Upcoming Events

August 31 - September 4

High Performance Camp - (OTT)

September 5-6

4th Toronto Open (TFC)

September 6-7

Referee Development Workshop - Toronto

September 13

OFA Annual General Meeting

September 19-20

10th Toronto Challenge (TFC)

September 25-27

CFF: Canada Cup for Veteran, University, Senior, Junior, Cadet, U15 and BC Open for U14
(Richmond Olympic Oval, Richmond, BC)

October 3-4

Referee Development Workshop - TBC

October 17

Milton Youth Epee Cup, #1 (HBF)

October 24

Spooky Youth (WFC)

October 24-25

Referee Development Workshop - Kingston

November 14-15

Brock Fencing Open (NIA)

November 21

Newmarket Challenge (NEW)

November 27-29

CFF: Canada Cup for Veteran, University & Senior, National Championships for Junior, Cadet & U15
(Complexe Branchaud Brière, Gatineau, QC)

May 21-23, 2016

CFF: Canada Cup for Junior, Cadet, U15 and National Championships for Veteran and Senior
(Centre Sportif Collège Edouard-Montpetit, Longueuil, QC)




Athletic Funding

Concussion Prevention and Management

see policy here 

OFA Committment to High Performance Athletes

Approval Date:  

February 21, 2009

 Revision Date: 

  1. The Ontario Fencing Association (OFA) is fully committed to financially and otherwise supporting Ontario High Performance Fencers to achieve optimum success nationally and internationally, within the limits of available resources.
  2. For Provincial purposes, a High Performance athlete is defined as one who is striving for success at an international level, within an organized Provincial Team program.
  3. The OFA is committed to transparency in all its dealings with athletes and other members. For each funding program, criteria will be developed by the High Performance Committee, within an overall budget approved by the OFA Board of Directors. Details of the program will be posted on the Ontario Fencing Association website prior to selection.
  4. Designated rankings will be either Ontario High Performance ranking or the Canadian High Performance ranking as designated by the High Performance Committee in the selection criteria. In most cases, the most recent available designated ranking will be used to determine selection.
Minimum Criteria for Funding

      5. Athletes who wish to qualify for funding support must:
  • be registered members in the current year of the Ontario Fencing Association (Excellence Leve) and a license holder of the Canadian Fencing Federation
  • be registered in the appropriate Ontario High Performance Program
  • be actively competing for Ontario

 Types of Funding

1. Quest and other outside funding programs administered by the OFA
2. Subsidies for camps and other activities related to HP training
3. Bursaries and Prizes
4. Non-cash awards such as equipment and travel subsidies
5. Coach support at competitions and training events

Note: Not all categories of funding are available in any given year

 Ontario Fencing High Performance Committee

The OFA High Performance Committee will consist of the Executive Director and President of the OFA, and any other individual deemed by them to have superior knowledge of high performance sport and without conflicts of interest. The number of committee members may vary from time to time depending on need, but must number not less than three.


Date: October 14, 2012

New OFA Policy Proposal: Transgendered Athletes wishing to compete in a OFA sanctioned event

 The following policy clarifies participation of transgendered athletes undergoing Hormone Replacement Therapy (HRT) for a diagnosed Gender Identity Disorder (GID) and those not undergoing HRT, within competitions sanctioned by the Ontario Fencing Association (OFA). 

1. A transgendered male (FemaleToMale or FTM) athlete taking medically prescribed HRT for a diagnosed Gender Identity Disorder may, for purposes of a competition sanctioned by the OFA, compete on a men’s team or male only competition, but is no longer eligible to compete on a women’s team or female only competition.

2. A transgendered female (MaleToFemale or MTF) athlete undergoing medically prescribed HRT for Gender Identity Disorder may, for the purposes of a competition sanctioned by the OFA, continue to compete on a men’s team or male competition but may not compete on a women’s team or competition until completing one calendar year of HRT.

