Oppa Policies and Procedures Effective October 17 2022 Oppa P&P

POLICIES & PROCEDURES
AMENDED AND RESTATED effective October 17, 2022
NATDOCS\63841886\V-8
1.0 DEFINITIONS AND INTERPRETATION ......................................................................................... 1
1.1 DEFINITIONS ..................................................................................................................... 1

1.2 INTERPRETATION ............................................................................................................. 1
1.3 AMENDMENTS................................................................................................................... 2
2.0 GENERAL ........................................................................................................................................ 2
2.1 GENERAL STATEMENT .................................................................................................... 2
3.0 STRATEGIC PLAN.......................................................................................................................... 2
3.1 VISION STATEMENT ......................................................................................................... 2

3.2 RALLYING CRY .................................................................................................................. 2
3.3 MISSION STATEMENT ...................................................................................................... 2
3.4 EQUITY & INCLUSION ....................................................................................................... 2
4.0 CONFLICT OF INTEREST .............................................................................................................. 3
4.1 GENERAL ........................................................................................................................... 3

4.2 DUTIES OF THE MEMBER OR EMPLOYEE .................................................................... 3
4.3 SANCTIONS ....................................................................................................................... 4
5.0 CONFIDENTIALITY AGREEMENT ................................................................................................. 4
5.1 PURPOSE ........................................................................................................................... 4

5.2 EXCEPTIONS TO THE CONFIDENTIALITY AGREEMENT.............................................. 4
6.0 MEMBER ENGAGEMENT .............................................................................................................. 4
6.1 MEMBER CONDUCT ......................................................................................................... 4

6.2 MEMBER RESPONSIBILITIES .......................................................................................... 4
7.0 MEETINGS OF MEMBERS ............................................................................................................. 5
7.1 RULES OF ORDER ............................................................................................................ 5
8.0 PROVINCIAL DIRECTORS ............................................................................................................. 6
8.1 GENERAL ........................................................................................................................... 6

8.2 ROLES AND RESPONSIBILITIES ..................................................................................... 7
8.3 DECISION IMPLEMENTATION.......................................................................................... 7
8.4 UNITY ................................................................................................................................. 7
9.0 DIRECTOR'S POSITION & HONORARIA POLICE ASSOCIATION OF

ONTARIO/CANADIAN POLICE ASSOCIATION ............................................................................ 8
9.1 ASSOCIATION REPRESENTATION ................................................................................. 8

9.2 BOARD OF DIRECTORS’ SERVICE RINGS ..................................................................... 8
9.3 ELECTORAL COMMITTEE ................................................................................................ 8
9.4 BOARD ELECTIONS .......................................................................................................... 8
10.0 PROVINCIAL PRESIDENT ............................................................................................................. 9
11.0 COMMITTEES & LIAISONS ......................................................................................................... 10
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11.1 NEGOTIATIONS ............................................................................................................... 11
11.2 INTERBRANCH COMMUNICATION ................................................................................ 11
12.0 OPERATIONS & ADMINISTRATION ........................................................................................... 12
12.1 MAJOR INCIDENTS ......................................................................................................... 12

12.2 EVENT ATTENDANCE ..................................................................................................... 12
12.3 ISSUANCE OF EQUIPMENT ........................................................................................... 12
12.4 ASSOCIATION VEHICLES ............................................................................................... 12
12.5 CHIEF ADMINISTRATIVE OFFICER - DUTIES ............................................................... 13
12.6 EXECUTIVE STAFF – DUTIES ........................................................................................ 14
12.7 FLAG POLICY................................................................................................................... 14
12.8 MAGAZINE POLICY ......................................................................................................... 15
12.9 WEBSITE .......................................................................................................................... 16
12.10 STAFFING ........................................................................................................................ 17
12.11 MEDIA RELEASES ........................................................................................................... 19
12.12 DRESS AND DEPORTMENT ........................................................................................... 19
12.13 HEALTH AND SAFETY POLICY ...................................................................................... 20
13.0 FINANCIAL .................................................................................................................................... 20
13.1 EXPENDITURES & PROVINCIAL DIRECTORS' EXPENSES ........................................ 20

13.2 EXPENSE REIMBURSEMENT ........................................................................................ 21
13.3 CORPORATION CREDIT CARDS ................................................................................... 23
13.4 EXPENSE REVIEW COMMITTEE ................................................................................... 23
13.5 AUDIT COMMITTEE ......................................................................................................... 25
13.6 ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE .............................. 27
13.7 TUITION FEES ................................................................................................................. 28
13.8 EXPENSES – MEETINGS OF MEMBERS....................................................................... 28
13.9 LEGAL ASSISTANCE PROGRAM ................................................................................... 28
13.10 CREDIT CARD POINTS ................................................................................................... 29
13.11 DISPOSAL OF ASSOCIATION ASSETS ......................................................................... 29
13.12 FINANCIAL DONATIONS ................................................................................................. 29
13.13 BRANCH FUNDING.......................................................................................................... 29
13.14 FINANCIAL RECORDS AND REPORTING ..................................................................... 30
13.15 EXPENDITURES .............................................................................................................. 30
13.16 ATHLETIC EQUIPMENT PURCHASE POLICY ............................................................... 30
13.17 BRANCH EXECUTIVE / BOARD MEETINGS .................................................................. 31
14.0 MEMBERS' BENEFITS ................................................................................................................. 31
14.1 LIFE INSURANCE ............................................................................................................ 31

14.2 SERVICE AWARD ELIGIBILITY ....................................................................................... 32
14.3 BURSARIES ..................................................................................................................... 33
14.4 LONG TERM INCOME PROTECTION FINANCIAL ASSISTANCE ................................. 35
14.5 HONOUR ROLL ................................................................................................................ 35
14.6 OPP ASSOCIATION AWARDS ........................................................................................ 35
14.7 AWARD OF MERIT........................................................................................................... 37
14.8 OPPA PRESIDENT’S AWARD OF ACHIEVEMENT ........................................................ 37
14.9 GUIDELINES FOR BENEVOLENT ASSISTANCE .......................................................... 38
14.10 SPECIAL ASSISTANCE TO MEMBERS .......................................................................... 39
14.11 BEREAVEMENT (FAMILY) FUND ................................................................................... 40
14.12 SURVIVOR ATTENDANCE AT MEMORIALS ................................................................. 40
15.0 MEMBERS' SERVICES ................................................................................................................. 41
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15.1 FUNERAL POLICIES ........................................................................................................ 41
15.2 LEGAL ASSISTANCE PROGRAM ................................................................................... 41
15.3 APPLICATION PROCEDURE .......................................................................................... 42
15.4 CIVIL LITIGATION ............................................................................................................ 44
15.5 LAP APPEALS .................................................................................................................. 45
15.6 CONFIDENTIALITY AND CONFLICT OF INTEREST ..................................................... 46
15.7 MEMBER DEVELOPMENT PROGRAM .......................................................................... 46
15.8 P.A.C.E. PROGRAM ......................................................................................................... 46
16.0 BRANCHES ................................................................................................................................... 48
16.1 GEOGRAPHICAL BOUNDARIES .................................................................................... 48

16.2 BRANCH EXECUTIVE RESPONSIBILITIES ................................................................... 49
16.3 BRANCH VICE-PRESIDENT RESPONSIBILITIES ......................................................... 50
16.4 HONORARIA .................................................................................................................... 50
16.5 REIMBURSEMENT FOR ASSOCIATION WORK ............................................................ 50
16.6 TEMPORARY ABSENCES/ACCOMMODATION ............................................................. 50
16.7 CONFLICT RESOLUTION ................................................................................................ 51
16.8 BRANCH SERVICE RINGS & PINS ................................................................................. 51
16.9 ATTENDANCE AT MEETINGS OF MEMBERS ............................................................... 51
16.10 RETIREMENT GIFT PRESENTATIONS .......................................................................... 52
16.11 BRANCH FUNCTIONS - LIABILITY INSURANCE ........................................................... 52
16.12 BRANCH ELECTIONS...................................................................................................... 52
16.13 MEMORIAL/FUNERAL ATTENDANCE............................................................................ 53
16.14 BRANCH RULES .............................................................................................................. 53
16.15 FINANCIAL RECORDS AND REPORTING ..................................................................... 53
16.16 BRANCH RESERVE BANK ACCOUNT POLICY ............................................................. 54
17.0 CASUAL PART-TIME POLICE OFFICERS .................................................................................. 55
17.1 DUES ................................................................................................................................ 55
18.0 CODE OF CONDUCT FOR CANDIDATES IN BOARD ELECTIONS .......................................... 55
APPENDICES ............................................................................................................................................. 57
APPENDIX A - CONFIDENTIALITY AGREEMENT ................................................................................... 57
APPENDIX B - EXCEPTIONS TO THE CONFIDENTIALITY AGREEMENT ............................................. 61
APPENDIX C - BOARD JOB DESCRIPTIONS .......................................................................................... 62
APPENDIX D - EXECUTIVE STAFF JOB DESCRIPTIONS ...................................................................... 63
APPENDIX E - BRANCH JOB DESCRIPTIONS ........................................................................................ 64
APPENDIX F - VEHICLE USE AGREEMENT ............................................................................................ 74
APPENDIX G - WHISTLEBLOWER POLICY ............................................................................................. 75
APPENDIX H - BRANCH RULES ............................................................................................................... 79
APPENDIX I - OPPA AUDIO-VISUAL RECORDING POLICY ................................................................. 111
APPENDIX J - BOD CODE OF CONDUCT DECLARATION ................................................................... 118
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APPENDIX K - STAFF CODE OF CONDUCT DECLARATION............................................................... 120
APPENDIX L – SEXUAL HARASSMENT POLICY AND PROGRAM ...................................................... 122
APPENDIX M - POLICE MEMORIAL FUNDING REQUEST FORM........................................................ 128
APPENDIX N – HIF FOR BRANCH REPRESENTATIVES ...................................................................... 131
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1.0 DEFINITIONS AND INTERPRETATION
1.1 DEFINITIONS
All capitalized terms used and not defined in these Policies and Procedures have the meanings given to
such terms in By-Law No. 1 of the Association. In addition to the terms that are defined throughout these
Policies and Procedures, including in Appendix L, in these Policies and Procedures:
a) “Association” or “OPPA” means the Ontario Provincial Police Association and both terms
are used interchangeably;
b) “By-Laws” means the by-laws of the Association, as made by the Board in accordance
with the Act, including for certainty By-Law No. 1;
c) “CAO” means the Chief Administrative Officer of the Association;
d) “confidential information” is information that is not available to the public and that, if
disclosed, could result in loss or damage to the Association or could give the person to
whom it is disclosed an advantage;
e) “Employee” means any staff member of the Association;
f) “Executive Staff” means, collectively, the CAO, Executive Labour Advisor, Executive
Officers and Legal Counsel;
g) “OPP” means the Ontario Provincial Police;
h) “Policies and Procedures” means the policies and procedures set out herein, as may be
amended and supplemented from time to time, including all attached appendices;
i) “Staff” means Executive Staff and Support Staff;
j) “Support Staff” means all employees of the Association other than Executive Staff, either
full time or part time, whose main place of employment is head office;
k) Team Lead means an Executive Staff member in a managerial role within a department.
1.2 INTERPRETATION
a) In the event of any inconsistency between the terms of these Policies and Procedures and
the terms of any By-Laws or the articles of Association, the terms of the By-Laws or the
articles, as the case may be, control.
b) For purposes of these Policies and Procedures:
i) the words “include,” “includes” and “including” are deemed to be followed by the
words “without limitation”;
ii) the words “herein,” “hereof,” “hereby,” “hereto” and “hereunder” refer to these
Policies and Procedures as a whole; and
iii) whenever the singular is used herein, the same includes the plural, and whenever
the plural is used herein, the same includes the singular, where appropriate.
c) Unless the context otherwise requires, references in these Policies and Procedures to:
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i) sections means the sections of these Policies and Procedures; and
ii) to an agreement, instrument or other document means such agreement,

instrument or other document as amended, supplemented and modified from time
to time to the extent permitted by the provisions thereof.
1.3 AMENDMENTS
The Board may from time to time amend, remove, supplement or modify these Policies and Procedures.
Any such amended, removed, supplemented or modified version of these Policies and Procedures shall be
posted to the Members’ Only side of the Association’s website and a copy of such version shall be
maintained at the head office of the Association and distributed to all Branches. The Board shall also report
any such changes to these Policies and Procedures at the next Meeting of Members.
2.0 GENERAL
2.1 GENERAL STATEMENT
These Policies and Procedures have been approved by the Board.
The policies are to be interpreted as the rules of the Association. Any question or dispute relating to the
interpretation of any policy should be referred to the Board for clarification.
3.0 STRATEGIC PLAN
The creation of a strategic plan by the Association in 1996, reviewed and updated in 2007, and once again
reviewed in 2017 was the culmination of many hours of work by Members and Staff of our Association and
exemplifies the direction that we want to go in the future. We believe that our strong Member oriented
organization is based on the principles of fairness, honesty, openness and trust in all our relationships.
Each ingredient is key to the success and longevity of our Association. The Guiding Principles of our
Strategic Plan are the fundamental values and beliefs which direct all our actions.
3.1 VISION STATEMENT
As the leading member-driven police association, we enhance the quality of life for all our members and
their families through delivery of an exceptional member experience – throughout their careers and
retirement.
3.2 RALLYING CRY
“Our Members, Our Focus, Our Strength”
3.3 MISSION STATEMENT
To advocate on behalf of our members while providing fair representation and professional, high quality,
timely support.
3.4 EQUITY & INCLUSION
The Association believes in equality of employment and the establishment of a positive respectful working
environment for all members, the responsibility for which is shared by the Employer and the Association.
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4.0 CONFLICT OF INTEREST
4.1 GENERAL
Conflict of interest means any situation where a person’s private interest may be in conflict with their
Association responsibilities.
This policy applies to all Members and all Employees.
Members and Employees may not engage in any outside activity or undertaking that:
 is likely to result in a conflict of interest;
 interferes with their ability to perform their Association duties;
 takes advantage of their duties as an Association member or employee;
 will influence equipment, supplies or premises; or
 results in unauthorized use of Association equipment, supplies or premises.
Members and Employees may not use an Association position to:

 gain any personal favours or economic benefits from people or organizations that want business
or contracts with the Association; or
 improperly favour any person, organization or business entity.
Members and Employees may not:

 use confidential information for personal gain;
 accept personal gifts, hospitality or other benefits deemed to create a conflict of interest;
 give preferential treatment on any Association matter to family members or friends;
 act for an organization in any business undertaking with the Association; or
 assist an outside organization by providing them with confidential information.
In particular, and without limiting the generality of the remainder of this section, an employee shall not be a
member of a committee negotiating their own contract on behalf of the Association.
4.2 DUTIES OF THE MEMBER OR EMPLOYEE
Where Members or Employees, either on their own behalf or while acting for, by, with or through another,
have any vested interest, direct or indirect, in any matter and is present at any meeting of the Association
at which the matter is the subject of consideration that results in a conflict of interest, the member or
employee:
 shall, prior to any consideration of the matter at the meeting, disclose the interest and the general
nature thereof;
 except for any Meeting of Members, shall not take part in the discussion of, or vote on any question
in respect of the matter; and
 shall not attempt in any way whether before, during or after the meeting to influence the voting on
any such question.
Where the meeting previously referred to is not open to the general membership, including any Meeting of
Members, in addition to complying with the requirements of Section 4.1, the Member shall forthwith leave
the meeting or the part of the meeting during which the matter is under consideration.
Where the interest of a Member or Employee has not been disclosed due to the absence at the meeting
during which the matter has been discussed, the Member or Employee shall disclose that interest at the
next meeting attended.
Notwithstanding the foregoing, when a Member or Employee becomes aware of a conflict of interest, that
interest shall be disclosed to the CAO, the President or their designee forthwith.
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When a declaration of interest is made, the Member or the person to whom the interest is disclosed shall
ensure that declaration is recorded in the minutes of the meeting at which the interest became apparent or
at the next meeting occurring after the declaration.
4.3 SANCTIONS
Where a Member fails to declare a conflict of interest, the Board may take disciplinary measures in
accordance with the By-Laws. Where an Employee fails to declare a conflict of interest, disciplinary
measures may include sanctions up to and including forfeiture or cancellation of directorships or offices
within the Association and/or termination of employment. Where appropriate, civil action may be brought
against the member, employee or outside organization for damages and/or other relief based on the breach
of conflict of interest provision.
5.0 CONFIDENTIALITY AGREEMENT
5.1 PURPOSE
The purpose of the ‘Confidentiality Agreement’ is to ensure that members of the Board, Staff, members of
a Branch Executive, volunteers engaged by the Association and other representatives of the Association
are aware of their obligation to protect the privacy and confidential information of the Members. The
Confidentiality Agreement creates and maintains an environment of trust and confidence for our Members
to whom the Association provides services. See Appendix A.
5.2 EXCEPTIONS TO THE CONFIDENTIALITY AGREEMENT
See Appendix B for a list of exceptions to the Confidentiality Agreement.
6.0 MEMBER ENGAGEMENT
6.1 MEMBER CONDUCT
The Association is committed to representing the interests of Members in a respectful, professional and
civil manner. It is expected that the same level of engagement is reciprocated by the membership.
The Association understands that employment related circumstances and issues may be very stressful for
Members. The Association is mindful of the difficulties and emotional burden experienced by Members;
however, the Association will not accept abusive behaviour or communications towards Employees who
manage Member issues. This would include threats, vexatious or harassing comments or conduct, sexual
harassment, intimidation, yelling or screaming, or obscene, racist or discriminatory statements.
The Association is required by law to protect Employees from abusive behaviour and will not tolerate such
behaviour against our Employees. The Association and its agents reserve the right to restrict future
communications or communicate with the Member only in writing if behaviour, actions or communications
falls within the above noted parameters.
Nothing in this policy contradicts the Association’s duty of fair representation. The Association adopts the
definition of duty of fair representation as defined by the Ontario Labour Relations Board. The definition
states:
The ‘Duty of Fair Representation’ says that a trade union shall not act in a manner that is arbitrary,
discriminatory or in bad faith in representing employees.
6.2 MEMBER RESPONSIBILITIES
It is the responsibility of all Members to:
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a) Respect and comply with the articles, the By-Laws, these Policies and Procedures and any
other rules, regulations or policies of the Association in effect from time to time;
b) Assist any of the Association’s programs in the promotion of a healthy work environment
and positive attitude among members;
c) Recognize the responsibilities of the Provincial Directors and officers of the Association
and assist them where reasonably necessary in exercising that authority;
d) Support and encourage all Members at an Association-sponsored event and refrain from
negative comments during such events; and
e) Refrain from the abuse of alcoholic beverages or legal drugs (including for avoidance of
doubt any prescribed drugs), the use of illegal drugs, the use of profanity or other
unacceptable social conduct in or around Association-sponsored events.
7.0 MEETINGS OF MEMBERS
7.1 RULES OF ORDER
a) The chair of the Meeting of Members appointed in the accordance with the By-Laws (the
“Chair”) shall preserve order and decorum, and decide questions of order or practice,
stating the applicable rule. Their decision shall be subject to an appeal to the Association
in the Meeting of Members.
b) Every Member shall, when speaking, address the Chair.
c) When two or more Members wish to speak at the same time, the Chair shall decide who is
to speak first.
d) When the Chair is putting a question forward, no Member shall speak or, if such Member
is present in person at the Meeting of Members, move about the meeting room.
e) No Member, while speaking, shall be interrupted except (i) upon a point of order, or (ii) by
the Chair.
f) When a Member is called to order, they shall resume their seat (if present in person) until
the question of order is decided; they may, however, be permitted to explain their position,
but in no case may introduce a new matter other than making a point of order relevant to
the question of order.
g) When the ruling of the Chair is appealed against, they shall, without debate, put the
question in the following words: “Shall the ruling of the Chair be sustained?” They shall
have the right to state their reasons for the decision given.
h) No Member shall use improper language, nor speak beside the question in debate.
i) No Member shall speak more than once on the same question, nor longer than ten minutes
on a question, without the permission of the Chair, except the mover on a question, who
shall have the right to reply, after which debate on the question shall close.
j) A motion to adjourn shall always be in order, except when it is the next motion on the order
paper.
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k) A Member may require the motion under discussion to be read for their information at any
time during the debate, except when another Member is speaking.
l) A motion may be withdrawn at any time before decision by permission of the meeting.
m) When a question is being debated, no motion shall be received except a motion to amend,
to postpone, or to lay on the table the previous question, or a motion to adjourn.
n) On the call of five members, the “previous question” shall be put and, until decided, shall
preclude all amendments or debate, and shall be submitted in the following words: “Shall
the vote on the main question now be taken?”
o) All motions, before being debated, shall be read by the Chair.
p) No motion to amend an amendment to an amendment shall be received.
q) The Yeas and Nays shall be taken only upon the request of seven Voting Members.
r) Any Member refusing to take their seat (if present in person) when so ordered by the Chair
may be suspended from the meeting by the Chair.
s) Where a resolution or motion has been received from the floor at any Meeting of Members
and where, in the opinion of the Board, after their appropriate study, such motion or
resolution, if implemented, would be harmful to the interest of the Association or impossible
or prohibitive to implement, the motion shall be tabled and the Board shall return such
motion or resolution to the next such meeting, together with the recommendation(s) of the
Board.
t) In all unprovided cases, the Chair shall decide, but their decision shall be subject to an
appeal to the meeting and generally the rules, forms and customs of the Parliament of
Canada shall be followed.
8.0 PROVINCIAL DIRECTORS
8.1 GENERAL
i) Except as otherwise permitted by law, each Provincial Director of the Association

in exercising their powers and discharging their duties, shall act honestly and in
good faith with a view to the best interests of the Association and exercise the care,
diligence and skill that a reasonably prudent person would exercise in comparable
circumstances.
ii) Every Provincial Director of the Association shall comply with the Act and the
articles and By-Laws of the Association.
iii) To the fullest extent permitted by the Act and applicable law, each Provincial
Director shall participate actively at Board meetings, show respect and
consideration for the opinions of all other Board members and make decisions
based on discussing and weighing information put forward.
iv) Once a decision has been reached by the Board, individual Directors have an
obligation to stand by that decision in any group or individual communication with
the membership.
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v) The Board adopts this policy to help guide the participation of individual Provincial
Directors in fulfilling their leadership role on behalf of the Association.
8.2 ROLES AND RESPONSIBILITIES
i) To the fullest extent permitted by the Act and applicable law, Provincial Directors
have a duty and an obligation to the membership to conduct the business of the
Association in a way that ensures democratic, responsible and effective
administration of the Association.
ii) To the fullest extent permitted by the Act and applicable law, the role of the Board
shall be to develop, as required, strategic plans for the Association’s overall
objectives and to set the direction for the Association in terms of its bargaining,
servicing and legislative/public policy and other objectives.
iii) Board members shall maintain regular communication with Branches through
appropriate means, potentially including email distributions, teleconferences and
town hall events.
iv) To the fullest extent permitted by the Act and applicable law, Provincial Directors
must conduct themselves in accordance with the Association’s Conflict of Interest
Policy.
v) Board members shall ensure that minutes of meetings are kept appropriately, at
the registered office of the Association or at any other place that the directors think
fit and shall at all reasonable times be open to inspection by the Provincial
Directors.
vi) The Board shall periodically review job descriptions for Provincial Directors, the
President, the Vice-President, the CAO, and other positions as it considers
appropriate. Job descriptions are included as Appendix C.
vii) Any OPPA Board of Director performing “On-Call” duties on a regular rotation shall
receive five (40 hours) lieu/personal leave days at the start of each calendar year.
Time must be used within the calendar year and has no monetary value.
8.3 DECISION IMPLEMENTATION
i) Implementation involves the operations and administrative side of the Association,

which are the responsibilities of the Association’s staff as directed by the CAO in
cooperation with the Provincial President.
ii) The Provincial President and the CAO shall be responsible for the implementation
of Board decisions and directions between meetings of the Board.
iii) The Board shall expect accountability from those charged with carrying out the
directions of the Board.
8.4 UNITY
i) The Board shall create, foster and promote unity within the Association and Board,
with the staff and with the membership. The Board shall, to the greatest extent
possible but subject to its duties under the Act and applicable law, make decisions
and invest resources in initiatives that support this goal.
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ii) The Board will operate from a team approach. Although Board members’ roles
may differ, there is only one Board working towards the same end. Within the
Board there is no place for factional or divisional style politics.
iii) A decision of the Board represents a decision made by the entire Board, not by
any one individual Provincial Director.
iv) When the Board is considering a decision that an individual Provincial Director is
not able to accept, that individual Provincial Director has an obligation to identify
the issue and their reasons to other Provincial Directors and must be open about
the disagreement. It is imperative that such Provincial Director does not impede or
undercut the effectiveness of the majority in their efforts to make and implement
the decisions of the Board.
9.0 DIRECTOR'S POSITION & HONORARIA POLICE ASSOCIATION OF ONTARIO/CANADIAN

POLICE ASSOCIATION
9.1 ASSOCIATION REPRESENTATION
i) Only members of the Board will be permitted to represent the Association as a

