Privacy
Privacy Policy
The Royal Kingston Curling Club is committed to collecting, using, and disclosing your personal information responsibly and to maintaining the accuracy, confidentiality, and security of such personal information.
Personal information includes information such as your name, address, telephone number, e-mail address, age, billing information, credit card information and any other information that is personally identifiable with you. However, publicly available information, such as a public directory listing of your name, address and telephone number is not considered personal information.
We have adopted the following privacy policy that guides how we collect, use and disclose personal information about our members and prospective members. Our intent is to balance our legitimate business interests in collecting, using, and disclosing your personal information against your reasonable expectations of privacy and information security.
1. Definitions
In this policy:
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"Business" means the business of operating the Royal Kingston Curling Club which includes the Web site;
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"Membership" means a membership in the Royal Kingston Curling Club;
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"we", "us", "our" and the "Club" refer to the Royal Kingston Curling Club Limited, located at 130 Days Road, Kingston, ON and/or http://royalkingston.com;
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"Web site" refers to the web site found at http://royalkingston.com;
2. Collection of Personal Information
Our primary purpose in collecting personal information from you and about you is to ensure the provision of high quality products and/or services. We only collect personal information from and about you that we consider necessary for achieving this purpose and to permit us to conduct the Business diligently.
3. Use of Your Personal Information
We may use the personal information we collect from and about you to:
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ensure the provision of high quality membership services;
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inform you about online and offline offers, membership services, updates and events (including expiry and renewal of your Membership);
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enable us to contact you;
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establish and maintain communication with you;
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assist us in complying with legal and regulatory requirements;
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invoice you and receive payment for products and/or services;
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collect unpaid accounts;
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provide you with information concerning the business operation of the Club.
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We may also use your personal information as may be described to you at the time of collection. We may compare and review your personal information for errors and omissions and for accuracy. If you choose to provide us with your financial information, we may use your address and financial information to bill you and to provide associated support. We may use personal information about you, in a non-personally identifiable manner, to improve our marketing and promotional efforts, to analyse Memberships, to improve our content and product offerings, and to customize our Web site's content, layout, and services. These uses are to enable us to improve the Business and to better tailor the Business to meet your needs.
4. Disclosure of Personal Information
As a matter of policy, we do not sell, rent, or lease any of your personal information to third parties without your explicit consent. However, there are a variety of circumstances where we may need to disclose some of your personal information, including the following:
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We may disclose your personal information to an individual who, in our reasonable judgement, is seeking the information as your agent. For example, we may provide your personal information to your legal representative if we are satisfied that the individual is requesting the information on your behalf.
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We may disclose your personal information as may be required by law.
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We may aggregate personal information and disclose such information in a non-personally identifiable manner to advertisers and other third parties for marketing and promotional purposes.
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5. Control of Your Password
You are responsible for all actions taken with any user ID and/or password used to access the Web site. Therefore, we recommend that you not disclose your password to any third parties. If you choose to share your user ID, your password or your personal information with a third party, you are responsible for all actions resulting therefrom. If you lose control of your password, you may lose substantial control over certain personal information. Therefore, if your password has been compromised for any reason, you should immediately change your password.
6. Access, Review, Change and Destruction of Your Personal Information
You may access, review and/or change the personal information we have in our files by updating it yourself or by submitting a written request to do so to the Manager of the Royal Kingston Curling Club at the address below. We ask that you promptly advise us of any changes to your information. Upon your written request, we will destroy, as soon as reasonably possible and in accordance with our internal policies and applicable law, any and all personal information that we have in our files about you. Notwithstanding the foregoing, we will retain in our files some personal information in order to enable us to collect any unpaid accounts and/or as may be required by law.
7. Other Information Collectors
Except as otherwise expressly included in this Privacy Policy, this document only addresses the collection, use and disclosure of personal information we collect from and about you. To the extent that you disclose your personal information to other parties, different rules may apply to their collection, use or disclosure of such personal information. Since we do not control the privacy policies of third parties, you are subject to the privacy policies of such third parties.
8. Protecting Your Privacy
The personal information that is retained by us is kept in a secure environment and we use reasonable procedural and technical safeguards to protect your personal information against loss, theft and unauthorized access or disclosure. While we employ many different security techniques to protect such data from unauthorized access by users inside and outside the Club, we cannot ensure perfect security, particularly in relation to the Web site.
9. Amendments to This Policy
We may amend this Privacy Policy at any time by mailing (including regular mail and email) any amended terms to you or by posting the amended terms on our Web site or at the Royal Kingston Curling Club. All amended terms shall automatically be effective five days (5) days after mailing or on the date of posting.
If you wish to access, review and/or change your personal information contained in our files or if you have any questions or concerns about our privacy principles outlined above or about our practices, please contact the Club Manager at:
Royal Kingston Curling Club
130 Days Road
Kingston, Ontario
K7M 9G4
Phone: 613-546-2243
E-mail: 
Refund
Appendix 12 in our Policy & Resourse Manual
Refund Policy
Refunds will be granted for sickness or injury only, including Covid-19 related sickness.
