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Members' Ethics

CODES OF ETHICS

1. MEMBERS AND VOLUNTEERS

a) Conduct one's activities in a manner that will reflect credit upon oneself, other fellow members and the B.C. Table Tennis Association.
b) Cooperate with the Association and its directors in all matters, including, but not limited to, the investigation, censure, discipline or dismissal of members, who by their conduct prejudice the status of BCTTA.
c) Conform in all respects to the Code of Conduct and Regulations of BCTTA as the same may be amended from time to time.

2(A) CODE FOR HARASSMENT – HARASSMENT POLICY

2A.1 DEFINITIONS

2A.1.1 Harassment: Behaviour including comments, conduct or gestures
which are insulting, intimidating, humiliating, hurtful, malicious, degrading or
otherwise offensive to an individual or group of individuals or which create an
uncomfortable environment; or which might reasonably be expected to cause
embarrassment, insecurity, discomfort, offence or humiliation to a person or
group, including, but not limited to:

a) written or verbal abuse or threats;
b) physical assault;
c) unwelcome remarks, jokes, innuendoes, or taunting
about a person's body, sexual orientation, attire, age,
marital status, ethnic or racial origin, religion, etc.;
d) displaying of sexually explicit, racist or other offensive
or derogatory material; sexual, racial, ethnic or
religious graffiti;
e) practical jokes which cause awkwardness or
embarrassment, endanger a person's safety or
negatively affect performance;
f) hazing or initiation rites;
g) leering or other suggestive or obscene gestures;
h) intimidation;
i) condescension, paternalism, or patronizing behaviour
which undermines self-respect or adversely affects
performance (or working conditions);
j) conduct, comments, gestures or contacts of a sexual
nature that are likely to cause offence or humiliation or
that might, on reasonable grounds, be perceived as
placing a condition of a sexual nature on any
opportunity for selection, training advancement (or
employment);
k) false accusations of harassment, motivated by malice
or mischief, meant to cause others harm;
l) sexual harassment, as further described in paragraph
1.2.

2A.1.2 Sexual Harassment: One or a series of incidents involving
unwelcome sexual advances, requests for sexual favours, or other verbal
conduct of a sexual nature:

a) when such conduct might reasonably be expected to
cause embarrassment, insecurity, discomfort, offence
or humiliation to another person or group;
b) when submission to such conduct is made either
implicitly or explicitly a condition of advancement (or
employment);
c) when submission to or rejection of such conduct is
used as a basis for any advancement decision; and
d) when such conduct has the purpose or the effect of
interfering with a person's (work) performance or
creating an intimidating, hostile or offensive (work)
environment.

2A.1.3 Natural Justice: All investigations stemming from a complaint shall follow the principles of natural justice, which state that:

a) everyone has the right to a fair hearing in the course of
determining whether an infraction has been committed;
b) the issues should be clearly and concisely stated so
that the accused is aware of the essentials of the
complaint;
c) the accused has a right to have a representative
present his or her case;
d) relevant information must be available to all parties;
e) the accused has the right to call and cross-examine
witnesses;
f) the accused has the right to a written decision
following the judgement;
g) the accused has the right to appeal a decision (if there
are grounds);
h) the decision-making body has a duty to listen fairly to
both sides and to reach a decision untainted by bias.

2A.2 POSITION STATEMENT

2A.2.1 There will be no tolerance of harassment within the British Columbia
Table Tennis Association (hereinafter, B.C.T.T.A.).

2A.2.2 B.C.T.T.A. is committed to providing a sport and work environment
in which all individuals are treated with respect and dignity. Each individual
has the right to participate and work in an environment which promotes equal
opportunities and prohibits discriminatory practices.

2A.2.3 This policy applies to all directors, officers, volunteers, coaches,
athletes, officials and other members as well as to all employees of the
B.C.T.T.A. B.C.T.T.A. encourages the prompt reporting of all allegations of
harassment, regardless of who the offender may be.

2A.2.4 B.C.T.T.A. is committed to the education of all of its members in the
area of harassment.

2A.2.5 For the purposes of this policy, sport and/or workplace harassment
can occur in, but is not limited to, the following:

a) at sporting events, competitions, and training sessions;
b) at business functions, such as meetings, conferences,
training sessions, and workshops;
c) organization-related travel;
d) telephone conversations;
e) elsewhere, if the person harassed is present as a
result of B.C.T.T.A.-related responsibilities or
relationships;
f) the work place; or
g) work-related social functions.

