.

Preamble

When an Antigonish Celtics Soccer Club Coach, Volunteer Coach, Assistant Coach or Manager is in a potentially vulnerable situation with any child (example - locker room or meeting room), another Antigonish Celtics Soccer Club Coach, Volunteer Coach, Assistant Coach, Manager or the parent/guardian of the player(s) must be present.

In any one-on-one situation with any Antigonish Celtics Soccer Club child, there must be a Coach, Assistant Coach or Manager of the same gender present, or the player's parent/guardian must be present.

Note - This includes electronic devices such as SMS messaging and private chat applications.

PURPOSE

Ultimately, the Rule of Two states that there will always be two screened and NCCP trained or certified coaches with an athlete, especially a minor athlete, when in a potentially vulnerable situation. This means that any one– on–one interaction between a coach and an athlete must take place within earshot and view of the second coach, with the exception of medical emergencies.

WHY IS THIS POLICY IMPORTANT

The Rule of Two serves to protect minor athletes in potentially vulnerable situations by ensuring that more than one adult is present. Vulnerable situations can include closed doors meetings, travel, and training environments.

PROCEDURE

In the event where screened and NCCP trained or certified coaches are not available, a screened volunteer, parent, or adult can be recruited. In all instances, one coach/volunteer must reflect the genders of the athletes participating or be of an appropriate identity in relation to the athlete(s).

The following sequential list depicts the “staircase approach” to the Rule of Two. While the Gold Standard is the preferred environment, it is not expected that it will be reached at all times. The alternatives presented, although increasing risk, are acceptable and would be considered to be in alignment with the Rule of Two. The one–on–one interaction between a coach and an athlete without another individual present, as depicted at the lowest rank in the sequential list, is to be avoided in all circumstances.

1. Two certified coaches (Gold Standard)
2. One trained coach & one screened adult
3. One coach & two athletes
4. One coach & one player (Not to happen)

Code of Conduct to Protect Children

(Courtesy of Commit2Kids)

Introduction

As a reputable child-serving organization, Antigonish Celtics Soccer Club has developed the following Code of Conduct to Protect Children to guide our employees/volunteers. While every employee/volunteer is valued and unique, we come together as an organization in the best interests of children and their families. The safety, rights and well-being of children we serve are at the core of our daily operations. We nurture supportive relationships with children while balancing and encouraging appropriate boundaries.

Why a Code of Conduct to Protect Children?

At the core of our operations is a deep commitment to ensuring all children are protected and safe. A Code of Conduct to Protect Children is an important component to creating safe environments for children. As a reputable and charitable child-serving organization, the safety, rights and well-being of children served by our programs and services are paramount to the core of our daily operations and our continued public support, and it is imperative that we have transparency and accountability in all of our dealings involving children.

We believe that each employee/volunteer plays a key role in the protection of children regardless of their contact with the public. Employees/volunteers are the ambassadors of the organization, and in all dealings involving children our employees/volunteers must display, and appear to display, behaviour that is consistent with our mission.

Maintaining personal boundaries is integral to developing healthy relationships with children and families. Behaviour that presents risk often begins by breaking boundaries with children and teens. To help employees/volunteers understand what is expected, this Code includes information about the type of behaviour expected, and it provides clear direction to those who either directly observe behaviour of concern, or who learn about behaviour of concern from others.

The intent of the Code of Conduct to Protect Children is to guide our employees/volunteers in developing healthy relationships with the children involved in activities or programs delivered by our organization. By providing employees/volunteers with the guideposts against which they can measure their own behaviour and the behaviour of those around them, employees/volunteers are empowered to identify and address behaviour of concern at an early stage to help better protect children.

Treating Children with Dignity and Maintaining Boundaries

All employees/volunteers are responsible for treating all children with respect and dignity, and for maintaining appropriate boundaries. Employees/volunteers must monitor their own behaviour towards children, and be aware of the behaviour of their colleagues, to ensure that behaviour is appropriate and respectful, and will be perceived as such by others.

If at any time you are in doubt about the appropriateness of your own behaviour or the behaviour of others, you should discuss it with your supervisor/club president.

Things to Consider:

Before engaging in any behaviour or activity with a child, and when considering how your behaviour or the activity may be perceived by the child and by others, you should consider whether:

• The activity you are engaging in with a child is known to, and approved by, your supervisor/administrator/president/administrator/president and/or the parents of the child. All interactions with a child should be transparent.
• The activity or behaviour you are engaging in would raise concerns in the mind of a reasonable observer as to its appropriateness.
• The activity or behaviour is directly and objectively tied to your job function.
• The organization may be detrimentally affected by the activity or behaviour.
• The activity or behaviour may be reasonably regarded as posing a risk to the child.
• The activity or behaviour may contribute to a child’s discomfort.
• The activity or behaviour may appear inappropriate to the organization, the child’s family, or the public.

