Code of Conduct

Back Creek Code of Conduct

The Management Team of Back Creek Golf Club is committed to providing an environment that is free of harassment with respect to any employee, member or guest of the Club. The Management Team is further committed to a harassment free workplace where everyone is free of racial, gender, age, disability (subject to bona fide occupational requirements), ethnic or personal harassment, and where everyone is treated with dignity and respect.

While the Management Team recognizes the rights of employees to work, and of members to participate in an environment free of harassment, all employees, and members will work jointly to achieve that goal. The Management Team may discipline any employee, member, or guest who engages in any form of harassment.

Definition of Harassment:

Harassment means any inappropriate conduct, comment, display, action or gesture by a person that is either based on race, creed, religion, color, sexual orientation, marital status, family status, disability, physical size or weight, age, nationality, ancestry or place of origin.

Examples of racial, ethnic or gender harassment may manifest itself by:

  • Inappropriate touching, suggestive or abusive remarks of a sexual nature, compromising invitations, sexual assault, coarse language of a sexual nature , displaying pornographic material or seeking sexual favors.
  • Insulting gestures, jokes, disparaging written material based on race, ethnic background or gender that causes embarrassment or humiliation.
  • Refusing to work with a person, or excluding them from work activities because of their race, ethnic background or gender.
  • Displaying materials, pictures or graffiti that degrades one’s race, ethnic background or gender.
  • Unwelcome remarks, jokes, innuendos or taunts of sexual, racial or an ethnic nature

Personal harassment is conduct or comments which are intimidating, threatening, demeaning or abusive and is behavior which is known or ought reasonably to be known as unwelcome. Personal harassment takes many forms and can be a source of great anxiety to an individual. It may be so serious and unrelenting that the person who is being, or has been harassed feels it necessary to change his or her job. Harassment has the impact of creating a work or recreational environment that is hostile, and affects the integrity and dignity of and limits individuals in their day to day involvement with the Back Creek Golf Club.

Examples of personal harassment can include, but is not limited to:

  • ostracism
  • bullying, which can be defined as offensive, malicious, intimidating, insulting or humiliating behavior, often associated with the misuse of power or position;
  • constant criticism or trivializing of achievements;
  • public reprimand, ridicule, sarcasm or humiliation;

Some of the examples outlined may cause mild irritation if occurring only once, but if repeated, become personal harassment. Other examples are very clearly harassment even if they occur only once; all are inappropriate and unacceptable.

The Management Team of Back Creek Golf Club will take complaints of harassment seriously in regard to employees, members and guests.

Complaints of discrimination or harassment shall be handled so as to protect the confidentiality of those involved.

Procedures for Harassment Complaints

Complaints of harassment should be first attempted to be resolved between the complainant and the respondent/accused. If necessary, a mediator may be appointed by the Managing Partner or Owner, whoever is not involved. Complaints that cannot be resolved will be dealt with in the following manner:

  • Employees/members can refer the complaint directly to their supervisor, or the Managing Partner. If the respondent is the supervisor or Managing Partner, the complaint shall be referred to the Owner.
  • In the case of harassment, the employee/member being harassed has the right to discontinue contact with the alleged harasser, without incurring any penalty, pending determination of the complaint.
  • Complaints under this policy will be handled with all possible confidentiality and dispatch.
    • Complaints will be investigated by a representative appointed by the Managing Part.
    • The representative referred to in C1 shall attempt to investigate the complaint and prepare its report, with any recommendation(s) as quickly as possible.
    • Disciplinary action may include suspension, expulsion from the Club or any other penalty deemed appropriate. In case of suspension the period shall not exceed six (6) months. Any penalty shall not be arbitrary or discriminatory.
  • An alleged offender(respondent) under this policy shall be entitled:
    • To be given notice, verbal or written, of the substance of a complaint under this policy.
    • To be given notice of and to attend, participate in or be accompanied by an advocate, at any mediation or disciplinary review meeting which is held as a result of a complaint under this policy.
    • In the event of a disciplinary sanction being imposed upon a member, a member may file an appeal to the Managing Partner in writing, and delivered within seven (7) days from the date of receiving notice of such sanction. Upon receipt of such notice of appeal, the Managing Partner will form a temporary Board of Member Conduct consisting of five (5) or no fewer than three (3) members of the Member Committee. The Board shall be convened as soon as possible thereafter and to make a final determination of appropriate disciplinary action.
    • To notice of the meeting at which said appeal shall be heard and considered, and be entitled to be present, participate in or be accompanied by an advocate.
  • The findings and decisions of the Board theron shall be final and conclusive. The Board shall notify the respondent (accused) appealing of any such result of the appeal.
  • Filing a Complaint: Employees may initiate a complaint verbally but must follow up submitting a written complaint which shall include the following information:
    • the identity of the complainant and respondent;
    • a detailed description of the occurrence(s) including the time, date, and location of the incident(s) along with the names of any other persons involved and witnesses (name, contact number, relationship to individual filing the complaint)
    • the complainant's signature, date and the name of the person receiving the complaint

The Management Team of Back Creek Golf Club is committed to providing honest competition between its members and guests with respect to competitive play, especially during organized events, at the golf club. Back Creek Golf Club promotes the true spirit of the game of golf. This code of conduct seeks to preserve the integrity of this honorable game to ensure the continued enjoyment of those who love and play it.