2A.2.6 Notwithstanding this policy, every person who experiences
harassment continues to have the right to seek assistance from the B.C.
Council of Human Rights, even when steps are taken under this policy.

2A.2.7 Any investigation under this policy shall follow the principles of
natural justice, as defined in paragraph 1.3 of this policy.

2A.3 PREVENTION

2A.3.1 B.C.T.T.A. is committed to the elimination of harassment through
the provision of awareness, education and training programs.

2A.4 RESPONSIBILITY

2A.4.1 Any individual with knowledge of harassment or abuse of a criminal
nature is obligated, under this policy, to report it to the appropriate authority.

2A.4.2 B.C.T.T.A. is recognized as the governing body for its sport in
British Columbia. Therefore, the B.C.T.T.A.'s Board of Directors is
responsible for the implementation of this policy.

2A.4.3 The B.C.T.T.A. will act quickly on any complaint of harassment with
the goal of resolving the situation fairly and of preventing future occurrences,
including determining and enforcing appropriate discipline, if required.

2A.5 CONFIDENTIALITY

2A.5.1 In all reported instances, a prompt, thorough, and fair investigation
will take place giving careful consideration to the sensitivity of the issue and
protecting the rights and dignity of all people involved.

2A.6 APPROVAL, IMPLEMENTATION AND REVIEW

2A.6.1 This policy was approved by Resolution of the Board of Directors of
B.C.T.T.A. on July 8, 1997.

2A.6.2 B.C.T.T.A. implementation procedure for resolution of harassment
issues is integral to this policy.

2A.6.3 This policy shall be reviewed annually by the Association.

2(B) CODE FOR HARASSMENT – HARASSMENT PROCEDURE

2B.1 DEFINITIONS

2B.1.1 Harassment: Behaviour including comments, conduct or gestures
which are insulting, intimidating, humiliating, hurtful, malicious, degrading or
otherwise offensive to an individual or group of individuals or which create an
uncomfortable environment; or which might reasonably be expected to cause
embarrassment, insecurity, discomfort, offence or humiliation to a person or
group, including, but not limited to:

a) written or verbal abuse or threats;
b) physical assault;
c) unwelcome remarks, jokes, innuendoes, or taunting
about a person's body, sexual orientation, attire, age,
marital status, ethnic or racial origin, religion, etc.;
d) displaying of sexually explicit, racist or other offensive
or derogatory material; sexual, racial, ethnic or
religious graffiti;
e) practical jokes which cause awkwardness or
embarrassment, endanger a person's safety or
negatively affect performance;
f) hazing or initiation rites;
g) leering or other suggestive or obscene gestures;
h) intimidation;
i) condescension, paternalism, or patronizing behaviour
which undermines self-respect or adversely affects
performance (or working conditions);
j) conduct, comments, gestures or contacts of a sexual
nature that are likely to cause offense or humiliation or
that might, on reasonable grounds, be perceived as
placing a condition of a sexual nature on any
opportunity for selection, training or advancement (or
employment)
k) false accusations of harassment, motivated by malice
or mischief, meant to cause others harm;
l) sexual harassment, as further described in paragraph
1.2.

2B1.2 Sexual Harassment: One or a series of incidents involving
unwelcome sexual advances, requests for sexual favours, or other verbal
conduct of a sexual nature:

a) when such conduct might reasonably be expected to
cause embarrassment, insecurity, discomfort, offense
or humiliation to another person or group;
b) when submission to such conduct is made either
implicitly or explicitly a condition of advancement (or
employment);
c) when submission to or rejection of such conduct is
used as a basis for any advancement decision; and
d) when such conduct has the purpose or the effect of
interfering with a person's work performance or
creating an intimidating, hostile or offensive work
environment.

2B.1.3 Natural Justice: All investigations stemming from a complaint
shall follow the principles of natural justice, which state that:

a) everyone has the right to a fair hearing in the course of
determining whether an infraction has been committed;
b) the issues should be clearly and concisely stated so that
the accused is aware of the essentials of the complaint;
c) the accused has a right to have a representative present
his or her case;
d) relevant information must be available to all parties;
e) the accused has the right to call and cross-examine
witnesses;
f) the accused has the right to a written decision following
the judgement;
g) the accused has the right to appeal a decision (if there
are grounds);
h) the decision-making body has a duty to listen fairly to
both sides and to reach a decision untainted by bias.

2B.1.4 Complainant: An employee, athlete, coach, official, volunteer or other participant of B.C.T.T.A. activities, who thinks he or she has been harassed.