President, Vice-President or Director in the Police Association of Ontario (P.A.O.)
or the Canadian Police Association (C.P.A.)
ii) Such member shall be required to sign a document agreeing to resign their position
on the P.A.O. Board of Directors or C.P.A. should that member fail in a bid for re-
election or resigns their position with the Association.
iii) Any Director of the Association who sits on a Committee and/or Board of Directors
of the P.A.O. or the C.P.A. shall remit any honorarium received as a result of
working on the Committee and or Board back to the Association. Attendance at
Committees or Board meetings shall be deemed on duty for the Association.
9.2 BOARD OF DIRECTORS’ SERVICE RINGS
i) The Provincial President and each Provincial Director shall be presented with a
ring at the commencement of their initial term of office.
ii) The Board may recognize the service of the Vice-President by the presentation of
a ring.
9.3 ELECTORAL COMMITTEE
i) The Board shall appoint an Electoral Committee. This committee shall consist of
three members, being the CAO (who shall be the chair of the committee and shall
be the Chief Electoral Officer) and two members appointed by the Board, one of
whom shall be a Legal Officer. The Chief Electoral Officer shall oversee the
electoral process. Any disputes regarding the electoral process shall be resolved
by the Electoral Committee after consultation with the Board.
9.4 BOARD ELECTIONS
i) The election of Provincial Directors shall take place in accordance with the By-
Laws and these Policies and Procedures.
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ii) In addition to satisfying the qualifications prescribed in the By-Laws to hold the
office of Provincial Director and such other conditions as may be prescribed by the
Chief Electoral Officer from time to time and approved by the Board, a Member
that wishes to stand for election as a Provincial Director must:
a) deliver to the Association a written notice of their intention to stand for

election at any time between October 1 and October 14 in the calendar
year of such Provincial Director election or otherwise in accordance with
the Act, which notice may be withdrawn by such Member at any time up
to the reading of the candidate speeches on the first day of business at
the relevant Meeting of Members; and
b) be nominated by an elected member of a Branch Executive.
iii) The Chief Electoral Officer shall cause to be prepared a form of ballot containing
the names of each Member that is nominated and that satisfies the other conditions
to stand for election as a Provincial Director referred to in Section 9.4ii) (each such
Member, a “Nominee”). The Chief Electoral Officer shall cause to be distributed
such ballot to each Voting Member following the nominations of Nominees.
iv) Voting for the election of Provincial Directors shall be conducted at a polling station
to be located outside the meeting area during the noon recess or any other time
on the third day of business of the applicable Meeting of Members, as directed by
the Chief Electoral Officer. Each Voting Member may vote for such number of
candidates as the number indicated on the ballot. A ballot returned without the
correct number of votes will be considered to be a spoiled ballot and will not be
counted in the tally of votes. In order to be counted towards the results, ballots
must demonstrate clear voter intention and the identity of the voter must not be
ascertainable. Electronic voting is permissible. The Chief Electoral Officer shall
cause the votes to be counted in a fair and impartial manner. The Chief Electoral
Officer shall announce the results and the successful candidates will assume their
duties following the conclusion of the applicable Meeting of Members.
v) In the case of a tied vote between two or more Nominees for any position on the
Board that would result in one or more of those Nominees not receiving a position
on the Board, the Chair shall cause a runoff election to be held immediately in the
same manner and fashion as a regular election with only the names of the tied
candidates on the applicable ballot. In the case of a further tie after a runoff
election, the Chief Electoral Officer shall draw a name from a hat.
vi) Ballots for the election of Directors shall be destroyed the day that election results
are announced. Notwithstanding the previous sentence, the Board may decide to
delay destruction of the ballots if it determines that such delay is in the best
interests of the Association.
vii) Despite Sections 9.4iii) through 9.4vi), an Acclaimed Nominee shall be elected at
the relevant Meeting of Members without any requirement for a vote using ballots.
10.0 PROVINCIAL PRESIDENT
i) In addition to the powers of the Provincial President in the By-Laws, the Provincial
President shall have the residual authority to direct the CAO to pause an ongoing
initiative of the Association, pending approval by the Board to the cancellation or
amendment of such initiative, which the Provincial President shall seek at the
earliest possible opportunity. If Board approval is not obtained, then the initiative
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shall resume as closely as possible to the previous plan. If the Provincial President
seeks to cancel or amend the same initiative a second or subsequent time, they
shall have the right to bring such matter to the Board for approval, but shall not
have the right to direct the CAO to pause this initiative without the agreement in
writing of at least two other Provincial Directors.
ii) The Provincial President shall have the option of relocating their residence to the
geographical area where the Head Office is located and may relocate their
residence to the area of re-assignment by the Ontario Provincial Police within the
Province of Ontario upon ceasing to hold the office of Provincial President. The
costs, entitlements and expenses of these relocations (if any) shall be borne by
the Association and will be consistent with the relocation policy of the Ontario
Provincial Police.
iii) The President shall, from time to time, designate a committee for the Board’s
approval to negotiate employment contracts for the Executive Staff of the
Association.
11.0 COMMITTEES & LIAISONS
i) The Vice-President, in consultation with the Board, keeping in mind the needs of
the Association and the skills and interests of the Board members, shall make
recommendations for the Board’s approval on the Standing Committees and
Liaisons of the Board. The Committees and Liaisons may include, but are not
restricted to, the following:
Audit Committee
Amalgamations and Municipal Policing
Awards and Recognition
Auxiliary Policing
Beyond the Badge
Branch Funding Committee
Branch Modernization Committee
By-Laws/Policies and Procedures
Central Employee Relations Committee
Civilian Training & Issues
Clothing and Equipment
Collision Reduction
Convention Committee
Electoral Committee
Equity Inclusion Advisory Committee
Government Relations
Grievance Resolution Committee
Health and Safety
Job Evaluation Committee
Local Employee Relations Committee
Multi-Bargaining
Northern Issues
Offender Transport Program LERC
Ontario Police Memorial
Ontario Police College LERC
Paid Duty
Provincial Communication Centre LERC
PTSD OSI
Scheduling
Staffing
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Strategic Planning
Transport/Fleet
Website
Liaisons:
Canadian Police Association
Police Association of Ontario
ii) Committee Chairpersons and members shall be charged with researching areas
of their portfolios and making recommendations to the Board for change.
iii) Committee Chairpersons may give a written report of the status of their Committee
for inclusion in the monthly Board agendas.
iv) The Vice-President may as required, make recommendations to the Board, in the
same manner as i), for members of the Board to participate and report on ad-hoc
committees.
v) The Board may appoint members of Committees, including liaisons to other

organizations, including assigning any member of the Association to represent the
Association on any other committees as required or, in their judgment, desirable.
vi) Despite any other provision of this section 11.0, and subject to the By-Laws and
the Act, no Committee shall have the authority to:
a) submit to the Members any question or matter requiring the approval of

Members;
b) fill a vacancy among the Provincial Directors or in the office of public

accountant or appoint additional Provincial Directors;
c) issue debt obligations except as authorized by the Provincial Directors;
d) approve annual financial statements;
e) adopt, amend or repeal any By-Laws; or
f) establish annual contributions to be made, or annual dues to be paid, by

Members.
11.1 NEGOTIATIONS
i) The members of the Negotiating Committee and the Branch Liaison Director of the
area may visit all Branches prior to ratification of a contract.
11.2 INTERBRANCH COMMUNICATION
i) The Vice-President, in consultation with the Board, shall make recommendations

regarding the assignment of Branch Liaison representation within the Board.
ii) Members of the Board are encouraged to visit Branch meetings at the request of
the Branch Executive at least once per year or as frequently as possible.
iii) Members of the Board are encouraged to communicate with their Branch
Presidents after each Board Meeting to inform them of matters of importance.
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12.0 OPERATIONS & ADMINISTRATION
12.1 MAJOR INCIDENTS
i) The complexity and severity of major incidents involving our Members across the
Province will from time to time require the attendance of a representative of the
Board, Executive Staff or Legal Counsel. In order to ensure that our Members
receive proper representation, the Board shall review each incident on its own
merits and in conjunction with the local Branch Representatives to determine
whether there is a need to dispatch an appropriate representative.
12.2 EVENT ATTENDANCE
i) Members of the Board may attend the following events at the expense of the
Association: (accommodation, travel, meals)
 Annual Memorial Services

 Police Funerals
 Funerals
 Branch Visits
ii) With prior approval of the Board, Executive Staff may attend the events listed in
12.2i) at the expense of the Association (accommodation, travel, meals).
iii) Board and/or employee attendance at other events, including provincial, national,
and/or international meetings, may be approved by the Board.
12.3 ISSUANCE OF EQUIPMENT
i) Provincial Directors, Executive Staff, and Support Staff may be issued with the
necessary tools and/or equipment for use outside of head office, in order to
complete their assigned duties (e.g. cell phone, laptop computer, etc.)
ii) Provincial Directors may be issued with the necessary tools and/or equipment for
use at their home office in order to complete their assigned duties (e.g. desk,
printer etc.) All costs associated with purchases for home office must be pre-
approved by the Vice-President.
12.4 ASSOCIATION VEHICLES
i) The Executive Staff shall be provided with Association owned or leased vehicles if
identified in their employment contracts. The vehicle shall be insured and
maintained by the Association.
ii) Board members shall be provided with Association owned or leased vehicles which
shall be insured and maintained by the Association.
iii) For clarity, Executive Staff and Board Members may elect to receive a vehicle
allowance instead of an Association owned or leased vehicle. In this scenario, the
vehicle shall be insured and maintained by the Executive Staff/Board Member.
iv) The Vehicle Policy is attached as Appendix F.
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12.5 CHIEF ADMINISTRATIVE OFFICER - DUTIES
i) The CAO shall be appointed by the Board and shall enter into a contract of
employment with the Association on such terms and conditions, and for such
period of time, as may be mutually agreed-upon. Any person so appointed shall
meet the qualifications as set from time to time by the Board.
ii) The CAO shall perform all duties related to their office, including such duties as
are incidental to the office, and work in accordance with the directives issued by
the Board.
iii) They shall collect and have care and custody of the funds of the Association and
deposit the same in the name of the Association in such bank or banks as the
Board may direct. They shall also have care and custody of the securities of the
Association.
iv) They shall keep an accurate accounting record of all monies received and
disbursed to the satisfaction of the auditors, and produce same for their inspection
at any time.
v) They shall with approval of the Board make payment of all accounts and bills of
the Association.
vi) They shall keep an accountable advance in the amount of $500.00 for the purpose
of small expenditures.
vii) They shall pay all accounts by cheque, which require two signatures, except as
provided for in subsection 12.5v) above. No cheque shall be signed in blank.
viii) They shall, when receiving monies, give a receipt therefore, and shall keep on file
a duplicate of such receipt.
ix) They shall report regularly to the Board regarding financial issues.
x) They shall, with the approval of the Board invest and keep invested from time to
time the Association monies in such securities as a trustee may invest according
to law. Investments shall be made in adherence to investment policies, standards
and procedures that a reasonable and prudent person would apply in respect of a
portfolio of investments to avoid undue risk or loss and obtain a reasonable return.
xi) They shall be responsible for the Association maintaining at its registered office or
any other place in Canada designated by the Board an alphabetical list of all names
of all persons who are Members and Provincial Directors, with the date each
Member became or ceased to be a Provincial Director.
xii) They shall keep a record of all physical properties of the Association provided for
and used by the Board and other such members as may be deemed necessary.
xiii) They shall be responsible for the Association maintaining at its registered office or
any other place in Canada designated by the Board the minutes of Meetings of
Members.
xiv) They shall distribute the minutes of every Meeting of Members for the information
of the Members.
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xv) They shall, at the instruction of the Board, see that notices of Meetings of Members
are given in accordance with the By-Laws.
12.6 EXECUTIVE STAFF – DUTIES
i) The Executive Staff shall be under individual contracts to the Association upon
such terms and conditions and for such periods of time as may be mutually agreed-
upon, and may be seconded from the OPP on renewable secondments. Approved
job descriptions are attached as Appendix D.
ii) The Executive Staff will receive, as closely as practicable, the benefits of Active
Members with the exception of paid overtime.
iii) Overtime may be accrued on a straight hour-for-hour basis to be utilized as time

off.
iv) The Executive Staff shall report to the CAO and shall perform such duties as
instructed by the Board, through the CAO.
v) The Executive Staff accrued time shall be reviewed from time to time by the CAO
and the Board.
vi) On-call Executive Staff shall comply with the duties outlined in the On-Call Binder.
Acting Pay Policy For Executives/Managerial Positions in the OPPA
vii) Where an Executive/Managerial employee is assigned to an acting assignment

with a higher salary maximum, pay treatment will be the same as a promotion. Pay
on promotion will be 3 percent provided it does not exceed the salary of the
incumbent or an increase to bring the employee to the minimum rate of the new
salary range, whichever is greater. To be eligible for the higher pay, the employee
must be in the acting position for more than ten consecutive working days. They
will be paid an acting salary effective the day they were assigned to the acting
position and will cease receiving acting pay upon termination of the acting
assignment.
12.7 FLAG POLICY
i) When only three flags are displayed, the National Flag of Canada should be at the
centre. To an observer facing the display, the second-ranking flag is placed to the
left of centre, and the other to the right.
A common combination of flags is the National Flag of Canada with a provincial or

territorial flag, and a municipal flag or an organization's banner. In this case, the
National Flag should be in the centre with the provincial/territorial flag to the left
and the municipal flag/organization's banner to the right (to an observer facing the
display).
On the following occasions, all three flags will be flown at half-staff. It will be
lowered at 5pm on the business day prior to the occasion and raised again at 9am
on the next business day by administrative staff at the Association office.
a) Ontario Police Memorial Foundation Ceremony of Remembrance (first

Sunday in May annually)
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b) National Peace Officers Day (last Sunday of September annually)
c) Remembrance Day (November 11, 2020)
d) Any time an active member of the Association/COA dies in the line of duty
the flags will be lowered immediately upon notification and be raised the
next business day following the Memorial service for the fallen member.
e) Any time an active sworn officer of any police service in Canada or a

Canadian soldier dies in the line of duty the flags will be lowered
immediately upon notification and be raised the next business day
following the Memorial service for the fallen member.
f) Flags may be lowered to half-staff at the direction of the Board.
g) When active OPPA members pass away, not in the line of duty, the OPPA
Memorial flag will be flown at half mass on the day of notification to the
membership.
In the scenarios described in (a) and (b) above, the following process shall apply:
the OPPA Memorial Flag will be displayed, and the Association Flag will be taken
down during the time period specified above.
Special Occasion Flags
ii) The OPPA will fly special occasion flags on a third flag pole, where the OPP
Association flag usually flies on the following dates:
a) Pride Month June 1 – June 30th
b) Franco-Ontarian Day – September 25th
c) Transgender Day of Remembrance – November 20th
d) OPPA Memorial Flag - upon the on-duty death of a police officer in

Canada.
e) Any other flag that is brought to the attention of the OPPA Board will be
considered to fly for a special occasion with the approval of the Board and
CAO.
12.8 MAGAZINE POLICY
i) The Association shall publish a magazine (the “Magazine”). The purpose of the
Magazine is to educate and inform our members on Association matters.
ii) Provincial Directors and Executive Staff may, from time to time, be required to
contribute articles.
iii) The Association may enter into agreement with a service provider for the purpose
of engaging sponsorship for the Association’s semi-annual yearbooks. Approval
of Magazine content by the editor of the Magazine and Provincial President shall
be required before sent out to the Publisher for printing and distribution. Any
articles that are deemed to be or appear to be contentious in nature, shall be run
by the full Board for final decision for printing and distribution.
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12.9 WEBSITE
General:
i) The website of the Association (the “Website”) is the sole property of the
Association.
ii) The purpose of the Website is to provide a medium for informing Members of
current policing and Association issues. It is intended to support other programs
and initiatives that will benefit the membership in accordance with the Association’s
strategic plan.
iii) The Chair of the Website Committee will be a Provincial Director and may delegate
duties to Staff member(s). Appointed Staff member(s) will be responsible for site
maintenance, site security, and will ensure the currency and accuracy of
information. The staff member(s) will assist with the advertising, screening and
billing processes. All website changes require approval of the Chair of the Website
Committee.
iv) The Association may provide links to other websites. The Association hereby
expressly waives any and all responsibility for the content of any of these linked
websites. The inclusion of these links should not be taken as an endorsement of
these linked websites by the Association or Members. The Association does not
warrant the accuracy, reliability or timeliness of any information on the Website or
any linked websites and hereby disclaims any and all liability for any losses or
damages caused, in any fashion whatsoever, as a result of such information.
Disclaimer:
v) This Website is intended for the use of the Members, members of other police
Associations and members of the general public interested in acquiring information
about the Association and its activities. It is not intended to provide legal or other
advice regarding criminal activities. The Association hereby disclaims any
responsibility or liability arising out of use of this site for the purpose of obtaining
such advice. The opinions expressed on the Website are those of the individual
authors and may not necessarily reflect the opinions of the Association or its
members.
vi) The author of any article or message appearing on the Website assumes full
responsibility for any content deemed libelous or defamatory.
vii) The Association reserves the right to remove any article or message deemed to
be libelous, defamatory or otherwise distasteful.
viii) In some circumstances, the Association may seek redress on behalf of a defamed
or libeled person or organization.
ix) All advertising shall be tasteful and professional. Personal advertising (e.g. dating
services), erotica and pornography will not be accepted.
x) Development of the Website advertisement will be the sole responsibility of the

advertiser and no cost for such development will be borne by the Association. All
advertisements are subject to the approval of the Board through the Chair of the
Website Committee.
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xi) All advertisers on the Website shall have some clear and distinguishable benefit
to the members of the Association.
xii) Advertising may be sold to approved clients at a fee to be determined from time to
time and approved by the Board.
xiii) The Chair of the Website Committee or designee shall ensure website policy is
adhered to and shall have discretion to approve or reject sponsors from time to
time with prior approval of the Board.
12.10 STAFFING
i) The CAO is authorized to employ part time and or temporary Staff as required.
ii) Permanent Staff may be employed upon the approval of the Board.
Hiring Practices for Employees of the Association
General:
iii) From time to time the Association’s interests will have to be protected through the
establishment of specific committees. This is especially critical where new Staff
are being hired within the Association. There are two types of positions that are
filled through the selection process, positions within an established or standard set
of employment conditions known as Category A positions (support staff) and
positions where the individual selected negotiates a contract outside already
established (pre-existing) employment conditions through a personal contract
known as Category B positions (executive level staff). It is important to consider
the differences between these specific hiring models, practices and categories.
Procedure:
iv) Where a position is to be filled due to the creation of a new category of employee
or newly identified activities, a resignation, a retirement, a transfer, an extended
illness or specific emergency situation, the Provincial President will establish a
selection committee responsible for filling the position. The Selection Committee
will first identify whether the position to be filled will be a standard selection position
(falling within already established salary scales and conditions of employment) -
Category A or whether the position is one to be filled through the establishment of
a personal contract - Category B.
Selection Committee Composition:
v) All positions within the Association, wherever possible, will be filled through an
open competition. The Board will determine the scope of the competition based
on the recommendation of the CAO and will include consideration of:
internal/external appointment or internal/external competition.
vi) The CAO will act as vice-chair of all Category B Committees. Additional members
representing the following constituents may sit on hiring committees, including the
Board, Executive Staff, Support Staff, and where possible, a Branch Executive
member. Selection committees will have as few members as possible involved in
order to reduce costs and to expedite the selection process but shall not be
composed of an even number of members. Hiring committees will be comprised
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of not less than 3 for Category A positions and not less than 5 for Category B
positions.
Category A Positions:
vii) In the case of Category A positions, all terms have been set and the only question
to be determined is where, on a pre-existing compensation scale, the candidate
should fall once they have been successful in the hiring process. In the case of
Category A positions, the successful candidate cannot be placed outside the scale
or be given conditions or terms outside those already established by the
Association. There is nothing to preclude the selection committee from placing a
candidate anywhere within an existing scale in salary or from offering the candidate
terms that would normally be offered to a candidate only after they would have
served with the Association for a specific period of time.
viii) Under no circumstances will a candidate be given a term of employment or a

benefit/advantage that is not identified within the pre-existing scale or position
description.
ix) The final decision regarding Category A positions will be the responsibility of the
CAO and the Board.
Category B Positions:
x) The Board will determine whether the Selection Committee shall be free to
establish any limits of a position under a personal contract. In addition, the Board
will establish any predetermined limits on the position prior to the start of
negotiations with a candidate. This mandate development is essential in order to
avoid any future concerns regarding the terms of the personal contract.
Disclosure:
xi) The Selection Committee will make recommendations regarding the mechanism
to be used to share details of: the selection process, the background of the
successful candidate and/or the terms of any contract that has been negotiated,
and forward their recommendations in the form of a 'Hiring Report' to the Board. A
communications plan will be developed for each competition held by the
Association. The only details to be released regarding the negotiated terms of a
personal contract shall be approved by the Board in consultation with the CAO.
xii) Details of a personal contract negotiated between an employee under Category B

and the Board may be shared by the Board upon the official request in writing from
a Branch Executive. Specific requests will be addressed, however no copy of any
contract will be released.
xiii) All personal contracts for Category B employees shall contain a clause which will
specifically notify the candidate of the possible disclosure to one or more Branches
of part or all of their contract terms.
xiv) For avoidance of doubt, Provincial Directors and members of the Branch Executive
are not considered to be employees of the Association based on these positions
alone.
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12.11 MEDIA RELEASES
i) It is the goal of the Association to present a positive image on behalf of our

membership.
ii) The Provincial President or a designee shall be the sole spokesperson for the
Association.
iii) The Association may retain the services of a media consultant on a retainer basis
to properly position the Association through the media to the public.
12.12 DRESS AND DEPORTMENT
Members are expected to wear business casual dress, subject to operational requirements,
and will dress suitably in keeping with their specific duties. Business attire will be required
when deemed appropriate. Whether the dress code is business casual, business attire or
casual, members will be required to dress professionally, also in keeping with their
assigned duties.
Business Casual
Business casual dress is a middle ground between business formal wear and street wear,
and must be well maintained. Examples of apparel considered appropriate for wearing to
work as business casual:
o Capri pants, slacks, pants and skirts are acceptable, if they are not denim; and
o Collared shirts, which include golf shirts.
o Neckties are generally not part of business casual dress.
“Not appropriate” includes any jean (denim) material, halter tops, crop tops, graphic print t-
shirts, shorts, flip-flops, casual sandals, running shoes, toques, mock-military clothing,
casual loungewear, sweat pants, sweat shirts, cargo pants or cargo Capri pants.
Business Attire
There may be times, due to the nature of business and the probability of direct work or
attendance at a meeting with the Board, senior OPP, Ministry and/or external stakeholders,
when employees should wear business attire.
Although not required for performing day-to-day functions, an appropriate business attire
should be kept on hand and accessible for those involved in business meetings or dealings
with the public or external stakeholders.
Examples of Business Attire include:
o shirt and tie, blouse or sweater

o trousers, dress pants, tailored Capri pants or skirts (not denim)
o dress shoes – including open-toed dress sandals
For other technical functions, the nature of certain work may dictate more functional
clothing, and may differ depending on what function is being performed on a given
day. The goal is to be functional and professional. When technical requirements dictate,
business casual attire will be appropriate.
Casual Attire
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The OPP Association recognizes a there may be need to have a dress down day, for
operational needs, celebrations, or for “dress down Fridays”.
Casual Attire includes denim jeans, casual pants, capris or skirts without frayed hems,
tears and/or thread bare areas. Tops include collared golf shirts and smart casual non-
collared shirts. “Not appropriate clothing items” includes: halter-tops, crop tops,
inappropriate graphic print t-shirts, shorts, well worn running shoes, toques, mock-military
clothing, casual loungewear, sweat pants or yoga wear. Dress down Fridays will be
optional, unless business attire is required.
12.13 HEALTH AND SAFETY POLICY
The Board are committed to the health and safety of the workers and compliance with the
requirements of the Occupational Health and Safety Act.
Protection of workers from injury or occupational disease is a major continuing objective.

The Association will make every effort to provide a safe, healthy work environment. All
supervisors and workers are committed to the continuing objective of reducing risk of injury.
As an employer, the Association is ultimately responsible for worker health and safety. The
Board will make sure that every reasonable precaution will be taken for the protection of
workers.
The OPPA Health and Safety Committee will conduct monthly health and safety
inspections in the workplace. Team Leads will be held accountable for the health and safety
of workers under their supervision when in the workplace.
Health and safety concerns are to be brought forward to your Team Lead. An OPPA Health
and Safety committee member can assist the Team Lead with the resolution of any health
and safety complaint. Any health and safety complaint and resolution shall be documented.
Every worker will protect their own health and safety by working in compliance with the law
and with safe work practices and procedures established by the OPPA. It is in the best
interest of all parties to consider health and safety in every activity. Commitment to health
and safety must form an integral part of the OPPA from the Board to the workers.
13.0 FINANCIAL
13.1 EXPENDITURES & PROVINCIAL DIRECTORS' EXPENSES
i) All expenditures of Association funds, with the exception of the day to day
operating expenses of the Association and the travel expenses of the Board and
Executive Staff, must receive prior approval from the Board at a duly constituted
or specially convened meeting. The Provincial Directors, Executive Staff and
members of committees are to be reimbursed by the Association for expenses
incurred in attending to business of the Association.
ii) Any cheque in excess of five thousand ($5,000) dollars, which does not have
supporting documentation (i.e. third party invoices, government remittances, board
motions/purchases authorized within the budget and/or contractual obligations)
requires three signatures (Legal, Board and CAO).
iii) No payment shall be issued without written authorization.
iv) The following per diem rates are applicable to the Provincial Directors, Staff and
members of committees while carrying on duties relating to business of the
Association.
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v) Per diem’s will be issued once receipt of expense form is approved. Itemised
receipts are required whenever possible.
Per diem maximums:

Breakfast - up to $10.00 + tax and gratuity
Lunch - up to $15.00 + tax and gratuity
Dinner - up to $30.00 + tax and gratuity
vi) A member of the Board and or Staff, while assigned to Association business, will
be restricted to no more than one alcoholic beverage during dinner.
vii) Claims for meals that exceed the rates may be approved in limited circumstances.
When the claim exceeds the maximum amount, the claimant must include an
explanation with the claim. The approver will review the claim and will use their
discretion to determine whether to approve all, part or none of the claim.
viii) A member of the Board, Staff, Branch Executive members and any active
member(s) while assigned to Association business approved by the Board and
require overnight accommodation, are entitled to an entertainment expense up to
forty dollars ($40.00) per day. Receipts are not required. This section shall not
apply where hospitality is provided unless otherwise specified and requested
through proper articulation.
ix) Branch Executive members and any active member(s) while assigned to
Association business approved by the Board, are entitled to an entertainment
expense up to $40.00 per day. Receipts are required. This section shall not apply
where hospitality is provided.
Acting Pay
x) Subject to the following sentence, where a member of the Board is appointed as

Vice President or Provincial President, that Provincial Director shall receive the
remuneration fixed under the terms of the By-Laws for the applicable officer
position. To be eligible to receive such remuneration, the Provincial Director must
have held the applicable office for more than ten consecutive working days. They
will be paid the remuneration fixed for the applicable officer position effective as of
the day that they were appointed to such officer position and will cease to receive
such remuneration effective on the date that they cease to hold such officer
position.
13.2 EXPENSE REIMBURSEMENT
i) Receipts shall accompany an expense report wherever possible. Where the Board
authorizes an advance against expenses that may be incurred while a Member
carries out duties on behalf of the Association, the Board shall require that the
Member provide receipts evidencing payment of funds and shall require repayment
of amounts advanced but for which valid receipts were not provided or exempted
under this section.
ii) If an employee is required to travel over a period in which they would be entitled
to claim a full day of meals (breakfast, lunch and dinner), they may elect to be paid
a total per diem meal allowance of $55 plus taxes plus gratuities, rather than
submitting a claim for each individual meal. Itemised receipts required whenever
possible.
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iii) On a case by case basis and with the prior approval of the Board (CAO in the event
of a staff member), the guest accompanying a member of the Board or Staff may
be entitled to reimbursement for expenses where the guest’s attendance is invited
or appropriate due to the nature of the business conducted (e.g. COA ball,
Mounsey Gala, Tema Gala).
iv) A member or employee of the Association shall be reimbursed for travel cost at
the rate then recommended by the Canada Revenue Agency (2022 - 61 cents/per
km) when operating a personal vehicle on business on behalf of the Association.
Reimbursement rate to increase when CRA increases the rate on the go forward.
v) Any Member or employee of the Association traveling in excess of 500 kilometres

round trip shall select the most economical or practical means of travel possible.
vi) Expenses incurred by any Member or employee on behalf of the Association shall
be submitted for reimbursement as soon as possible and within a six month time
limit. All expenses must be submitted for reimbursement prior to the end of the
Association fiscal year end, using the approved expense report form.
vii) The CAO shall review all expenses tendered and indicate that they are proper by
initialing the form. Expenses may be paid by cheque or direct deposit to the
claimant’s Credit Union account.
viii) Expenses incurred by the CAO shall be recorded on the approved Expense Report
form and approved by the Provincial President.
ix) Claimants shall provide written explanations for expenses that exceed the limits
established by these guidelines.
x) Where no written and reasonable explanation is given, as required by subsection

ix), the claimant will be notified, in writing, that the excess amount shall be
deducted from the expense claim.
xi) A claimant may appeal to the Board for consideration that the expenses should be
properly paid.
xii) Where a member or employee is reimbursed for expenses incurred while

conducting business for another organization, no duplication of expenses shall be
borne by the Association. The Association will be reimbursed by the member or
employee for any expenses that have been paid by the other organization for which
the Association would otherwise be entitled.
xiii) All expenditures will be reviewed at the next scheduled Board meeting.
xiv) Excess vacation balances at the end of the calendar year for Executive Staff and
members of the Board who are seconded OPP employees shall be dealt with in
accordance with the Collective Agreement.
xv) Members of the Board will be permitted to purchase clothing items for use in the
performance of their duties on behalf of the Association, to a maximum amount of
two thousand ($2,000) per fiscal year (before tax) and paid at the start of fiscal
year by cheque. This shall be pro-rated annually on a monthly basis if less than
one complete year is worked.
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xvi) Executive Staff will be permitted to purchase clothing items for use in the
performance of their duties on behalf of the Association, to a maximum amount of
two thousand ($2,000) per fiscal year (before tax) and paid at the start of fiscal
year by cheque, if identified in their employment contracts. This shall be pro-rated
annually on a monthly basis if less than one complete year is worked.
xvii) Executive Staff and members of the Board are also entitled to an annual dry
cleaning expense of up to two hundred and fifty ($250) (before tax) and paid at the
start of fiscal year by cheque. This is in addition to the above-mentioned clothing
allowance.
xviii) Board members are entitled to a one-time cost of one thousand two hundred
($1,200) per term of their elected position, for the purchase of a tuxedo or evening
gown(s) for attendance at Association events (i.e. Commissioned Officer
Association Gala) and to be approved by the Vice-President.
13.3 CORPORATION CREDIT CARDS
i) All Members and employees of the Association who are provided with a
corporation credit card shall only use such card for Association business and shall
submit all necessary receipts. Only expenses normally reimbursed by the
Association shall apply.
ii) Any unauthorized or unwarranted use of credit cards will result in the withdrawal
of credit card privileges and/or any other action deemed necessary to correct
apparent abuse.
iii) This policy applies in its entirety to the cash advance program available through
the corporate credit card.
iv) All credit card receipts shall be submitted to head office prior to the 10th day of the
month following the expenditure.
Audits - Association Expenditures
v) Credit card expenditures shall be reviewed monthly by the Finance department