3. Any transgendered athlete who is not undergoing HRT may participate in sexseparated fencing events only in accordance with his or her assigned birth gender.

3a). A transgendered male (FTM) athlete who is not undergoing medically prescribed HRT related to gender transition may participate on a women’s team or competition.

3b). A transgendered female (MTF) athlete who is not undergoing HRT related to gender transition may participate on a men’s team or competition.

3c) In such cases, the transgendered athlete’s identity and dignity will be respected and that athlete will be protected from any form of discrimination from fellow competitors, organizers or judges, as per the OFA’s Harassment and Discrimination Policy.   

The athlete’s responsibilities shall be:

  1. In order to avoid challenges to transgender participation, an athlete who has completed, or is in the process of undergoing HRT related to gender transition must submit a request to participate in an OFA sanctioned event in writing to the Executive Director (ED) of the OFA no less than 3 business days before competition. One request is sufficient for documentation and the athlete is not required to submit for subsequent participation unless there is a change in HRT or gender transition status.
  2. The request must include a letter from the athlete’s physician documenting the athlete’s transition status. This letter should identify the prescribed HRT for the athlete’s gender transition. 
  3. Failure to provide documentation will exclude participation.

The Ontario Fencing Association’s responsibilities shall be:

  1. The Executive Director should review eligibility requirements and procedure for approval of transgender participation. If HRT is involved in the athlete’s transition, the Executive Director would make the athlete aware that the OFA endorses and has formally adopted the Canadian AntiDoping Program (CADP), which is compliant with the World AntiDoping Code. The CADP currently identifies testosterone as a banned substance (CADP Article 4.0 The Prohibited List), and outlines Therapeutic Use Exemption (TUE)  rules (CADP Article 5.0 Therapeutic Use Exemption and Medical Review Rules) whereby an athlete must demonstrate the medical need for the use of a banned medication. It is the responsibility of the OFA to ensure compliance by its athletes to the CADP in terms of applicable Therapeutic Use Exemption rules (CADP Article 5.0 Therapeutic Use Exemption and Medical Review Rules). Under CADP Article 5.0, OFA athletes are eligible for a TUE obtained prior to the athlete competing while undergoing treatment or may go through a Medical Review process which is completed retroactively in the event of an Adverse Analytical Finding. The Medical Review process does not apply to athletes competing in certain national events outside of OFA sanction or to any international event.
  2. All discussions among involved parties and required written supporting documentation should be kept confidential and respect the OFA’s and the tournament’s organising body’s policies in respect to privacy and the collection of personal information, unless the athlete makes a specific request otherwise. All information about an individual’s transgender identity and medical information, including physician’s information provided pursuant to this policy, shall be maintained strictly confidentially.



Conflict of Interest Policy

Please follow this link to download the full document.


Equipment standards for competitions

The equipment standards for Ontario competitions for the upcoming season can be found here. For more information please contact us.


Equipment Usage Policy

Whilst it should be recognized that the Ontario Fencing Association (OFA) is not in the position to maintain equipment, or to supply equipment to its members, it has accumulated a small stock of equipment through several special projects. To date, there has been no formally documented policy to govern usage the use of this equipment beyond the lifespan of the funding which was used to acquire it.  Should you wish to use these equipments for an event, please follow the equipment usage policy outlined here.


Financial Policies and Procedures

Approval Date:     
August 13, 2005

Revision Dates:

    Fiscal Year

  1. The OFA fiscal period will end each March 31.

  2. Audited Statements

  3. The Ontario Fencing Association books and records will be audited by Independant Audit once per year
  4. The auditor will be approved at the preceding year Annual General Meeting by a majority of the voting members.
  5. 4. A signing officer of the OFA ( Treasurer or CEO (President) will sign off on the audited statement before presentation to the AGM.
  6. The complete audited financial statement will be presented to the Annual General Meeting for examination by the members.