A full refund will be granted if cancellation occurs before the member’s first day of curling.
Once league play has begun a 65% refund will be granted if cancellation occurs before the start of the second Club Draw.
A 40% refund will be granted if cancellation occurs before the start of the third Club Draw.
A 15% refund will be granted if cancellation occurs before the start of the fourth Club Draw.
All requests for refunds must be made to the Manager in writing. Exceptional circumstances will be considered by a refund committee comprised of the President, the Manager and the appropriate Section Head. The decision of the committee will be clearly communicated to the member, the Finance Chair and the Bookkeeper. The member may appeal the decision to the Board. The Board decision shall be final.
Event Refund
Appendix 12 in our Policy & Resourse Manual
Event Refund Policy
A person or team is considered “registered” for an event when they have entered either on the website(events) or in person at the club (RKCC) and have paid the requested fee.
Should a person or team wish to withdraw from the event prior to the cut off date listed on the event poster, a full refund will be provided.
Should a person or team wish to withdraw from the event after the cut off date a full refund will be provided if a replacement person or team can fill their spot. If no person or team can fill the spot the convenor is not obligated to provide a refund.
Should a person or team need to withdraw due to extraordinary circumstances a partial or full refund can be authorized by the convenor at their discretion.
Should the club cancel an event for any reason a full refund will be provided to all registered people or teams.
Anti-Discrimination
Appendix 14 in our Policy & Resourse Manual
14. RKCC Anti-Discrimination, Harassment, Code of Conduct and Ethics Policy (Revised November 26th, 2020)
14.1 Definitions
“Individuals:” This policy is applicable to all individuals associated with the Royal Kingston Curling Club (RKCC), including club members, league representatives, volunteers, managers, administrators, members of the Executive Board, employees, contract personnel and parents of underage members.
“Discrimination:” Discrimination is any distinction, whether intentional or not but based on prohibited grounds, which has the effect of imposing burdens, obligations or disadvantages on an individual that are not imposed on others, or which withholds or limits access to opportunities, benefits and advantages available to others.
“Harassment:” Harassment is a form of discrimination, and refers to conduct associated with a prohibited ground that affects the sport environment or leads to adverse consequences within that environment for the person(s) experiencing the harassment, which the perpetrator knew or ought reasonably to have known would be unwelcome.
14.2 Purpose
The purpose of this Anti-Discrimination, Harassment, Code of Conduct and Ethics Policy is to ensure a safe and positive environment with the RKCC’s programs, activities and events, by making all individuals aware that there is an expectation of appropriate behaviour, consistent with the values of the RKCC, at all times:
- To establish RKCC as an organization in which all individuals may reasonably expect to participate free from harassment.
- To provide an environment when members, employees and volunteers contribute to the RKCC’s goals in the knowledge that their personal aspirations and dignity will be respected.
- To create an awareness of the nature and types of harassment.
14.3 Application of this Policy
This policy applies to all individuals relating to conduct that may arise during the course of club activities and events, including but not limited to league play, bonspiels, competitions, practises, social activities, travel and meetings.
This policy applies to conduct that may occur outside of the club when such conduct is detrimental to the image and reputation of the RKCC.
This policy also applies to any other ground of discrimination prohibited by applicable law.
Nothing in the Anti-discrimination, Harassment, Code of Conduct and Ethics Policy affects the rules of the sport or the selection of teams based on performance.
1. Discrimination The prohibited grounds of discrimination under this policy are as follows:
- ancestry
- citizenship
- colour
- creed
- disability
- ethnic origin
- language (but not where a language is a qualification for employment or office)
- marital/family status (defined to include common law relationships, and to not preclude anti-nepotism policies)
- place of origin
- political opinion
- race
- sex (defined to include pregnancy)
- sexual orientation
2. Harassment can take many forms but generally involves conduct, comment or display that is insulting, intimidating, humiliating, hurtful, demeaning, belittling, malicious, degrading or otherwise causes offence, discomfort, or personal humiliation or embarrassment to a person or group of persons.
Examples of harassment include:
- unwelcome remarks, jokes, nicknames, innuendo, or taunting linked to a prohibited ground, such as a person’s age, sexual orientation, race ancestry, political opinions, etc.;
- written or verbal abuse or threats linked to a prohibited ground;
- racial or ethnic slurs;
- displays which may cause offence and are related to prohibited grounds, such as sexual, racial, ethnic or religious posters or graffiti;
- use of terminology that reinforces stereotypes based on prohibited grounds;
- vandalism or physical assaults motivated by prohibited grounds; and
- condescension, paternalism or patronizing behavior linked to prohibited grounds which undermines self-respect or adversely affects performance or working conditions.