under the direction of the CAO. The result will be reported directly to the Provincial
President.
13.4 EXPENSE REVIEW COMMITTEE
Purpose
i) The Expense Review Committee is established to enhance transparency and

accountability as it relates to the utilization of corporate credit cards.
ii) The Expense Review Committee is advisory in nature. The objective of the
Expense Review Committee is to assist the Association in meeting its
responsibilities.
Constitution
iii) The Expense Review Committee shall be comprised of three (3) Branch Executive
members elected from the 20 branches in accordance with these Policies and
Procedures.
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Duties and Responsibilities
iv) The Expense Review Committee shall have the following duties and
responsibilities:
i Review credit card (ie. Visa) and expense reports of the Board, Executive
Officers and Staff, and Branches in order to identify and report on any
inconsistencies with the By-Laws and/or these Policies and Procedures.
ii Where a question arises, clarification shall be sought through the CAO or

their designate.
iii When questions are received by the CAO or designate, those questions
shall be answered in a timely fashion.
iv Expense Review Committee members will receive training to assist them

in their roles.
v The review may identify individual examples where concerns are raised.
The appropriate body/person will be advised of non-compliance through
the CAO and report back to the committee regarding the action taken.
vi The Expense Review Committee shall meet with the Audit Committee to
discuss its findings.
vii The Expense Review Committee and/or Audit Committee shall make a
presentation to the Board as a whole at the Board meeting immediately
preceding the Annual Meeting (i.e. September Board meeting every year).
The Board does not have authority to change the report but this is only for
the purposes of providing the report for approval into the agenda in a timely
fashion. The spirit to meet with the Board solely is to express findings,
share actions and engagement on any irregularities and steps taken to
address these issues going forward. The Board has the right to
accept/decline any recommendations for consideration.
viii Where concerns identified rise to the level of potential criminal activity, the
OPPA whistleblower policy shall be consulted.
Meetings
v) The Committee shall meet on an annual basis, prior to the Annual Meeting.
vi) Minutes of the meeting(s) shall be taken.
vii) The Expense Review Committee at anytime can request a meeting with the Audit
Committee and through the Audit Committee Chairperson request to meet with the
Board. This meeting can be done in person, through video link, or conference call.
Reporting Responsibilities
viii) Through the Audit Committee, a report of the Expense Review Committee meeting
shall be made at the Annual Meeting of the members.
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ix) The report shall document the activities of the Expense Review Committee
including the parameters of its review, any identified compliance issues, and the
actions taken to address them.
x) The report will be approved by the Audit Committee and the Board prior to being
presented by the Audit Committee and/or Expense Review Committee. If the
report is late and not pre-approved, the Board has the ability to delay the report to
the next meeting.
Support to the Committee
xi) Through the CAO or delegate, the Expense Review Committee shall have access
to the material(s) required for the execution of the Expense Review Committee’s
duties and responsibilities as listed in under the heading “Duties and
Responsibilities” of this section 13.4.
Confidentiality
xii) In the course of conducting its business the members of the Committee shall have
access to information that is confidential including financial records. Members of
the Committee are obligated not to disclose or disseminate any information other
than in circumstances as may be provided for in this policy. Failure to comply with
this provision could lead to disciplinary action.
13.5 AUDIT COMMITTEE
Purpose
13.5.1 The purpose of the Audit Committee is to assist the Board in fulfilling its obligations
and oversight responsibilities relating to:
i Financial and audit oversight, including but not limited to the Association’s
operating and capital budgeting process;
ii Financial reporting process;
iii The internal and external audit processes;
iv The system of internal controls and risk management; and
v Overseeing the Expense Review Committee.
Composition
13.5.2 The Audit Committee shall be comprised of not less than three and not more than
five Provincial Directors appointed by the Board, a majority of whom are not
officers or employees of the Association. All Audit Committee members should be
financially literate and at least one member shall have an accounting designation,
an accounting background or related financial expertise.
The Audit Committee members shall be appointed by the Chair of the Board, each
member shall continue as a member until a successor is appointed or unless the
member resigns or as a result removed by resolution of the Board or otherwise
ceases to be a member of the Board.
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Where a vacancy occurs at any time on the Audit Committee; it may be filled by
the Board and/or shall be filled by the Board if the membership of the committee
is less than three members, as a result of the vacancy.
Meetings
13.5.3 The Audit Committee shall meet at least four times a year. The chair of the Audit
Committee shall report to the Board every Board meeting on the audit and finance
committee activities deliberations and recommendations.
The Association shall send the external auditor notice of the time and place of any
meeting of the Audit Committee. The external auditor shall attend meetings at the
request of the Audit Committee or any one of its members and at the expense of
the Association. A minimum of two meetings with the external auditor are to occur
each year to review:
i The upcoming audit plan and scope; and
ii The audit findings and the audited financial statements of the corporation.
Duties And Responsibilities
13.5.4 Subject to the powers and duties of the Board, the Audit Committee shall be
responsible for specific duties outlined in its terms of reference.
With the assistance of the Financial Controller and the CAO, the Audit Committee
will oversee the budget development process including:
i Methodology used to establish the budget including revenue and expense

assumptions and projections;
ii Risk factors, and inflation allowances, etc.
iii Planned capital expenditures by category;
iv Review managements’ budget presentation prior to the presentation to the

Board to ensure financial propriety inappropriateness and alignment with
the Association’s strategic plan;
v Recommend the annual budget to the Board for approval.
The Audit Committee shall have the following duties and responsibilities with
respect to the audit.
i) Review with management and the external auditor and recommend to the
Board for approval the annual audited financial statements of the
Association.
ii) Review and report to the Board the results of the reports of the internal
and external audits.
iii) Review all Provincial Director and other operating costs of the Board
annually through the Expense Review Committee.
iv) Review any of the reports submitted by the Expense Review Committee.
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v) Recommend and report audit to the Board for approval by the Congress.
13.5.5 External Auditor: the committee shall have the following general duties and
responsibilities with respect to the external auditor.
i) Review the qualifications, independence, quality of service and

performance of the auditors and annually recommend to the Board the
appointment with the discharge of the external auditors;
ii) Review the Association’s relationship with the external auditor, including
recommending for approval of the Board, the terms of the audit
engagement and related fees as per the annual audit plan;
iii) Review in camera with the external auditor, the results of the external
auditors audit of the Association’s Financial Statements, including the
management letter and report to the Board any matter remaining
unresolved; and
iv) Act as a communication link between the Board, external auditors, and
management.
13.5.6 Internal Audit: The Executive Officer - Finance or their designate reports
functionally to the Audit Committee, as well as administratively to the CAO, the
Audit Committee shall have the following general duties and responsibilities with
respect to internal audit function:
i) Review and approve the plans cost and effectiveness of the internal audit
function, report to the Board the nature of any significant matters from the
internal auditors’ reports that remains unsolved, approval of any
outsourcing arrangements with regards to an internal audit report and
management response.
ii) Meet with the Executive Officer - Finance or designate as requested by

the Audit Committee.
iii) Review a quarterly status report prepared by the Executive Officer -

Finance or designate.
iv) Review and recommend for approval of the Board and with review with the
Executive Officer - Finance to conduct a performance review and set
objectives.
13.5.7 Risk management. Review the Association’s enterprise risk management ERM
framework and policy. Monitor management’s compliance with its risk
management policies and review and assess the process to ensure completeness
of the Association’s risk inventory and management’s response to identified risks.
Association and Provincial Directors’ liability insurance coverage. Review annually

the Association‘s insurance and Provincial Directors liability coverage, including its
adequacy and appropriateness.
13.6 ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE
i) The Association shall maintain an accidental death & dismemberment (AD&D)

insurance policy for Provincial Directors and Employees, including Staff, Branch
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Presidents and Vice Presidents or their designees, while working on behalf of the
Association.
ii) The permanent staff of the Association must participate in the G997 life insurance
policy.
iii) The Association will top up any insurance or disability benefit shortfall between the
Board’s honorarium and the Ontario Provincial Police salary level.
13.7 TUITION FEES
i) The Board and Employees of the Association may be reimbursed for the costs of
tuition, text books, supplies and related expenses upon successful completion of
courses pre-approved by the Board and of benefit to the Association.
13.8 EXPENSES – MEETINGS OF MEMBERS
Sergeant at Arms
i) Traditionally, the Sergeant at Arms selected for the Annual Meeting is a retired
member with a long-standing history of involvement in and/or support of the
Association.
ii) An honorarium of $500.00 will be paid to a member assigned as Sergeant at Arms

at an Annual Meeting.
Meals – Life Members
iii) Meals for Life Members attending Meetings of Members shall be paid for by the
Association.
13.9 LEGAL ASSISTANCE PROGRAM
Statement of Purpose
i) The intent of the Association Legal Assistance Program is to provide legal

assistance to Members in situations where the OPP refuses or where the
applicable Ministry's legal counsel is unable to represent the interests of the
members. In such situations, the Association will normally provide the services of
legal counsel to Members who may be subject to legal inquiries, Police Services
Act disciplinary matters, civil actions, provincial offences or criminal charges,
including appeals, arising out of the legal performance of their duties.
ii) The Legal Assistance Program Trust Fund will pay legal counsel at a rate of
$225.00 per hour, or at a rate as determined by the CAO and reported to the Board
in accordance with established internal mechanisms. Disbursements incurred by
counsel must be approved in writing in advance by the CAO. The Association
reserves the right to have legal accounts assessed by an Assessment Officer.
iii) The Association shall maintain a list of legal counsel approved for working within
the Association’s fee structure. Each Branch shall notify the Legal Department of
any additions or deletions to the list. The Legal Department shall update the list
annually.
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iv) For details on the applicable procedures to follow please, refer to section 15.2
Legal Assistance Program.
13.10 CREDIT CARD POINTS
i) Credit card points obtained by the Association through purchases made on a

corporation credit card shall be retained by the Association to assist with expenses
related to the Annual Meeting.
ii) All other points collected through incentive programs (i.e. Air miles, optimum
points, hotel chains) while conducting Association business may be retained by
Association representatives.
13.11 DISPOSAL OF ASSOCIATION ASSETS
i) Assets of the Association which are replaced, but still useable, shall be considered
for disposal to offset the cost of the new equipment.
13.12 FINANCIAL DONATIONS
i) Any request for a financial donation shall be brought forward to the Board for its
consideration. A motion of support must be made and voted upon by the Board.
ii) A member of the Board, while in attendance at a Branch meeting, may with
approval of the Board match a donation made by the Branch to a maximum of
$250.00 dollars per Branch meeting.
13.13 BRANCH FUNDING
i) Calculation Formula
Branches shall receive annual funding based on the following formula:
Uniform membership
1-150 full-time uniform members:
Hourly rate of OPP 1st class constable X 1.04 X number of members
151-300 full-time uniform members: Amount above, plus

301 or more full-time uniform members: Total of amounts above, plus

Civilian membership
1-150 full-time and regular part-time Civilian Members:
Hourly rate of an OAG8 X 1.04 X number of members
151-300 full-time and regular part-time Civilian Members: Amount above, plus
Hourly rate of an OAG8 X 0.83 X number of members
301 or more full-time and regular part-time Civilian Members: Total of amounts
above, plus Hourly rate of an OAG8 X 0.63 X number of members
The following is an example of how the Branch funding formula works.
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302 Uniform Members
40.00 X 1.04 X 150 = $6,240.00 1-150
40.00 X .83 X 150 = $4,980.00 151-300
40.00 X .63 X 2 = $ 50.40 301 +
600 Civilian Members

28.10 X 1.04 X 150 = $4,383.60 1-150
28.10 X .83 X 150 = $3,498.45 151-300
28.10 X .63 X 300 = $5,310.90 301 +
$24,463.35
If a Branch has an increase in membership due to an amalgamation, the

Association will assess whether that Branch is entitled to additional funding and
distribute accordingly.
13.14 FINANCIAL RECORDS AND REPORTING
i) A Branch’s financial account(s) shall only be kept in the OPP Association Credit
Union. The CAO and or designee shall have viewing authority of all Branch
accounts, and may conduct audits as necessary.
ii) Branch funding shall be deposited in the respective Branch OPP Association
Credit Union account.
iii) Each Branch shall provide monthly financials consisting of a cheque register and
all supporting documents for any financial transactions.
iv) Branch funding will be provided on an annual basis to all Branches provided the
required reports have been received by the CAO of the Association. Funding is
based on the formula in, section 13.13i) of these Policies and Procedures.
v) Failure to submit such reports may result in the withholding of Branch funding to
the respective Branch(es) not in compliance.
13.15 EXPENDITURES
i) Branch expenditures shall promote the interests of the Association and/or the
individual Branch, not the interests of individual Members and their families save
and except for benevolent assistance.
ii) A request for a financial donation shall be forwarded in writing to the Branch
Executive for their consideration at least 14 days prior to a scheduled Branch
meeting, and shall be included in the published agenda. The originator of the
request or the designee shall be present to answer any questions of the
membership. Once a motion has been defeated, it cannot be re-introduced until
the following fiscal year.
13.16 ATHLETIC EQUIPMENT PURCHASE POLICY
i) The Association Head Office shall match any Branch approved funds, to a
maximum of $1,000.00 per year, to assist with the purchase of athletic equipment
to be allocated by the Branch Executive. The following process from Branch Rules
shall apply:
Branch Rule 8, Section 3 (u): In the event that a detachment is requesting funding
through their branch for fitness equipment, the onus is on the requester to confirm
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that it is their detachments’ turn to receive the funding. Once confirmed, the
requester shall show proof of their purchase, and only after proof has been
provided, the branch may reimburse up to $1,000.
13.17 BRANCH EXECUTIVE / BOARD MEETINGS
i) For professional development, the Board may invite Branch Executives to attend
any regular Board meeting as observers. Generally, and budget permitting, one
Branch President (per Board meeting) may attend at a time on a rotating basis.
ii) Expenses related to the visit shall be paid by the Association, i.e. not out of Branch
funds.
14.0 MEMBERS' BENEFITS
14.1 LIFE INSURANCE
i) The Association will provide to each active member basic life insurance, basic
accidental death & dismemberment insurance, and basic dependents’ life
insurance, the cost of which is included in membership dues. Members shall have
the option of purchasing additional coverage, and shall bear the cost of such
coverage.
ii) Effective January 1, 2022, retired Life Members who had turned 65 years of age
up to and including December 31, 2021, paid the premium for all Association life
insurance policies. At age 65, all insurance ceased and were converted into a paid-
up policy of $2,000 which is payable upon the Member's death.
iii) Effective January 1, 2022, the Association will provide retired Life Members who
were under 65 years of age up to and including December 31, 2021, basic life
insurance and basic accidental death & dismemberment insurance, the cost of
which is included in membership dues. At age 75, both insurances will cease.
iv) Effective January 1, 2022, the Association will provide retired Life Members basic
life insurance and basic accidental death & dismemberment insurance, the cost of
which is included in membership dues. At age 75, both insurances will cease.
v) Effective January 1, 2022, retired Life Members pay the premium for the basic
dependents’ life insurance. At age 65, basic dependents’ insurance will cease.
vi) A Member who terminates employment from the OPP and who is in receipt of an
immediate reduced pension or who retires and is in receipt of an unreduced
pension and does not meet the eligibility criteria for insured benefits from the PSPP
upon their termination of employment/retirement may elect to continue their
Association insurance policies at their own expense.
Surviving Spouse Insured Benefit Coverage
Uniform Members and Civilian Members hired prior to January 1, 2018:
vii) The Association shall provide insured benefit (health and dental) coverage to the
surviving spouse and if applicable eligible dependent children of a member who
had not met the eligibility criteria for insured benefits at the time of death provided
the surviving spouse elects the monthly survivor pension from the Public Service
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Pension Plan (PSPP). The full premium for the plan will be paid for by the
Association.
viii) The Association shall provide health and dental coverage for surviving dependents
(eligible spouse and children) for 90 days from the date of death of an Active
Member. The eligible spouse and children must have been covered under the plan
on the date of death and the children must continue to meet the definition of an
eligible dependent. The full premium will be paid for by the Association, only if the
surviving spouse is not in receipt of a survivor pension from the Public Service
Pension Plan.
14.2 SERVICE AWARD ELIGIBILITY
i) Effective July 1, 2020, to qualify for an Association service award at the end of
employment, a Member must be in good standing with 20 years of continuous
service with the OPP. (For amalgamated members ONLY; continuous service will
include previous police service combined with continuous service with the OPP.)
Eligible members shall select from the following:
a) Two (2) watches (engraving with Member’s name, retirement date and
badge# if applicable, included on one (1) watch)
b) Two (2) pendants (engraving with Member’s name, retirement date and
badge# if applicable, included on one (1) pendant)
c) One (1) watch and one (1) pendant (engraving included with Member’s
name, retirement date and badge# if applicable, on either a watch or
pendant.
* Please note that engraved pendants are not eligible for exchange. *
Active On-Duty Death Service Award Entitlement
ii) A surviving family member of any Active Member killed in the line of duty,
regardless of the number of years of service can elect to receive one of the
following:
a) Two (2) watches, both engraved with the Member’s name, date of death
and badge# if applicable.
b) Two (2) pendants, both engraved with the Member’s name, date of death
and badge# if applicable.
c) One (1) watch and one (1) pendant, both engraved with the Member’s
name, date of death and badge# if applicable.
iii) Life membership cards will be issued in accordance with the By-laws.
iv) Retirement Badges
In a situation where a Member would normally be entitled to receive a retirement

badge and warrant card from the OPP, is denied by the OPP from receiving a
retirement badge and warrant card, the Board may, at their discretion, approve and
present the Member with an Association Retirement Badge.
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v) Recognition Awards
Recognition awards shall be provided to Members who are retiring or leaving the
OPP in accordance with the following criteria:
OPPA Coasters for those with 5 to 9 years and 364 days;
Iceberg Arctic Circle for those with 10 to 19 years and 364 days.
14.3 BURSARIES
14.3.1 The Association will cover the cost of providing bursaries to eligible applicants.
Dependent children of Commissioned Officer’s Association Members are not
eligible for OPPA bursary awards.
14.3.2 Eligibility
Bursary awards will be available to eligible students who are enrolled in eligible
institutions in the academic year following secondary school graduation. Eligible
applicants include:
i) All dependent children of active Members including part-time police

officers, contract employees with 3 or more years of continuous service,
and Members on disability.
ii) All dependent children of Members who are superannuated, including

those superannuated on disability pension.
iii) All dependent children of deceased Members.
14.3.3 Eligible Institutions
The award will only be made to an applicant enrolling in an eligible post-secondary

institution and other educational institutions as defined in the Income Tax Act as
approved by the Ministry of Education and Training including all registered private
vocational schools, accredited American universities and their affiliates and
accredited international universities and their affiliates.
14.3.4 General Rules
Awards will be based on the highest percentage, projected to three

decimal points, by taking the average of the following: If six (6) Grade 12
marks are submitted, the average is calculated using all six (6) Grade 12
marks; if five (5) Grade 12 marks are submitted, the average is based on
the five (5) Grade 12 marks and the highest Grade 11 mark; if four (4)
Grade 12 marks are submitted, the average is based on the four (4) Grade
12 marks submitted and the two (2) highest Grade 11 marks. In all
circumstances, marks used in the calculation are determined by the final
transcript issued by the school/Board of Education. Where an eligible
student takes more than six (6) subjects in the final year of school, the
overage will be taken from the highest six (6) marks.
Prior to the selection of the successful applicant, each application must

include the following documentation to be eligible for a bursary award.
Incomplete applications will not be considered:
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i All required information is recorded on the application
ii Copy of transcript is attached
iii Verification of enrolment at an approved institution is attached
The D. F. MacDonald Award, in the amount of $2,500 will be granted to

the top provincial candidate with the highest overall provincial grade point
average, who has submitted a complete application on time and is the
dependent child of a Member.
The first-place award recipient with the highest average mark for each
Branch shall receive one payment of $500.00 in accordance with section
14.3.4.1 and shall be known as the Branch Winner. The recipient must
have submitted their complete application on time and is the dependent
child of a Member.
The second place award recipient with the second highest average mark
for each Branch shall receive one payment of $300.00 in accordance with
section 14.3.4.1 and shall be known as the Branch Runner-Up. The
recipient must have submitted their complete application on time and is
the dependent child of a Member.
In the event of a tie for either the D.F. McDonald Award, Branch Winner or
Branch Runner-Up, each of the applicants so tied shall receive the full
award for that position.
All remaining applicants with an average mark less than that of the Branch
Runner-Up for each of the respective Branches will receive one payment
of $200.00 and shall be known as a Provincial Runner-Up. Each recipient
must have submitted their complete application on time and is the
dependent child of a Member.
Late applications will not be accepted for the current year. A dependent
child may apply the following year for an automatic Provincial Runner-Up
award of $200.00 following confirmation of a late submission for the
previous year and that, their parent was a Member.
The online bursary application will be available on the OPPA website

between 8:00 am on July 1st to 11:59 pm on August 31st.
If a successful applicant is unable to attend an approved institution during

the current academic year, they may decline or return the payment and re-
apply at a later date.
All applications are the property of the Association and will be retained at
the Head Office in accordance with the Association file retention policy.
The Melissa Shelswell Memorial Award, in the amount of $1,000.00, will

be granted to the provincial candidate who has positively impacted the
world around us by engaging in acts of service, who has submitted a
complete application on time and is the dependent child of an Association
member.
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The online Melissa Shelswell Memorial Award bursary application will be
available on the OPPA website between 8:00 am on July 1st to 11:59 pm
on August 31st.
All applications for the Melissa Shelswell Memorial Award bursary are the
property of the Association and will be retained at the Head Office in
accordance with the Association file retention policy.
14.3.5 Disclaimer
Despite anything in this policy, the Board may grant or deny a bursary
award to the child of a Member in any situation that the Board, in its sole
discretion, deems appropriate.
14.4 LONG TERM INCOME PROTECTION FINANCIAL ASSISTANCE
14.4.1 Members seeking financial assistance during a leave without pay pending LTIP
approval, may apply to the Board for assistance. Upon approval the Member shall
enter into an agreement with the OPPA Credit Union.
14.4.2 Active Members in receipt of LTIP benefits shall have the premiums for OPPA
insurances paid from the general revenues of the Association.
14.4.3 Active Members who are on a Leave Without Pay (LWOP) while pending approval
for LTIP, shall have their OPP Association Insured Benefits and Insurance
premiums (mandatory and optional) paid by the Association for a maximum of six
(6) months. This may be a consecutive period or a sum of intermittent absences
on LWOP.
14.5 HONOUR ROLL
14.5.1 The Association shall maintain and be responsible for the Honour Roll depicted at
the Association Offices, OPP General Headquarters, and the Ontario Police
College (Aylmer). Members of the OPP in the course of their duties or otherwise
as approved by the Board, may qualify for inclusion on the OPP Honour Roll, based
on the criteria below.
14.5.2 A deceased Member must have been a sworn member of the Ontario Provincial
Police Force.
14.5.3 The death must have occurred as a result of a traumatic event influenced by an
external agent.
14.5.4 The deceased Member must have been on duty at the time of death, or if off duty,
acting in the capacity of a police officer, or the circumstances leading to the death
must have been brought about because of the deceased’s official status.
14.5.5 The deceased must have acted in good faith.
14.5.6 Notwithstanding the above, the Board may consider any set of circumstances
which lead to a death of a member.
14.6 OPP ASSOCIATION AWARDS
14.6.1 OPP ASSOCIATION “BILL ELLIOTT MEMBER OF THE YEAR” AWARD
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The OPP Association “Bill Elliott Member of the Year” award is intended to properly
acknowledge Branch Members for their outstanding contributions:
 to their respective Branch;

 to the Association as a whole;
 to their community; or
 towards the public reputation of members in the OPP on behalf of the OPP Association.
In accordance with the Guiding Principles of the OPP Association.
Guiding Principles:
14.6.2 We believe that our strong member oriented organization is based on the principles
of Fairness, Honesty, Openness and Trust in all our relationships. Each ingredient
is key to the success and longevity of our Association.
Eligibility:
14.6.3 Any Active Member or Life Member who is a Member in good standing, but shall
not include a Provincial Director.
Selection Process:
14.6.4 Each Branch shall form a standing committee made up of the Branch Executive to
select a Branch Member of the Year. Any person may submit to the committee for
consideration for the award a Branch member’s name with supporting
documentation covering the time period of eligibility.
14.6.5 The committee shall review and consider each application for their selection as
Branch Member of the Year.
14.6.6 Each Branch shall forward to the Board the name of their respective Branch
Member of the Year with supporting documentation and the committee’s
recommendation. The Board shall review and consider each Branch application
for the selection of overall Member of the Year.
14.6.7 All Branch Members of the Year shall be invited to a Meetings of Members, with
the overall Association “Bill Elliott Member of the Year” being awarded during that
meeting. The Member of the Year will be awarded a cheque in the amount of five
hundred dollars ($500.00).
Time Period:
14.6.8 The OPP Association “Bill Elliott Member of the Year” award will represent the time
period from October 1st to September 30th of each year. Nominations should
reflect outstanding contributions made during this timeframe and not the calendar
year.
Deadline for Submissions:
14.6.9 All applications should be submitted in writing to the attention of the Director who
chairs the Awards & Recognition Committee no later than September 30th of each
year with the award announced at the Annual Meeting of same year.
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14.7 AWARD OF MERIT
14.7.1 The Award of Merit was established by the Board in order to properly acknowledge
Members for outstanding dedication to the Association and the community over a
period of several years. The recipient’s contributions and achievements in
supporting Active Members and retired members, surviving partners, dependent
children, and their communities, substantially enhance the lives of people they
encounter. The Award of Merit recipient embodies the philosophy of the
Association as contained in our Mission Statement.
Guiding Principles:
14.7.2 The Award of Merit may not be given out every year, and this type of recognition
is only bestowed upon those who exemplify the aforementioned criteria. Further,
we believe that the Member has clearly demonstrated outstanding contribution and
support to Active Members and retired members, surviving partners, and
dependent children as well as their community.
Eligibility:
14.7.3 Any Active Member, Life Member or Honorary Member of the Association who is
a Member in good standing.
Selection Process:
14.7.4 Each Branch may form a standing committee made up of the Branch Executive to
select an Award of Merit recipient. Any person may submit a Member’s name with
supporting documentation to the committee for consideration for the award.
14.7.5 The committee shall review and consider each application for their selection of an
Award of Merit recipient.
14.7.6 The Branch then forwards the Member’s name to the Board along with a letter
stating the circumstances for the nomination.
14.7.7 The Board shall review and consider each application for an Award of Merit and
notify the Branch of their decision whether or not to grant the Award of Merit.
14.7.8 Any Member of the Board or Executive Staff may submit a Member’s name which
they feel meets the aforementioned criteria.
Time Period:
14.7.9 There is no time period related to the Award of Merit.
14.8 OPPA PRESIDENT’S AWARD OF ACHIEVEMENT
14.8.1 The OPP Association President’s Award of Achievement is intended to properly

acknowledge local Branch members and community members for their
contributions to policing in general. Any Member Association may choose to
acknowledge an individual, Association Member or community member, with this
Award.
Guiding Principles:
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14.8.2 We believe that individuals who are altruistic and readily give of their own personal
time to enhance the quality of life for others in their community should be publicly
recognized for their benevolent efforts.
Eligibility:
14.8.3 Any Active Member, Life Member or Honorary Member of the Association who is
a Member in good standing.
14.8.4 Any individual who resides within a community which is serviced by that Branch of
the Association.
Selection Process:
14.8.5 Each Branch shall form a standing committee made up of the Branch Executive to
select a President’s Award of Achievement nominee(s). Any person may submit
an individual’s name with supporting documentation covering the time period of
eligibility, to the committee for consideration for the award.
14.8.6 The committee shall review and consider each application for selection for a
Branch President Award.
14.8.7 Each Branch shall forward to the Board the name(s) of its respective President’s
Award of Achievement nominee(s), with supporting documentation and the
committee’s recommendation. The Board shall review and duly consider each
Branch application for this Award.
14.8.8 Both the Provincial and Branch President shall endorse this Award.
14.8.9 The President’s Award of Achievement recipients shall be invited to a Branch

