Bylaws and Policy Committee

Prepared by Beth Smith, Chair, Bylaws and Policy Committee

1. Motions for the 2020 AGM

A. Bylaw Motions: nil

B. Policy Motions:

a) Policy 5.05 The Elections Process

Revise k) to read: After the ballots are counted, any candidate may request the number of votes he or she that that candidate received.

Rationale: This brings this policy into compliance with pronoun elimination.

b) Policy 7.01 Duties of the Board

That Policy 7.01 Duties of the Board be amended by adding new c) and d) as follows:

c) Respecting the privacy of our members and staff is a basic value of RTAM. In the course of their duties, Board and Committee members may be made aware of information of such nature that the use or release of that information, in any fashion other than that authorized by the Board, may cause damage or injury to RTAM, the Board, the provider of the information, or a third party. Therefore, annually all Board and Committee members shall sign a pledge of confidentiality.

d) Though Board members are expected to act as ambassadors for RTAM with members and Chapters, they shall not disclose matters of a confidential nature, personnel information pertaining to staff or consultant(s) hired by the Board any discussion from Board meetings or discussion or decisions from in camera sessions of the Board. Unauthorized disclosure of confidential information is a serious violation of this policy and will subject those who made the unauthorized disclosure to appropriate consequences including removal from the Board and/or its Committees.

Rationale: Respecting the privacy of our members and staff, and of RTAM itself is a basic value of The Retired Teachers’ Association of Manitoba.

c) Policy 8.05 Treasurer

Add a new d) and renumber accordingly.

d) Invoices presented for payment, which are

outside the parameters of the budget, shall be honoured when there is a motion from the RTAM Board to cover the same.

Rationale: This policy is missing from our Policy Manual and if not included leaves the Treasurer in a vulnerable position.

d) In Policy 9.07 (4) (ii) Public Relations Sub-Committee

The Public Relations Sub-Committee recommended that Policy 9.07 (4) (ii) b) be amended to read: Shall publicize events sponsored by RTAM with consultation from the Committee(s) responsible for the event. The Committee recommends that 9.07 (4) (ii) b) be amended to read: Shall publicize events sponsored by RTAM with prior consultation with the Committee(s) responsible for the event.

Rationale: this will assist in cooperation between committees.

e) In Policy 9.07 (8) Political Advocacy b) insert “economic and social” after the word “political”. 9,07 (8) b) would then read: Monitor political, economic and social issues and advise the President and/or the Board on emerging issues relevant to RTAM.

Rationale: Adding the words “economic and social” falls within RTAM’s mandate.

f) In Policy 9.07 (8) Political Advocacy Committee change 9.07 (8) c) by inserting “Initiate” before Plan, delete “if so directed by the Board.” and add “on emergent and emerging issues with the approval of the Board”.

9.07 (8) c) would then read: Initiate, plan and organize advocacy, if so directed by the Board, on emergent

and emerging issues with the approval of the

Board.

Rationale: This revision to policy would allow the Political Advocacy Committee to be forward thinking and get permission from the Board before taking any action.

g) 11.03 (9) Other Costs

Revise as follows: An Allowance or reimbursement of actual costs may be approved by the President where such costs are incurred by the Board or Committee Members in the course of conducting RTAM business

Change to read: Invoices presented for payment,

which are outside the parameters of the budget, shall be honoured when there is a motion from the RTAM Board to cover the same.

Rationale: This policy is consistent with Policy 8.05 d) Treasurer.

h) Respectful Workplace Policy

This is a new policy.

Respectful Workplace Policy

RTAM affirms its commitment to maintain a safe and respectful working environment that is free from harassment and at all times supports the dignity and self-esteem of individuals.

Harassment, bullying or disrespectful treatment will not be tolerated and may even be considered grounds for suspension or dismissal. An employee or member, who believes they are being harassed, bullied or treated disrespectfully by a person in a position of authority, or by a co-worker, or by a member, or by any other person affiliated with RTAM should report the incident immediately, following the procedures set forth below.