In addition, always consider the child’s reaction to any activities, conversations, behaviour, or other interactions, and avoid criticizing, embarrassing, shaming, blaming, or humiliating a child.

Do not place inappropriate expectations on a child. Use your instincts as a guide. Ask yourself:
“Whose needs are being met by the activity or behaviour?” The purpose of an activity or behaviour should always be to meet the child’s needs, not the adult’s needs.

Tip: If the child seems uncomfortable with the activity or behaviour, that is a good indication that the activity and/or behaviour is unwelcome and should stop. You need to reassess the activity or behaviour and consult with your supervisor/administrator/president/administrator/president before continuing.

General Rules of Behaviour

Employees/volunteers of our organization must:

• Treat all children with respect and dignity.
• Establish, respect and maintain appropriate boundaries with all children involved in activities or programs delivered by the organization.
• Always adhere to the organization’s policies and procedures in dealing with children.
• Treat all disclosures, allegations or suspicions of sexual or other unlawful or inappropriate behaviour involving a child seriously – an employee/volunteer must report all disclosures, allegations or suspicions of inappropriate or unlawful behaviour as set forth in this Code of Conduct to Protect Children.
  Employees/volunteers of the organization must not:
• Engage in any sort of physical contact with a child that may make the child or a reasonable observer feel uncomfortable, or that may be seen by a reasonable observer to be violating reasonable boundaries.
• Engage in any communication with a child within or outside of work that may make the child uncomfortable or that may be seen by a reasonable observer to be violating reasonable boundaries.
• Engage in any behaviour that goes against (or appears to go against) the organization’s mandate, policies or Code of Conduct to Protect Children, regardless of whether they are serving the organization at that moment.
• Conduct their own investigation into allegations or suspicions of inappropriate behaviour – it is an employee/volunteer’s duty to report the matter to his/her supervisor/administrator/ president/administrator/president or child welfare, not to investigate.

Ranges of Inappropriate Behaviour

It is important for all employees/volunteers to understand that behaviours, as they relate to the safety and protection of children, fall into a continuum.

On one end of the continuum are those behaviours that are unlawful. Unlawful behaviours are those that are criminal or that breach child welfare or related legislation, and include such things as child abuse, sexual assault, sexual interference, invitation to sexual touching, sexual exploitation, procurement, luring, child pornography offences, corrupting morals, indecent acts, voyeurism, etc.

Unlawful behaviours need to be reported to the child welfare agency and/or law enforcement for investigation. This Code provides you with information about how to submit such a report.

At the other end of the continuum are those behaviours that are inappropriate but are of such a nature that it is believed they can be addressed and corrected through additional training, supervision and monitoring. Inappropriate behaviour could range from one-time behaviours to multiple instances, and could include behaviour that is repeated even after it has been brought to the attention of the employee. It includes such things as telling inappropriate jokes to or in earshot of a child, confiding in a child with personal stories and having unauthorized contact with a child outside of work duties.

Inappropriate behaviour needs to be brought to the attention of management so it can be followed up formally and internally. The organization will determine if the behaviour is inappropriate and how it will be addressed.

In the middle of the continuum are those behaviours that may either be unlawful or inappropriate, depending on the overall circumstances. Or, it may be behaviour that is initially seen as behaviour that could be corrected through additional training, supervision and monitoring, but upon following up and learning more information, it is determined the behaviour is more serious and warrants a formal investigation.

For example, one instance of grooming behaviour may initially be seen as inappropriate, but of such a nature that it can be dealt with internally. However, upon following up on the behaviour and learning more about the overall circumstances and any prior inappropriate behaviour, the behaviour may be elevated to something that warrants a report to the child welfare agency.

Consider the following example:

A report is submitted internally about an employee/volunteer exchanging unauthorized emails with a child outside of his/her work duties. The initial information indicates that the emails are of a general nature. After the organization follows up, it learns that some of the emails were sexual in nature, and it learns that the employee/volunteer has exhibited other inappropriate behaviour that had not been reported previously. Each instance of inappropriate behaviour, if considered separately and without context of the other behaviours, might be characterized as something in the nature of “poor judgment” that is capable of correction. However, once all behaviours are considered in context with each other, it may be sufficient to warrant a report being made to the child welfare agency, law enforcement or the licensing body for the individual.