meeting to receive their Award.
Time Period:
14.8.10 The President’s Award of Achievement will represent the time period from January
1st to December 31st of each year.
14.9 GUIDELINES FOR BENEVOLENT ASSISTANCE
The Association realizes that our Members may require financial assistance to deal with unforeseen
illnesses or special family emergencies from time to time. For this reason, the Board has
established a policy for our Members to apply for special benevolent assistance for compassionate
reasons when in financial difficulties.
Eligibility
14.9.1 Benevolent assistance is available to Uniform Members and Civilian Members,

retirees and surviving family members.
14.9.2 Each eligible Member (in accordance with section 14.9.1 above), or their family,
will be eligible to apply for a one-time benevolent payment not to exceed $500,
unless authorized by the Board.
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14.9.3 The method of payment of this benevolent assistance, to the Member, will be at
the sole discretion of the Board (e.g. gas, hotel, food voucher or a cash payment).
No receipts required.
14.9.4 The Association benevolent funding does not provide financial assistance to help
subsidize the Canada Life health, dental and life insurance benefit plans for our
Members or their families.
14.9.5 Funds will be distributed from the “special assistance to members” budget line.
How to Apply
14.9.6 Members or their designee will be required to forward a brief written synopsis
containing a summary of the facts giving rise to the circumstances for which
benevolent assistance is required, along with a rough estimation of expenses
incurred to date or anticipated future costs related to the circumstances. Requests
for benevolent assistance should be forwarded to Association Head Office for
consideration by the CAO. All requests will be kept strictly confidential.
When Benevolent Assistance is Granted:
14.9.7 The Association will notify the Member of their decision and shall reimburse the
Member as soon as is practicable if the request is approved.
14.10 SPECIAL ASSISTANCE TO MEMBERS
The Association realizes that our Members and their families may require financial assistance to
deal with emergent situations that arise when our Members are seriously injured while on duty.
While WSIB and insurance companies may provide funding for out of pocket expenses for
Members and/or their immediate family members, not all expenses may be eligible for
reimbursement. Periodically, due to the severity of a Member’s injuries they may be transported to
another hospital located outside of the community in which the Member and their family may reside.
It is the intention of this fund to provide immediate financial relief to the Member and/or their family
in a crisis situation. The Board initiated this fund to cover expenses such as hotel, meals, parking
and gas expenses that the Member and/or their immediate family (spouse or same-sex partner,
children or parents) may incur.
Eligibility
a) Financial assistance is available to Members who are seriously injured on duty.
b) The method and amount of payment of the financial assistance will be at the sole discretion
of the Board. Upon approval the funds will be advanced to the Member or the Member’s
family as soon as possible.
c) The Association financial funding does not provide financial assistance to help subsidize
the Canada Life health, dental and life insurance benefit plans for our Members or their
families.
How to Apply
The Branch President or their designee will forward a brief written synopsis containing a summary
of the facts giving rise to the circumstances for which financial assistance is required. Requests
for financial assistance should be forwarded to the attention of the CAO at the Association Head
Office for consideration by the Board. All requests will be kept strictly confidential.
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Exceptional/Compassionate Circumstances
Notwithstanding the foregoing, our Members and their families may require assistance to deal with
exceptional, compassionate circumstances that arise. The Board may, at their sole discretion,
provide financial support to a Member.
14.11 BEREAVEMENT (FAMILY) FUND
14.11.1 Association Members, their families or the public may desire to make a financial
donation to the family(ies) of Canadian police personnel who are killed while on
duty. The purpose of the Fund is to provide immediate and tangible support for
the families of police personnel who are killed while on duty, regardless of the
circumstances.
14.11.2 The CAO may create and maintain the necessary Bereavement Fund “in trust”
bank account (s), at the OPP Association Credit Union.
14.11.3 Upon being notified of the on-duty death of a member of any Canadian Police
Agency, the CAO may:
a) Open an “in trust” account at the Credit Union;
b) Send a “Blastout” giving the details of the incident, the account information, and notifying
the membership that donations may be made to the family;
c) Post on the “public side” of the Association website similar information as stated in Point 2
above; and
d) Ensure that the monies received are appropriately presented to the family.
In an event where clarity may be required due to an extraordinary situation, the CAO shall present
the circumstances before the Board for review and suitable decision(s), maintaining the spirit of the
Fund.
14.12 SURVIVOR ATTENDANCE AT MEMORIALS
Eligibility
The immediate family (spouse or same-sex partner, children or parents) of a deceased Member
who meets the criteria established in section 14.5 (Honour Roll) shall be entitled to receive financial
assistance to annually attend both the Ontario Police Memorial Ceremony of Remembrance and
the Canadian Police and Peace Officers’ Memorial Service. Such assistance, which shall be drawn
from the Special Assistance to Members Fund, shall consist of:
a) Reimbursement for the cost of one night in a standard hotel room not to exceed $300.00
including taxes; and
b) A stipend of $200 per family per Ceremony/Service to defray the cost of meals and
incidental expenses.
Procedure
Eligible survivors may reserve a room at a hotel of their choice.
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Eligible survivors must submit their hotel receipts along with meal and incidental receipts relating
to the stipend to the CAO for reimbursement and payment.
15.0 MEMBERS' SERVICES
15.1 FUNERAL POLICIES
i A Branch Representative shall attend the funeral and where possible

attend the wake of an Active Member or retired Member in their Branches.
ii In the case of a Member killed in the line of duty, all Provincial Directors
may attend. The Board shall ensure that a Provincial Director or Executive
Staff member attends to assist with funeral arrangements on behalf of the
Association. The Board will reimburse the Branch for the cost of the post
funeral luncheon. No reimbursements shall be made for alcoholic
beverages; however the Association may host a hospitality room.
iii The Branch Executive will be encouraged, shortly after the funeral, to
contact and offer any assistance or advice to the family of a deceased
Member.
iv Arrangements shall be made for a staff member from the Association

Head Office or designee to meet with the spouse or member of the
immediate family. The purpose of the meeting will be to offer information
and guidance with respect to death benefits.
v In the case of a murder of a police officer from another police service, the
Provincial Director at the location closest to the death may attend.
15.2 LEGAL ASSISTANCE PROGRAM
General
15.2.1 The Association supports a Member’s right to be treated fairly in all legal and
disciplinary matters that arise from employment with the Ontario Provincial Police,
the Chief Firearms Office or as an instructor or staff member at the Ontario Police
College. However, the Association’s responsibility to any individual Member shall
not limit its obligations to all of its Members or the provincial policing profession.
15.2.2 Members seeking legal counsel, representation or assistance (herein referred to

as “Legal Assistance”) must submit a Legal Assistance Plan (herein referred to
as “LAP”) application in accordance with this Policy Statement. A Member is not
eligible for Legal Assistance if they were employed by another police service on
the date that the events and/or conduct giving rise to the request occurred. In the
foregoing circumstances, Legal Assistance should be requested from the
Member’s previous employer and/or Association. Only Members who have fully
paid their LAP fees prior to the events requiring Legal Assistance are eligible to
submit an application for assistance.
15.2.3 Nothing in this Policy Statement precludes any Member from contacting the
Association’s Legal Department prior to applying for Legal Assistance. In these
Policies and Procedures, “Legal Officer” means legal counsel employed by the
Association and working in the Association’s Legal Department.
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15.2.4 Members are not required to apply for Legal Assistance for matters that are
grievable, such as disputes regarding working conditions, civilian discipline or
Respectful Workplace issues. Members should contact their Branch
Representatives for further assistance.
15.2.5 Areas of Law
Members may apply for Legal Assistance for the following matters:
a) Criminal Code charge(s) and/or charge(s) laid under any federal or

provincial statute or municipal by-law in connection with on duty
professional conduct. Coverage may include incidents where the Member
is off duty but is perceived, in the reasonable opinion of the Board, to be
acting in an official capacity. Applications shall be made to the Ontario
Provincial Police for reimbursement of the legal costs incurred by the
Association for the successful defence of the charge(s);
b) Inquests, Public Inquiries, and Royal Commission hearings where it is

determined the Member requires independent Legal Assistance; and,
c) Civil law suits arising due to employment with the OPP, or from the
professional performance of duties.
d) Disciplinary matters commenced under the Police Services Act.
Legal Assistance will be provided forthwith to all police officers and Civilian
Members subject to:
a) An investigation by the Special Investigations Unit. Indemnification for

legal costs incurred by the Association shall be submitted to the Ontario
Provincial Police pursuant to the provisions of the Collective Agreement;
and,
b) Emergency circumstances as determined and approved by the CAO or

Board.
Despite anything in this policy, the Board may grant or deny the provision
of Legal Assistance to any Member in any situation that the Board, in its
sole discretion, deems appropriate.
15.3 APPLICATION PROCEDURE
15.3.1 The procedure for Legal Assistance applications is as follows:
i The Member shall apply for Legal Indemnification from the Ontario
Provincial Police pursuant to Police Orders, if the legal matter relates to
charges laid in connection with criminal or provincial offences while on
duty or a civil lawsuit. A Member is not required to make such an
application in connection with a discipline matter;
ii An application for Legal Assistance shall be made in writing to the

Member’s Branch Executive using the form provided and setting forth the
following:
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a) A summary of the allegations giving rise to the need for Legal
Assistance;
b) A copy of the application submitted to the Ontario Provincial Police

for Legal Indemnification and the reply received, if any;
c) A copy of the form of legal process issued to the Member,

including any Information or Indictment relating to a criminal
charge, Provincial Offence Notice, Summons, Subpoena, Notice
of Action, Statement of Claim, Investigative Report, Notice of
Application, Notice of Hearing or other relevant document(s) shall
be attached to the application for Legal Assistance; and,
d) If a Member wishes permission to retain the services of legal

counsel other than a Legal Officer, the Member must provide
written reasons in support of the request.
iii The Branch Executive shall review each application. If the Branch
Executive is satisfied that the documentation submitted is complete, it shall
forward the application to the CAO at the Head Office of the Association.
iv The CAO may deny applications that fall outside of policy or applications
that would not be in the best interests of the Association to approve. The
CAO may approve applications that comply with this Policy
Statement. The CAO’s decision shall be provided to the Member’s Branch
Executive. All LAP applications shall be reported to the Board.
v In the case of an application for a civil lawsuit, the CAO may, prior to
making a decision regarding the application, seek a legal opinion
regarding the relative merits of the lawsuit, and may make any decision as
a result. When considering coverage for a civil matter, the CAO shall
consider the economic feasibility of the action as well as the best interests
of the Association.
vi The assignment of legal files/matters to Legal Officers or counsel is at the

discretion of the CAO. The Member may request to be represented by
counsel of their choice. The request shall be made in writing and
accompany the LAP application. If the request is granted the Member,
and counsel of their choice, shall each sign a written agreement with the
Association regarding the payment of legal costs and disbursements.
vii The CAO may terminate any previously approved LAP application if:
a) the legal costs of the matter outweigh the benefits to be gained by

continuing;
b) the Member gives unreasonable, illogical or excessive

instructions to the assigned Legal Officer or counsel;
c) the Member refuses to abide by the reasonable advice of the

assigned Legal Officer or counsel;
d) the Member is sentenced to a period of incarceration or ceases to

be a member; or,
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e) the CAO deems it appropriate to do so after weighing the
importance of the matter for the individual Member and any
detrimental effect the continuation of the matter may have on the
Association.
viii Any previously approved LAP application which is terminated by the CAO
shall be reported to the Board.
ix In the event the Member does not apply for Legal Assistance, they will be
responsible for their own defence and any costs associated thereto.
15.3.2 A Member may apply for Legal Assistance in order to appeal a Police Services Act
decision of an Adjudicator, a decision of the Ontario Civilian Police Commission or
any judicial decision. Such an application shall be made in writing and received by
the CAO not more than 30 days after the decision is released and becomes known
to the Member. Such a request shall be approved only if the Member had LAP (or
would have been approved for LAP had they applied) for the initial proceedings
leading to the appeal; the CAO is satisfied that there is a strong likelihood of
success; and one or more of the following criteria applies:
i The Adjudicator’s decision lacked an evidentiary foundation or contained

an error in principle;
ii There is an important legal or policy issue involved;
iii The penalty is excessive in comparison to established sentencing tariffs;

or,
iv The Member demonstrates compassionate reasons and/or extenuating

circumstances worthy of consideration.
15.3.3 Legal Officer or counsel who has represented a Member at a hearing further to an
approved Legal Assistance application may, upon receiving instructions from a
Member, file a Notice of Appeal with the Ontario Civilian Police Commission, to
protect the Member’s right of appeal pending the decision of the Board.
15.4 CIVIL LITIGATION
15.4.1 If Legal Assistance is approved for a civil lawsuit, the following shall apply:
i The Member must enter into an agreement with the Association to repay
all reasonable legal costs and disbursements that the Association incurs
on the Member’s behalf. The Member must sign all relevant
documentation related to the agreement including irrevocable
authorizations and directions to counsel or other parties.
ii Notwithstanding the Member’s agreement to repay legal costs and

disbursements, the Association shall only require the Member to repay
from any money the Member recovers through a negotiated settlement or
a Judgment after trial. The amount to be repaid to the Association is the
full amount of the legal costs and disbursements incurred by the
Association and not the amount allocated for costs in any settlement or
Judgment. Should the total amount received by the Member in any
settlement or Judgment be less than the total amount of legal costs
incurred by the Association, the Member shall not be responsible to repay
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the shortfall to the Association. If the Member does not recover any money
through settlement or Judgment, no money shall be required to be repaid
to the Association.
iii Legal Assistance for civil lawsuits shall consist of reimbursement of legal
fees and disbursements incurred on behalf of the Member only and shall
not include payment of a Judgment, negotiated settlement or cost awarded
by the court against the Member.
iv Legal Assistance to Members seeking to commence a lawsuit shall be

restricted to claims for libel, slander and malicious prosecution and any
other case as is deemed appropriate by the Board.
v Counsel assigned to civil lawsuits shall provide opinions to the CAO from
time to time regarding the merits of the litigation. As a condition of receiving
Legal Assistance, the Member shall consent to the delivery of such
opinions to the Board or CAO. The Association reserves the right to
terminate Legal Assistance if in the opinion of the CAO, the case is not
economically viable or is not likely to succeed. The CAO may review the
civil lawsuit and in their discretion may terminate further legal assistance.
vi A Member may appeal the termination of Legal Assistance in accordance

with the appeal procedures set out below. If Legal Assistance is
terminated the Association shall, in its sole discretion, acting reasonably,
determine a resolution of any issues regarding outstanding legal costs.
15.5 LAP APPEALS
15.5.1 In cases where LAP requests, including requests for counsel of choice, have been
denied or terminated by the CAO, the Member may choose to appeal the decision
of the CAO directly to the Board.
15.5.2 In the event of an appeal, within 30 days of receiving the notice of

denial/termination, the Member shall notify the CAO of their intent to appeal. The
Board will set a date for the appeal and notify the Member. The appellant shall be
entitled to be accompanied by a Branch Executive of their choosing and/or their
legal counsel/Representative, at the Member’s own expense, to advocate on their
behalf.
15.5.3 The appeal may be held in person, via teleconference, or other meeting
technology. The appeal will be a maximum of one hour in duration and should
include only the information already provided to the CAO. Only under unusual
circumstances and as approved in advance by the CAO would new information be
allowed.
15.5.4 The Board shall review the appeal. In the case of a civil matter, the Board may
seek a legal opinion regarding the relative merits of the lawsuit, if this had not been
done by the CAO. The Board will, in its sole discretion, make a final decision. The
decision will be communicated to the Member by the CAO.
15.5.5 Where the appeal is in relation to an alleged criminal offence, a Member can
request the appeal be adjourned until 30 days after the final disposition of the
matter.
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15.6 CONFIDENTIALITY AND CONFLICT OF INTEREST
15.6.1 All Legal Officers and outside counsel retained by the Association may, from time
to time, report to the Board regarding the advice and/or legal services provided to
any Member. The solicitor/client relationship includes the lawyer, the Board and
the Member. Any Member accepting Legal Assistance does so with the express
understanding that a Legal Officer or outside counsel will share information with
the Board and will not withhold information from the Board.
15.6.2 If a Legal Officer is of the opinion that a conflict of interest related to the
representation of a Member exists or is likely to arise, the Legal Officer shall notify
the CAO. The CAO, or the Board, acting reasonably and in consultation with the
Legal Officer, shall resolve any such conflict or potential conflict.
Delegation of Authority
15.6.3 The CAO may, at their own discretion, delegate any of their approval authorities
under the LAP policy to a Legal Officer.
15.7 MEMBER DEVELOPMENT PROGRAM
15.7.1 Training Committee
General
It is the purpose of the Training Committee, with Board approval, to review, assess,
evaluate and recommend training programs and courses attended by members
and employees of the Association.
Responsibilities
The Training Committee will liaise with various educational institutions and
examine their course curricula and determine courses that will benefit the
Association.
The Training Committee will liaise with Educational Institutions to secure

accreditation for the courses selected.
The Training Committee will be responsible for determining the number of

candidates for each course.
The Training Staff will be responsible for registration, accommodation, meals,

travel, etc.
The Manager of Education and Training will report on education and training to the
Board on a monthly basis.
15.8 P.A.C.E. PROGRAM
General
a) The Association is committed to education and training, and the

development of our present and future Association leaders, as well as our
Members. The Police Association Certified Education program (P.A.C.E.)
is designed to enhance the training opportunities for our Branch Executive,
46
Branch Representatives and Branch Members. The Association has
developed the training opportunities to enhance member skills in the areas
of management, administrative and leadership training.
b) Partnerships between the Association and select accredited educational

institutions have been formed. Courses and programs offered through
these partnerships will be made available to our Members. These
partnerships will be reviewed and updated periodically by the Training
Committee for approval by the Board.
c) These courses and programs of study will assist with the present and
future development of our Branch Executive and Members. Benefits such
as credit towards promotion, transfer credit at the college and university
level and personal learning will all be realized as we pursue the expansion
of such courses for our Association. The educational institutions will help
develop new programs to meet our needs and will work toward alternate
delivery methods such as video conferencing, distance learning, and on-
site programs.
d) The following policy and procedure has been developed to ensure a fair
and equitable process for selection of candidates for these courses.
Prerequisites
To be considered for the P.A.C.E. program a Member shall be either:
i An active member of the Association; or
ii Any person approved by the Board.
Selection Process
i P.A.C.E. Training shall be open to any Member, with priority given to

Branch Executive or Branch Representative candidates.
ii A Member wishing to take P.A.C.E. Level 2 must be approved by their

Branch Executive, however, all Members who meet the Pre-requisites are
eligible to take Level 1. Branch Executive will be notified of all Members
participating in Level 1.
iii The Branch Executive shall ensure that there is equal access to such
training.
iv A request for training that has been denied by the Branch may be appealed
by the Member, in writing, to the Board.
Member Expectations and Responsibilities
i A person selected for any training opportunity under the P.A.C.E. program
shall:
 Attend all classes as required;

 Complete assignments; and
 Maintain professional conduct and deportment.
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ii Should any person attending a training session fail to meet the
expectations and responsibilities outlined above, the following procedures
shall apply:
a) A member of the Training Committee shall take any corrective action

deemed necessary to resolve the identified concern.
b) A member of the Training Committee taking corrective action shall, as

soon as is practical, advise the Chair of the Training Committee and the
CAO of the circumstances and actions taken.
c) The participant may appeal any additional corrective action to the Board
at any time.
16.0 BRANCHES
16.1 GEOGRAPHICAL BOUNDARIES
The geographical boundaries of the Association’s Branches shall be as follows:
No. 1 Branch – comprised of the area policed by the following Detachments and/or Satellites:
Chatham-Kent, Corunna, Essex County, Forest, Grand Bend, Kingsville, Lakeshore, Lambton
Group, Pelee Island, Point Edward, and Tecumseh.
Middlesex County (London, Strathroy, Glencoe and Lucan), Oxford County (Tillsonburg and
Ingersoll), Elgin County (St. Thomas and Dutton), the Western Region HQ, the London Provincial
Communication Centre, the Ontario Police College, Dutton Offender Transport Unit, IST
Tillsonburg, Komoka Special Services Tillsonburg and Tillsonburg Forensic Identification Unit.
Brant County, Haldimand County, Norfolk County, Simcoe Offender Transport Unit and Brantford
Casino Unit.
No. 4 Branch – comprised of the area policed by the following OPP Detachments and/or Satellites:
Burlington, Cambridge, Niagara Falls, Port Credit, the Milton Offender Transport Unit, the
Burlington Offender Transport Unit, Casino Enforcement Unit Niagara and the Burlington Office of
the 407ETR.
Aurora, Caledon, Toronto, Whitby, Queens Park Detachment, and the Highway 407 Detachment.
Bruce Peninsula, Clinton, Exeter, Goderich, Grey County, Guelph, Huron, Lion’s Head, Markdale,
Meaford, Mount Forest, North Perth, Palmerston, Sauble Beach, Seaforth, South Bruce,
Tobermory, Walkerton, Wellington County, Wingham, and the Huron (Goderich) Offender
Transport Unit.
No. 7 Branch - comprised of the area policed by the following Detachments and/or Satellites:
Barrie, Bracebridge, Collingwood, Dufferin, Huntsville, Huronia West, Nottawasaga, Orillia,
Southern Georgian Bay, Central Region HQ, Orillia Provincial Communications Centre, and the
Penetang Offender Transport Unit. Midland, USRU Gravenhurst.
No. 8 Branch – comprised of the area policed by the following Detachments and/or Satellites: City
of Kawartha Lakes, Haliburton Highlands, Northumberland, Peterborough County, the Cobourg
Offender Transport Unit, and the Lindsay Offender Transport Unit.
48
Bancroft, Central Hastings, Frontenac, Kaladar, Loyalist, Lennox and Addington, Prince Edward
County, Quinte West, Kingston Penitentiary Squad, Sharbot Lake and the Quinte West Offender
Transport Unit, HSD Deployed, TRU East, FIU Belleville and OCEB Deployed Services.
No. 10N Branch – comprised of the area policed by the following Detachments and/or Satellites:
Arnprior, Upper Ottawa Valley, Renfrew, Killaloe, Pembroke and Whitney.
No. 10S Branch – comprised of the area policed by the following Detachments and/or Satellites:
Gananoque, North Grenville, Lanark County, Leeds County, Carleton Place, Rideau Lakes, Smith
Falls Provincial Communications Centre, Eastern Region HQ, and the Lanark County Offender
Transport Unit.
Hawkesbury, Stormont, Dundas & Glengary, Ottawa Provincial Traffic, Russell County, the Ottawa
Offender Transport Unit, and the Hawkesbury Offender Transport Unit.
No. 12N Branch – comprised of the area policed by the following Detachments and/or Satellites:
Englehart, Kirkland Lake, Temagami, and Temiskaming.
No. 12S Branch – comprised of the area policed by the following Detachments and/or Satellites:
Almaguin Highlands, Mattawa, North Bay, Powassan, West Parry Sound, North Bay Provincial
Communications Centre, the North East Region HQ, the North Bay Offender Transport Unit and
North Bay IDENT.
Espanola, Gore Bay and Mindemoya, Killarney, Little Current, Manitowaning, Noelville, Still River,
Sudbury, Warren, and the Manitoulin Offender Transport Unit, Nipissing West.
Blind River, Thessalon, Elliot Lake, Hornepayne, Sault Ste, Marie, Wawa, and White River.
Chapleau, Cochrane, Foleyet, Gogama, Hearst, Iroquois Falls, Kapuskasing, Matheson,
Moosonee, Smooth Rock Falls, and South Porcupine.
Armstrong, Greenstone, Manitouwadge, Marathon, Nipigon, Schreiber, Shabaqua, Thunder Bay,
Thunder Bay Provincial Communications Centre, North West Regional HQ, Thunder Bay IST,
Thunder Bay OCEB, Fixed Wing Pilots, Pilatus, Thunder Bay FIU.
Atikokan, Dryden, Ear Falls, Emo, Fort Frances, Ignace, Kenora, Minaki, Pickle Lake, Rainy River,
Red Lake, Sioux Lookout, Sioux Narrows/Nestor Falls, the Kenora Communications Centre, and
the Kenora Offender Transport Unit.
No. 18 Branch – comprised of those members assigned to the General Headquarters and whose
work locations are within the city of Orillia and OCEB Office (Barrie) but not including Orillia
Communications Centre, Orillia In-Service Training Unit, and the Orillia Technical Identification
Services Unit.
16.2 BRANCH EXECUTIVE RESPONSIBILITIES
See Appendix E
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16.3 BRANCH VICE-PRESIDENT RESPONSIBILITIES
See Appendix F
16.4 HONORARIA
i) Branch Presidents and Branch Vice-Presidents shall be entitled to annual

honoraria as provided in the By-Laws. Tax forms (e.g. T4) shall be issued as
required by law and Branch Presidents and Branch Vice-Presidents shall earn
pensionable credits on such honoraria as permitted by the OPP.
ii) Branch Financial Directors and Branch Directors shall be entitled to an annual
honoraria as provided in the By-Laws. Tax forms (e.g. T4) shall be issued as
required by law.
16.5 REIMBURSEMENT FOR ASSOCIATION WORK
i) Branch Executive members that are required to take a vacation day for Association
work will be reimbursed upon providing PCS04 form signed by their supervisor.
ii) Branch Presidents and Branch Vice-Presidents are not employees of the
Association.
16.6 TEMPORARY ABSENCES/ACCOMMODATION
i) If a Branch President, Vice-President or any other member of the Branch

Executive, or Branch Rep is on a leave of absence in excess of 30 days, a
Temporary Acting Assignment (TAA) outside of their Branch area, or is suspended
from the OPP or Ontario Police College, they and/or the Branch Executive shall
consult with the responsible Liaison Director. The Liaison Director, in consultation
with the rest of the Board, shall determine whether the member may continue in
their position with the Association, and if so, how.
ii) In the case of medical leaves of absence, the Liaison Director and Board shall
consider and determine what, if any, accommodations may be necessary,
including any partial or total reassignment of duties and/or adjustment of
honorariums. The Liaison Director and Board’s primary considerations shall be
the member’s health and their ability to continue to effectively represent the
Association and/or its members. Decisions shall be based on medical advice and
recommendations.
iii) In the case of a TAA with the OPP or Ontario Police College that is outside of the
Branch area, the following rules apply:
a) In the absence of the Branch President, the Vice President shall perform
the duties of the Branch President;
b) In the absence of the Vice-President, any other member of the Executive

shall perform the duties of the Vice-President;
c) If clause (a) or (b) above causes a vacancy on the Branch Executive, the
Branch Executive may appoint any other member of the Branch to
temporarily fill the vacancy;
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d) Any appointment to temporarily fill a position caused by a TAA shall only
be for the duration of the incumbent’s absence or for the balance of the
incumbent’s term of office, to a maximum of 6 months; and,
e) If the TAA is more than 6 months, the position shall be deemed to be

vacant and Section 6 Vacancies shall apply.
iv) In the case of a suspension from the OPP or Ontario Police College, the Liaison
Director and Board shall determine if the member is still able to effectively
represent the OPPA and/or its members. If not, the position shall be considered
vacant and Section 6 Vacancies shall apply.
v) In any case, the Liaison Director and Board shall adjust honorariums as they deem
appropriate.
16.7 CONFLICT RESOLUTION
i) Should the President or Branch Vice-President of a Branch fail to fulfil the

obligations of their position the following procedure shall apply:
i The Liaison Director shall consult with the member and identify the
concerns of the Board and attempt to discuss, and resolve, the issue.
ii Should the identified concerns remain unresolved, a member of the Board

shall call a meeting of the involved Member’s Branch Executive to discuss,
and attempt to resolve, the issue.
iii Should the identified concerns remain unresolved a member of the Board
shall attend the next Branch meeting to identify, and discuss, the concern
of the Board with the Branch membership in an attempt to resolve the
issue.
iv Should the identified concerns remain unresolved, the Board shall discuss
the matter at the next Board meeting at which time a decision shall be
made to withhold all, or part, of the involved Member’s honorarium.
v Should the identified concerns be resolved to the satisfaction of the Board,

the Board shall meet and discuss the re-instatement of the member’s
honorarium.
16.8 BRANCH SERVICE RINGS & PINS
Branch President pins shall be presented at the beginning of their term and those
at five years or more shall be awarded a President’s ring. In addition, Branch Vice-
Presidents shall be awarded a pin after five years of service when vacating their
position.
16.9 ATTENDANCE AT MEETINGS OF MEMBERS
i) Travel arrangements for Members travelling to and from Meetings of Members

shall be made by the Branch Executive and approved through the CAO.
ii) Where in the By-Laws there is reference to multiple Branches sharing one or more
Voting Members, which alternate each calendar year, Voting Members shall be
drawn from a single Branch, with Voting Members in the next year drawn from the
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other Branch. For the avoidance of doubt, Voting Members for Special Meetings
shall be the Voting Members from the previous Annual Meeting regardless of the
calendar year in which the Special Meeting takes place.
iii) Where in the By-Laws there is reference to multiple Branches sharing a Voting
Member on a rotational basis, this means that a Branch shall be entitled to select
a Voting Member for an Annual Meeting, followed by a different Branch being
entitled to select a Voting Member for the following Annual Meeting and so on, until
all Branches in the rotation have selected a Voting Member for an Annual Meeting,
following which the right to select a Voting Member for an applicable meeting shall
revert to the first Branch in the rotation, and the process will continue unless and
until the applicable provisions in the By-Laws are changed. For the avoidance of
doubt, Voting Members for Special Meetings shall be the Voting Members from the
previous Annual Meeting, regardless of the status of the rotation.
16.10 RETIREMENT GIFT PRESENTATIONS
Retirement party presentations of any Association retirement gifts shall be handled by the
Branch Executives at the expense of the Association, which may include time off to attend,
tickets for self and spouse and entertainment expenses as outlined in section 13.0 of these
Policies and Procedures.
16.11 BRANCH FUNCTIONS - LIABILITY INSURANCE
i) Liability insurance must be obtained, through the Association carrier for all Branch
functions; e.g. golf tournaments, fishing derbies, dances, sports tournaments, etc.
ii) Requests for liability coverage shall be in letter form with the following information
provided:
 date, time and location;

 type of event;
 is alcohol being served?
 is it open to members only or open to public?
 number expected to attend;
 name of Branch Executive member(s) in attendance.
iii) In the absence of liability insurance having been secured through the Association
carrier, insurance coverage will be obtained and the cost will be deducted from
branch funding.
16.12 BRANCH ELECTIONS
i) Elections of Branch Presidents, Vice-Presidents, and/or other members of the

