POLICIES AND PROCEDURES
DEFINITION AND DIAGNOSIS OF CONCUSSION:
Concussion is the term for a clinical diagnosis that is made by a medical doctor or a nurse practitioner. The definition of concussion given below is adapted from the definition provided in the concussion protocol in the Ontario Physical Education Safety Guidelines.
• is a brain injury that causes changes in the way in which the brain functions and that can lead to symptoms that can be physical (e.g., headache, dizziness), cognitive (e.g., difficulty in concentrating or remembering), emotional/behavioural (e.g., depression, irritability), and/or related to sleep (e.g., drowsiness, difficulty in falling asleep);
• may be caused either by a direct blow to the head, face, or neck or by a blow to the body that transmits a force to the head that causes the brain to move rapidly within the skull;
• can occur even if there has been no loss of consciousness (in fact most concussions occur without a loss of consciousness);
• cannot normally be seen by means of medical imaging tests, such as X-rays, standard computed tomography (CT) scans, or magnetic resonance imaging (MRI) scans. It should also be noted that injuries that result from a concussion may lead to “second impact syndrome”, which is a rare condition that causes rapid and severe brain swelling and often catastrophic results, if an individual suffers a second concussion before he or she is free from symptoms sustained from the first concussion.
Since concussions can only be diagnosed by a medical doctor or a nurse practitioner, educators, school staff, or volunteers cannot make the diagnosis of concussion.
OCA'S POLICY ON CONCUSSION MANAGEMENT:
ONTARIO CRICKET ASSOCIATION (OCA) is committed to maintaining the health of its athletes and believes that an athlete’s health is more important than participating in the sport of CRICKET. OCA recognizes the increased awareness of concussions and their long-term effects and OCA therefore enacts this Policy as a tool to help manage concussed and possibly-concussed athletes and preserve the health of its members.
This Policy applies to all athletes, coaches, officials, members and decision-makers of the OCA.
OCA adopts and adheres to OCA’s ‘Return to Cricket’ Procedure which includes both the Return to Cricket Protocol and concussion guidelines.
During all cricket events, competitions, and practices sanctioned by OCA, participants (which include coaches, athletes, officials, and other members) will use their best efforts to:
Be aware of incidents that may cause a concussion, such as:
Understand the symptoms that may result from a concussion, such as:
Sensitivity to light or noise
Identify athletes or other individuals who have been involved in any of the above incidents and/or exhibit any of the above symptoms
Athletes or other individuals who have been involved in an incident that may cause a concussion and who may exhibit symptoms of a concussion shall be identified and removed from the cricketing activity.
Following the athlete being removed from the cricketing activity, the athlete’s coach or other individual in charge of the athlete (if the athlete is a minor) or someone familiar to the athlete should:
Call an emergency number (if the situation appears serious)
Notify the athlete’s parent (if the athlete is a minor) or someone close to the athlete (if the athlete is not a minor)
Have a ride home for the athlete arranged
Isolate the athlete into a dark room or area
Reduce external stimulus (noise, other people, etc)
Remain with the athlete until he or she can be taken home
Encourage the consultation of a physician
Once the athlete’s immediate needs have been met, the athlete’s family or the athlete should be directed to Cricket Canada’s Return to Play Procedure.
RETURN TO CRICKET POLICY
An athlete who has been concussed should only return to cricketing activity after submission of a clearance letter from a certified sports injury treatment specialist (Doctor of Medicine)
Complete cognitive and physical rest. Limit school, work and tasks requiring concentration. Refrain from physical activity until symptoms are gone. Once all symptoms are gone, rest for at least another 24-48 hours and consult a physician, preferably one with experience managing concussion, for clearance to proceed to Step 2.
Light aerobic exercise to reintroduce physical activity: 10-15 minutes of low intensity cycling on a stationary bike.
30 minutes of cycling on a stationary bike at 75% of Max Heart Rate.
30 minutes of cycling on a stationary bike at 75% of Max Heart Rate with 30 second maximum effort intervals at minutes 10, 15, and 20.
Sport-specific aerobic activity and re-introduction to cricket: 15 minutes of low intensity bowling. If the facility permits, indoor net’s training. The environment should be managed so as to ensure the athlete is not in excessive traffic and that there is minimum risk of falling or colliding with other athletes.
30 minutes of indoor cricketing practice at 75% of Max Heart Rate with 30 second maximum effort intervals at minutes 10, 15, and 20.
Regular off-turf warm-up with high intensity off-turf agility/coordination activities and monitored high intensity off-turf and on-turf workout.
