ASLC Child / Youth / Vulnerable Adult Protection Policy

Purpose

The Association of Ston(e)y Lake Cottagers (ASLC) is committed to providing a safe, positive, and inclusive environment for all children, youth and vulnerable adults (“vulnerable people”) who participate in our programs or are employed by the organization.

The ASLC Child / Youth / Vulnerable Adult Protection Policy establishes clear expectations to ensure that every child, youth, vulnerable adult and young employee is safe, respected, and supported in all ASLC programs and workplaces. It reflects our collective commitment to creating a positive, inclusive environment where everyone can learn, grow, and thrive.

Responsibility

The protection of vulnerable people is a shared responsibility. Every ASLC staff member, volunteer, contractor and board member has a duty to act with care, integrity, and awareness. This includes knowing the signs of harm or risk, maintaining appropriate boundaries, and reporting any concerns promptly through the proper channels.

The ultimate responsibility for this policy belongs to the ASLC Board of Directors, headed up by the President. You can find the name of the current Directors, including the President, on the ASLC website (aslcmembers.ca). Please note that some board members leave (and others join) the board each year, usually at the Annual General Meeting at the beginning of July. There may be a short delay before board member details are updated on the ASLC website in July.

Who this Policy Serves

This policy serves children, youth, vulnerable adults, families, employees, contractors, volunteers, and the broader ASLC community. It ensures that vulnerable people are safeguarded from harm, that youth employees are supported in their professional development, and that all community members can trust that ASLC operates with transparency and accountability.

How we deliver on this Commitment

We fulfill this commitment by embedding protection, respect, and mentorship into every part of ASLC’s culture. This includes:

·       Careful screening and training of all staff and volunteers

·       Clear boundaries and conduct standards for adults and youth alike

·       Safe physical and digital spaces for programs and employment

·       A transparent reporting and support system that empowers individuals to speak up and take action 

1. Safeguarding and Child Protection

Why it matters: When employing, supervising, instructing or caring for vulnerable people, you assume a heightened legal and ethical duty of care.

Policy Commitments:

• Background Checks: Adult staff and volunteers (including Board members), and any minor in a position of trust or authority, must complete a current and satisfactory Police Check, Vulnerable Sector Check (or equivalent/relevant background check) when requested by the ASLC.

• Duty to Report: All ASLC personnel have a legal obligation to report any reasonable suspicion of child abuse, neglect, or exploitation to child protection authorities. Reports must be made immediately and cannot be delegated.

• Supervision and Visibility: One-on-one unsupervised interactions between adults and minors, or between youth employees and younger children, are prohibited. At no time should a single adult or staff member be alone, out of sight or sound, with a single minor in an ASLC setting. Two staff members must be present or one staff member who is in continuous open view/hearing of another staff member. One-on-one coaching occurs only in observable/public settings (doors open/windows, on-deck/in-view) and is documented when exceptions arise (e.g., first aid).

• Transportation: staff/volunteers do not drive minors without parental consent. Unavoidable emergencies require parent/guardian notification where practicable and same-day documentation.

• Appropriate Physical Contact: Physical contact should always be age-appropriate, public, and non-intrusive. Examples of acceptable contact include high-fives, fist bumps, and brief congratulatory pats on the shoulder. Hugs, lap sitting, or tickling are not appropriate in the ASLC environment.

Training requirements: 

All staff, including older teens and volunteers, are required to complete annual safety, accessibility and code of conduct training, in-person and online, as requested by the ASLC Board. The requested training will include some, if not all, of the following:

• Juniper Island in-person season kick-off training (last Sunday in June), including waterfront safety

• Respect in the Workplace training available as part of the Lifesaving Society courses offered at Juniper and elsewhere (Lifesaving Society | Respect in the Workplace Policy)

• Safe Sport available at The Locker (thelocker.coach.ca), for example the Support Through Sport series, Creating a Positive Sport Environment, and Intercultural Skills in Sport modules

• Health and Safety Awareness Training available at the Ontario government site (labour.gov.on) for both levels:

• Supervisor Health and Safety Awareness in 5 Steps | Ministry of Labour, Training and Skills Development

• Worker Health and Safety Awareness in 4 Steps | Ministry of Labour, Training and Skills Development

• Child Protection Training available at Commit to Kids (commit2kids.ca)

• High Five Training available at Home | HIGH FIVE® Quality Assurance for Sport and Recreation Programs(highfive.org)

2. Adult-Minor Boundaries

Why It Matters: ASLC often employs young adults who supervise younger children and youth. Clear, professional boundaries are essential to maintain trust and safety.

Boundaries and Expectations:

• Communication: Staff and volunteers may not communicate privately with minors outside official ASLC channels. This includes texting, personal messaging, or social media contact. All communication should be professional, transparent, and program-related.

• Relationships: Fraternization, romantic, or sexual relationships between staff and participants – or between staff of significantly different ages where a power imbalance exists – are strictly prohibited.

3. Digital Conduct and Privacy

Why It Matters: Our digital spaces are an extension of our community. The way we communicate, share, and represent ASLC online should reflect the same respect, care, and professionalism we show in person.

Photography and Social Media:

• Photos or videos of minors may not be taken without prior parental/guardian consent and must never be posted on social media.

