Photograph & Video Release Form
I hereby grant permission to the rights of my image, likeness and sound of my voice as recorded on photograph,
audio or video tape without payment or any other consideration. I understand that my image may be edited,
copied, exhibited, published or distributed and I waive the right to inspect or approve the finished product
wherein my likeness appears. Additionally, I waive any right to royalties or other compensation arising or related
to the use of my image or recording. I also understand that this material may be used in diverse settings within
an unrestricted geographic area.
Photographic, audio or video recordings may be used for the following purposes:
- online web and social media sites
- promotional flyers, pamphlets and brochures
- informational presentations
- fund raising resources
- educational and promotional videos
By signing this release I understand this permission signifies that photographic or video recordings of me may be
electronically displayed via the Internet or in the public educational setting.
I will be consulted about the use of the photographs or video recording for any purpose other than those listed
above.
There is no time limit on the validity of this release nor is there any geographic limitation on where these
materials may be distributed.
This release applies to photographic, audio or video recordings collected as part of the ongoing activities of
Community Alliance for Support and Empowerment
By signing this form, I acknowledge that I have completely read and fully understand the above release and
agree to be bound thereby. I hereby release any and all claims against any person or organization utilizing this
material for educational and promotional purposes.
Health and Safety Policy
The management team at CASE are vitally interested in the health and
safety of its staff and volunteers. Protection of everyone from injury or occupational disease is a
major continuing objective.
CASE will make every effort to provide a safe, healthy work environment. All employees,
team leaders and volunteers must be dedicated to the continuing objective of reducing risk of
injury.
CASE as employer, is ultimately responsible for worker health and safety. As Manager of CASE, I give you my personal commitment that I will comply with my duties under the Act,
such as taking every reasonable precaution for the protection of staff and volunteers in the
workplace.
Team leaders will be held accountable for the health and safety of workers under their
supervision. Team leaders are subject to various duties in the workplace, including the duty to
ensure that machinery and equipment are safe and that staff and volunteers work in
compliance with established safe work practices and procedures.
Every staff member and volunteer must protect his or her own health and safety by working in
compliance with the law and with safe work practices and procedures established by the
employer. Staff and volunteers will receive information, training and competent supervision in
their specific work tasks to protect their health and safety.
It is in the best interest of all parties to consider health and safety in every activity.
Commitment to health and safety is an integral part of this organization, from the
leadership to every member of the team.
Signed by
Peace Okpara
Executive Director
Harassment & Violence Policy
Introduction
Case Community Services (Case) has a responsibility to provide a safe work environment for employees, volunteers, participants and visitors, which are free from harassment and violence. Case considers harassment and violence as unacceptable behaviours and it will not be tolerated under any circumstances. Reports of harassment and violence will be investigated promptly and confidentially.
As a general rule, Case will ensure the following:
- Any observed contravention of this policy is immediately advised to the Manager
- The offending staff member or volunteer is to be counselled by the Manager.
- Where necessary, a conciliation process between the relevant parties may be initiated by the
Manager, Executive Director or Board Chair.
- Confidentiality except where legally required to report the incidents
Any persons found to have been the cause of harassment or violence can expect to face disciplinary
action, which may include summary dismissal.
Case is committed to guarding the rights and dignity of all staff, volunteers, participants and
members of the community. While the Human Rights Code specifically references employees, those
rights are extended to all who work or volunteer at Case.
Definitions
Basic Rights
“Every person who is an employee has a right to freedom from harassment in the
workplace by the employer or agent of the employer or by another employee because of
race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sexual
orientation, gender identity, gender expression, age, record of offences, marital
status, family status or disability.” – Human Rights Code, Ontario
Harassment
Harassment means engaging in a course of vexatious comment or conduct that is known or ought
reasonably to be known to be unwelcome; Human Rights Code – s.10.1
Harassment, within the above definition, may consist of one or a combination of the following:
- Is uninvited or unwelcome
- Often involves abuse of power
- Is likely to cause a hostile or uncomfortable workplace by humiliating someone, seriously
embarrassing them, offending them or intimidating them
Sexual Harassment
Sexual harassment means any unwelcome conduct, comment, gesture or contact of a sexual nature,
whether on a one-time basis or in a continuous series of incidents that: might reasonably be expected to
cause offence, embarrassment or humiliation; or might reasonably be expected to be perceived as
placing a condition of a sexual nature on employment, services, or on any opportunity for training or
advancement.
