1. How to Manage Conflicts as a CSAC Member Isolina Varano Coordinator of Conflict Resolution Suzy Kawasaki Supervisor of Conflict Resolution

2. Defining Conflict
Conflict is an expressed struggle between at least two people who depend on each other for something of value and interfere with each other in achieving goals.

3. Common CSAC Conflicts Personality Elections- Changes in Incumbents
Disputes over fund raising initiatives
Differences of Opinion
Inappropriate discussions regarding staff
Lack of Respect for process and fellow CSAC members

4. How Best to Handle a Conflict
A respectful dialogue where all parties have an opportunity to present their views on the matter being debated
Respecting the democratic process
Don’t personalize the issue
Respecting the role of CSAC, administration and relevant Board policies that apply to CSAC

5. Role of CSAC
The purpose of a Catholic School Advisory Council is, through active participation, to improve pupil achievement and to enhance the accountability of the education system to parents.

6. The Respectful Workplace Policy
In keeping with our Catholic values, it demonstrates and promotes the commitment of the Board to protecting the dignity and rights of its employees and volunteers including CSAC members.
Identifies various roles and responsibilities for the maintenance of harassment free workplace.
Provides appropriate responses and consequences where harassment has occurred.

7. It is a Shared Responsibility
Continued...
It is a Shared Responsibility
Members of the TCDSB community share a responsibility for understanding and abiding by Board policies in order to prevent discrimination and harassment and promote a respectful environment for all

8. What is Discrimination and Harassment?
Unfair or unequal treatment based on protected grounds under Human Rights Code.
Harassment is any vexatious behaviour that threatens, demeans, humiliates, or embarrasses a person or group, and that a reasonable person should have known would be unwelcome.
It includes actions, comments, or displays.
It normally involves a course of conduct but a single act of a serious nature may constitute harassment or discrimination.
Harassment and discrimination often occur together however i am going to define them separately because they can be separate and distinct behaviours.
They both include actions, comments or displays.
Examples of actions, is it reasonable to give someone the finger (coupled with yelling this could be seen as harassment), if you made fairy fingers (demonstrate only) to indicate someone is gay or lesbian – this could be considered discrimination.
Always remember that you are amongst students, imagine how that student would feel if they were from that group and overheard you.
If you were in an argument with someone from a racialized group, and you used a racial slur, even one time, that would be considered a single act of a serious nature.

9. The Law and Discrimination and Harassment
Protected Grounds under Section 5 (1) Human Rights Code
-race - ancestry
- place of origin - colour
- ethnic origin - citizenship
- creed sex
- sexual orientation - age
- record of offences - marital status
- family status - disability
- gender identity - gender expression

10. Examples of Discrimination/ Harassment include but are not limited to:
Verbal comments such as name calling, insults, slurs, crude, degrading or suggestive remarks, demeaning racial, ethnic or sexual remarks, jokes, rumours or innuendo. (e.g CSAC member is in collusion with a principal about passing agenda items)
Communication by means of verbal, written or graphic material, such as voic messages, unwanted notes, letters, s, text or blackberry messages, social media (eg. facebook/twitter), on clothing (eg. The display of racist, derogatory or offensive pictures, graffiti, or other materials)
Use of stereotypical images or language, (eg. jokes or suggestions that all or most individuals of a particular identity or group are the same)

11. Cont’d
Differential treatment, and the avoidance or exclusion of any group or individual, (eg. publicly criticizing a Board employee or other member of the TCDSB community at a CSAC meeting)
Any activity or behaviour, not necessarily directed at anyone in particular that creates a hostile or offensive environment.
(A poisoned environment) .

12. Impact vs. Intent
It is important to remember that the law is concerned with the impact of the behaviour on the victim, not the intent of the behaviour.
The Board cannot dismiss the behaviour because someone did not intend on being harassing.
Saying, it was a joke or you didn’t mean it is no excuse for the behaviour

13. Bill 168 An Amendment to the Occupational Health and Safety Act
It legislates that workplaces have policies on Workplace Violence and Workplace Harassment

14. Workplace Violence Defined
the exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to the worker (Remember there are staff representatives at all CSAC meetings)
an attempt to exercise physical force against a worker in a workplace that could cause physical injury to the worker
a statement or behaviour that is reasonable for a worker to interpret as a threat to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker. E.g making a threatening statement towards a staff member.

15. Safe Schools Code of Conduct Section 9 – Local School Codes of Conduct
Local codes of conduct apply to all members of the school community: 
on school premises;
on school –related trips or activities;
 while travelling to or from school; and
off school premises where the conduct has an impact on the safety, security or physical and mental well-being of any member of the school community. 
In addition to that.....

16. CSAC Code of Ethics
Adopts principles from both the School Code of Conduct
Respectful Workplace Policy
And other Board policies pertaining to Conflict of Interest, etc.

17. H.M. 19 Conflict Resolution
The Toronto Catholic District School Board is committed to and supports the settlement of conflict over matters under its jurisdiction in a manner consistent with Gospel Values and its Mission and Vision Statements.
“Blessed are the peacemakers, for they shall be called sons of God.” (Matthew 5:9)
The Board recognizes that as CSAC members and parents there may be concerns pertaining to staff and other TCDSB stakeholders including CSAC members that need to be addressed however, CSAC meetings are not the venue for these types of concerns to be vetted. There are policies in place to assist you in addressing your concerns.

18. H.M. 30 Complaint Against a Staff Member
A complaint against a staff member will be dealt with in a just, timely manner that respects the dignity and rights of all parties involved.
Members of Board and administrative staff will make every reasonable effort to encourage and support resolution of the matter at the local level by the parties most directly involved in the matter.
Anonymous complaints shall not be acted upon unless there are safety concerns that contravene legislation such as the Child and Family Services Act and Bill 168.

19. How is this policy relevant to CSAC?
A staff member has a right to be aware of, and present at, a committee meeting of the Board where a complaint is to be heard, as well as other meetings involving the complainants, administrators / superintendents or trustees.
This applies to situations where CSAC members identify issues about particular staff during CSAC meetings

20. Setting Ground Rules
Establishing ground rules for meetings with the CSAC Code of Conduct in mind is a good practice
Identify what is important for the committee
Name it e.g “No yelling”
Post them on a smart board or a flip chart at each meeting or in a newsletter
Remind members of the “Pool Rules”

21. If Rules are Not Adhered to…
Gently remind the individual (or group) of the ground rules
Make them accountable for their behavior. Advise the administrator if you are feeling uncomfortable
Address the behavior immediately- Name it
Focus on the behavior, not the person
End the meeting if behavior persists or escalates

22. Contact and Reference Information
Isolina Varano- Coordinator of Conflict Resolution
(416) , extension 2363
Suzy Kawasaki- Supervisor of Conflict Resolution
(416) , extension 2771
(Look under “About Us”- Policy Register)
Hard Copies of the Respectful Workplace Policy are posted on the Occupational Health and Safety Board at every TCDSB site

23. QUESTIONS???