Branch Executive, including Detachment/Unit Representatives, shall be conducted
in accordance with the Branch Rules, by electronic vote in a manner determined
by the Chairperson of the Electoral Committee.
ii) When a Branch Electoral Officer (“BEO”) advises the CAO that a Branch intends
to hold an election, the CAO shall provide the BEO with a list of Members in the
Branch who are eligible to vote in the election. The BEO shall review the list and
ensure it contains the names of all eligible voters and no ineligible voters. The
BEO shall return the verified list to the CAO prior to the opening of nominations for
the election.
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16.13 MEMORIAL/FUNERAL ATTENDANCE
i) The Association recognizes the importance of honouring our fallen officers and
supporting their family members. To encourage attendance at the police
memorials, the Association have earmarked funds to assist Members with the
expenses associated with attending a police memorial.
Eligible Members will be reimbursed for expenses incurred up to a maximum of

$300.00 in accordance with the criteria listed on the request form, found at
Appendix M.
Each Branch will be allocated a maximum number of Members that may submit
for funding based on the size of their membership. Any unused allotment will be
applied to a Branch that may have exceeded their allotment.
ii) The Association actively encourages its Members to attend the funerals of police
officers killed in the performance of their duties. Accordingly, each Branch shall
ensure that its Branch Rules include a provision for financial support, including but
not limited to partial reimbursement of travel and accommodation costs, to promote
the attendance of its Members at police funerals.
16.14 BRANCH RULES
Each Branch shall establish and maintain Branch Rules consistent with the Association’s By-Laws
and these Policies and Procedures. In order to maintain uniformity and continuity throughout the
Association, every Branch shall have certain core Branch Rules that cannot be changed by the
Branch. Branches will have some latitude and flexibility to create Branch specific rules. Branches
must follow the template known as the “Branch Rules” which is attached to these Policies and
Procedures as Appendix “H”. Branch Rules must be approved by the Board. Branches shall only
conduct business in accordance with their approved rules.
16.15 FINANCIAL RECORDS AND REPORTING
All expenditures of Branch funds shall be recorded and maintained using the process outlined
below:
i) Each register line item shall include:
a. The date;
b. cheque or Electronic Fund Transfer (EFT) number;
c. payee;
d. description of the expense;
e. code or budget line;
f. expense amount.
ii) EFT’s require approval by any two of the Branch President, Vice President,
Financial Director or Branch Liaison.
iii) All expenses require two signing authorities. Individuals with signing authority may
not approve their own expenses (e.g. Financial Director cannot approve their own
EFT or the Branch President cannot approve their own expense).
iv) EFT confirmation form must be printed for each transaction from the OPPA Credit
Union.
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v) Two approvals are required on the bank register to account for supporting
documentation for each line item and expense.
vi) EACH disbursement shall include:
a. A receipt and or invoice.
b. Supporting documents for Financial Donations in the form of meeting

minutes and request letter or email chain approving the donation.
c. Supporting documents for mileage in the form of a mileage chit or expense

report.
d. An explanation for the expense on the on the bank register.
e. The Financial Director’s or Branch President’s initials on the register

confirming that proper supporting documentation has been provided and
included in the submission.
f. A print out of the bank statement for each month.
vii) Each monthly submission shall be dated and signed by the Financial Director and
Branch President each month.
viii) Branch funds shall not be disbursed and payments shall not be made without
evidence of receipts, invoices, or expense reports authorized by the Financial
Director and Branch President each month.
ix) Registers are due by the 15th of the following month.
x) VISA reconciliation/payments are due on the last day of the month.
16.16 BRANCH RESERVE BANK ACCOUNT POLICY
The Branch Reserve Account resulted from years of accumulated cash from ALL Branch’s bank
accounts.
The purpose of this account is to have funds available to ALL Branches for specific and approved
Branch activities.
This policy will be fluid and may change as unanticipated circumstances arise.
Spending from this Bank Account can arise from any of the following:
 Board of Directors (Board)

 Branch Modernization Committee (BMC)
 Branch Funding Committee (BFC)
Suggestions will be provided to all three sources (Board, BMC & BFC), where appropriate, for input
and feedback
Final approval will come from the Board.
As of May 1, 2021, the Branch Reserve Bank Account will be used for:
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 Branch Computers
 Audio/Visual Equipment to host virtual meetings as recommended by the Technology
Support Specialist and approved by the Board of Directors
 Police Memorials Attendance (per approved policy)
 Prior period Branch spending that has not cleared at Fiscal Year End
o i.e., Excess funds from a Branch’s bank account were transferred out to Branch
Reserve Account and subsequently a prior year cheque cleared
 A Branch request resulting from a specific Fiscal Year Budget over spend
o Note: BFC will review that branches Profit and Loss statement and make a
recommendation to the Board on what additional funds should be provided from the
reserve to the requesting branch
 Recognition Awards
The Bank Reserve Bank Account will NOT be used for Head Office spending
Such as:
 Salaries including honorariums

 Committees (outside the scope noted above)
 Office Supplies
 Capital purchases
 Legal or Benefits expenses
Any changes to this policy will be reviewed by the BFC, and approved by the Board.
17.0 CASUAL PART-TIME POLICE OFFICERS
17.1 DUES
17.1.1 Casual part-time police officers of the Ontario Provincial Police shall pay the same
percentage of their gross salary as a regular full-time Member to the Association
as required by the Collective Agreement.
17.1.2 The payment of this sum shall entitle the casual part-time police officer to:
 Have the right to work;

 The right to receive Association assistance with respect to the denial of a benefit;
 Legal advice with respect to Special Investigation Unit, public complaint, and/or
internal investigations;
 Legal assistance by an Association lawyer or agent to defend a Police Services
Act offence subject to the terms of the Legal Assistance Program.
18.0 CODE OF CONDUCT FOR CANDIDATES IN BOARD ELECTIONS
18.1.1 This Code of Conduct shall apply to all candidates in Board elections who have
declared their intention to run for such elections.
18.1.2 All candidates must organize and conduct themselves and their election
campaigns in a manner that reflects the honour and integrity befitting the office to
which they aspire, and must not do anything that brings their reputations or that of
the Association into disrepute.
18.1.3 By way of example, Board candidates shall:
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i Not make false, frivolous or vexatious statements or complaints about any
other candidate;
ii Not interfere in any way with the campaign of any other candidate;
iii Not remove, disfigure or destroy campaign material of any other

candidate; and,
iv Not send campaign related e-mails to or from any government (including

OPP) e-mail program or address.
18.1.4 All candidates shall sign an OPPA Confidentiality Agreement.
18.1.5 After a candidate has declared their intention to run, the Chief Electoral Officer
shall review this Code of Conduct with the candidate and will have the candidate
sign a declaration in the form set out in Appendix J, signifying that the candidate
acknowledges this Code of Conduct and agrees to abide by it. The Chief Electoral
Officer shall post the signed copy on the Association website until the conclusion
of the election.
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APPENDICES
APPENDIX A - CONFIDENTIALITY AGREEMENT
Introduction
The Ontario Provincial Police Association (OPPA) is involved in the provision of services to its membership
and in this capacity collects and maintains personal and confidential information and materials. Privacy
and the protection of confidential information is a serious issue and one of which all staff, representatives
and volunteers need to be aware. Failure to protect confidential information can have legal ramifications for
the OPPA and its members and employees. Confidential information should not be divulged at any time
including while off-duty (employees), without prior permission of the OPPA.
Confidential information is not limited to written or electronic records or information conveyed verbally. It
can appear in any form and be recorded on any medium. It may include such things as photographs, video
or sound recordings, and file notes (either electronic or hard copy).
Staff members, representatives and volunteers are required to abide by the confidentiality procedures of
the OPPA. Therefore, the following agreement has been drafted as a means by which the OPPA may
ensure that you understand your responsibilities. If you do not understand any part of this document or if
you have uncertainties about its interpretation or application, you should discuss the matter with your
manager, Branch President, Provincial Director or the CAO.
Please read the Confidentiality Undertakings carefully.
Confidentiality Undertakings
I, ________________________________ of _____________________________
Name Address
in consideration of the Ontario Provincial Police Association (“OPPA”) agreeing to employ or otherwise
engage me (the “Engagement”) and for other good and valuable consideration (the receipt and sufficiency
of which are hereby acknowledged), agree as follows:
SAFEGUARDING CONFIDENTIAL INFORMATION
1. I understand that during the course of my duties with the OPP Association, I will gain knowledge of, or
have access to, information relating to the business and affairs of the OPPA, its staff, its members and
third parties who may from time-to-time have dealings with the OPPA and its members including but
not limited to financial information, information pertaining to the operation of the health and welfare
benefits plan, member contact and personal information, legal information, business and labour
relations strategies, and bargaining strategies (such information herein collectively, “Information”). The
Information, regardless of the form in which it is recorded, transmitted, observed or expressed, or to
which it may be converted or transcribed, shall include, without limitation, written and electronically
stored or accessible information and data, and includes the name and identity of all such staff, members
and third parties.
2. I acknowledge that all Information is strictly confidential and I agree that I shall not reveal Information
to any person or entity, or use any Information at any time, except as expressly directed by the OPPA
or as may be required by law.
3. I acknowledge and agree that my obligation of confidentiality under paragraph 2 is of indefinite duration
and that I will never disclose any Information to any person or entity, except as expressly directed by
the OPPA or as may be required by law.
4. I undertake and agree that no Information will be distributed, altered, copied, interfered with or
destroyed by me or at my direction or suggestion, except in accordance with the instructions of the
OPPA.
5. I agree to take all reasonable precautions, and abide by the policies of the Association, to safeguard
the confidentiality of all or any part of the information that may come into my possession at any time or
in any place, and in particular when using any type of electronic device or when performing my duties
outside the office of the OPPA.
6. For avoidance of doubt, and without in any way limiting the generality of the foregoing, I understand,
acknowledge and agree that the following conduct would amount to a breach of my obligations under
this Confidentiality Agreement:
a) discussing Information with any person or entity where I have not been expressly authorized
by the OPPA to do so;
b) discussing Information in a location or in a manner that may be overheard by unauthorized

third parties;
c) failing to keep safe and secure at all times documents containing Information;
d) allowing Information to be displayed on any document or a file folder in any non-confidential

setting; or
e) disclosing, divulging, revealing or using Information for my personal benefit or for the benefit of
any other person or entity.
7. I understand and agree that compliance with this Confidentiality Agreement is a condition of my
Engagement with the OPPA and that failure to comply strictly with each term of this Confidentiality
Agreement may result in the termination of my Engagement with OPPA.
8. I agree that if I am compelled by law to disclose Information as contemplated in paragraphs 2 and 3

above, I shall co-operate with the OPPA in order to prevent or minimize such disclosure, and I
acknowledge that the OPPA waives compliance with this Confidentiality Agreement to the extent that
such disclosure cannot be prevented or minimized. I further agree that I will only disclose that portion
of the information that I am compelled to disclose and that I will exercise all reasonable efforts to seek
reliable assurances that such portion of the information disclosed will be accorded confidential
treatment.
9. This Confidentiality Agreement shall be governed by and construed in accordance with the laws of
Ontario and the laws of Canada applicable therein.
10. The covenants in this Confidentiality Agreement are separate and severable, and unenforceability of
any specific covenant shall not affect the provisions of any other covenant. Moreover, if any court
determines that the restrictions as set forth herein are unreasonable, then it is the intention of the parties
that such restrictions be enforced to the fullest extent which the court deems reasonable, and the
Confidentiality Agreement shall thereby be reformed.
USE OF THE CONFIDENTIAL INFORMATION
11. I agree that, without the express permission of the OPPA, I will not use the Information for any purpose
other than where it may arise in the duly authorized performance of my duties. I further agree not to
disclose the Information to any third party without the express permission of the OPPA. The foregoing
limitation on disclosure shall not be construed as preventing disclosure between myself and any other
party as may be required in the course of the authorized performance of my duties with the OPPA.
TRANSFER OF RIGHTS
12. I acknowledge and agree that no right or license is granted to me by the OPPA under this Confidentiality
Agreement, either expressly or by implication. I understand that any and all information shall be and
remain with the OPPA in accordance with the provisions of the terms of my Engagement.
PENALTIES FOR BREACH OF AGREEMENT
13. I understand that any breach of this Confidentiality Agreement by me which results in the wrongful
disclosure or misuse of information may give rise to irreparable injury to the OPPA and may subject me
to penalties which may include but are not limited to any of the following as may be applicable:
a) disciplinary action up to and including dismissal;

b) charges under the OPP Association bylaws;
c) expulsion from the OPP Association;
d) removal from office; and
e) civil and/or criminal penalties.
DECLARATION
I declare that I have read this Confidentiality Agreement and understand my responsibilities regarding the
privacy and the protection of information. I understand that a breach of this Confidentiality Agreement may
impact on the right to privacy of an individual, agency or the OPP Association and may lead to disciplinary
and/or disciplinary proceedings and/or other penalties.
SIGNED
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Printed Name: Date
In the presence of:
Printed Name: Date
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APPENDIX B - EXCEPTIONS TO THE CONFIDENTIALITY AGREEMENT
Duty of a Police Officer versus the Duty of a Civilian
The OPP Association’s Confidentiality Agreement does not override the primary duty of a police officer,
inter alia, to prevent crimes and other offences, providing assistance and encouragement to other persons
in their prevention, apprehending criminals, laying charges and participating in prosecutions. If an OPP
Association Board member, staff, Branch Executive or and Detachment or Member rep representative were
to receive information that had criminal implications, if they are a ‘sworn officer’ they would be bound to act
on the matter notwithstanding that the information may have been provided in confidence. It is important to
note that a civilian member of the OPP does not have the same positive obligation to act as a police officer
does. However, if a civilian member of the OPP Association is aware of potentially criminal conduct and
has been contacted by the employer in the course of an inquiry or investigation then the civilian should
provide any information they have or if they subsequently receive relevant information.
Public Safety
Circumstances could arise where a Board member, staff, Branch Executive, Detachment representative or
Member representative receive information that reveals that there is an imminent risk of serious bodily harm
(including psychological harm) or death to an identifiable person or group. In this situation the disclosure of
otherwise confidential information should be limited as much as possible to the release of only that
information that is necessary to prevent the potential harm (e.g. identifying a person who has stated an
intention to commit suicide or to cause harm to another person). This exception is often referred to as the
“public safety exception”.
Critical Incident Debriefing & Peer support
Information shared in the course of either a critical incident debriefing or in the peer support program is not
confidential and is therefore not covered by the Confidentiality Agreement.
Compliance with the law
Circumstances may arise where you are requested to provide information you have received from a
member in some legal forum/proceeding. If such a situation arises you should contact the OPP Association
Legal Service immediately for advice. It is the position of the OPP Association that in the grievance context
the production or disclosure of representative-member confidential communications cannot be compelled.
Similarly, the OPP Association is also of the view that in discipline proceedings under the Police Services
Act the production or disclosure of representative-member confidential communications cannot be
compelled. The protection of this information is based on the concept of labour relations privilege. It is the
OPP Association’s position that the production or disclosure of information in a grievance or in a discipline
proceeding is a protected communication which is assessed by using the four-part ‘Wigmore test’ which is
as follows:
1. The communications must originate in a confidence that they will not be disclosed.
2. This element of confidentiality must be essential to the full and satisfactory maintenance of the
relation between the parties.
3. The relation must be one which in the opinion of the community ought to be sedulously fostered.
4. The injury that would inure to the relation by the disclosure of the communications must be greater
than the benefit thereby gained for the correct disposal of litigation.
Therefore, if challenged, representative-member communications would be examined on the facts and

circumstances of each situation to determine whether they are protected from production or disclosure.
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APPENDIX C - BOARD JOB DESCRIPTIONS
Will be included once complete.
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APPENDIX D - EXECUTIVE STAFF JOB DESCRIPTIONS
Will be included once complete.
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APPENDIX E - BRANCH JOB DESCRIPTIONS
JOB DESCRIPTION FOR BRANCH PRESIDENT
AUTHORITY, RESPONSIBILITY, ACCOUNTABILITY Sept 2019

Role: Branch President
Assigned to: OPPA Board of Directors
Supported by: Branch Vice-President / Branch Financial Director / Branch Director(s)
Objectives: The Branch President shall preside at all Branch meetings and perform all duties
incidental to their office as detailed in the Association’s policies, procedures and by-
laws. The Branch President shall, with the concurrence of the Branch Executive,
coordinate and facilitate the duties and responsibilities of the Branch. The Branch
President shall work collaboratively with the Branch Vice-President to ensure that all
Branch affairs are addressed efficiently and professionally.
AUTHORITY:
The legitimate control assigned to use resources and exercise discipline to reach the objective.
Resources Description:
Needed:
 PACE Level II with expectation to complete PACE
Level III within term.
 Branch Executive member for a minimum of 1 year
of any OPPA Branch or held a position with any
other Police Association at an equivalent level within
the previous 5 years.
RESPONSIBILITIES:
Ownership of duties within this position. Responsibility can be delegated but not shared.
1. Ensures that the local Membership is receiving high quality representation by maintaining
a good working knowledge of all applicable policies, procedures, legislation and Collective
Agreements (i.e. Civilian and Uniform Collective Agreements, Police Orders, Respectful
Workplace Policy, Legal Assistance Program).
2. Provides leadership, expertise and support to the Branch Executive and Representatives when
member inquiries are raised by: providing advice and guidance arising out of the Collective
Agreements and applicable policies/legislation; liaising with Command Staff in an effort to mediate
and resolve matters; and referring matters to appropriate personnel for resolution.
3. Investigates and evaluates potential grievances by: researching and applying relevant
information, legislation, agreements, Police Orders, government directives and case law;
coordinating with Branch Executive to gather information; preparing grievance correspondence;
representing the member and the Association in meetings as required to resolve disputes.
4. Maintains ongoing communication with Board of Directors by: collaborating on difficult and/or
complex issues; forwarding member complaints that cannot be resolved at the local level; providing
updates on Branch affairs; determining the number of Branch Representatives for efficient
operations of the Branch; and involving Board of Directors in Branch activities/meetings.
5. Presides at all Branch meetings by: approving the agenda; maintaining order (Robert’s Rules of
Order); interpreting the Branch Rules; and participating in deliberations on all matters coming
before meetings of the Branch.
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6. Ensures processes are in place for the effective dissemination of information and learnings
throughout the Branch, locally and provincially.
7. Ensures that there are OPPA representation on Health and Safety Committees across the
Branch.
8. Monitors and coordinates Branch affairs by: ensuring that the activities of the Branch are
conducted within acceptable financial parameters; ensuring that Branch units/detachments are
represented by a Representative; ensuring that members of the Branch Executive are performing
their duties as required; and Branch Executive and Representatives have received training on their
roles and responsibilities (i.e. PACE, Branch Training).
9. Attends Presidents’ Week, OPPA Annual General Meeting, Special General Meetings, OPPA
conference calls and any training/workshops required by the Board of Directors.
10. Represents members at meetings with the Employer as required (i.e. OIPRD, PSB, pre-
disciplinary, Respectful Workplace).
11. Performs other duties as assigned.
ACCOUNTABILITY:
Being answerable for performance and completion of duties.
1. Provides professional representation to the membership that the Branch serves.
2. Provides confidential representation to the membership that the Branch serves.
3. Accountable for all Branch financials and shall be fiscally responsible and transparent to the
membership regarding all Branch expenditures.
4. Branch President is accountable to the Board of Directors for all aspects of the Branch.
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JOB DESCRIPTION FOR BRANCH VICE-PRESIDENT

Role: Branch Vice-President
Assigned to: Branch President / OPPA Board of Directors (as required)
Supported by: Branch Financial Director / Branch Director(s)
Objectives: The Branch Vice-President shall, in the absence of the Branch President, or in the
case of their inability to act for any reason, perform all duties of the Branch
President.
The Branch Vice-President shall provide assistance to the Branch President as

required. The Branch Vice-President shall be responsible for the administrative
functions of the Branch and shall perform all duties incidental to their office as detailed
in the Association’s policies, procedures and by-laws.
AUTHORITY:
Needed:
 PACE Level II with expectation to complete PACE
Level III within term.
 Branch Executive or Branch Representative for a
minimum of 1 year of any OPPA Branch or held a
position with any other Police Association at an
equivalent level within the previous 5 years.
RESPONSIBILITIES:
1. Supports and assists the Branch President by working collaboratively with the Branch President
and Branch Executive to manage Branch affairs.
2. Provides updates and correspondence to the Branch on matters dealing with the operation of the
Branch (i.e. Branch meetings, elections, updates from the Association).
3. Prepares meeting agenda and minutes for all proceedings at regular, executive and special
meetings.
4. Maintains Branch website by: posting approved meeting minutes in a timely manner; keeping
members appraised of current activities; updating contact information for the Branch; and
supporting Branch initiatives to encourage participation.
5. Coordinates meeting arrangements for regular, executive and special meetings (i.e. meeting
location, food orders).
6. Leads and coordinates the annual committee review of Branch Rules by providing
recommendations and drafting proposed amendments for membership approval.
7. Chairs/participates on Branch Committees as required.
8. Provides support to Health and Safety representatives by ensuring compliance with the
Occupational Health and Safety Act.
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9. Maintains the membership list provided by Head Office to ensure Branch representation is
accurate.
10. Coordinates Branch elections as the Branch Electoral Officer (BEO) to ensure Branch staffing by
taking responsibility for the integrity, accuracy and accountability of the election process, with the
assistance of OPPA head office.
11. Maintains good working knowledge of all applicable policies, procedures, legislation and
Collective Agreements (i.e. Civilian and Uniform Collective Agreements, Police Orders, Respectful
12. Monitors Branch affairs to ensure consistent application of Branch Rules by assisting the
Branch Executive and Representatives when addressing matters and receiving requests from
the membership.
13. Represents members at meetings with the Employer as required (i.e. OIPRD, PSB, pre-
disciplinary, Respectful Workplace).

