Code of Conduct


  1. The following terms have these meanings in this Code:
    1. “Organization” means The Canadian Youth Football Academy Ltd.
    2. “Individual(s)” means all persons engaged in activities with the Organization including, but not limited to, coaches, athletes/participants, volunteers, managers, employees, administrators, directors and officers.


  1. The purpose of this Code is to ensure a safe and positive environment within Organization programs, activities and events by making Individuals aware that there is an expectation, at all times, of appropriate behaviour. The Organization supports equal opportunity, prohibits discriminatory practices and is committed to providing an environment in which all individuals are treated with respect.


  1. This Code applies to Individuals’ conduct during Organization business, activities and events.
  2. This Code also applies to Individuals’ conduct outside of the Organization’s business, activities, and events when such conduct adversely affects relationships within the Organization (and its work and sport environment) and is detrimental to the image and reputation of the Organization. Such applicability will be determined by the Organization, at its sole discretion.
  3. An Individual who violates this Code may be subject to sanctions, including, but not limited to termination and/or removal from the Organization’s programs, activities, and/or events.


  1. Individuals have a responsibility to:
    1. Maintain and enhance the dignity and self-esteem of Individuals and other individuals by:
      1. Demonstrate respect to all others involved in the Organization regardless of physical characteristics, athletic ability, gender, ancestry, ethnic or racial origin, nationality, national origin, sexual orientation, age, marital status, religion, religious belief, political belief, disability, or economic status;
      2. Consistently demonstrate the spirit of sportsmanship, sport leadership and ethical conduct;
      3. Treat individuals fairly and reasonably;
      4. Ensure adherence to the rules of soccer and the spirit of those rules;
    2. Refrain from any behaviour that constitutes harassment, where harassment is defined as any comment(s) or conduct directed towards an individual or group which is offensive, abusive, racist, sexist, degrading, or malicious. Types of behaviour that constitute harassment include, but are not limited to:
      1. Written or verbal abuse, threats, or outbursts;
      2. The display of visual material which is offensive or which a reasonable person ought to know is offensive in the circumstances;
      3. Unwelcome remarks, jokes, comments, innuendo, or taunts;
      4. Leering or other suggestive or obscene gestures;
      5. Condescending or patronizing behaviour which is intended to undermine self-esteem, diminish performance or adversely affect working conditions;
      6. Any form of hazing;
      7. Retaliation or threats of retaliation against an individual who reports harassment to the Organization;
      8. Bullying;
      9. Offensive or intimidating phone calls, text messages or emails;
      10. Displaying or circulating offensive pictures, photographs or materials in printed or electronic form;
      11. Words or actions which are known or should reasonably be known to be offensive, embarrassing, humiliating, demeaning or intimidating;
      12. Behaviours such as those described above that are not directed towards a specific individual or group but have the same effect of creating a negative or hostile environment.
    3. Refrain from any behaviour that constitutes sexual harassment, where sexual harassment is defined as unwelcome sexual comments and sexual advances, requests for sexual favours, or conduct of a sexual nature. Types of behaviour that constitute sexual harassment include, but are not limited to:
      1. Sexual and or/ sexist jokes;
      2. Sexual violence;
      3. Display of material of a sexual nature;
      4. The use of sexually degrading words to describe a person;
      5. Inquiries or comments about a person’s sexual orientation;
      6. Unwelcome sexual advances or propositions;
      7. Touching of a sexual nature;
      8. Unwanted physical contact,
    4. Refrain from any behaviour that constitutes violence, where violence is defined as the exercise of physical force that causes or could cause physical injury; an attempt to exercise physical force that could cause physical injury; or a statement or behaviour that it is reasonable to interpret as a threat to exercise physical force. Types of behaviour that are applicable to this section include, but are not limited to:
      1. Verbal threats to attack;
      2. Sending or leaving threatening notes, emails, phone calls, and/or text messages;
      3. Making threatening physical gestures;
      4. Hitting, or unwanted touching which is not accidental;
      5. Physical interference with or without the use of equipment


    1. In addition to section 6 (above), coaches have additional responsibilities. The coach-athlete relationship is a privileged one and plays a critical role in the personal, sport, and athletic development of the athlete. Coaches must understand and respect the inherent power imbalance that exists in this relationship and must be careful not to abuse it, whether consciously or unconsciously. Coaches will:
      1. Ensure a safe environment by selecting activities and establishing controls that are suitable for the age, experience, ability, and fitness level of the involved athletes;
      2. Prepare athletes systematically and progressively, using appropriate time frames and monitoring physical and psychological adjustments while refraining from using training methods or techniques that may harm athletes;
      3. Act in the best interests of the athlete’s development as a whole person;
      4. Recognize the power inherent in the position of coach and respect and promote the rights of all participants in sport.


    1. Anyone who has a complaint about an alleged violation of the Code of Conduct must submit that complaint in writing to the President of the Organization. If a complaint involves the President, the complaint should be directed to the next highest executive officer or a director of the Organization.
    2. The Organization will take whatever steps are required to investigate and respond to complaints in a fair, respectful and timely manner and, where appropriate, issue corrective action. All Individuals are required to cooperate with any investigations. The Organization will maintain information related to a complaint in confidence excepts as may be necessary to respond to the complaint, complete an investigation, take corrective action, or as otherwise required by law.