2B.1.5 Respondent: The perpetrator of the action(s) which the Complainant thinks constitutes harassment.

2B.1.6 Responsible Adult: Where the Complainant or the Respondent
is a minor, a parent, guardian or other adult of the minor's choice, who may speak on behalf of the minor Complainant or minor Respondent, as referred
to in paragraphs 5.1 and 5.2.

2B.1.7 Harassment Advisor: A designate of the B.C.T.T.A. who is conversant with the issue of harassment. The role of the Harassment Advisor is to serve in a neutral, unbiased capacity, to provide information about the resources and support available, and to receive complaints, assist in informal resolution of complaints, and to make recommendations as to further action.

2B.1.8 Harassment Officer: An individual identified by B.C.T.T.A. as possessing the training and appropriate background to investigate and document allegations of harassment.

2B.1.9 Investigation Report: The product of an investigation completed by the Harassment Officer, including, but not limited to, a summary of details, determination of harassment, and recommended disciplinary action.

2B.1.10 Standing Disciplinary Committee: A committee as defined in
the Association Bylaws and Constitution. The Standing Disciplinary Committee determines whether harassment occurred and confirms or rejects the recommendation(s) of the Harassment Officer.

2B.1.11 Appeals Board: A multi-disciplinary committee consisting of
members of the sport and recreation community. The committee shall
consist of at least one woman and one man, who shall have no personal or
professional involvement with either the Complainant or Respondent, and no
prior involvement in the matter under Appeal.

2B.2 COMPLAINT PROCEDURE

2B.2.1 A person who thinks he or she has been subjected to conduct which
constitutes harassment under this policy (the “Complainant”) is encouraged
to make it known to the person responsible for the conduct (the “Respondent”)
that the behaviour is unwelcome, offensive and contrary to this policy.

2B.2.2 If confronting the Respondent is not possible, of if after confronting
the Respondent the conduct continues, the Complainant should seek the advice
of the Harassment Advisor.

2B.2.3 Upon receiving the complaint, the Harassment Advisor shall obtain
from the Complainant a statement in writing outlining the details of the incident(s)
and the names of any witnesses. The statement should be dated and signed by
the Complainant.

2B.2.4 At the first meeting between the Harassment Advisor and the
Complainant, the Harassment Advisor shall inform the Complainant of:

a) an obligation to contact the police where the conduct may be
an offense under the Criminal Code of Canada;
b) the confidentiality provisions of this policy;
c) the option of pursuing an informal resolution of the complaint;
d) the right to make a formal written complaint under this policy
when an informal resolution is inappropriate or not feasible;
e) the right to be represented by a person of choice, including
legal counsel, at any stage in the complaint process;
f) other avenues of recourse, including the right to file a complaint
with the B.C. Council of Human Rights and the availability of
counseling.

2B.2.5 Following the initial meeting between the Complainant and the
Harassment Advisor, any of the following steps may be taken:

a) If the Complainant and the Harassment Advisor agree that the
conduct does not constitute harassment, the Harassment
Advisor will take no further action and will make no written
record of the complaint.
b) If the Complainant wishes to proceed with a complaint
investigation, the matter will be referred to a Harassment
Officer for investigation.
c) If the Harassment Advisor believes that the alleged harassment
constitutes prima facie evidence of harassment but the
Complainant does not wish to proceed with a complaint
investigation, the following steps may be taken:

i) If the Complainant wishes to pursue an informal
resolution of the complaint, the Harassment Advisor
will meet with the Respondent with a view to obtaining
an apology and an assurance that the offensive
conduct will not be repeated;
ii) If the Complainant does not wish to pursue an informal
resolution of the complaint, the Harassment Advisor
may, nevertheless, take either of the following steps:

A) The Harassment Advisor may meet with the
Respondent with a view to obtaining an
apology and an assurance that the offensive
conduct will not be repeated. In the case of a
meeting pursuant to this clause, the Harassment
Advisor will make every reasonable effort to
protect the identity of the Complainant. If the
Harassment Advisor is satisfied that the complaint
has been resolved through this informal process,
the Harassment Advisor will take no further action
on the complaint. If the Harassment Advisor is not
satisfied that the complaint has been resolved
through this informal process, then the Harassment
Advisor may refer the matter to a Harassment
Officer for investigation.

B) The Harassment Advisor may refer the matter to a
Harassment Officer for investigation.