ACCOUNTABILITY:
4. Branch Vice-President is accountable to the Branch President and the Board of Directors for all
aspects of the Branch.
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JOB DESCRIPTION FOR BRANCH FINANCIAL DIRECTOR

Role: Branch Financial Director
Assigned to: Branch Vice-President / Branch President
Supported by: Branch Representative(s) assigned to Financial Director

Objectives: The Branch Financial Director shall be primarily responsible for all financial
operations of the Branch including fiscal planning, banking, budget and financial
reports. The Branch Financial Director shall also be responsible for the duties and
responsibilities of the Branch Director as assigned.
AUTHORITY:
Needed:
 PACE Level I with expectation to complete PACE
Level II within term.
 Willingness to take financial training as set out by
OPPA head office.
 Branch Representative or Branch Executive for a
RESPONSIBILITIES:
1. Prepares the Branch budget for the upcoming fiscal year by analyzing expenses from previous
years and presenting recommendations to the Branch Executive.
2. Manages and maintains an accurate record of all monies received and disbursed by the Branch
for a minimum of 7 year plus current, should auditors require an inspection.
3. Makes payment of all bills and assessments for the Branch by deadline and retains proper
receipts for the same.
4. Reports to the Branch membership at all regular Branch meetings by providing a summary of the
accounting on the financial affairs of the Branch during the reporting period since the last meeting.
5. Provides Branch President and Vice-President with monthly statements of receipts,

expenditures and balances.
6. Responds to requests from the Association about the Branch financial affairs.
7. Signs all financial reports and cheques along with the President and/or designate.
9. Performs the duties of the Branch Director as assigned.
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10. Attends all regular Branch meetings, Branch Executive meetings and Association meetings (as
required).
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JOB DESCRIPTION BRANCH DIRECTOR

Role: Branch Director
Assigned to: Branch Vice-President / Branch President
Supported by: Branch Representative(s) assigned to Branch Director

Objectives: The Branch Director shall act as a team leader to Branch Representative(s) by
providing support, guidance and expertise. The Branch Director shall attempt to
resolve local issues, while advancing issues to the Branch Vice-President and Branch
President as required. In the absence of a Branch Representative for a
detachment/unit, the Branch Director shall fulfill their roles and responsibilities.
The number of Branch Director positions within the Branch shall be determined by
number of civilian and uniform Branch members.
AUTHORITY:
Needed:
 PACE Level I with expectation to complete PACE
Level II within term.
 Branch Representative or Branch Executive for a
RESPONSIBILITIES:
1. Coordinates, meets, provides guidance, monitors and reports the activities of assigned Branch
Representative(s) to the Branch Vice-President and Branch President.
2. Coordinates member representation in meetings (i.e. PSB, grievance, discipline, OIPRD,

performance management) for respective detachments/units.
3. Responds to all uniform and civilian inquires raised by the Branch Representative or member and
represents member’s interests by investigating the matter and exploring options for resolution.
4. Acts as a liaison between local members and the Branch Vice-President /Branch President by
facilitating communication, updating membership on Branch activities/meetings and encouraging
Branch participation.
5. Assists with meeting arrangements under the direction of the Branch Vice-President for regular,
executive and special meetings (i.e. meeting location, food orders).
6. Prepares grievance language, with the assistance of the Branch Representative, for approval by
the Branch President or Branch Vice-President and ensures that the grievance process is being
followed according to timelines.
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7. Maintains working knowledge of all applicable policies, procedures, by-laws, legislation and
9. Perform the duties of the Branch Vice-President or Branch Financial Director in the case either
position becomes vacant and it is necessary to assume the duties of that office temporarily.
10. Attends all regular Branch meeting, Branch Executive meetings and Association meetings
as required.
ACCOUNTABILITY:
4. Branch Directors are accountable to the Branch President/Vice-President for all aspects of the
Branch.
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JOB DESCRIPTION FOR BRANCH REPRESENTATIVE

Role: Branch Representative
Assigned to: Branch Director / Branch Financial Director
Supported by: Director as assigned

Objectives: The Branch Representative shall be the primary point of contact for labour relations
matters at the unit/detachment level. The Branch Representative shall attempt to
resolve local issues, with the assistance and leadership of the Branch
Director/Financial Director as required.
AUTHORITY:
Needed:
 Shall complete PACE Level I within first year of term.
RESPONSIBILITIES:
1. Acts as the primary contact to all members of their unit, detachment or assigned area.
2. Represents members on labour relations matters and workplace concerns by investigating

complaints, addressing concerns and exploring resolution with local management, and attending
meetings with members (i.e. PSB, grievance, discipline, OIPRD).
3. Works collaboratively with their Branch Director in order to address issues requiring further
investigation, assistance and direction, in a timely manner.
4. Participates on the Health and Safety Committee for their unit, detachment or assigned area as
required.
5. Ensures that all assigned unit/detachment members are aware of all Branch activities, including
regular Branch meetings, and promotes participation, attendance and engagement.
6. Maintains notice board in their unit, detachment or assigned area for Association use in a neat
and proper manner.
7. Notifies Branch Director of any members who are off work as a result of an injury or illness
requiring extended time off.
8. Ensures that assigned members are aware of by-laws and are afforded their entitlements.
9. Maintains working knowledge of all applicable policies, procedures, by-laws, legislation and
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10. Organizes meeting arrangements for regular and special meetings as requested (i.e. meeting
location, food orders).
11. Attends all regular Branch meetings.
12. Attends funerals/wakes of an active or retired member in their delegated unit, detachment or
assigned area as required.
13. Assists the Branch Executive as required.
14. Participates on Branch Committees as required.
ACCOUNTABILITY:
4. Branch Representative is accountable to the Branch Executive for all aspects of the Branch.
APPENDIX F - VEHICLE USE AGREEMENT
OPP ASSOCIATION FLEET VEHICLES
All employees operating an OPP Association owned/leased vehicle agree to operate the fleet vehicle
according to the following guidelines. Failure to adhere to these guidelines may result in revocation of an
employee’s privilege to operate OPP Association Fleet vehicles or termination under some circumstances.
1. Employees must maintain a proper and current driver’s license for the type of company vehicle that
they are operating and notify management immediately if they no longer have a valid license. Each
employee shall provide a copy of their driver’s license. (held with Finance Dept.)
2. Employees that currently have a fleet vehicle may be granted an annual vehicle allowance of
$16,000 per annum in lieu of a fleet vehicle only under certain circumstances. All circumstances
will be considered by the Board of Directors for approval.
3. Employees will be issued a 407 transponder with each fleet vehicle and to those who receive an
annual vehicle allowance to be used while in the capacity of their work.
4. Employees will notify the company of any offence notices received while operating a company
vehicle.
5. Employees must follow generally accepted safe driving practices and obey traffic regulations.
6. Employees will ensure that all occupants of a company owned vehicle are properly wearing safety
belts while the vehicle is in motion.
7. Employees are responsible for ensuring that their assigned vehicle is properly maintained. This
includes having the vehicle serviced at regular service intervals by a qualified mechanic. All
maintenance will be covered by the corporation. Each employee is authorized to use their company
credit card for gas/oil changes and maintenance. Any major repair over $500.00 shall be
preapproved by the finance department. Each vehicle will have a log (file) for tracking of
maintenance and all receipts/maintenance (i.e. oil, possibly brakes) will be held in this log. The
employee will be responsible to maintain the log. As vehicles are exchanged the log will
accompany the vehicle. The maintenance log will be provided by the OPP Association Head Office.
8. From time to time fleet vehicles will be exchanged between employees to allow the corporation to
maximize residual values and keep mileages consistent among the fleet.
9. Employees are authorized to drive the vehicle anywhere in Ontario. Personal use of the vehicle is
allowed as long as the employee logs all personal mileage in their respective vehicle log books.
Mileage both personal and business will be provided monthly to the finance dept.
10. Employees are permitted to drive the vehicle in the United States/other province for business and
for personal use as long as they have obtained prior approval from the President and/or Vice
President for their respective situations (i.e. live on the border). The vehicle may be used for non-
business use in accordance with the conditions outlined in this agreement. The employee agrees
to operate the vehicle in such a manner that will not expose the company to excessive liability or
risk. The employee also agrees to not operate the vehicle in relation to any secondary employment
whatsoever.
11. Spouses may operate a company owned vehicle provided they are over the age of 25. Copies of
his/her driver’s license must be provided to the finance department to ensure insurance coverage.
Personal use mileage to be claimed as per Section 8. The personal use privilege is not extended
to children, parents, in-laws, brothers or sisters, or to any other person unless accompanied by the
employee for an emergent circumstance.
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12. Company owned vehicles are not to be used for family vacations outside of Ontario unless prior
approval by the President and/or Vice President. If it is allowed the Board will decide based on the
reasons as to what additionally the employee will pay above the usual definition of personal use as
defined by CRA. This process will be on a case by case review and not set to disadvantage or
provide any further gain to employees. Approval will only be granted when all other options have
been exhausted.
13. Employees are financially responsible for any parking or traffic violations while operating a
company owned vehicle.
14. Employees must report all accidents within 12 hours of the occurrence to their manager.
15. Employees will not make any modification or add equipment (CD players, stereos, cellular phones,
etc.) to any company owned vehicles.
16. Vehicles are not to be loaned to any employees/persons who are not authorized to operate a motor
vehicle.
17. No hitchhikers are allowed in vehicles.
18. Towing of mobile homes, travel trailers, or any type of recreational or utility trailer is prohibited.
19. Employee is responsible for parking cars in safe and legal areas off public ways.
20. In accordance with Ontario Regulation 48/06: GENERAL under the Smoke-Free Ontario Act, S.O.
1994,c.10 and for the protection of all employees of the Ontario Provincial Police Association from
second-hand smoke exposure in the workplace including all company owned/leased vehicles,
smoking is strictly prohibited by all occupants.
21. Any hazardous substances, chemicals or dangerous goods (as defined by law) are prohibited from
being carried in a company car. Gas cans, propane tank, paint cans are excluded as long as these
items are secured properly and not transported for long distances.
22. This authorization may be terminated by the company at any time. I have read, understand, and
agree to comply with the above conditions authorizing me to drive a company vehicle.
Employee Signature: ____________________________________________________
Position: _____________________________ Date: __________________________
APPROVED: __________________________________________________________
Authorized Signature: ___________________________________________________
Position: _____________________________ Date: __________________________
Additional Information: ___________________________________________________
APPENDIX G - WHISTLEBLOWER POLICY
Statement of Support For Whistleblowers
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The OPP Association acknowledges and recognizes that integrity, honesty, trust, openness, transparently
and accountability are fundamental characteristics that are integral to achieving its organizational
objectives.
Accordingly, the OPP Association wishes to ensure a positive, supportive environment whereby Board,
Staff, Branch Executive, and Members can seek advice or disclose wrongdoing without fear of reprisal or
retaliation for the good faith disclosure of improper or unlawful conduct.
The purpose of this policy is to aid in fostering and maintaining a culture of trust, openness, transparency
and accountability. This policy provides a mechanism to disclose wrongdoing without fear of reprisal or
threat of reprisal and reflects the Association’s commitment to accountability and ethical conduct.
Background
A key area that the Association has sought to address relates to reporting of possible wrongdoing or
misconduct which may occur or be suspected of occurring. Accordingly, the Association has drafted a
‘Whistleblower’ policy designed to encourage and facilitate the reporting and disclosure of suspected or
actual wrongdoing related to: misconduct, improper financial expenditures, financial accounting, internal
accounting, auditing, and or failure to comply with statutory or regulatory obligations.
The purpose of this policy it to provide the Board, Staff, Branch Executive, Reps and Members with a
confidential procedure whereby they can disclosure/report improper or unlawful conduct. This policy will
ensure that all issues that are disclosed are reviewed, assess and where appropriate investigated.
Whistleblower complaints will be reported annually to the members at the OPP Association’s AGM as part
of the President’s Report. An integral part of this policy is to ensure that all ‘whistleblowers’ are protected
from reprisals or threat of reprisal for their good faith disclosure improper or unlawful conduct.
Policy objective
Provide a policy and procedure whereby Board, Staff, Branch Executive, and Members can confidentially
bring forward information concerning improper or unlawful conduct. To ensure that there is no retaliation or
reprisal against any person bringing forward information that they believe, in good faith, is demonstrative
of improper or unlawful conduct.
Scope
The policy applies to Board, Staff, Branch Executive, and Members of the Association. This policy is not
intended to replace policies and procedures which have been established to deal with discrimination or with
workplace violence or harassment. complaints of discrimination, workplace violence or harassment
reported under this policy will be referred and dealt with under the appropriate policy and procedure. This
policy does not cover individual complaints, grievances, or issues associated with matters such as individual
health or safety, management of employee performance, or provisions in the collective agreement.
Policy
The OPP Association is committed to providing an environment where Board, Staff, Branch Executive, and
Members can confidentially disclose, in good faith and based on reasonable grounds, improper or unlawful
conduct that has occurred or will occur.
In order to ensure that improper or unlawful conduct is dealt with it is important that persons disclose their
knowledge or suspicion in a timely manner. The ability to conduct an investigation and to take prompt
corrective action depends on timely reporting.
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Where possible disclosures shall be made in writing and include as much detail as possible including dates,
individuals/witnesses involved, and any supporting material/evidence that may be pertinent to the
allegation(s).
If the complainant wishes to remain anonymous, the written communication should clearly indicate this wish
for anonymity. The investigation will attempt to protect the discloser's identity as much as possible.
However, legal requirements and fairness may require that the discloser's identity be provided to the
respondent, law enforcement or regulatory body.
Protection of Whistleblower
A Whistleblower who, in good faith, has reasonable grounds to believe that another person has committed
improper or unlawful conduct is encouraged to make a disclosure in accordance with this Policy. Such
disclosures should, wherever possible, be made within 30 days of the Wrongdoing coming to the attention
of the individual making the disclosure.
Every person has a right to make a disclosure under this Policy, to participate in an investigation under this
Policy without Reprisal or threat of Reprisal.
The Association recognizes that making a disclosure of improper or unlawful conduct can be stressful, and
encourages the person to consider using a support person and or contacting the Employee Assistance
Program.
If a person who makes a disclosure under this Policy, or cooperates in an investigation of a complaint is
subject to retaliation, reprisal or threat of reprisal they should report such conduct to the CAO (or designate)
for investigation as soon as practicable.
Investigations
Upon receipt of a complaint the CAO (or designate) will review and assess the complaint and determine
appropriate course of action which may include an investigation.
If the CAO (or designate) determines that the information disclosed is outside the scope of this Policy it will
be referred to the appropriate policy, procedure and/or organization for follow-up. The person who disclosed
the information will be advised of this decision and the rationale for undertaking this course of action.
If more than a six-month has passed since the allegations arose the CAO (or designate) will assess whether
or not there are potentially continuing effects of the alleged improper or unlawful conduct and determine
the most appropriate course of action in the circumstances.
The CAO (or designate) shall contact the complainant within 10 days following their disclosure and advise
of the status of the proceeding. The complainant shall be advised in a timely manner if their disclosure is
going to be referred for investigation.
All disclosures of improper or unlawful conduct will be reviewed and assessed including disclosures that
are made anonymously. Anonymous disclosures will only be acted upon if a sufficient basis, in the course
of the review and assessment, to initiate an investigated and such an investigation would be in the interest
of the Association.
The CAO (or designate) will select an investigator who will be provided with all information. The investigator
will act discretely with attention to the protection of individual rights, and will be guided by the principles of
confidentiality, fairness, and expeditiousness. The investigator must be impartial and therefore shall not
have any personal or direct interest in the matter being investigated.
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When the investigation is completed a report will be provided to the CAO (or designate). The completed
investigative report shall include its evidentiary findings with conclusions and where appropriate provide
recommendations to resolve/address the improper or unlawful conduct. The recommendations may include
referring the matter for civil or criminal proceedings where the evidence supports such action. The original
complainant will not receive a copy of the investigative report but will be briefed on conclusions as may be
appropriate.
Confidentiality and Fair Treatment
All persons involved in allegations of improper or unlawful conduct will be treated fairly and impartially.
All disclosures of improper or unlawful conduct made under this Policy and any related investigation will be
conducted in a confidentially to the extent permitted by the Association’s policies and or the applicable law.
All participants in the investigation process are required to maintain the confidentiality of the process and
any information shared as part of the investigation to the extent permitted by the Association’s policies and
or the applicable law. The unauthorized release of information related to the investigation of improper or
unlawful conduct could lead to a separate investigation and possible discipline.
Frivolous and Vexatious Disclosures
In order to maintain the integrity of this policy any person found to have made a frivolous or vexatious
disclosure may be subject to disciplinary action and or legal action where warranted. Disclosures that were
not made in good faith and that lack reasonable or sufficient grounds if it is determined that they were made
in bad faith or made to annoy, harass or harm an individual may be considered frivolous and vexatious and
subject to disciplinary action and or legal action where warranted.
Reporting
The investigation of all allegations will be monitored on an ongoing basis by the CAO (or designate) and
reported to the Board (or designate). A summary of all complaints filed will be maintained by the CAO (or
designate) which will include the total number of complaints received, the category of the complaint, and
the status or outcome of the investigation.
Communication of Policy
This Policy will be posted and accessible in the staff manual and on the Association website. The Board,
Staff, Branch Executive, and Members of the Association will be made aware of the Policy through internal
communications and training.
Precedent
The protection offered by this Policy is in addition to, but does not replace or modify any individual rights
guaranteed by policy, contract, or law. Nothing in this Policy limits or amends the provisions of the collective
agreement. This policy does not preclude or prevent a person from making a disclosure to a
regulatory/statutory/law enforcement agency.
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APPENDIX H - BRANCH RULES
BRANCH RULES
BRANCH #
LAST UPDATED: April 2022
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Table of Contents
BRANCH RULE NO. 1 - GENERAL .......................................................................................................... 93

1. NAME .................................................................................................................................................. 93
2. OBJECTS ............................................................................................................................................ 93
3. CONDUCT OF BUSINESS ................................................................................................................. 93
4. AMENDMENTS TO BRANCH RULES ............................................................................................... 93
BRANCH RULE NO. 2 - MEMBERSHIP .................................................................................................... 94
1. CLASSES OF MEMBERSHIP ............................................................................................................ 94
2. VOTING RIGHTS ................................................................................................................................ 94
3. RIGHT TO HOLD OFFICE .................................................................................................................. 94
BRANCH RULE NO. 3 – BRANCH EXECUTIVE - GENERAL ................................................................. 95
1. BRANCH EXECUTIVE ........................................................................................................................ 95
2. MEDIA RELATIONS ........................................................................................................................... 95
3. HONORARIA....................................................................................................................................... 95
4. BRANCH EXECUTIVE MEETINGS .................................................................................................... 95
5. TEMPORARY ABSENCES/ACCOMMODATION/TAA ....................................................................... 95
6. VACANCIES........................................................................................................................................ 96
7. REMOVAL OF BRANCH EXECUTIVE MEMBERS............................................................................ 97
8. COMMITTEES .................................................................................................................................... 98
BRANCH RULE NO. 4 – BRANCH EXECUTIVE – ELECTIONS ............................................................. 99
1. GENERAL ........................................................................................................................................... 99
2. TERMS OF OFFICE ........................................................................................................................... 99
3. ELECTION CYCLE ............................................................................................................................. 99
4. PRE-REQUISITE ................................................................................................................................ 99
5. PRE-ELECTION PROCESS ............................................................................................................... 99
6. ELECTIONS ........................................................................................................................................ 99
7. ELECTION PROCEDURES .............................................................................................................. 100
BRANCH RULE NO. 5 - REPRESENTATIVES ....................................................................................... 101
1. GENERAL ......................................................................................................................................... 101
2. ELECTIONS ...................................................................................................................................... 101
3. ELECTION PROCEDURES .............................................................................................................. 101
BRANCH RULE NO. 6 – BRANCH MEETINGS ...................................................................................... 103
1. REGULAR BRANCH MEETINGS ..................................................................................................... 103
2. SPECIAL BRANCH MEETINGS ....................................................................................................... 103
3. QUORUM .......................................................................................................................................... 103
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4. RULES OF ORDER .......................................................................................................................... 103
5. SCHEDULING AND LOCATION OF REGULAR BRANCH MEETINGS .......................................... 105
6. QUORUM .......................................................................................................................................... 105
7. ORDER OF BUSINESS .................................................................................................................... 105
BRANCH RULE NO. 7 – GENERAL MEETINGS .................................................................................... 105
1. VOTING DELEGATES ...................................................................................................................... 105
2. DIRECTED VOTE ............................................................................................................................. 105
3. ADDITIONAL VOTING DELEGATES ............................................................................................... 105
4. NON-VOTING DELEGATES............................................................................................................. 105
BRANCH RULE NO. 8 – FINANCIAL ...................................................................................................... 107
1. GENERAL ......................................................................................................................................... 107
2. FUNDING .......................................................................................................................................... 107
3. EXPENDITURES .............................................................................................................................. 107
4. FINANCIAL RECORDS AND REPORTING ..................................................................................... 109
5. CONTRACTS .................................................................................................................................... 109
6. INVESTMENTS ................................................................................................................................. 109
7. FISCAL YEAR OF THE BRANCH .................................................................................................... 110
8. INSPECTION OF BOOKS AND RECORDS OF THE BRANCH BY MEMBERS ............................. 110
9. AUDITORS ........................................................................................................................................ 110
10. EXPENDITURES .............................................................................................................................. 110
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1. BRANCH RULE NO. 1 - GENERAL
1. NAME
These are the Rules of Branch # ____(referred to hereinafter as the “Branch”), of the Ontario Provincial
Police Association (“OPPA”, “Association”, “Association”). The boundaries of the Branch are defined in the
OPPA Policies and Procedures.
2. OBJECTS
The objects of the Branch are the same as the objects of the Association, which include, but are not limited
to:
(a) to further the interests of the members of the Association with respect to the regulation of
relations between the members and their employers;
(b) to provide and encourage training and programs designed to increase professional skills and
abilities of the members;
(c) to further and improve the public reputation of the members; and
(d) to engage in projects and activities that may be conducive to the welfare of the members.
3. CONDUCT OF BUSINESS
The Branch is part of the OPPA and is not an independent legal entity. As such, the Branch must conduct its
business in accordance with the OPPA By-Laws and Policies and Procedures. These Branch Rules provide
guidance with respect to local Branch practices.
4. AMENDMENTS TO BRANCH RULES
The members of the Branch may, at a Branch Meeting, make, repeal, amend or vary Branch Rules not
contrary to the Association’s By-Laws or the Association’s Policies and Procedures provided that notice of the
Branch Rules repeal, amendment or variation thereof is given to the Branch membership 30 days or more
prior to the Branch Meeting at which the vote is held, and the Branch Rules , repeal, amendment or variation
thereof is approved by a vote of two thirds (2/3) of the votes cast at the Branch Meeting.
A Branch cannot repeal, amend or vary any parts of Branch Rules’ that are not listed under the “Branch
Sections” heading.
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2. BRANCH RULE NO. 2 - MEMBERSHIP
1. CLASSES OF MEMBERSHIP
There shall be two classes of Branch membership namely, Active Member and Life Member as defined by
the Association’s By-Laws.
2. VOTING RIGHTS
Active members of the Branch, who are entitled to vote pursuant to the Association’s By-Laws, may vote at
Branch Meetings. Life Members are not entitled to vote.
3. RIGHT TO HOLD OFFICE
Only active members of the Branch who are not fixed term civilian employees or casual part- time police
employees have a right to hold office within the Branch.
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3. BRANCH RULE NO. 3 – BRANCH EXECUTIVE - GENERAL
1. BRANCH EXECUTIVE
(a) The Branch shall have a President, Vice-President and a Financial Director. The Branch
may elect members to other executive positions as required. (e.g. Branch Director), and
those members together with the President, Vice-President and Financial Director will form
the Branch Executive. There shall be at least one Civilian member and one Uniform member
on the Branch Executive. Members of the Branch Executive shall hold office until their
successors are elected or appointed in accordance with these Branch Rules.
(b) The Branch Executive shall perform all duties incidental to their office as detailed in the
Association’s Policies and Procedures and these Branch Rules.
2. MEDIA RELATIONS
The President of the OPPA is the sole spokesperson for the Association. Should the Branch wish to issue
a media release, the Branch President shall first consult with their Branch Liaison Director.
3. HONORARIA
(a) The Branch Executive shall receive honoraria as set by the Association’s By-Laws.
(b) The Branch President shall determine how many Branch Representatives are required, in
consultation and with the support of the OPPA Board of Director Liaison, in order to effectively
represent the membership.
(c) All Branch Representative positions shall receive an annual honorarium rate of up to five
hundred dollars ($500.00). The Branch Representatives shall perform all duties incidental to
their position as detailed in the Association’s Policies and Procedures and these Branch Rules.
Funding for these Branch Representative positions shall come from Branch funding.
(d) Should a Branch Representative who is entitled to an honorarium be unable to perform their
duties or fulfil the obligations of their position for an extended period of time (in excess of 30
days), the Branch President, will determine the honorarium distribution.
(e) Should the Branch Representative who is entitled to an honorarium fail to meet the obligations
of their position, the Branch President, may reduce the honorarium accordingly.
4. BRANCH EXECUTIVE MEETINGS
The Branch President may call such meetings of the Executive and any other Representatives as are required
for the efficient running of the Branch.
5. TEMPORARY ABSENCES/ACCOMMODATION/TAA
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(a) If a Branch President, Vice-President or any other member of the Branch Executive, or Branch Rep
is on a leave of absence in excess of 30 days, a Temporary Acting Assignment (TAA) outside of their Branch
area, or is suspended from the OPP or Ontario Police College, they and/or the Branch Executive shall consult
with the responsible Liaison Director. The Liaison Director, in consultation with the rest of the Board, shall
determine whether the member may continue in their position with the OPPA, and if so, how.
(b) In the case of medical leaves of absence, the Liaison Director and Board shall consider and determine
what, if any, accommodations may be necessary, including any partial or total reassignment of duties and/or
adjustment of honorariums. The Liaison Director and Board’s primary considerations shall be the member’s
health and their ability to continue to effectively represent the OPPA and/or its members. Decisions shall be
based on medical advice and recommendations.
(c) In the case of a TAA with the OPP or Ontario Police College that is outside of the Branch area, the
following rules apply:
i) In the absence of the Branch President, the Vice President shall perform the duties
of the Branch President;
ii) In the absence of the Vice-President, any other member of the Executive shall
perform the duties of the Vice-President;
iii) If clause i) or ii) above causes a vacancy on the Branch Executive, the Branch
Executive may appoint any other member of the Branch to temporarily fill the
vacancy;
iv) Any appointment to temporarily fill a position caused by a TAA shall only be for the
duration of the incumbent’s absence or for the balance of the incumbent’s term of
office, to a maximum of 6 months; and,
v) If the TAA is more than 6 months, the position shall be deemed to be vacant and Section 6
Vacancies shall apply.
(d) In the case of a suspension from the OPP or Ontario Police College, the Liaison Director and Board
shall determine if the member is still able to effectively represent the OPPA and/or its members. If not, the
position shall be considered vacant and Section 6 Vacancies shall apply.
(e) In any case, the Liaison Director and Board shall adjust honorariums as they deem appropriate.
6. VACANCIES
(a) In the event that the Branch President is unable to discharge their duties for the remainder of
their term, and if the balance of the Branch President’s term of office is six (6) months or less,
the Vice President, shall perform all the duties of the vacant office until an election is held in
accordance with these Branch Rules.
(b) In the event that the Branch President is unable to discharge their duties for the remainder of
their term, and if the balance of the Branch President’s term of office is more than six (6)
months, there shall be an election to fill the position in accordance with these Branch Rules.
(c) In the event that the Vice President or any other member of the Executive is unable to
discharge their duties for the remainder of their term, and if the balance of that person’s term
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of office is six (6) months or less, the Executive may appoint a replacement for the balance
of the term.
(d) In the event that the Vice-President or any other member of the Executive is unable to
discharge their duties for the remainder of their term, and if the balance of that person’s term
of office is more than six (6) months, there shall be an election to fill the position in accordance
with these Branch Rules.
(e) Any election held under subsections (b) or (d) shall be for a term equivalent to the remaining
balance of the term.
7. REMOVAL OF BRANCH EXECUTIVE MEMBERS
The members of the Branch may remove any member of the Branch Executive before the expiration of the
term of their office by way of an electronic vote held in accordance with the following procedure:
(a) A member of the Branch who wishes to bring a motion to hold an electronic vote to remove
a member of the Branch Executive shall give notice of the motion to the Vice-President at
least thirty (30) days prior to the next Branch meeting.
(b) The Vice-President who receives notice under Section 7 (a) shall give written notice to all
Branch members at least twenty (20) days prior to the date of the meeting at which the motion
will be heard.
(c) During the discussion of the motion to hold an electronic vote, the member of the Branch
Executive whose removal is being sought shall have the opportunity to address the members
present at the meeting.
(d) A motion to hold an electronic vote requires approval of a majority of Branch members
present and eligible to vote. The Vice-President shall notify the CAO of the results of the
motion within three (3) days. The CAO shall arrange and be responsible for an electronic
vote to be held on the issue of removing the named Branch Executive member within thirty
(30) days of receiving notification.
(e) The Vice-President shall give notice of the electronic vote to all Branch members at least ten
(10) days prior to the vote.
(f) At least two thirds (2/3) of eligible voters must be in favour in order for a member of the
Branch Executive to be removed. The CAO shall notify the Branch and the Board of Directors
of the results of the vote.
(g) The results of the electronic vote take effect immediately. A vacancy created as a result of
this section shall be filled pursuant to the provisions of Section 6 of this Branch Rule.
(h) If the Vice-President is the subject of the removal motion, the Branch President shall perform
the duties of the Vice-President pursuant to this section.
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BRANCH SECTION
8. COMMITTEES
The Executive may appoint Committees for any purpose deemed necessary. Any member of the Branch
may serve on a Committee but the Committee shall report to the Executive.
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4. BRANCH RULE NO. 4 – BRANCH EXECUTIVE – ELECTIONS
1. GENERAL
Elections of Branch Presidents, Vice-Presidents and/or other members of the Branch Executive, shall be
conducted in accordance with the By-Laws of the Association by electronic vote in a manner determined
by the Chairperson of the Electoral Committee.
2. TERMS OF OFFICE
All Executive positions commence on January 1 following the election and shall be for three (3) year terms or
until a successor is appointed or elected.
3. ELECTION CYCLE
To ensure continuity of Branch leadership, the Branch President and Vice-President shall be elected in
alternate years. Elections for all other elected positions shall also be divided into alternate years.
4. PRE-REQUISITE
All pre-requisites for Branch Executive and Representative positions are outlined within the Branch position
descriptions in the OPPA Policies and Procedures. Any question regarding eligibility to P.A.C.E. shall be
referred to and decided by the CAO. If there are fewer than two eligible candidates, the Board of Directors
may waive the requirements of this section.
5. PRE-ELECTION PROCESS
Prior to commencing a Branch election, the Branch Executive shall appoint a Branch Electoral Officer (BEO),
who shall be a member of the Branch who will not be standing for election. The BEO shall immediately notify
the CAO of the intention to hold an election. The BEO shall oversee the electoral process, including confirming
the eligible voters list. The BEO shall request a list, from the CAO, of members of the Branch who are eligible
to vote in the election. The BEO shall review the list and ensure it contains the names of all eligible voters
and no ineligible voters. The BEO shall return the verified list to the CAO prior to the opening of nominations
for the election. Any discrepancies with an eligible voters list will be resolved between the BEO and the CAO.
6. ELECTIONS
The nomination and election process for the Branch Executive shall be in accordance with the Branch
Sections below, subject to the following:
(a) Where more than one member is nominated for a position, an election must be held;
(b) Where there is only one candidate for a position, the BEO shall declare that person as the winner and
no election is required;
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(c) If there are no candidates nominated for a position, a majority of the Branch Executive may appoint
a person to the position until the next election;
(d) The Branch Electoral Officer (BEO) shall only cast a vote in the event of a tie.
(e) Only members whose assigned work locations are located within the Branch may run in the election
for that Branch;
(f) Only members whose assigned work locations are located within the Branch may vote in the election
for that Branch;
(g) If a Branch Executive member is reassigned to a work location outside of the Branch, that person’s
position shall be considered vacant and dealt with in accordance with this Branch Rule.
BRANCH SECTIONS
7. ELECTION PROCEDURES
Notification, nomination and election processes are left to the Branch to decide. At a minimum, this Branch
Rule shall include:
(a) Elections shall be conducted electronically in accordance with the By-Laws of the
Association;
(b) No member may seek election to more than one position at a time;
(c) Some mechanism to identify candidates –nomination or self-identification;
(d) Minimum notice period of 30 days for nominations;
(e) Opening and closing dates of election;
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5. BRANCH RULE NO. 5 - REPRESENTATIVES
1. GENERAL
In addition to having a Branch Executive, Branches may also have other representatives such as
Detachment/Unit/County Representatives. These other representatives shall not be part of the Branch
Executive.
2. ELECTIONS
The nomination and election process for Detachment/Unit/County Representatives shall be in accordance
with the Branch Sections below, subject to the following:
(a) Branch Rule 4, Article 5, Pre-Election Process, shall apply as if the election was a Branch Executive
election;
(b) Where more than one member is nominated, an election must be held;
(c) Where there is only one candidate for a position, the BEO shall declare that person as the winner and
no election is required;
(d) If there are no candidates nominated for a position, a majority of the Branch Executive may appoint
a person to the position until the next election;
(e) The Branch Electoral Officer (BEO) shall only cast a vote in the event of a tie.
(f) All elections shall be conducted electronically in a manner consistent with the By-Laws of the
Association;
(g) Only members whose assigned work locations are located within the Detachment/Unit/County may
run in the election for that Detachment/Unit/County;
(h) Only members whose assigned work locations are located within the Detachment/Unit/County may
vote in the election for that Detachment/Unit/County;
(i) If a Detachment/Unit/County Representative is reassigned to a work location outside of the

