CIMA Disruptive Behaviour Policy
Disruptive behaviour poses a threat to other members and outcomes by inhibiting the collegiality and collaboration essential to teamwork, impeding communication, undermining morale, and inhibiting compliance.
Members must not engage in disruptive behaviours, because they undermine professionalism and a culture of safety. Disruptive behaviours may include, but are not limited to, the following:
- Rude, profane, disrespectful, insulting, demeaning, threatening, bullying, or abusive language, tone, innuendos, and behaviour; in all CIMA meetings, events or social media platforms.
- Arguments or outbursts of anger including throwing or breaking things;
- Use, attempted use, or threat of violence or physical force with colleagues and others involved in the provision of CIMA.
- Comments or actions that may be perceived as harassing or may contribute to a poisoned professional environment;
- Mocking, shaming, disparaging or censuring colleagues, and others involved in the provision of CIMA;
- Failure to work collaboratively or cooperatively with others.
While there may be a myriad of reasons for disruptive behaviour – whether personal, professional, or situational – members must nevertheless demonstrate professional behaviour at all times.
Violations of CIMA Disruptive behaviour Policy may be subject to one or more of following Disciplines:
1- Removing content from Social Media after it has been posted either publicly or privately,
(does not excuse the Participant from being subject to the Discipline and Complaints Policy)
2- The member may be asked to cease their engagement and membership.
CIMA Complaint Policy
When a formal complaint from a member or other parties is received by CIMA, the following procedures will take place:
1- Write down the facts of the complaint Take the complainant’s name, address and telephone number Note down the relationship of the complainant to Change Tell the complainant that we have a complaints procedure Tell the complainant what will happen next and how long it will take Where appropriate, ask the complainant to send a written account by post or by email so that the complaint is recorded in the complainant’s own words.
2-A notice of receipt and acknowledgement will be provided to the complainant.
3- The complaint will be disclosed and discussed in the following CIMA board of directors meeting and will be reflected in the minutes of that meeting.
4- a decision must be made about whether the complaint is well-founded. If the complaint is well-founded, the organization must take steps to address the human rights violations and prevent future occurrences. If necessary, CIMA board of directors may decide to consult CIMA social Media Committee for insight.
5- Decisions and actions taken by the CIMA Board of directors must be communicated to the member or relevant parties in written. Example of potential decisions are:
- An apology
- Taking steps in resolving the issue
- Verbal or written reprimand
- Measures to prevent from future recurrences as much as possible