Investigation by the Harassment Officer

2B.2.6 When a Harassment Officer receives a complaint from the
Harassment Advisor, the Harassment Officer will:

a) review and clarify the Complainant's written complaint;
b) give a written copy of the complaint to the Respondent
and the Complainant.

2B.2.7 Where the Harassment Officer gives a copy of the written complaint
to the Respondent, the Harassment Officer will include with the written
complaint a copy of this policy and a notice that the Respondent has the right
to be represented by any person of choice at any stage of the process when
the Respondent is required or entitled to be present.

2B.2.8 The Respondent will provide a written response to the Harassment
Officer within 10 days of receiving the written complaint. If there are special
circumstances, the Harassment Officer may extend the time of response.

2B.2.9 The Harassment Officer will receive and clarify the response from
the Respondent.

2B.2.10 Within 60 days of receiving the initial written complaint, the
Harassment Officer shall conduct an investigation and prepare a written
Investigation Report.

2B.2.11 All hearings stemming from this complaint shall follow the principles
of natural justice as defined in paragraph 1.3.

The Investigation Report

2B.2.12 The Investigative Report from the Harassment Officer should
contain:
a) a summary of the relevant facts;
c) a determination as to whether the action(s) in question should
constitute harassment as defined in this policy;
d) if the action(s) constitute harassment, a recommended
disciplinary action against the Respondent.

2B.2.13 When recommending disciplinary action to be taken, the
Harassment Officer shall consider factors such as:

a) the nature of the harassment;
b) whether the harassment involved any physical contact;
c) whether the harassment was an isolated incident or part of an
ongoing pattern;
d) the nature of the relationship between the Complainant and the
Respondent;
e) the relative age of the Complainant and/or the Respondent;
f) whether the Respondent had been involved in previous
harassment incidents;
g) whether the Respondent retaliated against the Complainant.

2B.2.14 On completion of the report, the Harassment Officer shall forward
a copy of the Investigation Report to the Complainant, the Respondent, and
the Standing Disciplinary Committee.

2B.3 STANDING DISCIPLINE COMMITTEE

2B.3.1 The Standing Discipline Committee shall receive the Investigation
Report as prepared by the Harassment Officer.

2B.3.2 After considering the Investigation Report, the Standing Discipline
Committee shall:

a) make a determination as to whether the Respondent has
engaged in conduct which constitutes harassment under this
policy; and
b) if the Standing Discipline Committee determines that the
Respondent has engaged in conduct which constitutes
harassment under this policy, order such disciplinary action to
be taken against the Respondent as is appropriate in the
circumstances; or
c) if unsatisfied, direct that a further investigation of the allegation
be undertaken.

2B.3.3 When imposing disciplinary action against the Respondent pursuant
to subparagraph 3.2(b), the Standing Disciplinary Committee may impose
such disciplinary action as it considers appropriate in the circumstances
which may include, but is not limited to:

a) a verbal apology;
b) a written apology;
c) a letter of reprimand from the Association;
d) a fine or levy;
e) referral to counseling;
f) sensitivity training in harassment issues;
g) removal of certain privileges of membership or employment;
h) demotion or pay cut;
i) temporary suspension with or without pay;
j) termination of employment contract;
k) expulsion from membership.

2B.3.4 The Standing Disciplinary Committee shall, not more than 10 days
after it makes its decision pursuant to paragraph 3.3, send a notice to the
Complainant and the Respondent.

2B.4 APPEALS COMMITTEE

2B.4.1 A Complainant or Respondent who is dissatisfied with the decision
of the Standing Discipline Committee of the Association may, not more than
30 days after the date he or she receives notice of the Standing Discipline
Committee's decision, serve the Chair of the Appeals Committee with a
Notice of Appeal and Request for Hearing.

2B.4.2 The Notice of Appeal and Request for Hearing shall be in writing
and shall set out the grounds for appeal.

2B.4.3 Upon receipt of a Notice of Appeal and Request for Hearing, the
Chair of the Appeals Committee shall send a copy of the Notice of Appeal
and Request for Hearing together with a Hearing Notice by registered mail to
the last known addresses of the Complainant and Respondent.

2B.4.4 The Hearing Notice shall be sent at least 30 days in advance of the
scheduled hearing and shall:

a) specify the date, time, and location of the hearing;
b) advise the parties that they should bring with them to the
hearing all relevant witnesses and other evidence they wish to
be considered by the Appeals Committee;
c) advise the parties that they have the right to be represented at
the hearing.