This policy is not intended to apply to cases of suspected child abuse. Child abuse situations are governed by Child Welfare and must be referred directly to Child and Family Services.

I. Definition

Consistent with the Manitoba Human Rights Code, Harassment is defined as:

a) A course of abusive and unwelcome conduct or comment directly related to the following:

i) ancestry, including colour and perceived race;

ii) nationality or national origin;

iii) ethnic background or origin;

iv) religion or creed, or religious belief, religious association or religious activity;

v) age;

vi) sex, including sex-determined characteristics or circumstances such as pregnancy, the possibility of pregnancy, or circumstances related to pregnancy;

vii) gender-identity;

viii) sexual orientation;

ix) marital or family status;

x) source of income;

xi) political belief, political association or political activity;

xii) physical or mental disability or related characteristics or circumstances, including reliance on a dog guide or other animal assistant, a wheelchair, or any other remedial appliance or device;

xiii) social disadvantage.

b) A series of objectionable and unwelcome sexual solicitations or advances; or

c) A sexual solicitation or advance made by a person who is in a position to

confer any benefit on, or deny any benefit to, the recipient of the solicitation

or advance, if the person making the solicitation or advance knows or ought

reasonably to know that it is unwelcome; or

d) Sexually oriented behaviour or remarks which create a negative psychological environment. Such behaviour or remarks include, but are not restricted to:

i) demeaning remarks based on gender

ii) suggestive jokes about sex

iii) inappropriate comments about clothing, physical characteristics or activities

iv) inappropriate displays of sexual pictures or materials

v) leering, ogling, or suggestive or insulting sounds vii) unwanted physical contact, such as brushing up against one’s body, patting or pinching

viii) sexual assault (an offence under the Criminal Code); or

e) A reprisal or threat of reprisal for rejecting a sexual solicitation or advance; or

f) In addition to the behaviours defined in the Manitoba Human Rights Code RTAM also recognizes:

i) a course of abusive and unwelcome conduct or comment undertaken

or made on the basis of physical size or weight, medical circumstances or illness as harassment; and

ii) retaliation against an individual who:

a. invokes the policy; or

b. participates or cooperates in an investigation under the policy; or

c. associates with a person who invokes the policy or participates the complaint procedure under the policy.

II. Bullying and Disrespectful Behaviour

RTAM believes that bullying can be a serious problem that when occurring, requires prompt and accurate intervention. For that reason, bullying has been included in this policy. Complaints involving bullying of staff and/or Board members and/or members will be addressed according to the procedures outlined in this policy.

Bullying is defined as unfair and one-sided aggression towards another person and may include physical, verbal, social, or written aggression (including electronic communication such as social media, text messaging and email), isolation or intimidation. It often involves an imbalance of power and strength and results in the target person feeling humiliated and/or distressed. Bullies generally hurt, threaten, and/or frighten others in a repetitive, intentional way. However, severe objectionable conduct that adversely affects a person’s psychological or physical well-being will be considered harassment whether it happens once or more than once.

Disrespectful behavior towards others is also contrary to the values and objectives of RTAM.

Employees, Board members and members are expected to treat every other employee, Board member, member and visitor in a respectful manner such that their behavior would set an example of appropriate conduct for others. Examples of disrespectful behavior could include swearing, yelling, name calling, gossiping, reprimanding in the presence of others, the improper use of power or authority inherent in one’s position, offensive or inappropriate remarks, gestures, behavior or displays of material. Where an employee is subject to disrespectful behavior, every effort should be made to resolve the issue directly with the other party first. Where this has not resolved the problem, the employee/Board member/member should submit a complaint in accordance with this policy and include reference to the informal efforts previously made. Reasonable actions by supervisors to manage, guide or direct employees/Board members/members or the workplace are not harassment. Appropriate employee performance reviews, counseling and disciplinary or corrective action taken towards an employee is not harassment.