Detachment/Unit/County, the Representative’s position shall be considered vacant and a new Representative
shall be determined in accordance with this Branch Rule;
(j) Branches may determine the length of the term for Detachment/Unit/County Representatives, but no
such term shall exceed three years.
BRANCH SECTIONS
3. ELECTION PROCEDURES
Notification, nomination and election processes are left to the Branch to decide. At a minimum, this Branch
Rule shall include:
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(a) Elections shall be conducted electronically in accordance with the By-Laws of the
Association;
(b) No member may seek election to more than one position at a time;
(c) Some mechanism to identify candidates – nomination or self-identification;
(d) Minimum notice period of 30 days for nominations;
(e) Opening and closing dates of election.
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6. BRANCH RULE NO. 6 – BRANCH MEETINGS
1. REGULAR BRANCH MEETINGS
(a) The President shall call up to four (4) Regular Branch Meetings per calendar year at such
places and times as they see fit. Notice of Branch meetings shall be given to all Branch
members at least 30 days prior to the meeting. All Branch members are entitled to attend
Branch meetings.
(b) For each meeting, the Branch Vice President will ensure that there is an option for members
to attend and participate virtually.
(c) Meal expenses at branch meetings will not exceed thirty ($30.00) per person.
(d) As an incentive to attend meetings, the Branch will cover the cost for one way travel from the
member’s residence to the meeting location, when using their personal vehicle, at the rate of
.61 cents per kilometer.
(e) Members are encouraged to consider travelling at the most cost effective
manner including coordinating travel arrangements to reduce costs.
2. SPECIAL BRANCH MEETINGS
(a) In the case of unforeseen circumstances or emergencies, a Special Branch Meeting may be called
by the President. Notice and purpose of a Special Branch Meeting shall be given to all members in the
most expedient method possible at least 10 days prior to such a meeting.
(b) No business shall be dealt with at a Special Branch Meeting except that for which the meeting was
called.
3. QUORUM
There shall be a minimum number of Branch members which will constitute a quorum at either a General
or Special Branch Meeting, provided that at least either the President or Vice-President is present.
4. RULES OF ORDER
(a) The Branch President shall preserve order and decorum, and decide questions of order or
practice, stating the rule applicable.
(b) The Branch President shall not vote on any motion unless on an equal division.
(c) Every member shall, when speaking, address the Branch President.
(d) When two or more members wish to speak at the same time, the Branch President shall
decide who is to speak first.
(e) When the Branch President is putting a question, no member shall speak or move about the
meeting room.
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(f) No member, while speaking, shall be interrupted except upon a point of order.
(g) When a member is called to order, they shall resume their seat until the question of order is
decided; they may, however, be permitted to explain, but in no case to introduce a new
matter.
(h) When the ruling of the Branch President is appealed against, they shall without debate put
the question in the following words: “Shall the ruling of the President be sustained?” They
shall have the right to state their reasons for the decision given.
(i) No member shall use improper language, nor speak beside the question in debate.
(j) No member shall speak more than once on the same question, nor longer than ten minutes,
without the permission of the Branch President, except the mover, who shall have the right
to reply, after which the debate shall close.
(k) A motion to adjourn shall always be in order, except when it was the next preceding motion.
(l) A member may require the motion under discussion to be read for their information at any
time during the debate, except when another member is speaking.
(m) A motion may be withdrawn at any time before decision by permission of the meeting.
(n) When a question is being debated, no motion shall be received except to amend, to
postpone, to lay on the table, the previous question, or to adjourn.
(o) On the call of five members, the "previous question" shall be put and, until decided, shall
preclude all amendments or debate, and shall be submitted in the following words: "Shall
the vote on the main question now be taken?"
(p) All motions, before being debated, shall be read by the Vice-President.
(q) No motion to amend an amendment to an amendment shall be received.
(r) The Yeas and Nays shall be taken only upon the request of seven members.
(s) Any member refusing to take their seat when ordered by the Branch President may be
suspended by the Branch President for the session.
(t) Where a resolution or motion has been received from the floor at any Regular or Special
Meeting and where, in the opinion of the Branch President, after their appropriate study, such
motion or resolution, if implemented, would be harmful to the interest of the Branch or
impossible to implement, the motion shall be tabled and the Branch President shall return
such motion or resolution together with their recommendations to the next Regular meeting.
(u) In all unprovided cases the Branch President shall decide, but their decision shall be subject
to an appeal to the meeting and generally the rules, forms and customs of the Parliament of
Canada shall be followed.
BRANCH SECTIONS
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5. SCHEDULING AND LOCATION OF REGULAR BRANCH MEETINGS
[Branches may add additional language regarding scheduling and location of meetings.]
6. QUORUM
A quorum shall consist of at least _____branch members.
7. ORDER OF BUSINESS
The order of business at any Regular Meeting shall be as follows:
[insert preferred order of business here]

7. BRANCH RULE NO. 7 – GENERAL MEETINGS
1. VOTING DELEGATES
The Branch President shall be a voting delegate. Where the Branch is entitled to a second vote, the Vice-
President shall also be a voting delegate.
2. DIRECTED VOTE
(a) Delegates to a Meeting of Members of the Association shall vote on any question at the
meeting as directed by the Branch unless no direction has been given, in which case the
delegates may vote as they see fit for the betterment of the members.
(b) Any motion to direct the vote of the voting delegates shall first be circulated in writing to the
membership, at least 25 days prior to a vote being taken at the following Meeting of Members
of the Association.
(c) Subsection (b) shall not apply if the members physically present at a Branch meeting and in
favour of the motion constitute a majority of the active members of the Branch.
BRANCH SECTIONS
3. ADDITIONAL VOTING DELEGATES
[Where the Branch is entitled to additional votes, the method of selecting additional voting delegates will
appear in this article, along with the requirement that votes designated as “civilian” may only be exercised
by a civilian member.]
4. NON-VOTING DELEGATES
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[The mechanism to permit members of the Branch to attend as non-voting delegates should appear in this
article, along with restrictions, e.g. meeting attendance, etc., required to maintain eligibility for
reimbursement of expenses.]
Financial entitlements shall be outlined in Branch Rule No. 8 - FINANCIAL
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8. BRANCH RULE NO. 8 – FINANCIAL
1. GENERAL
The Branch is funded by the OPPA, and expenditures shall be made in order to further the objects, as
described in Branch Rule No. 1, of the Branch and OPPA.
2. FUNDING
The Branch will receive funding from the OPPA in accordance with Policies and Procedures.
3. EXPENDITURES
(a) Expenditures shall promote the interests of the OPPA and/or the Branch, not the interests of
individual members and their families, save and except for benevolent assistance.
(b) All payments for expenditures of the Branch must be by cheque or by electronic fund transfer
(EFT). All expenses require approval by any two of the Branch President, Vice President,
Financial Director or Branch Liaison as per the process specified in section 16.15 of the
Association’s Policies and Procedures.
(c) Branch expenditures will be limited to $250.00 per request. All expenditures not specifically
addressed by these Branch Rules must be pre-approved by a majority of members in
attendance at a Branch Meeting. Notice of a request for an expenditure in excess of the amount
set out in the Branch Section below must be given to the membership at least 30 days prior to
the Meeting at which the motion will be voted upon. Notwithstanding the foregoing, in exigent
circumstances the Branch Executive may approve an expenditure of the set amount or less
and shall report such expenditure to the next Meeting.
(d) A request for a financial donation shall be forwarded in writing to the Branch Executive for their
consideration at least 14 days prior to a scheduled Branch meeting, and shall be included in
the published agenda. The originator of the request or their designee shall be present to
answer any questions. If the motion is defeated, it cannot be re-introduced until the following
fiscal year.
(e) Members of the Branch may be reimbursed for expenses incurred on behalf of the Branch, as
approved by the Branch Executive.
(f) All members are entitled to attend General Meetings of the OPPA. The Branch may reimburse
members for the expense of attending in accordance with Branch Section 10 below.
(g) A member shall be reimbursed for travel costs at the published OPPA rate when operating a
personal vehicle on business on behalf of the Branch.
(h) The Branch shall obtain liability insurance for all Branch functions in accordance with Policies
and Procedures.
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(i) Branches will discontinue providing additional benevolence funding. OPPA Head Office will
continue to donate $500. In extenuating circumstances, the Board of Directors will have the
discretion to provide additional funding.
(j) Retirement gifts are the sole responsibility of OPPA head office, no additional gifts/plaques will
be provided at the Branch level.
(k) Bursaries are the sole responsibility of OPPA head office, no additional funding will be provided
at the Branch level.
(l) We recognize that some Branches currently contribute towards a Memorial Bursary Fund. We
acknowledge the importance of maintaining the existing commitments by grandfathering this
practice. In an effort to create efficiencies and consistencies throughout the province, this
practice is discontinued on a go forward basis.
(m) Branch Presidents and Vice Presidents shall receive a monthly allowance from their branch
funding in the amount of up to one hundred dollars ($100.00), and Financial Directors shall
receive a monthly allowance of up to fifty dollars ($50.00), with proof of expense to offset any
technology related expenses (i.e. Cell phone, internet) incurred while conducting OPPA
business.
(n) The Association will purchase laptops and software for the following Branch positions:
Branch President, Vice-President and Financial Director as required through the
Association’s head office Technology Support Specialist. A standardized process will be
more manageable and will allow for the secure sharing of information. The IT specialist will
re-assess the need for upgraded technology every four years from date of issue. The
expense associated with this purchase will be paid by the Association from the Branch
Reserve.
(o) Branches may continue to provide charitable donations to a registered charity up to a maximum
of two hundred fifty dollars ($250.00) per request. If the amount exceeds two hundred fifty
dollars ($250.00) an appropriate motion will be tabled to the next meeting.
(p) Branches are encouraged to reach out to members who are sick however the practice of
providing “sick” gifts is discontinued.
(q) In the event of the death of an active member, the Branch may make a donation up to $250.00.
Should the Branch require additional funding in excess of this amount, approval must be
obtained by the Director Liaison.
(r) In the event of the death of a member’s immediate family the Branch may make a fifty dollar
($50.00) charitable donation in memory of that family member. Family is defined as follows:
Member’s spouse, common-law spouse, same-sex spouse or partner, mother, father,

stepmother, stepfather, mother-in-law, father-in-law, son, daughter, son-in-law, daughter-in-
law, stepson, step-daughter, brother, sister, stepbrother, stepsister, ward, guardians, step-
grandparents, step-grandchildren, grandchildren and the grandparents of the employee. “In-
law” and “step” relations listed in this article include such relatives of a common-law spouse or
same sex spouse or partner.
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(s) The Branch shall budget no more than five percent (5%) of their annual budget towards the
purchase of promotional items. Should the Branch require additional funding above this
amount, approval must be obtained by the Director Liaison.
(t) Members may request financial assistance through their Branch to attend Annual Memorial
Services. In order to qualify for the funding, a member must have attended at least one branch
meeting within the last twelve months. The Branch has the discretion to fund up to $300.00
dollars per member, in accordance with the allotment set out in the Associations’ Policies &
Procedures.
(u) In the event that a detachment is requesting funding through their branch for fitness equipment,
the onus is on the requester to confirm that it is their detachments’ turn to receive the funding.
Once confirmed, the requester shall show proof of their purchase, and only after proof has been
provided, the branch may reimburse up to $1,000.
(v) Recognition awards shall be provided to members who are retiring or leaving the OPP in
accordance with the following criteria:
i.) OPPA Coasters for those with 5 to 9 years and 364 days;
ii.) Iceberg Arctic Circle for those with 10 to 19 years and 364 days.
(w) When a member of the branch executive is leaving their position within the branch, a $50
donation in their name will be provided to a charity of their choice.
4. FINANCIAL RECORDS AND REPORTING
(a) OPPA CAO and or designee shall have viewing authority of all Branch accounts, and may
conduct audits as necessary.
(b) The Branch shall provide a budget and any other financial statements as required, to the OPPA
CAO by March 31 of each calendar year.
(c) The Branch will receive its funding on an annual basis provided that the required reports
including all monthly financials, annual budget and any outstanding monies for swag, etc.
have been received by the OPPA CAO by March 31.
(d) The Branch shall keep financial records, supporting documentation and bank statements in
the event of an audit.
5. CONTRACTS
The Branch has no authority to bind the OPPA and shall not enter into any contract whatsoever.
6. INVESTMENTS
The Branch shall not invest any money in any account, stock, bond or other investment vehicle other
than its accounts at the OPPA Credit Union.
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7. FISCAL YEAR OF THE BRANCH
The fiscal year for the Branch shall begin on May 1st and terminate on the 30th day of April in each year.
8. INSPECTION OF BOOKS AND RECORDS OF THE BRANCH BY MEMBERS
Any member having concerns regarding the financial books and records of the Branch may contact the OPPA
CAO for assistance.
9. AUDITORS
At the end of each fiscal year, and at such other times as the Executive may determine, the books and
records of the Branch shall be audited by a firm of chartered accountants, certified public accountants, or
other person(s) appointed for that purpose by the Executive. The auditor’s report shall be made available
to the Branch membership.
BRANCH SECTIONS
10. EXPENDITURES
(a) The maximum expenditure amount set out in Branch Rule 8, #3 (c) shall be $250.00.
(b) Reimbursement of members’ expenses, e.g. attendance at Branch meetings shall be in accordance
with Branch Rule No. 6, 1(c) & 1(d).
(c) Reimbursement of members’ expenses for attending Meetings of Members of the OPPA shall be
as per Policies and Procedures of the Association.
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APPENDIX I - OPPA AUDIO-VISUAL RECORDING POLICY
1.0 Policy Statement
Open and honest communications are central to the operation of the Ontario Provincial Police Association
(the “OPPA”) and to the effective representation of OPPA members. The OPPA is committed to protecting
the privacy of OPPA members, families and staff, and the promotion of positive labour relations with the
Ontario Provincial Police (the “OPP”). To that end, the OPPA strives to preserve the confidentiality and
privilege which may attach to communications made during the course of OPPA operations, which we
regard to be of greatest importance for the proper representation of our members.
2.0 Purpose
This policy aims:
To protect the privacy rights of our members, their families, and of OPPA staff and representatives;
To foster positive labour relations and communications between the OPP, the OPPA, and OPPA members;
and,
To ensure that all relevant communications retain the legal protections provided by privilege.
Scope
This policy applies to all members involved in communications and interactions made during the course, or
in contemplation of, OPPA operations or business.
4.0 Definitions
Audio/Visual Recording
An audio, video, or photographic record in any form that is recorded, transmitted or stored in any manner
or on any medium including, but not limited to, cameras, smartphones, and portable electronic devices; or
by any means including film, tape, analog, digital, graphic, electronic, or mechanical means.
Confidential Information
Confidential information means any information which is treated as confidential by either party.
Disclosure
Disclosure is a process during the course of a labour relations dispute wherein a party is required to share
all arguably relevant information, documents, and materials within their possession or control. Materials
which may be excluded from disclosure include those which are not relevant, which are protected by a form
of privilege, or which must be excluded for labour relations policy reasons.
Privilege
Privilege is an exclusionary rule of evidence which protects certain communications from disclosure to
opposing parties, and from entry into evidence, in legal proceedings. Privilege enables parties to speak
candidly and openly when consulting with a lawyer or labour representative. (see section 6.0 for further
information)
OPPA Operations/Business
OPPA operations and business includes all communications, interactions, or acts undertaken or performed
on behalf of OPPA members, or the OPPA generally, by OPPA staff and representatives.
OPPA Representatives/Staff
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OPPA representatives and staff include all directors, officers, employees, branch representatives, students,
researchers, educators, or agents of any of the above that work, provide services, or otherwise operate in
connection with the OPPA and its representation of its members and their families.
5.0 Policy
5.1 General – Audio/Video Recordings

The OPPA does not consent to nor authorize the recording of communications and/or interactions made
during the course, or in contemplation of, OPPA operations or business. Such recordings are unauthorized
and prohibited per this policy, unless an exception is granted in accordance with section 5.2 of this policy.
5.2 Exceptions for Authorized Recording

An exception to create an authorized audio and/or video recording may only be permitted in rare and special
circumstances. The following process must be followed if a party seeks to obtain the requisite exception to
create an authorized audio and/or video recording of private and protected conversations or interactions.
Request
The party seeking to record must request an exception to this policy in writing.
The request must include the following information:
the parties expected to be involved in the communications;
The expected date and time of the communications;
The expected topic and purpose of the communications; and,
The reason for which the party seeks to record the communications.
When a request is received, the OPPA will review the request and ensure that all the involved parties are
notified of the request. In reviewing the request, involved parties may provide alternative options to the
requesting party to see if the purpose of the request may be achieved in a manner which better protects
privacy and labour relations interests.
After the OPPA has reviewed the request, the requesting party will be notified either that consent to record
has been granted, or they will be provided with reasons for the denial. The final determination of the request
will be documented in the file associated with the labour relations issue with which the request is connected.
5.3 Guidelines for Permitted Recordings
If explicit authorization is obtained as per 5.2 and a recording is permitted in accordance with that
authorization, the following guidelines must be followed:
Parties to the communications to be recorded should be reminded that the conversation will be recorded at
the outset of the communication and on the record;
It shall be stated on the record that the recording is made in contemplation of litigation and subject to the
confidential relationship privilege, if that is the purpose of the communication; and,
The original recording will be stored in a secure manner at OPPA headquarters utilizing password protection
and/or other methods to ensure that the recording is not lost or misapprehended.
5.4 Unauthorised Recordings
If authorization to record is not obtained and an unauthorized recording is made, or is observed being made;
The recording party will be advised that the recording is being made contrary to OPPA policy
The recording party will be asked to cease recording and may be asked to delete any previously recorded
information;
the Chief Administrative Officer will be notified that the recording took place; and,
The OPPA representative may choose to conclude the communications offering alternatives to the
audio/visual recording to or to proceed in the labour relations proceeding in a different manner.
6.0 Further Information
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6.1 Privilege in the Labour Context
The ability to communicate freely with your legal representative with the knowledge that those
communications will remain confidential is a central tenant of the Canadian legal system. Privilege is an
exclusionary rule of evidence which protects certain communications from disclosure to opposing parties,
and from entry into evidence, in legal proceedings and to facilitate open and honest communications.
Labour arbitrators have consistently held that communications between a union representative and a union
member, respecting the union member’s rights under a collective agreement, or a potential or existing
grievance, are privileged. Confidentiality is seen to be an essential part of the relationship between a union
and its members, as a member must be able to freely and fully consult with their labour representatives so
that their representatives can properly represent them.
It is the member’s right to have their communications with their labour representatives protected by
privilege. However, this right can be undermined by the recording and/or sharing of such communications.
The first factor examined when a labour arbitrator considers whether certain communications are protected
by privilege is whether or not the parties to the communication had an expectation that the conversation
would remain confidential. If communications are recorded for the actual or perceived purpose of sharing
the communicated information with other parties, the essential expectation of confidentiality is undermined.
Even if an individual seeks to utilize recorded communications for matters completely unrelated or
connected to the labour dispute or issue they were created in relation to, communications can lose the
protections provided by the concept of privilege if they are recorded. This can allow another party, like the
OPP, to seek the disclosure of these now non-privileged communications and use them in a potential labour
dispute against the individual.
6.2 Policy Contact
If you have questions or concerns regarding this policy, please direct your questions to legal@oppa.ca
Any information included in the above policy is not intended to be legal advice for any particular individual
or situation. Please contact your OPPA representative with any questions or concerns.
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APPENDIX J - BOD CODE OF CONDUCT DECLARATION
OPP Association Board of Directors
Code of Conduct Declaration
As a Board Member I, __________________________________ , acknowledge and agree to the following;

The objectives of the OPP Association are:
to further the interests of the members of the Association with respect to the regulation of relations between
the members and the OPP;
to provide and encourage training and programs designed to increase professional skills and abilities of the
members;
to further and improve the public reputation of the members; and,
to engage in projects and activities that may be conducive to the welfare of the members.
Whereas the Association seeks to build on the collective strength of our people, we are committed to
improving relationships throughout our Association, as we deliver exceptional support, service and
protection for all members; and
Whereas the Association is a member oriented organization that is committed to the principles of fairness,
honesty, integrity, openness, transparency, accountability and trust in all our activities and relationships As
a member of the board of directors I hereby pledge to my fellow board members, staff, Branch Executive
and members that I shall conduct myself in a manner that:
Supports and protects; human rights, the provision of equal rights and opportunities in employment and in
the provision of services, the establishment and maintenance of a positive respectful work environment that
is free from discrimination and harassment where all persons are treated with dignity and respect.
Represents and advocates for the fair treatment of all staff and members.
Ensures my communications are open, courteous and that demonstrates respect and consideration for the
opinions of all other Board members, Staff, Branch Executive, and members
Abides by and the Association’s By-Laws, Policies and Procedures.
Fulfills all of our statutory and regulatory obligations.
Recognizes that it is the Board’s ultimate responsibility shall be to create, foster and promote unity within
the Association, Board, with the staff and within the membership.
There is no place for factional or divisional style politics accordingly I will not impede or undermine the
effectiveness of the majority to make and implement the decisions.
Recognizes that as a Director I have both a fiduciary duty and a duty of care to the OPP Association. That
these duties require me to always act honestly and in good faith, with a view to continuously act in the best
interests of the Association and its members. In fulfilling my fiduciary duty and my duty of care I will exercise
the care, diligence and skill of a reasonably prudent person in comparable circumstances.
Ensures that the business of the Association will be conducted in a way that ensures democratic,
responsible and effective administration of all of its activities.
Represents the membership of the Association and that all decision-making shall always put the interests
of the membership ahead of any personal or group-specific interests.
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Demonstrates awareness and recognition of confidential information and that I shall not use or disseminate
this information outside of the purpose for which it was intended unless duly authorized by the Board or
compelled by law.
It is the foremost responsibility of the Board members to maintain loyalty to the interests of the Association
and its members and to always conduct myself in accordance with the Association’s Conflict of Interest
Policy.
Conduct always reflects the honour and integrity befitting the position of a Board member and not engage
in any conduct that may bring the OPP Association or myself into disrepute.
Board Member Witness
Name: Name:
Signature: Signature:
Title: Title:
Date: Date:
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APPENDIX K - STAFF CODE OF CONDUCT DECLARATION
OPP Association Staff

Code of Conduct Declaration
As a member of the Staff of the OPPA, I, __________________________________ ,

acknowledge and agree to the following:
The objectives of the OPP Association are:
to further the interests of the members of the Association with respect to the regulation of relations between
the members and the OPP;
to provide and encourage training and programs designed to increase professional skills and abilities of the
members;
to further and improve the public reputation of the members; and,
to engage in projects and activities that may be conducive to the welfare of the members.
Whereas the Association seeks to build on the collective strength of our people, we are committed to
improving relationships throughout our Association as we deliver exceptional support, service and
protection for all members; and,
Whereas the Association is a member oriented organization that is committed to the principles of fairness,
honesty, integrity, openness, transparency, accountability and trust in all our activities and relationships.
As a member of the Staff of the OPPA, I hereby pledge to the Board of Directors, the CAO, other members
of the Staff, the Branch Executives and all members of the Association, that I shall conduct myself in a
manner that:
Supports and protects the following: human rights; the provision of equal rights and opportunities in
employment and in the provision of services; and, the establishment and maintenance of a positive
respectful work environment that is free from discrimination and harassment where all persons are treated
with dignity and respect.
Represents and advocates for the fair treatment of all Staff and members.
Ensures my communications are open, courteous and demonstrate respect and consideration for all Board
members, Staff, Branch Executive, and Members.
Abides by the Association’s By-Laws, Policies and Procedures, and Staff Manual.
Fulfills all of our statutory and regulatory obligations.
Demonstrates awareness and recognition of confidential information and that I shall not use or disseminate
this information outside of the purpose for which it was intended unless duly authorized by the Board, CAO
or compelled by law.
Is in accordance with the Association’s Conflict of Interest Policy.
Always reflects the honour and integrity befitting the position of a member of the Staff and not engage in
any conduct that may bring the OPP Association or myself into disrepute.
I understand that I am required to complete the Ontario Human Rights Commission’s course entitled Human
Rights 101 and familiarize myself with the OPP Association’s Workplace Violence and Harassment
Directive. I recognize my duty to always conduct myself in a manner consistent with the Directive.
I recognize and acknowledge that a breach of this Code of Conduct Declaration may result in disciplinary
action up to and including dismissal from employment with the Association.
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All employees shall sign this form prior to their employment to any position at the Association, and annually
on the anniversary of their employment.
Staff Member Witness
Name:_________________________
Signature:______________________
Title:__________________________ Name:__________________________
Date:__________________________
Signature:_______________________
Title:___________________________
Date:___________________________
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APPENDIX L – SEXUAL HARASSMENT POLICY AND PROGRAM
This Ontario Provincial Police Association (“OPPA”) Sexual Harassment Policy and Program marks our
rededication to upholding professional standards and addressing the toxic and often unlawful workplace
culture that some of our members face on a daily basis. The OPPA is committed to providing a safe working
environment in which all individuals are treated with respect and dignity, free from workplace violence and
harassment. We expect our employees to live up to these standards, including in their dealings with
members and other employees.
The law does not permit, nor will the OPPA tolerate any intimidating, harassing or violent behaviour toward
employees by other employees, or by members, contractors, vendors or other visitors to the workplace.
Likewise, we will not tolerate intimidating, harassing or violent behaviours against a member, contractor or
vendor by any employee of the OPPA.
As a labour organization that draws its strength from collective action, we also expect our employees and
members to uphold our collective responsibility, to stop harassing conduct whenever possible, to support
those who speak up, and to report the offensive conduct whenever possible. STOP. SUPPORT. REPORT.
Inappropriate conduct as outlined in this policy constitutes serious misconduct and any individual found to
have engaged in such misconduct will be subject to disciplinary measures up to and including immediate
termination of employment.
1. SCOPE
This policy applies to all employees and workers in respect of the activities which may occur within the
OPPA workplace, or during the course of any OPPA business, activity or event, in or outside of the office,
including business trips, social events, work-related travel and work-related conferences or training
sessions.
1.1 Policy Definitions

For the purposes of this policy, the terms listed below have the following meaning:
Complainant: person who alleges to be a recipient of workplace sexual harassment or discrimination.
Employee: an employee of the Ontario Provincial Police Association which includes staff, including the
Chief Administrative Officer of the Association (CAO), Executive Staff and Support Staff and is defined as
a worker for the purposes of the OHSA.
Employer: the Ontario Provincial Police Association which employs one or more workers or contracts for
the services of one or more workers and has the same meaning as defined in s.1 of the Occupational Health
and Safety Act R.S.O. 1990, c.0.1.
Human Rights Code, R.S.O. 1990, c.H.19: Ontario law that protects persons from employment-related
discrimination and harassment based on prohibited grounds and recognizes the dignity and worth of every
person. Grounds are age, ancestry, citizenship, colour, creed, disability, ethnic origin, family status, gender
expression, gender identity, marital status, place of origin, race, record of offences, sex (including
pregnancy and breastfeeding), and sexual orientation.
Investigation: systematic attempt to learn the facts about a complaint under this policy to determine
whether the policy has been violated.
Joint Health and Safety Committee (JHSC): A committee as constituted under the OHSA.
Occupational Health and Safety Act R.S.O. 1990, c.0.1 and its regulations (OHSA): Ontario law that
outlines legislative obligations to protect workers, roles and responsibilities for all parties, and outlines
enforcement and penalties for unsafe working conditions and practices.
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Prohibited (or protected) Grounds: personal attributes that are recognized as the basis of harassing and
discriminatory actions under the Code.
Respondent: person alleged to have harassed or discriminated against an employee, other worker or
member of the public (e.g., complainant).
Sexual Harassment: See section 2.1
Worker: has the same meaning as defined in s.1 of the OHSA and includes a contractor or subcontractor
who performs work or supplies services and a contractor or subcontractor who undertakes with an owner,
constructor, contractor or subcontractor to perform work or supply services.
Workplace: means any land, premises, location or thing at, upon, in or near which an employee works and
sites at which work-related activities or events take place, for example, off-site training locations,
conferences, work-related social events and business travel.
2. UNDERSTANDING SEXUAL HARASSMENT
2.1 Defining and Identifying Sexual Harassment

For the purposes of this policy, sexual harassment is defined consistent with the Occupational Health and
Safety Act. Workplace Sexual Harassment is defined in the Act as:
(a) Engaging in a course of vexatious comment or conduct against a worker in a workplace because
of sex, sexual orientation, gender identity or gender expression, where the course of comment or
conduct is known or ought reasonably to be known to be unwelcome,
OR
(b) Making a sexual solicitation in advance where the person making the solicitation or advance is in
a position to confer, grant or deny a benefit or advancement to the worker and the person knows
or ought reasonably to know that the solicitation or advance is unwelcome.
Sexual Harassment takes many forms. It includes sexual assault (which is also a crime), unwanted touching
or sexual advances, requests for sexual favors, inappropriate use of nudity or sexual images in work areas,
sending sexually offensive texts or emails, sexually degrading words used to describe an individual, sexist
jokes causing embarrassment, and other unwelcome verbal, visual, or physical conduct of a sexual nature.
Sexual harassment also manifests in instances when:
1. your job or work assignments depend on your submission to sexual or romantic requests from
a superior, or you are denied work or given less favorable work assignments because of your
unwillingness to engage in sexual or romantic behavior. This may colloquially be referred to as
“quid pro quo sexual harassment”
2. unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive
and which creates a hostile, offensive or intimidating work environment which alters the terms
and conditions of employment. Conduct directed at others can nevertheless generate a hostile
work environment.
Sexual Harassment may also relate to a form of harassment or discrimination based on a prohibited or
protected ground as set out in the Ontario Human Rights Code, but it does not have to be.
2.2 Reprisal
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Reprisal in any form is also unlawful. Reprisal occurs when an employer takes an employment action
against someone who makes a complaint of sexual harassment. Reprisal against someone who assists
another in making a complaint or who participates in an investigation into inappropriate behavior is also
unlawful. Reprisal can take many forms, including firing, denial of work assignments, loss of extra hours,
offering less favorable work opportunities or exclusion. Report reprisal behavior in the same manner you
would harassment.
2.3 What is NOT Sexual Harassment.