2B.4.5 Within 10 days after completing a hearing, the Appeals Committee
shall send a notice of its decision, by registered mail, to the last known
addresses of the Complainant and Respondent.

2B.5 MINORS

2B.5.1 If the Complainant is a minor, the complaint may be brought forward
by a “Responsible Adult”. The Responsible Adult will have the right to act on
behalf of the Complainant throughout the complaint process, including:

a) making a complain;
b) receiving all notices on behalf of the Complainant;
c) being present at all dealings with the Complainant.

2B.5.2 If the Respondent is a minor, the following shall apply:

a) If the Harassment Advisor is attempting an informal resolution
of a complaint, the Harassment Advisor may speak to the
Respondent directly concerning the complaint PROVIDED
THAT prior to speaking to the Respondent the Harassment
Advisor shall inform the Respondent that he/she may have a
Responsible Adult present during the meeting.

b) If the complaint is referred to a Harassment Officer for
investigation:

i) a copy of the written complaint shall be forwarded to a
parent or guardian of the Respondent if such person is
known;
ii) the Respondent shall be advised that he/she has the
right to be represented by a Responsible Adult;
iii) The Respondent's designated Responsible Adult will
have the right to act on behalf of the Respondent
throughout the investigation process, including:
A) responding to a written complaint;
B) receiving all notices on behalf of the
Respondent; and
C) being present at all dealings with the
Respondent.

3. FAIR PLAY CODES
To coaches junior director and officials.

Our codes mainly concern INTEGRITY, FAIRNESS and RESPECT and
these are the principles of fair play. With them, the spirit of competition
thrives fueled by honest rivalry, courteous relations and graceful acceptance
of the results.

A fair play coach believes and teaches that sport is an ethical pursuit, one
which builds character and shapes attitude. For coaches, fair play aims
should be to:

a) help the athlete to develop a positive self image;
b) promote respect for the rules, officials and their decisions, and
opponents;
c) encourage constructive attitude toward competition;
d) develop a sense of dignity under all circumstances;
e) provide an equal opportunity for all to learn skills;
f) encourage these individuals to continue participation in the sport.

4. CODES OF CONDUCT FOR ATHLETES
a) TRAVEL REGULATIONS – GENERAL
- All team members must travel to and from competition by means of
transportation designated by BCTTA. Requested changes in
individual travel arrangements may be permitted at the discretion of
the BCTTA, but any additional expenses incurred as a result of such
changes will be the individual's own responsibility.
- Mode of travel will be the most economical means available as
determined by BCTTA. Criteria for determining mode of travel will
include distance, accessibility, members and officials.
- The BCTTA will be responsible for making travel arrangements for
all team members and officials.
- In so far as possible, during the competition period, team members,
coaches/managers shall be housed in the same residence.
b) TRAVEL FUNDING
- Travel assistance to major competitions, as designated by the
Board of Directors (BOD), will be provided to the selected athletes,
coaches/managers and officials. The level of assistance will depend
on the availability of funds.
- Expenses related to accommodation, meals and ground
transportation will normally be the responsibility of the individual
athletes except where funds are designated for this purpose by the
BOD.
- Travel allowance for meals, accommodation, ground transportation
and kilometerage where applicable for coaches/managers and
officials may be provided.
- All travel allowance must be supported by full documented
expenses statements with attached receipts.
c) STANDARDS OF BEHAVIOUR AND DISCIPLINARY
MEASURES
- The consumption of alcohol and the use of tobacco by individuals
under the legal age limit will be strictly prohibited.
- The use of non-medicated drugs will be strictly prohibited.
- The consumption of alcohol will be prohibited during active
competition but may be allowed during social activities at the
discretion of the team manager/coach.
- All athletes must obey curfew times as established by the team
manager/coach.
- Team members must not leave the competition/residence area
without the foreknowledge and permission of the manager/coach.
- Vandalism shall not be tolerated. Costs of repair for damage
shall be the responsibility of the involved athlete(s).
- Athletes will be expected to conform strictly to these above
regulations during the entire competition period. Contravention of
these regulations may result in disqualification of the athlete from
the competition and the subsequent institution of further disciplinary
measures by the BOD.
- All officials traveling as representatives of the BCTTA will be
expected to maintain the same standards of behaviour as laid down
for the athletes. Failure to do so may result in the withdrawal of
funding for further travel and/or other disciplinary measures as
determined by the BOD.
d) DRESS CODES
- Shirts and shorts shall be of a uniform, non-white colour. Some
decoration in the form of stripes or patches may be allowed if it is
non-white and, in the opinion of the referee, non-distracting.
- Track suit tops may not be worn during a match. Track suit
bottoms may be worn only if they are of a uniform, non-white colour.
- Shirts may have a small crest on the front. The players name and
other descriptive lettering may be displayed on the back of the shirt
or track suit, but not on the shirt front.
- In general, clothing and footwear shall be of an athletic type, and
shall be appropriate to the sport of competitive table tennis. Note:
Cut-offs (by which is defined any denim shorts, or any shorts
having cut or ragged hem) are prohibited.
- The decision of the referee concerning the acceptability of dress
shall be final.
e) CONDUCT
- A player shall not use language, signs or other mannerisms that
may tend to unfairly distract an opponent or other players, or offend
spectators, or otherwise bring discredit to the sport.
- If in the opinion of the umpire, or the opponent if no umpire has
been appointed, a player repeatedly indulges in such unacceptable
behaviour, he shall report the matter to the referee who shall take
whatever actions he deems appropriate, and whose decision in the
matter shall be final.
f) ETIQUETTE
- Players and spectators close to a court on which a match is being
played should avoid and distracting behaviour (loud talk, use of
flashes, movement, etc.) whilst a point is in progress.
- Players and spectators should not walk behind a court on which a
match is in progress, but should stand behind the barrier and await
an interruption in play.
g) UMPIRING
If in the absence of an officially appointed umpire, two players are
required to umpire their own match, they should proceed as follows:
- The players shall toss a coin or in some other way determine which
player shall begin serving.
- The player serving first in a game shall act as umpire for that game.
- He shall announce the score clearly after every point.
- The umpiring player shall adjudication all the usual questions of the
rules, and shall also call “lets” as required. His opponent may raise
his hand in the usual way way to request a stoppage in play.
- The player umpiring a game shall record the score for that game as
soon as it is completed. The match winner shall complete the scorecard
and hand it in at the control desk.
- In the case of a dispute between the two players, an official umpire
shall be appointed by the referee, on request, to conclude the supervision
of the match. The score shall stand as called by the player umpiring at
the time of the dispute.