• Staff must not record, post, or share content from ASLC programs unless explicitly approved by a supervisor.

• ASLC’s official social media channels will manage all authorized content.

Online Behaviour:

• Bullying, harassment, or aggression via group chats, messaging apps, or social media – whether during or outside of work hours – is prohibited.

• Staff must model digital citizenship consistent with ASLC’s values of respect, inclusion, and safety.

4. Employment and Supervisory Obligations

Why It Matters: When employing or supervising minors, ASLC has a legal and moral responsibility to provide safe working conditions, appropriate guidance, and fair treatment – ensuring that every young worker can learn and contribute in a supportive environment.

ASLC is committed to compliance with Ontario’s Employment Standards Act (ESA) and Occupational Health and Safety Act (OHSA) for all employees, including minors.

• Youth Employment Protections: Youth employees are entitled to all rest periods, break times, and safe working conditions required by law.

• Supervision Requirements: Youth employees (under 18) may not be left in sole charge of younger children without an adult supervisor present or readily available.

• Equipment and Environment: All youth workers must receive appropriate training for equipment and facilities they use, including water safety and emergency procedures.

5. Reporting and Whistleblower Protection

Why It Matters: A safe community depends on people feeling confident to speak up. ASLC encourages open communication and protects anyone who reports a concern in good faith, ensuring issues are addressed promptly and fairly.

How to Report:

Concerns or incidents related to this policy may be reported

• Directly to your Supervisor or Program Lead; or

• To an ASLC Board Member; or

• Through the ASLC Confidential Reporting Process, via:

• Email: Governance@aslc.org

• Sealed note drop box in the Programs Office behind the Store

• Google Form on the ASLC website (aslcmembers.ca)

Protection from Retaliation:

No one will face negative ASLC employment consequences for reporting a concern in good faith.

6. Mentorship and Support Culture

Why It Matters: ASLC believes that safety and growth go hand in hand. By fostering mentorship, open communication, and peer support, we help young people develop confidence, leadership skills, and a strong sense of community responsibility.

ASLC values the leadership potential and personal growth of our youth employees. We aim to create an environment that balances accountability with support.

• We promote a “See Something, Say Something, Support Someone” culture – simple, age-appropriate, and rooted in care.

• Supervisors and senior staff are expected to mentor younger employees through positive role modelling, open communication, and ongoing feedback.

• All staff are encouraged to speak up early if they notice boundary issues, safety concerns, or if they need support managing a situation.

7. Off-Duty Conduct and Boundaries with Participants

Employees and volunteers are representatives of ASLC at all times. Off-duty conduct, whether on or off the island and whether in person or online, may lead to disciplinary action (up to and including dismissal) where it has a real and material connection to ASLC – for example, where it:

• Involves minors or ASLC participants and could reasonably be seen as unsafe, exploitative, or crossing professional boundaries (e.g., providing or consuming alcohol or drugs with participants).

• Involves romantic or sexual behaviour with current ASLC participants of any age while the participant–instructor relationship exists.

• Involves harassment, bullying, discrimination, or hateful, sexually explicit, or otherwise inappropriate comments, images, or behaviour involving ASLC participants, families, staff, or community members.

• Involves posting, sharing, or tagging photos/videos of ASLC participants or activities on social media without appropriate consent, or in a way that could reasonably be seen as disrespectful, unsafe, or inconsistent with ASLC’s values.

• Involves illegal drug use, underage drinking, or other illegal activity that calls into question the individual’s ability to safely and responsibly work with children and youth, or that harms or seriously risks harming ASLC’s reputation in the community.

ASLC respects the personal privacy of its employees and volunteers and will only consider off-duty conduct under this clause where it directly affects the safety of vulnerable people, the well-being of participants and staff, compliance with the law, or the legitimate interests and reputation of ASLC.

Off-duty expectations should be read together with Section 2 (Adult–Minor Boundaries) and Section 3 (Digital Conduct and Privacy).

8. Implementation and Acknowledgment

Why It Matters: Policies are only effective when they are understood and lived out. By reviewing this policy together each season and signing our acknowledgments, we ensure that every member of the ASLC community shares responsibility for upholding a safe and respectful environment.

Ensuring Understanding and Documentation:

• All employees and volunteers (including minors) must sign an Acknowledgment of Understanding confirming they have read and understood this policy.

• Parent/Guardian Acknowledgment forms will be required for staff or volunteers under age 18.

• At the start of each ASLC season (typically the last Sunday in June), ASLC will hold age-appropriate orientation sessions with scenario-based discussions to help reinforce understanding of safety, respect, and boundaries.

9. Review and Updates

Why It Matters: The needs of children, youth, and our community evolve over time. Regularly reviewing and updating this policy helps the ASLC stay aligned with best practices, legal standards, and the lived experiences of those we serve.

This policy will be reviewed annually by the ASLC Board or as required by law or best practice changes. Feedback from staff, parents, and participants is welcome to ensure it remains effective and relevant.

Related Policies, Procedures and Codes of Conduct:

·       ASLC Code of Conduct

·       ASLC Confidential Reporting Process

If you have any questions, you can reach out to the ASLC board via email at: Governance@aslcmembers.ca