IRSAM Code of Conduct

The IRSAM Code of Conduct was first created in Fall 2018, and it was recently updated in the winter of 2019. This Code of Conduct was implemented to promote inclusivity within the organization, and to codify processes of the submission of complaints and appeals. The Code of Conduct also provides IRSAM members with what offences are considered unacceptable, and those that can be handled within the jurisdiction of IRSAM. With the Code of Conduct, came the introduction of the IRSAM Disciplinary Committee (hereafter, IDC).

The IDC consists of the President, Vice-President of Internal Operations, and Human Resources Review Staff. The goal of the IDC is to receive and process complaints; the committee will interview those involved in the conflict – namely the Complainant and the Respondent – and will then produce a report of recommendations. The interview process is meant to get a holistic picture of the situation, so that the IDC may produce an informed recommendation. The IDC is meant to create responsibility and accountability within the organization.

It should be noted that the IDC takes conflicts of interest very seriously, and the makeup of the committee may differ on a case by case basis, should members of the IDC have a conflict of interest in relation to the complaint at hand. Any conflict of interest must be brought up to the Board of Directors.

Members of the IDC and the HR Review Staff must receive proper equity training, prior to looking at any complaints that may be brought forth. This is to ensure a fair and objective complaint process. As well, the training is essential as some sensitive matters may be brought forward.

Members of the HR Review Staff were selected after a thorough application and interview process. HR Review Staff members are hired on a term-by-term basis, though members are welcome to reapply for future terms.