For the protection of children in our care, all instances of inappropriate behaviour will be followed up on. Behaviours of concern will be reported to the child welfare agency, law enforcement or the licensing body for the individual for further investigation whenever we deem such action to be warranted.

What Constitutes Inappropriate Behaviour

Inappropriate behaviour will not be tolerated, especially as it relates to the well-being of the children involved in activities or programs delivered by the organization.

Inappropriate behaviour falls on a continuum, as noted in the section above headed “Ranges of Behaviour.” Behaviour considered inappropriate is that which may be seen by a reasonable observer to be violating reasonable boundaries, and includes, but is not limited to, the following:

1. Communication that goes beyond the employee/volunteer’s responsibilities with the child and/or does not occur within the context of their duties and responsibilities.

For example:

• Making personal phone calls to a child and/or one or more members of the child’s family
• Having personal electronic or cell phone exchanges with a child and/or one or more members of the child’s family (email, text message, instant message, online chats, social networking (including “friending”), etc.), regardless of who initiated the exchange
• Writing personal letters to a child or one or more members of the child’s family
• Excessive communication (online or offline) with a child or the child’s family

You must report all communication with a child or his/her family that occurs outside the workplace. This enables the organization to ensure any such communication is appropriate and within reasonable boundaries, and will help to identify any problematic situations.

2. Spending time with a child or the child’s family outside of designated work times and activities, especially if this is not known to your supervisor/administrator/president/administrator/president and the child’s parents. You must report to your supervisor/administrator/president/administrator/president all contact with a child or the child’s family outside of designated work times and activities BEFORE the contact occurs.
   
   
3. Favouring one or more children to the exclusion of others (for example, paying a lot of attention to, giving or sending personalized gifts*, or allowing privileges that are excessive, unwarranted or inappropriate).

*Note: It is not inappropriate behaviour to give a contextually appropriate thank-you card, birthday card, seasonal card, or other nominal gift to the child, where such a gesture would be considered reasonable under the circumstances, provided that all gestures taken together are not excessive in number and that such exchanges are carried out within a work context, in the presence of other adults and with the full knowledge and consent of the organization.

4. Using a personal cell phone, camera or video to take pictures of a child, or allowing any other person to do so, as well as uploading or copying any pictures you may have taken of a child to the Internet or any personal storage device. Pictures taken in a work related setting, with prior written consent from the parent/guardian, and in circumstances in which the parent/ guardian and your supervisor/administrator/president/administrator/president is aware that pictures are being taken may be permissible provided the organization has approved the activity in advance and has put procedures in place to ensure the pictures will be stored in a location only accessible to those with a need to access and removed when no longer required for the purpose for which they were taken.

5. Offering or providing rides to a child in your personal vehicle, or in the organization’s vehicle, except when your supervisor/administrator/president/administrator/president/ administrator/president is aware of and has approved it and express parental consent has been granted, or in emergency situations. You must report all rides you give to a child, whether in your own vehicle or in the company vehicle, to your supervisor/administrator/president/administrator/president/administrator/president.

In addition to the foregoing, the following behaviour is considered serious and may trigger a report to child welfare in addition to any other internal disciplinary procedures:

6. Telling sexual jokes to a child or making comments to a child that are in any way suggestive, explicit or personal.
   
   
7. Showing a child material that is sexual in nature, including signs, cartoons, graphic novels, calendars, literature, photographs, and screen savers, displaying or keeping such material in a location where it is reasonably possible that a child may see it, or making such material available to a child
   
   
8. Physically or emotionally harming a child
   
   
9. Intimidating or threatening a child
   
   
10. Making fun of a child. Whether or not a particular behavior or action constitutes inappropriate behaviour will be a matter determined by the organization having regard to all of the circumstances, including past behaviour, and allegations or suspicions related to such behaviour.

Reporting Requirements

All employees and volunteers are required to report unlawful behaviour to police/child welfare and inappropriate behaviour or incidents to their supervisor/administrator/president/ administrator/president/administrator/president. This requirement applies not only to behaviour or incidents that you personally witness, but also to those that you hear about.

Adults often worry that they may be overreacting and misreading a situation, and this may cause them to minimize concerning behaviour they witness or hear about. There is also a fear of damaging a working relationship by raising a concern about a work colleague. It can be hard to believe that someone you work with or someone you met through your work duties could harm a child, and it can be tempting to downplay a transgression in the hopes it will not be repeated.

Keep in mind that the focus always has to be on the behaviour, not the person. A person’s character or their position in the organization has nothing to do with whether that person’s behaviour is appropriate or inappropriate in a given situation. It cannot be about whether you are “right” or “wrong,” it must be about doing the best you can to identifybehaviour of concern so it can be dealt with appropriately.