5 CODES FOR COACHES AND OFFICIALS
a) BCTTA COACHES AND OFFICIALS CODE OF ETHICS
-The Laws of table tennis is the mutual agreement between players.
No one should ever try to evade or break either the letter or spirit of
these rules.
-Officials and opponents should be regarded as honest in intention.
-Official decisions should be accepted without getting angry.
-Teach your players to compete honestly.
-Winning is desirable, but it should only be achieved in an honest
and fair manner.
-Losing can be triumph when you've given your best and learned
from the experience.
-All members of the team should be treated equally and fairly.

b) POLICY FOR THE DISCIPLINE AND/OR REMOVAL OF
UNETHICAL COACHES
-Performances of all BCTTA coaches are evaluated periodically by
the coaching committee. Members of the coaching committee
frequently visit the training sessions and are present at tournaments
to observe all BCTTA coaches in action. When unethical behaviour
is observed during these events, a special committee meeting will
be called to set up a task force to investigate the incidents and
report to the board of directors. Pending the seriousness of the
offense, the coach may be suspended or fired.
-Complaints on coaches' unethical behaviour may be sent to the
BCTTA office in writing. When such a complaint is received, the
matter will be raised in the next coaching committee meeting, where
a task force will be set up to investigate the matter and report to the
board of directors. If found to be true, pending the seriousness of
the offense, the coach may be suspended or fired.

6 EQUITY AND ACCESS

All BCTTA coaching developing programs are open to all interested
members. To ensure equity and access for coaches in all areas, coaching
clinics are held at different regions, wherever there are interested participants.

The BCTTA is an equal opportunity employer. Coaches are hired based on
their ability alone. Since the BCTTA changed the provincial coaching system
from one full time coach to multiple part time coaches last year, 5 part time
coaches were hired, 2 of them female.

To promote the sport to female athletes and coaches, a Girls training camp
was held every spring (a joint effort between the BCTTA and the CTTA). The
national women's coach is the head coach of the camp and local female
coaches (and female elite players) are invited to be assistant coaches in the
camp. In so doing, these local female coaches will get exposure to different
styles of coaching, especially geared for female athletes.

Both male and female volunteer coaches are invited to be assistant coaches
in junior training and other training camps such as the Summer training camps and the Western Canada Junior Training Camp.