13-24 Annex A - Responsabilities and Rights

Cadet Administrative and Training Orders (CATOs)


1. In support of the overall objective for a harassment free environment, all cadets and adult supervisors have a responsibility to:

  1. refrain from conduct that could constitute harassment;
  2. as appropriate, correct and/or report any possible harassment they witness or become aware of;
  3. report to the chain of command any suspected or known criminal infraction;
  4. take action when they believe they are being subjected to harassment;
  5. encourage and support others to take action in similar circumstances; and
  6. seek, at any time, general advice or information on harassment issues from his/her supervisor, UCCMA, DCCMA, RCCMA.

2. Administrative or disciplinary measures, whichever apply, may be carried out against any CF member, CI and cadet who were aware of a situation of harassment but who wilfully or negligently failed to take appropriate action.

Supervisor Responsibilities

3. An adult supervisor plays a critical role in fostering the positive environment the CCO requires. An adult supervisor has a responsibility to:

  1. be familiar with and apply the Harassment Prevention and Resolution Policy;
  2. demonstrate appropriate behaviour;
  3. ensure subordinates are aware of their responsibilities and rights;
  4. intervene in alleged harassment and/or conflict situations at an early stage, whether or not a complaint has been made;
  5. seek advice in responding to an alleged harassment and/or conflict situation if required;
  6. gather facts from those involved in the complaint when directed by the CO/OIC;
  7. ensure that efforts are made to resolve complaints through an appropriate ADR process whenever possible;
  8. ensure that individuals involved in a complaint are treated fairly;
  9. treat all information regarding the complaint and resolution process in accordance with National Defence Security Instructions;
  10. assist the CO/OIC to ensure that appropriate actions are taken to address a situation and steps are taken to re-establish a positive environment;
  11. assist the CO/OIC to ensure that the situation is not recurring or escalating; and
  12. complete the incident report form if required.

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CO/OIC Responsibilities 

4. A CO/OIC has overall managerial and leadership responsibility for ensuring that a harassment free environment is provided to every cadet and adult supervisor. In addition to the supervisor’s responsibilities, a CO/OIC has a responsibility to:

  1. oversee harassment prevention and resolution, including the provision of Positive Social Relations for Youth training;
  2. appoint a qualified UCCMA and ensure the UCCMA is available to assist in resolving harassment incidents;
  3. clearly identify the UCCMA to everyone;
  4. ensure that appropriate guidance, support and training in carrying out responsibilities under this policy is provided;
  5. ensure that sufficient information has been gathered to determine an appropriate course of action;
  6. determine whether the complainant and the respondent should be physically and/or hierarchically separated from each other for the period of the resolution;
  7. refer incidents that may require an administrative investigation to the Detachment/Region;
    NOTE
    The CO RCSU or delegates have the authority to convene administrative investigations where required.
  8. ensure that appropriate actions are taken to address a situation and steps are taken to re-establish a positive environment; and
  9. monitor to ensure that the situation is not recurring or escalating and be alert to the possibility of retaliation against individuals involved in a harassment complaint.

Unit Cadet Conflict Management Advisor Responsibilities

5. The UCCMA reports directly to the CO/OIC and is an integral component in the education and promotion of a positive harassment free environment. As an advisor to the CO/OIC, the UCCMA has a responsibility to:

  1. provide information and advice to CO/OIC, cadets and adult supervisors based on this policy when requested;
  2. coordinate the delivery of the Positive Social Relations for Youth training modules in accordance with current policy;
  3. provide advice to the CO/OIC in determining an appropriate course of action;
  4. maintain separate files on harassment incidents; and
  5. seek advice and guidance from the DCCMA/RCCMA as required.

Detachment Cadet Conflict Management Advisor Responsibilities

6. The DCCMA reports directly to the Detachment CO and provides support and advice to the Detachment CO and UCCMAs on matters related to harassment. In addition to the UCCMA responsibilities, the DCCMA has a responsibility to:

  1. coordinate resources within the detachment area of responsibility;
  2. liaise with the local DRC;
  3. liaise with and advise the UCCMAs on policy and procedural issues;
  4. ensure that required Corps/Squadron reports and returns are received;
  5. if requested, prepare and forward annual statistical reports to the RCCMA; and
  6. liaise with the RCCMA.

7. The DCCMA shall have successfully completed a CF Harassment Advisor (HA) course and should as a minimum attend the Resolving Conflict Effectively Course through a DRC.

Region Cadet Conflict Management Advisor Responsibilities

8. The RCCMA reports directly to the RCSU CO and provides support and advice to the RCSU CO, DCCMAs and CSTC CMAs on matters related to harassment. In addition to the DCCMA responsibilities, the RCCMA has a responsibility to:

  1. coordinate resources within the Region area of responsibility;
  2. liaise with and advise DCCMAs and CSTC CMAs on policy and procedural issues;
  3. ensure that required Detachment/ CSTC reports and returns are received;
  4. review and maintain all documentation regarding harassment complaints in the Region;
  5. liaise with the DRCs; and
  6. liaise with the NCPC.

9. The RCCMA shall have successfully completed a CF HA course and should as a minimum attend the Resolving Conflict Effectively Course through a DRC.

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National Common Programs Coordinator Responsibilities

10. The NCPC provides support and advice to D Cdts & JCR and RCCMAs on matters related to harassment. The NCPC has a responsibility to:

  1. advise D Cdts & JCR and their staff on policy and procedural issues;
  2. liaise with and advise the RCCMAs on policy and procedural issues; and
  3. maintain the currency of the policy.

Complainant Responsibilities and Rights

11. The complainant has the responsibility to:

  1. consider ADR at any time during the resolution process;
  2. where possible and appropriate approach the perceived respondent and request that the inappropriate behaviour cease;
  3. if required, address the matter with his/her immediate supervisor or with the UCCMA or higher authority if the supervisor is the respondent;
  4. clearly state the allegations of their complaint, providing sufficient details of the incident(s) involved, such as time, place and participants, to facilitate assessment and resolution of the complaint;
  5. participate in a cooperative manner in the resolution process;
  6. understand that discussion of a complaint with persons not responsible for its resolution can be detrimental to achieving a resolution and to rebuilding relationships; and
  7. minimize unnecessary contact with respondent(s) and treat all parties with mutual respect.

12. The complainant has the right to:

  1. request an appropriate ADR process to resolve their complaint;
  2. be treated fairly;
  3. submit a complaint and have it reviewed in a prompt, sensitive and impartial manner, without fear of embarrassment or reprisal;
  4. have the complaint excluded from personnel files; and
  5. be notified of the outcome of the complaint, subject to the provisions of the Access to Information Act and the Privacy Act.

Respondent Responsibilities and Rights

13. The respondent has the responsibility to:

  1. consider ADR at any time during the resolution process;
  2. cease immediately any improper behaviour when requested to do so;
  3. participate in a cooperative manner in the resolution process;
  4. understand that discussion of a complaint with persons not responsible for its resolution can be detrimental to achieving a resolution and to rebuilding relationships; and
  5. minimize unnecessary contact with complainant(s) and treat all parties with mutual respect.

14. The respondent has the right to:

  1. request an appropriate ADR process to resolve the complaint;
  2. be treated fairly;
  3. be notified promptly that a complaint has been made against them;
  4. be informed of the allegations;
  5. respond to the allegations and have their response considered in the resolution process;
  6. have the complaint excluded from personnel files if the complaint is not founded; and
  7. obtain information related to the review of the complaint, subject to the Access to Information Act and the Privacy Act.

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