Categories of incidents that need to be addressed by staff/volunteer under this Code of

Conduct to Protect Children include the following:

1. Reports of Unlawful Behaviour from a Child Involving an Employee/Volunteer of the organization or a Third Party. Disclosures or allegations of unlawful behaviour reported to an employee by a child regarding either:
   1. another employee /volunteer of the organization; or
   2. someone other than an employee/volunteer of the organization (e.g. parent, teacher, babysitter, coach);
      must be reported to child welfare and/or police in accordance with the Reporting and Documenting Complaints Policy re: Potentially Unlawful Behaviour.
      
      
2. Unlawful Behaviour Witnessed by an Employee/Volunteer of the Organization. Any incident of alleged unlawful behaviour either:
   1. witnessed by an employee/volunteer regarding another employee/volunteer of the organization; or
   2. witnessed by an employee/volunteer regarding someone other than an employee/volunteer of the organization (e.g. parent);
      must be reported to child welfare and/or police in accordance with the Reporting and Documenting Complaints Policy re: Unlawful Behaviour. If you do not know the identity of the child, take steps to find out who the child is– depending on the situation, steps may need to be taken to protect that child from additional harm, the child may need to make a statement to police, etc.
      Note: If you are a witness to abuse in progress, it is expected that in addition to reporting what you see, you will also do what you reasonably can to stop or disrupt the interaction. The steps may vary according to what you are witnessing and what personal safety considerations may exist for you and/or the child being abused. If you do not feel you can intervene safely, you should immediately get additional help, whether by calling the police, involving other employees, etc.
3. Inappropriate Behaviour Involving a Centre Employee/Volunteer. Inappropriate behaviour that is either:
   1. reported to the employee/volunteer by a child or third party regarding another employee/volunteer of the organization; or
   2. witnessed by the employee/volunteer and involving another employee/volunteer;
      must be reported to the organization in accordance with the Reporting and Documenting Complaints Policy re: Inappropriate Behaviour. In addition to reporting, if you witness the inappropriate behaviour you should take steps that can safely be taken to stop or disrupt the interaction, as outlined in #2 above.
4. Inappropriate Behaviour Involving Third Parties. Inappropriate behaviour that is either:
   1. reported to the employee/volunteer by a child or third party regarding a third party; or
   2. witnessed by the employee/volunteer and involving a third party;
      must be reported to the organization in accordance with the Reporting and Documenting Complaints Policy re: Inappropriate Behaviour. In addition to reporting, if you witness the inappropriate behaviour you should take steps that can safely be taken to stop or disrupt the interaction, as outlined in #2 above.

IMPORTANT NOTE: If you are not sure whether the issue you have witnessed or heard about involves unlawful behaviour, or inappropriate behaviour, discuss the issue with your supervisor/administrator/president/administrator/president/administrator/president who will guide you through the process. Remember: You have an independent duty to report all unlawful behaviour directly to child welfare.

Consequences of Failing to Adhere to this Code of Conduct to Protect Children

Depending on the circumstances, failure to adhere to the Code of Conduct to Protect Children by an employee/volunteer may result in:

• follow-up by the organization to (1) gather information about what happened and (2) determine what, if any, disciplinary action is required; and/or
• a report to child welfare or law enforcement (or both).

Consequences, disciplinary or corrective actions will be as determined by the President of the Antigonish Celtics Soccer Club and will be based on the nature and severity of the incident, as well as information learned during follow-up, and any past behaviour of concern.

If, in following up on a concern, we believe the behaviour exhibited by an employee, volunteer or a third party may constitute unlawful behavior we will report the behaviour to child welfare and possibly law enforcement.

In addition, in circumstances where multiple behaviours are reported, where inappropriate behaviour is recurring, or where one instance of inappropriate behaviour is of serious concern, the organization may refer the matter to child welfare, law enforcement or the employee’s licensing body for investigation.

Failure to adhere to the Code of Conduct to Protect Children by any employee/volunteer will result in follow-up to look into the situation and disciplinary action if necessary. Appropriate consequences/disciplinary actions are to be determined by management and will be based on the nature and severity of the incident.

I agree to comply with the Code of Conduct to Protect Children for Antigonish Celtics Soccer Club.

Employee/volunteer’s signature                                                                                        Date

If You Have Questions

While working for the organization you are bound to be presented with issues and scenarios that have not been addressed specifically in this Code of Conduct to Protect Children, or that you need further guidance on. Should that occur, you are encouraged to approach your supervisor or you have raised the issue with your supervisor and are not satisfied with the response, you should approach any board member for guidance.