A- A A+


The Barrie Community Health Centre (BCHC) expects its employees, volunteers, students, contractors, consultants and board members to demonstrate ethical, responsible, respectful and lawful conduct.  All employees, volunteers, students, contractors and consultants are expected to conduct business related to BCHC in an environment free from discrimination and harassment.


Everyone working for, or representing Barrie Community Health Centre will conform to the legislation set forth in the Canadian Human Rights Act (federal) and the Ontario Human Rights Code (provincial) and to BCHC Policies.

Everyone working for, or representing BCHC shall:

  • Support the organization’s objectives, vision and mission;
  • Comply with the governing policies and by-laws;
  • Abide by the distinction of authority between the board and BCHC staff;
  • Facilitate an atmosphere of mutual respect, free of harassment and discrimination for staff, volunteers, students, contractors, clients, consultants and board members;
  • Express a dissenting opinion in a constructive manner;
  • Work in collegial manner that emphasizes consensus;
  • Declare a Conflict of Interest, when applicable

Harassment is defined as behaviour, conduct, or gesture directed toward an individual or group of individuals which is insulting, intimidating, humiliating, malicious, degrading or offensive. Discrimination, as defined by the Supreme Court of Canada, is intentional or unintentional differential treatment of specific individuals or groups, for which there is no bona fide or reasonable justification.

Harassment and/or discrimination in relation to any of the prohibited grounds outlined in the Ontario Human Rights Code will not be tolerated. Prohibited grounds include race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, agei, record of offenses, marital status, family status or disability.


Anyone who is uncertain of the interpretation of any of these guidelines shall seek clarification from the Executive Director.

Any misconduct, discrimination or harassment must be dealt with firmly and swiftly. A concern of non-compliance with this policy may be brought in writing to the attention of the Executive Director.
Where the person(s) alleged to be in violation of this policy is/are not satisfied with the outcome, they may, within 15 (fifteen) working days of being informed of the decision, request in writing a review by a committee of the Board of Directors.

Related Policies and/or Legislation

  • Personnel Manual Appendix 16 Employee Conflict of Interest 
  • G102    Board of Directors’ Code of Conduct Policy #2 Conflict of Interest
  • G104    Anti-Discrimination Statement of Beliefs Policy
  • G104.1 Multiculturalism/Anti-Oppression/Discrimination Policy
  • G104.2 Harassment, Sexual Harassment & Discrimination Policy
  • A113    Confidentiality Principles
  • A113.1 Guidelines for BCHC Board & Staff, Volunteers & other Workers Concerning Confidentiality Situations
  • A113.2 Confidentiality Statement
  • BCHC Code of Conduct for Members (Members’ Handbook)
  • Canadian Human Rights Act
  • Ontario Human Rights Code

The BCHC would like to acknowledge this policy was created by Seaway Valley Community Health Centre (SVCHC) and adapted with their permission June 2011.

Approval Date: August 17, 2011
Approved by: BCHC Board

i. Provided legal obligations of minimum age for Board Members are fulfilled.

lhin logoCCA AcreditedBy 250x70Positive Space logo

twitter 01 facebook you tube google
© 2008 Designed by Aaron Nursoo