Full on-turf practice, including fielding in traffic, tactical drills, starts and race simulations once cleared by a physician.
Return to unrestricted training and competition
OCA’s Return to Cricket Protocol requires the athlete to consult with a physician at two stages: a) before returning to light aerobic exercise, and b) before resuming full on-turf practice.
(reference sourced and modified from: speedskating.ca )
OCA's HARASSMENT POLICY:
The management of Ontario Cricket Association is committed to providing a sport environment in which all individuals are treated with respect and dignity.
Workplace harassment will not be tolerated from any person in the workplace or sports field. Everyone in the workplace must be dedicated to preventing workplace harassment. Managers, supervisors, athletes, coaches and workers are expected to uphold this policy, and will be held accountable by the OCA
Workplace harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace -- a comment or conduct that is known or ought reasonably to be known to be unwelcome
Harassment may also relate to a form of discrimination as set out in the Ontario Human Rights Code, but it does not have to.
This policy is not intended to limit or constrain the reasonable exercise of management functions in the workplace
Workers/Athletes are encouraged to report any incidents of workplace harassment
Management will investigate and deal with all concerns, complaints, or incidents of workplace harassment in a fair and timely manner while respecting workers’ privacy as much as possible.
Nothing in this policy prevents or discourages a worker from filing an application with the Human Rights Tribunal on a matter related to Ontario’s Human Rights Code within one year of the last alleged incident. A worker also retains the right to exercise any other legal avenues that may be available.
Harassment Officer: An individual designated by Athletics Ontario possessing the appropriate background and training in the implementation of this policy. Harassment Officers should be trained by existing, resigning or outgoing officers.
Investigation Report: The written record of an investigation, completed by the Harassment Officer(s), including but not limited to, a summary of details, determination of harassment, and recommended disciplinary action if harassment is found.
Examples of Racism include but are not limited to:
• interpersonal behaviour such as name calling, derogatory remarks, gestures and physical attack.
• racial bias in AO, club or sport related decisions such as team selection, program access, and participation in activities and decisions related to sport related issued.
• racial bias in administrative decisions, assignments, promotion, holidays, leave, salary increases.
• stereotyping language which universalizes experience and ignores the differences between people and cultures.
• discriminatory language: language which denotes a stereotyped view of a subject or which has offensive overtones
STAFF AND VOLUNTEER SCREENING POLICY
Ontario Cricket Association (OCA) is committed to protecting our members, visitors and employees in the work place. This policy has been created in alignment with Volunteer Canada’s 2012 Edition of The Screening Handbook.
OCA is committed to creating an effective employee and volunteer screening process in order to protect its members, visitors, and staff.
The following 10 step process has been adapted from the 2012 Screening Handbook. All employees and volunteer will be subject to a variation of these screening standards.
1. Assessment: OCA’s Board of Directors will determine the need for employees and volunteers, and will assess the required skills with candidate qualifications, needed to perform the specific role.
2. Position/Assignment: Subject to funding limitations, the Board of Directors will create required position descriptions, based on the club’s mission, vision, values and assessment in step 1.
3. Recruitment: A fair and equitable recruitment process, with developed job postings, is used to find potential candidates for the vacant position.
4. Application: Questions on OCA’s application forms and those asked verbally in the interview will follow human rights legislation as it relates to hiring; all candidates will receive the same questions.
5. Interview: whenever possible, two representatives from Board and/or Staff will conduct interviews of potential candidates; and if applicable/available, a minimum of five qualified candidates will be invited to interview for any one position.
6. References: The successful candidate will be provided a conditional offer, requiring the names of at least two references.
7. Police Checks: All volunteers dealing with vulnerable populations need to provide a valid Vulnerable Sector Police Check. OCA’s definition of vulnerable people is in accordance with Criminal Records Act. A Vulnerable Screen Police Check is valid for two years, and must have been completed within the six months prior to hiring. Please note staff and volunteers will be required to re-submit Vulnerable Screening Police Checks every two year, or each time they are hired for a new position.
8. Orientation and Training: All employees and volunteers will undergo the OCA training process, adapted and identified for their role’s specifics.
9. Support and Supervision: Employees and volunteers will be provide a Director or Employee with whom they will receive support and supervision.
10. Follow-up and Feedback: Employees and volunteers will participate, as required for their role, in the OCA Performance Planning process.ADDITIONAL INFORMATION Volunteer Canada - The Screening Handbook (2012): http://volunteer.ca/content/2012-screening-handbook
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