Sexual Harassment, within the above definition, may consist of one or a combination of
the following:
- Jokes, suggestions or comments of a sexual nature
- Offensive hand or body gestures
- Offensive staring or leering
- Unwelcome physical contact such as brushing against a person, patting, touching or fondling
- Unwanted advances, interest, propositions or demands
- Unwelcome comments about a person’s sex life or physical appearance
- Sexual Assault (a criminal offence)
Other Forms of Harassment
Verbal, Physical and Visual harassment means any unwelcome conduct, comment, gesture or contact,
whether on a one-time basis or in a continuous series of incidents that: might reasonably be expected to
cause offence, embarrassment or humiliation.
Verbal Harassment include:
- Foul or obscene language
- Derogatory comments
- Demeaning jokes or slurs
- Intimidation, threats
Physical Harassment include:
- Practical jokes
- Pushing, shoving, aggressive behaviour
- Physical interference with work or movement
- Abuse or assault
Visual Harassment include:
- Obscene gestures
- Demeaning posters, cartoons, graffiti or drawings which are shown to an individual, or a group,
or displayed in plain view
- Distribution of material, telephone calls, emails, screen savers, images from the internet,
photographs or other objects which may be offensive
Responsibilities
Case will:
- Provide a workplace that is free from harassment and violence
- Ensure a supportive, comfortable and productive environment
- Ensure compliance with legislative requirements
- Provide information, instruction, training, supervision and awareness of the appropriate and
acceptable standards of behaviour
- Provide support and assistance to employees and volunteers and ensure that staff are aware of
their rights and responsibilities regarding harassment and violence
- Handle complaints immediately, seriously, with sensitivity and confidentially except where
legally required to report
- Prevent the victimization of anyone involved in a harassment or violence complaint
Employees and Volunteers will:
Treat colleagues and community members with respect and dignity
Ensure their behaviour does not constitute harassment or condone circumstances that may
allow such to happen
Ensure individuals do not suffer from harassment or violence
Ensure they do not act in an inappropriate manner towards other staff, visitors or
community members
Report all known or observed harassment to the Manager or Executive Director
Actively contribute to a harassment and violence free environment
Application of the Policy
This policy is applicable to Case in all its operations and functions including those situations where
employees and volunteers are required to work off site.
If an individual(s) believes they are being harassed, they should:
- Immediately make the individual(s) aware that the behaviour is unwelcome and ask him/her to
stop.
- Report the incident to Manager, Executive Director or Board Chair.
- The employee/volunteer has a choice of either discussing the problem (in the case of an
informal concern) or submitting a formal or written concern.
- The confidentiality of the individuals concerned will be maintained, except where there is a legal obligation to report. An investigation into the incident(s) will be undertaken immediately. If the employee/volunteer requires support or advice, they should contact the Manager, Executive
Director or Board Chair.
- In some cases, the problem may be corrected in an informal manner. The Manager and
employee/volunteer may discuss the concern with everyone who is involved, develop an action
plan and check with all concerned periodically to ensure the problem is being or has been resolved. In other cases, the employee/volunteer may wish to put the concern in writing. A full
investigation will be carried out, and every effort will be made to resolve the problem in a fair
and timely manner.
- If the investigation reveals the occurrence of harassment/violence or other unacceptable
conduct, appropriate disciplinary action will be taken, up to and including termination.
- Should the investigation fail to find fault, both parties will be notified of the results of the
investigation.
All employees and volunteers also have the right to contact the Ontario Human Rights Commission to file a complaint of harassment after the internal process has been completed, but may file during the process if the process is taking a long period of time. Incidents can also report to the police either in person or anonymously via crime stoppers. Case Manager, Executive Director or Board Chair are available for support and advice.
Signed by
Peace Okpara
Executive Director