3. Discipline in training is an indispensable part of high performance sport and should not be confused with discrimination or harassment. However, it is of vital importance that those in authority:
- set and communicate non-discriminatory performance standards, selection criteria, rules and regulations to all participants;
- ensure that training involving touching or other physical contact occurs in an appropriate setting and only after informed consent has been sought and received;
- be consistent in taking any corrective or punitive action without discrimination or harassment based on prohibited grounds; and
- use non-discriminatory terminology; address individuals by name and avoid the use of derogatory slang or offensive terms.
4. Sexual Harassment
Sexual harassment is unwelcome sexual advances, or other verbal or physical conduct of a sexual nature or related to a person’s sex when:
- submitting to or rejecting this conduct can affect decisions about the individual;
- the conduct has the purpose or effect of interfering with the individual’s performance; or
- the conduct detrimentally affects the environment.
Specific examples can include:
- criminal conducts such as stalking, and physical or sexual assault or abuse;
- inappropriate comments about a person’s body or appearance;
- inquiries or comments about and individual’s sex life, sexual preferences, etc.;
- leering or other obscene or suggestive gestures;
- promises or threats contingent on the performance of sexual favors;
- sexual/sexist graffiti or any displaying of sexually explicit material or pictures;
- unwanted physical contact including touching, kissing, patting and pinching;
- unwelcome flirtation, sexual remarks, invitations or requests whether indirect or explicit; and
- use of inappropriate or derogatory sexual terms
5. Reprisal
Reprisal or threat of reprisal is an aggravating factor in any situation involving discrimination or harassment, particularly where the reprisal or threat of reprisal is by a person in authority.
Examples of reprisal include:
- acts of retaliation designed to punish an individual who has reported discrimination or harassment; and
- threats of retaliation designed to dissuade an individual from reporting discrimination or harassment.
In sexual harassment situations, reprisals can also include:
- acts of retaliation to punish an individual who has rejected sexual advances; and
- threats of retaliation if sexual advances are rejected.
For the purposes of these guidelines, the making of a groundless complaint shall also be deemed a reprisal.
6. Condonation
If a person in authority knows or, should reasonably have known that discrimination or harassment may have occurred and fails to take appropriate action, the person in authority has condoned the discrimination or harassment and may be subject to sanctions under these guidelines.
14.4 Responsibilities
All individuals have a responsibility to abide by the following stipulations through their actions, words, activities and communications, both verbal and written. This refers to actions that may be intentional or not and to activities that one should reasonably know to be offensive.
a) Maintain and enhance the dignity and self-esteem of all club members and other individuals by:
- Demonstrating respect to individuals regardless of body type, physical characteristics, athletic ability, gender, ancestry, colour, ethnic or racial origin, nationality, sexual orientation, age, marital status, religion or disability.
- Focusing comments or criticism appropriately and avoiding public criticism of an individual associated with the RKCC.
- Consistently demonstrating the spirit of sportsmanship, sports leadership and ethical conduct.
- Acting, when appropriate, to prevent or correct practices that are unjustly discriminatory
- Consistently treating individuals fairly and reasonably
- Ensuring the rules of curling and the spirit of such rules are adhered to
b) Refrain from any behaviour that constitutes harassment, where harassment is defined as comment 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:
- Written or verbal abuse, threats or outbursts
- The display of visual material which is offensive
- Unwelcome remarks, jokes, comments, innuendos or taunts
- Condescending or patronizing behaviour which is intended to undermine self-esteem, diminish performance or adversely affect any and all sporting and working conditions
- Practical jokes which cause awkwardness or embarrassment, endanger a person’s safety or negatively affect performance
- Physical assault
- Retaliation or threats of retaliation against an individual who reports harassment
c) Refrain from the use of power or authority in an attempt to coerce another person to engage in inappropriate activities
d) Take reasonable steps to manage the responsible consumption of alcoholic beverages associated with club events
e) Respect the property of others and not wilfully cause damage
f) Abstain from the use of non-medical drugs or the use of performance-enhancing drugs or methods
g) Comply at all times with the constitution, bylaws, policies, rules and regulations of the RKCC, and any other applicable law.
14.5 Complaints Procedure
Any member of the club or individual associated with the RKCC who feels they have been harassed or discriminated against, is encouraged firstly to make a direct request to the alleged perpetrator to stop the offensive behaviour.
If the offending actions persist, or the individual is not comfortable with approaching the alleged perpetrator, the individual is encouraged to bring the matter to the Member-at-Large. If further action is required, written documentation would be needed for submission to the Board
If it is an alleged employment-related offense, the matter should be referred to the Personnel Committee.
The matter will be investigated in such a way to maintain the dignity and respect of all individuals involved and to bring the matter to a fair and acceptable resolution.
14.6 Complaint Report Form 
Anti-Discrimination, Harassment, Code of Conduct & Ethics Policy Complaint Report form