While the Management Team recognizes there are certain events, leagues, and formats which would not permit a score to be posted, the majority of hosted rounds in season at Back Creek Golf Club would constitute acceptable scores and thereby should be reported in the handicap system.

Definition of CHEATING:

Cheating is defined as: to practice fraud or deceit through the inaccurate reporting and posting of scores, specifically knowingly or willingly violating the rules of golf set forth by the United States Golf Association.

As a Member of Back Creek Golf Club, you are required to post scores to keep an accurate handicap on record. The USGA Handicap System states that every player will try to make the best score at each hole in every round, regardless of where the round is played, and that the player will post every acceptable round for peer review. Therefore, all of the following are acceptable scores:

  • When at least seven holes are played (7-12) holes are posted as a 9-hole score; 13 or more are posted as an 18 hole score
  • Scores on all courses with a valid Course Rating and Slope Rating
  • Scores in all forms of competitions: match play, stroke play, and team competitions where each player play their own ball.
  • Scores made under The Rules of Golf
  • Scores played under the local rule of "preferred lies"
  • Scores made in an area observing an active season.

Failure to report scores will be reviewed by a Member Handicap Committee in preparation to all hosted Competitive Member Club Events. Should a Member be found to not have posted acceptable or accurate scores, they will either not be permitted to play in the event or will be disqualified from winning said event should they choose to participate.

The USGA has determined all rounds hosted at Back Creek from November 1st of the given year, until March 31st of the following year are to be determined as out of season and thereby not subject to requiring these scores to be posted.

Procedures for disputed claims of cheating

Complaints of cheating should be first attempted to be resolved between the complainant and the respondent/accused. If a dispute should occur during play, the Managing Partner or Owner, whoever is not involved, will review with the accused and accuser to attempt to resolve the matter at the time of first reporting.

In the event of improper posting of scores to maintain an accurate handicap, the member or guest in question will be notified and provided opportunity to correct the perceived error. Should the member or guest in question dispute any wrong doing or error their dispute will be dealt with in the following manner:

  • Member may present their dispute to a three (3) person Member Handicap Committee.
  • Complaints under this policy will be handled with all possible confidentiality and dispatch.
    • The Member will hear the Member Handicap Committee's reasoning for exclusion.
    • The Member may provide evidence to the contrary.
    • The Member Handicap Committee will review the evidence and provide a ruling.
    • Disciplinary action may include exclusion from the event in question, or permission to participate without the opportunity to win the event. Such decisions are made on a per event basis, meaning the Member could participate in future events provided the discrepancies are corrected.
  • An alleged offender (respondent) under this policy shall be entitled:
    • To be given notice, verbal or written, of the substance of a complaint under this policy.
    • To be given notice of and to attend, participate in or be accompanied by an advocate, at any mediation or disciplinary review meeting which is held as a result of a complaint under this policy.
    • In the event of a disciplinary sanction being imposed upon a member, a member may file an appeal to the Managing Partner in writing and delivered within seven (7) days from the date of receiving notice of such sanction. Upon receipt of such notice of appeal, the Managing Partner will form a temporary Board of Member Conduct consisting of five (5) or no fewer than three (3) members from the Membership Committee. No participant which served on the Member Handicap Committee may serve on the Board of Member Conduct. The Board shall be convened as soon as possible thereafter and shall consider said appeal and may make such decision as seems appropriate.
    • To notice of the meeting at which said appeal shall be heard and considered, and be entitled to be present, participate in or be accompanied by an advocate.
  • The findings and decisions of the Board thereon shall be final and conclusive. The Board shall notify the respondent (accused) appealing of any such result of the appeal.
  • Filing a Complaint: A Member Handicap Committee Member may initiate a complaint verbally, but must follow-up submitting a written complaint which shall include the following information:
    • the identity of the complainant and respondent;
    • a detailed description of the occurrence(s) including the time, date and location of the incident(s) along with the names of any other persons involved and witnesses (name, contact number, relationship to individual filing the complaint)
    • The complainant's signature, date and the name of the person receiving the complaint.