Consensual banter or romantic relationships, where the people involved agree with what is happening, is
not considered sexual harassment.
Further, a reasonable action taken by an employer or supervisor in relation to the management and
direction of work or the workplace is not harassment. Examples include but are not limited to appropriate
performance reviews, counselling or appropriate discipline by a supervisor or manager.
3. RESPONDING TO SEXUAL HARASSMENT
3.1 Immediate Action

If you feel that you are a victim of sexual harassment in the workplace or in the performance of your duties,
or observe sexual harassment of another employee or member, immediately tell the person displaying
offensive behaviour to stop if you feel safe and comfortable in doing so. They may not be aware that their
conduct is unwelcome or offensive. We encourage employees to address inappropriate behaviour directly
when it occurs, however this is not required.
When a violent incident does occur, action must be taken to minimize its impact. Employees should respond
to incidents of violence and must summon immediate assistance if they are able. Such assistance should
include, but not be limited to, involvement of supervisors, contacting security, emergency services, police
services and 911. In the event of potential or actual injury, medical assistance must be contacted
immediately.
3.2 Reporting
In addition to the actions outlined in section 4.1, immediately report any incident of sexual harassment
verbally or in writing to the Chief Administrative Officer even if you have discussed it directly with the
individual(s) involved. An incident or a complaint of sexual harassment should be reported as soon as
possible after experiencing or witnessing an incident. This allows the incident to be investigated in a timely
manner.
If the Chief Administrative Officer is not available, or if the Chief Administrative Officer is the person alleged
to have engaged in the sexual harassment, then the report may be made to a director of the Board of
Directors. If the person alleged to have engaged in sexual harassment is a member of the Board of
Directors, then the report may be made to the Chief Administrative Officer, who shall refer the investigation
of any such complaint to an external investigator in accordance with section 3.3.2 of this policy.
When submitting a written complaint, please use the workplace harassment complaint form provided in this
policy at Schedule “A”. When reporting verbally, the CAO or Director, along with the complainant, will fill
out the complaint form.
Employees who report and/or witness an incident should provide the following information:
1. Name of the Complainant and contact information;
2. Name of the alleged respondent, position and contact information (if known);
3. Date(s), time(s), and location(s) of the incident/incidences that took place;
4. Details of what happened including date(s), frequency and location(s) of the alleged incidents;
5. Any supporting documents the complainant may have in his/her possession that are relevant
to the complaint;
6. A list of any documents that a witness, another person, or the alleged respondent may have in
their possession that are relevant to the complaint;
7. Name(s) of anyone present during each incident and contact information (if known); and,
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8. Anyone with whom you've discussed the incident/incidences or who may have relevant
information to provide about the incident and contact information (if known).
All complaints of sexual harassment will be investigated and shall follow the investigation process outlined
in section 3.3. All incidents or complaints of workplace harassment shall be kept confidential except to the
extent necessary to protect workers, to investigate the complaint or incident, to take corrective action or
otherwise as required by law.
If the incident or complaint involves a member of the Board of Directors, an external person qualified to
conduct a workplace harassment investigation who has knowledge of the relevant workplace harassment
laws will be retained to conduct the investigation.
All individuals have the right to contact the Human Rights Tribunal of Ontario to file a formal complaint of
discrimination or harassment. If an employee needs further assistance, they may contact CLAC or the
CLAC representative (if a represented employee), or the Human Rights Legal Support Centre.
Anyone bringing a complaint forward or assisting in the investigation of such a complaint will not be
adversely affected in their terms and conditions of employment. Reprisals against individuals for bringing
forward a complaint or assisting in the investigation of a complaint will not be tolerated by the OPPA.
3.3 Investigation
3.3.1 Commitment to Investigate

The OPPA will ensure that an investigation appropriate in the circumstances is conducted when the
employer, a manager or supervisor becomes aware of an incident of workplace harassment or receives a
complaint of workplace harassment.
3.3.2 Investigator
The CAO will conduct the investigation into the incident(s) or complaint of sexual harassment. If the
allegations of sexual harassment involve the Chief Administrative Officer, or a member of the Board of
Directors, the OPPA will refer the investigation to an external investigator to conduct an impartial
investigation.
3.3.3 Timing
The investigation must be completed in a timely manner and generally within 90 days or less from the date
of report, unless there are extenuating circumstances warranting a longer investigation. The parties will be
notified in the event that the investigation is required to extend beyond the 90 days from the date of report.
3.3.4 Investigation Process

The investigator, whether internal or external to the workplace will, at minimum, complete the following:
i. The investigator must ensure the investigation is kept confidential and identifying information is not
disclosed unless necessary to conduct the investigation. The investigator should remind the parties
of this confidentiality obligation at the beginning of the investigation.
ii. The investigator must thoroughly interview the complainant and the respondent, if they are an
employee. If the respondent is not an employee of the OPPA, the investigator should make
reasonable efforts to interview the respondent.
iii. The respondent must be given the opportunity to respond to the specific allegations raised by the
employee. In some circumstances, the complainant should be given a reasonable opportunity to
reply.
iv. The investigator must interview any relevant witnesses employed by the employer who may be
identified by either the complainant, the respondent or as necessary to conduct a thorough
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investigation. The investigator must make reasonable efforts to interview any relevant witnesses
who are not employed by the employer if there are any identified.
v. The investigator must collect and review any relevant documents.
vi. The investigator must take appropriate notes and statements during interviews with the
complainant, the respondent and any witnesses.
vii. The investigator must prepare a written report summarizing the steps taken during the investigation,
the complaint, the allegations of the complainant, the response from the respondent, the evidence
of any witnesses, and the evidence gathered. The report must set out findings of fact and come to
a conclusion about whether sexual harassment was found or not.
3.3.5 Results of Investigation

Within 10 days of the conclusion of the investigation, the complainant, and the respondent (if they are an
employee or worker of the OPPA) will be informed in writing of the results of an investigation and will be
informed of any corrective action that has been taken or that will be taken as a result of the investigation to
address sexual harassment.
If it is determined that an individual has made a false complaint or with the intent to harm another
person/employee, such an allegation will be investigated and formal disciplinary action may be taken
against the person. Conduct based on mistakes or misunderstandings shall not constitute malicious
conduct.
3.3.6 Interim Measures

Depending on the particular circumstances of the complaint, it may be necessary for the OPPA to institute
interim measures after the complaint is received and during the course of the investigation to ensure the
health and safety of employees. This may include removing employees from the workplace during the
course of the investigation.
3.3.7 Consequences for Policy Violations

Employees, including managers, found to have violated this policy will be held accountable and may be
subject to discipline up to and including dismissal in accordance with the principles of progressive discipline.
In the event that a complaint of sexual harassment is found following the conclusion of the investigation,
the respondent may be subject to discipline, up to and including termination in accordance with the
principles of progressive discipline.
3.3.8 Workplace Restoration

Workplace restoration shall be initiated within one month of complaint resolution. As part of workplace
restoration and corrective actions, the OPPA must consider undertaking appropriate actions such as, but
not limited to:
(i) providing appropriate direction
(ii) providing remedial education or training to employees who are found to have violated this policy
(iii) using Alternate Dispute Resolution (ADR) approaches to help restore and promote positive
working relationships; and/or
(iv) monitoring future behaviour.
3.4 Confidentiality
Confidentiality of reports and investigations of sexual harassment will be maintained to the greatest extent
possible. While some disclosure of personal information could be necessary it will be limited to what is
reasonably necessary to protect workers.
Information obtained about an incident or complaint of sexual harassment, including identifying information
about any individuals involved (complainant(s), respondent(s) and/or witness(es), will not be disclosed
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unless the disclosure is necessary for the purposes of investigating or taking corrective action with respect
to the incident or complaint, or is otherwise required by law.
While the investigation is on-going, the complainant, the respondent and any witnesses should not discuss
the incident or complaint or the investigation with each other or other workers or witnesses unless
necessary to obtain advice about their rights. The investigator may discuss the investigation and disclose
the incident or complaint-related information only as necessary to conduct the investigation.
3.5 Record Keeping

The OPPA will keep records of the investigation including:
a. a copy of the complaint or details about the incident;
b. a record of the investigation including notes;
c. a copy of the investigation report (if any);
d. a summary of the results of the investigation that was provided to complainant and the respondent,
if the respondent is a worker of the employer;
e. a copy of any corrective action taken to address the complaint or incident of sexual harassment.
All records of the investigation will be kept confidential. The investigation documents, including this report
should not be disclosed unless necessary to investigate an incident or complaint of sexual harassment,
take corrective action or otherwise as required by law.
Records will be kept for two years from the date of the conclusion of the investigation.
4. POLICY AND PROGRAM REVIEW

In compliance with sections 32.0.1 and 32.0.7(1)(c) of the OHSA in current force and effect, this policy and
program shall be reviewed annually by the Joint Health and Safety Committee in consultation with internal
Legal Counsel to the OPPA.
Date Created: November 29, 2019
Annual Review Date: December 1
Ontario Provincial Police Association
__________________________
Per: Michael Briscoe, CAO
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APPENDIX M - POLICE MEMORIAL FUNDING REQUEST FORM
The OPP Association recognizes the importance of honouring our fallen officers and supporting their family
members. To encourage attendance at the police memorials, the OPP Association have earmarked funds
to assist members with the expenses associated with attending a police memorial.
Eligible members will be reimbursed for expenses incurred up to a maximum of $300.00 in accordance
with the criteria listed below.
Each Branch will be allocated a maximum number of members that may submit for funding based on the
size of their membership. Any unused allotment will be applied to a branch that may have exceeded their
allotment.
Name:_______________________ Badge/WIN # ____________________
Detachment:__________________ OPPA Branch No. ________________
Date Submitted to the Branch: ____________________________
**Only one member per household is eligible for the funding.
Process
1. A member seeking funding approval, will submit this form to their branch:
 on or before April 10th for the Ontario Police Memorial

 on or before August 31st for the Canadian Police Memorial
2. The Branch President or their designate will submit requests for funding to the Finance
Department of the OPP Association:
 by April 15th for the Ontario Police Memorial

 by September 5th for the Canadian Police Memorial.
3. The Finance Department shall review all funding requests tendered to determine their eligibility
requirements and submit to the Board of Directors for approval.
4. The PRE-APPROVED member, shall submit an expense form accompanied with receipts to the
Finance Department of the OPP Association for reimbursement:
 By May 31st for the Ontario Police Memorial

 By October 31st for the Canadian Police Memorial
ALLOWABLE EXPENSES ARE AS FOLLOWS (Receipts must be included)
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ONE DAY ATTENDANCE: (no overnight stay)
Per Diem rates will be reimbursed as follows:
Meals:
Breakfast - up to $10.00 + (tax 13%) and (gratuity 15%) Total: $12.80
Lunch - up to $15.00 + (tax 13%) and (gratuity 15%) Total $19.20
Dinner - up to $30.00 + (tax 13%) and (gratuity 15%) Total $38.40
Mileage: 61 cents per kilometer
OVERNIGHT STAY:
Per Diem rates will be reimbursed as follows:
Meals:
Breakfast - up to $10.00 + (tax 13%) and (gratuity 15%) Total: $12.80
Lunch - up to $15.00 + (tax 13%) and (gratuity 15%) Total $19.20
Dinner - up to $30.00 + (tax 13%) and (gratuity 15%) Total $38.40
Mileage: 61 cents per kilometer
Hotel accommodation
Signature of member submitting request:
Date request processed by branch executive:
Signatures of branch executive:
Branch President Branch Vice-President
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COMMENTS OF BRANCH EXECUTIVE: ____________________________________
______________________________________________________________________
DATE DECISION REVIEWED BY THE BOARD/FINANCIAL DEPARTMENT: _______
REQUEST APPROVED
REQUEST DENIED
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APPENDIX N – HIF FOR BRANCH REPRESENTATIVES
DRAFT COVER LETTER RE HIF for Branch Rep
RE: Name of Branch Rep (XX)
Dear Attending Physician,
XX is an elected labour representative of the Ontario Provincial Police Association (the “Association”) in the
role of (Branch President, Branch Vice-President, Branch Financial Director, Branch Director, Branch
Representative) at the local branch level of the Association.
The OPP Association is committed to assisting its members and branch representatives through illness or
injury and to providing reasonable accommodations for the performance of their duties in their role with the
Association. This commitment relies on the branch representative’s cooperation and their medical
practitioner/health care provider to provide sufficient health-related information.
XX is (currently off work or on modified duties) with their Employer, the OPP. As such, we are requesting
an update on their condition (no diagnosis) to determine if they are capable of continuing to perform in their
role of (position title) with the Association and/or whether they require any accommodation. If
accommodation is necessary, we will need information about their restrictions/limitations (if any) to ensure
that we are appropriately supporting our branch representative.
To assist in the completion of the forms provided, we have provided you with the job description for (position
title). With the above and the included documents in mind, please provide answers to the attached Health
Information Forms (HIF) in as much detail as possible and return this completed/signed letter to XX so that
they can return the document to me by (date).
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Request for OPPA Branch Representative Health
Information for Accommodation
(Part 1)
The OPP Association (“Association”) is committed to providing accommodation and

support for OPPA Branch Representatives with disabilities to return their Association
duties.
The information below must be completed by a legally qualified medical practitioner or a

nurse practitioner (as appropriate).
The information provided is confidential and will only be used with the OPPA Branch
Representative’s consent to:
- Confirm anticipated duration of absences or sick leave to allow the Association to

make operational decisions.
- Develop and implement timely and appropriate accommodation and/or return to
Association duties.
Instructions
All sections (A, B, and C) of the form must be completed. If the OPPA Branch
Representative is able to return to Association duties with accommodation, including
modified duties, Part 2 of the form must be completed by a medical practitioner, nurse
practitioner or other regulated health professional (as applicable). Functional abilities,
limitations, and restrictions are specified on Part 2. The completed form (Part 1 and Part
2 where applicable) must be returned by the OPPA Branch Representative to the
responsible Liaison Director of the Association as noted on the letter accompanying this
form.
Section A – Contact Information OPPA Branch Representative Name
Last Name First Name Middle Initial
Branch or Personal Telephone Number Branch or Personal Email Address
Branch Number Branch Role
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Section B – Absences due to injury, illness or disability
1. To be completed by one of the following (as appropriate)

☐Medical practitioner, CPSO number
☐Nurse practitioner, registration number
Last Name First Name
Name of Organization, Health Clinic or Company if an organization
Mailing Address
Unit Number Street Number and Name or Stamp Address
City/Town
Province Postal Code
Signature Date (yyyy/mm/dd)
2. OPPA Branch Representative has been absent from Association duties due
to illness or injury
Date (yyyy/mm/dd) Date (yyyy/mm/dd)

From to
3. Date of most recent assessment (yyyy/mm/dd)
4. Date of next assessment (if applicable) (yyyy/mm/dd)
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5. OPPA Branch Representative is (check one of the following)
☐ Unable to return to Association duties.
Estimated date to return to duties (yyyy/mm/dd) _____________
☐ Able to return to full Association duties without accommodation.
☐ Able to return to Association duties with accommodation (please complete
question 6 and part 2).
6. If the OPPA Branch Representative cannot return to full hours of Association

duties, indicate how many hours the OPPA Branch Representative can work
a. Maximum number of hours/day
b. Maximum number of hours/week
c. Comments, including the estimated duration of the restriction (include additional pages
if necessary)
Section C – Representative Consent to the Collection and Disclosure of Health

Information
I understand that as part of the process of identifying my functional abilities, limitations,
and/or restrictions for the purposes of accommodation, planning for return to Association
duties, the Association may require my health information.
Accordingly, I (first/last name) authorize and consent to the

release of my health information to the Association as represented by the Liaison
Director. I further understand and consent to the Association:
 Sharing Association duty related information with my medical practitioner or nurse

practitioner.
 Seeking clarification (in writing) of the information provided on this form
 Sharing information provided on this form and further clarifications with the Board
of Directors and/or legal services where necessary to obtain advice on facilitating
the purposes set out above.
Health information provided on this form is collected for the purposes set out above. The
information provided will only be used by authorized individuals for the specified
purposes. Questions about the collection of health information on this form can be
directed to the Liaison Director of the Association whose contact information is set out in
the letter accompanying the form.
OPPA Branch Representative Signature Date (yyyy/mm/dd)
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Request for OPPA Branch Representative Health
Information for Accommodation
(Part 2)
The OPP Association (“Association”) is committed to providing accommodation and

support for OPPA Branch Representatives with disabilities to return their Association
duties.
The information below must be completed by a legally qualified medical practitioner, a

nurse practitioner (as appropriate) or other regulated health professional (as defined
under the Regulated Health Professions Act operating within their scope of practice).
The information provided is confidential and will only be used with the representative’s
consent to:
- Confirm anticipated duration of absences or sick leave to allow the Association to

make operational decisions;
- Develop and implement timely and appropriate accommodation and/or return to
Association duties.
Instructions
Omit Section A if Part 1 of the form has been completed and attached. If not, complete
all sections (A, B, and C). The completed form (Part 1 and 2 where applicable) must be
returned by the OPPA Branch Representative to the responsible Liaison Director of the
Association as noted on the letter accompanying this form.
Section A – Contact Information
OPPA Branch Representative Name

Last Name First Name Middle Initial
Branch or Personal Telephone Number Branch or Personal Email Address
Branch Number Branch Role
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Section B – Functional Abilities and Limitations
1. To be completed by one of the following (as appropriate)
☐Medical practitioner, CPSO number

☐Nurse practitioner, registration number
☐Regulated health professional, registration
number
Last Name First Name
Name of Organization, Health Clinic or Company if an organization
Mailing Address
Unit Number Street Number and Name or Stamp Address
City/Town
Province Postal Code
Signature Date (yyyy/mm/dd)
2. See the following definitions to assist with completing tables 2.1-2.6 below
Limitations
OPPA Branch Representative is able to perform the activity in a reduced capacity (e.g.,
patient is unable to sit for periods longer than 2 hours)
Maximum ability
Indicate the maximum amount of time the OPPA Branch Representative can perform the
activity consistently within regular hours
Duration
Indicate the duration of the limitation. Please indicate the OPPA Branch
Representative’s functional abilities by marking all that apply and provide a brief
description. Do not include diagnosis. (Include additional pages if necessary)
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2.1 Physical Limitation Maximum Ability (if Duration (if
applicable) applicable)
Example of how to ☒ 4 hours per day 5 weeks
complete
Neck ☐
Arm/Hand ☐
Back ☐
Leg/Foot ☐
Other (specify) ☐
Comments
2.2 Physical Movement Limitation Maximum Ability (if Duration (if

Sit ☐
Stand ☐
Walk ☐
Bend/Twist ☐
Kneel ☐
Lift/Carry ☐
Push/Pull ☐
Machinery/Equipment ☐
Operation
Other (specify) ☐
Comments
2.3 Sensory Limitation Maximum Ability (if Duration (if

Vision ☐
Hearing ☐
Other (specify) ☐
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Comments
2.4 Environmental Limitation Maximum Ability (if Duration (if

Lights ☐
Noise ☐
Temperature ☐
Other (specify) ☐
Comments
2.5 Psychosocial Limitation Maximum Ability (if Duration (if

Working alone or in a group ☐
Supervision of others ☐
Exposure to emotional ☐
situations/conflict
Other (specify) ☐
Comments
2.6 Cognitive Demands Limitation Maximum Ability (if Duration (if

Attention and Concentration ☐
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Learning ☐
Memory ☐
Decision Making ☐
Organization and Planning ☐
Communication ☐
Written Communication ☐
Judgment ☐
Other (specify) ☐
Comments
3. Is the OPPA Branch Representative involved in treatment and/or taking

medication that may affect his/her ability to perform their Association duties?
☐ Yes ☐ No
If yes, describe the impact (e.g., medication may cause drowsiness, treatment requires
intermittent absences from duties, has an adverse impact on ability to perform duties
safely or effectively/productively), and expected duration.
4. Other medical limitations/restrictions not identified above and/or additional

comments
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Section C – Representative Consent to the Collection and Disclosure of Health
Information
I understand that as part of the process of identifying my functional abilities, limitations,

and/or restrictions for the purposes of accommodation, planning for return to Association
duties, the Association may require my health information.
Accordingly, I (first/last name) authorize and consent to the

release of my health information to the Association as represented by the Liaison
Director. I further understand and consent to the Association:
 Sharing Association duty related information with my medical practitioner or nurse

practitioner
 Seeking clarification (in writing) of the information provided on this form
 Sharing information provided on this form and further clarifications with the Board
of Directors and/or legal services where necessary to obtain advice on facilitating
the purposes set out above.
Health information provided on this form is collected for the purposes of set out above.
The information provided will only be used by authorized individuals for the specified
purposes. Questions about the collection of health information on this form can be
directed to the Liaison Director of the Association whose contact information is set out in
the letter accompanying the form.
OPPA Branch Representative Signature Date (yyyy/mm/dd)
140

Oppa Policies and Procedures Effective October 17 2022 Oppa P&P

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Oppa Policies and Procedures Effective October 17 2022 Oppa P&P

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POLICIES & PROCEDURES

AMENDED AND RESTATED effective October 17, 2022

1.1 DEFINITIONS ..................................................................................................................... 1

2.0 GENERAL ........................................................................................................................................ 2

2.1 GENERAL STATEMENT .................................................................................................... 2

3.0 STRATEGIC PLAN.......................................................................................................................... 2

3.1 VISION STATEMENT ......................................................................................................... 2

4.0 CONFLICT OF INTEREST .............................................................................................................. 3

4.1 GENERAL ........................................................................................................................... 3

5.0 CONFIDENTIALITY AGREEMENT ................................................................................................. 4

5.1 PURPOSE ........................................................................................................................... 4

6.0 MEMBER ENGAGEMENT .............................................................................................................. 4

6.1 MEMBER CONDUCT ......................................................................................................... 4

7.0 MEETINGS OF MEMBERS ............................................................................................................. 5

7.1 RULES OF ORDER ............................................................................................................ 5

8.0 PROVINCIAL DIRECTORS ............................................................................................................. 6

8.1 GENERAL ........................................................................................................................... 6

9.0 DIRECTOR'S POSITION & HONORARIA POLICE ASSOCIATION OF

9.1 ASSOCIATION REPRESENTATION ................................................................................. 8

10.0 PROVINCIAL PRESIDENT ............................................................................................................. 9

11.0 COMMITTEES & LIAISONS ......................................................................................................... 10

12.0 OPERATIONS & ADMINISTRATION ........................................................................................... 12

12.1 MAJOR INCIDENTS ......................................................................................................... 12

13.0 FINANCIAL .................................................................................................................................... 20

13.1 EXPENDITURES & PROVINCIAL DIRECTORS' EXPENSES ........................................ 20

14.0 MEMBERS' BENEFITS ................................................................................................................. 31

14.1 LIFE INSURANCE ............................................................................................................ 31

15.0 MEMBERS' SERVICES ................................................................................................................. 41

16.0 BRANCHES ................................................................................................................................... 48

16.1 GEOGRAPHICAL BOUNDARIES .................................................................................... 48

17.0 CASUAL PART-TIME POLICE OFFICERS .................................................................................. 55

17.1 DUES ................................................................................................................................ 55

18.0 CODE OF CONDUCT FOR CANDIDATES IN BOARD ELECTIONS .......................................... 55

APPENDIX A - CONFIDENTIALITY AGREEMENT ................................................................................... 57

APPENDIX B - EXCEPTIONS TO THE CONFIDENTIALITY AGREEMENT ............................................. 61

APPENDIX C - BOARD JOB DESCRIPTIONS .......................................................................................... 62

APPENDIX D - EXECUTIVE STAFF JOB DESCRIPTIONS ...................................................................... 63

APPENDIX E - BRANCH JOB DESCRIPTIONS ........................................................................................ 64

APPENDIX F - VEHICLE USE AGREEMENT ............................................................................................ 74

APPENDIX G - WHISTLEBLOWER POLICY ............................................................................................. 75

APPENDIX H - BRANCH RULES ............................................................................................................... 79

APPENDIX I - OPPA AUDIO-VISUAL RECORDING POLICY ................................................................. 111

APPENDIX J - BOD CODE OF CONDUCT DECLARATION ................................................................... 118

APPENDIX L – SEXUAL HARASSMENT POLICY AND PROGRAM ...................................................... 122

APPENDIX M - POLICE MEMORIAL FUNDING REQUEST FORM........................................................ 128

APPENDIX N – HIF FOR BRANCH REPRESENTATIVES ...................................................................... 131

c) “CAO” means the Chief Administrative Officer of the Association;

e) “Employee” means any staff member of the Association;

g) “OPP” means the Ontario Provincial Police;

i) “Staff” means Executive Staff and Support Staff;

b) For purposes of these Policies and Procedures:

ii) to an agreement, instrument or other document means such agreement,

2.1 GENERAL STATEMENT

These Policies and Procedures have been approved by the Board.

3.0 STRATEGIC PLAN

3.1 VISION STATEMENT

3.2 RALLYING CRY