  7. Signing Authority

  8. Cheques must be signed by any two of three of the following:
    1. Treasurer
    2. President
    3. Executive Director

  9. At the Board of Directors’ discretion, other signers may be added to maximize efficiency of financial processing but only two of the total will be required to sign
  10. Financial engagements (other than cheques) may be signed by either the President or the Executive Director. The President and Executive Director must receive all copies of contracts, loans, investment documents or any other financial engagement. Any such documents must be presented to the auditor for audit.

  11. Oversight

  12. A financial check up of bookkeeping and records will be made at least once per fiscal period in addition to the financial audit. This check up will be carried out by a volunteer with financial background or a paid financial professional and will consist of the following:
    1. Examination of bookkeeping records and procedures
    2. Spot check of receipts and bank statements
    3. Spot check of project financial reports
  13. The examination will be pre-arranged with the office with at least one week notice.

  14. Records

  15. All OFA Financial records will be kept at the main office:
    177 Old River Rd., RR#2 Mallorytown, ON K0E 1R0

Harassment and Discrimination

Approval Date:   February 21, 2009

 Revision Date:


 1. Ontario Fencing Association (known hereafter as OFA)  does not tolerate Harassment in connection with any of its internal or external business, sport or related activities.

 2. Ontario Fencing Association is committed to providing a sport and work environment in which all individuals are treated with respect and dignity. Each individual has the right to participate and work in an environment that promotes equal opportunities and prohibits discriminatory practices.

  •   Harassment is a form of discrimination. Harassment is prohibited by the Canadian Charter of Rights and Freedoms, by human rights legislation in every province and territory of Canada, including the Human Rights Code of Ontario. Harassment can be an offense under Canada’s Criminal Code.
  •  OFA is committed to providing a sport environment free of harassment on the basis of race, national or ethnic origin, colour, religion, age, gender, sexual orientation, marital status, family status or disability.

3. This policy applies to all members of OFA and OFA encourages the reporting of all incidents of harassment.

 4. Notwithstanding this policy, every person who experiences harassment continues to have the right to seek assistance from their provincial or territorial human rights commission, even when steps are being taken under this policy.



 1. Harassment is vexatious comments, conduct, or gestures directed toward an individual or group of individuals, which is insulting, intimidating, humiliating, malicious, degrading, or offensive and is known or ought reasonably to be known to be unwelcome.

 2. For the purposes of this policy, sexual harassment includes unwelcome sexual advances, requests for sexual favours, or other communication (verbal or written) or physical conduct of a sexual nature when:

  •  such conduct might reasonably be expected to cause embarrassment, insecurity, discomfort, offense or humiliation; or 
  • submitting to or rejecting this conduct is used as the basis for making decisions which affect the individual; or
  •  such conduct has the purpose or effect of interfering with an individual’s performance; or
  •  such conduct creates an intimidating, hostile, or offensive environment.

 3. Harassment occurs when the conduct is known or ought to be known to be unwelcome. For descriptions of child abuse, sexual exploitation, and other types of behaviors that may constitute harassment, refer to Appendix A.

 4. For the purposes of this policy, retaliation against an individual for having filed a complaint under this policy; or for having participated in any procedure under this policy; or for having been associated with a person who filed a complaint or participated in any procedure under this policy, constitutes harassment, and will not be tolerated.



 1) Intimate relationships between coaches and adult athletes or between judges and adult athletes while not against the law, can compromise the integrity of OFA’s programmes. Such relationships may raise apprehensions of bias, and concerns regarding the abuse of authority. Should a sexual relationship develop between an athlete and a coach or judge, personal and professional interests must be separated by declaring a conflict to the appropriate superior or supervisor.




 1) The procedure followed under this policy shall adhere to the process of natural justice, which means that: 

  •  the respondent and complainant will be advised of the provisions of this policy;
  •   the respondent and complainant will be given an opportunity to present evidence in support of his/her position and to defend himself/herself against allegations of harassment;
  •   the issues will be clearly and concisely stated so that the respondent is aware of the allegations;
  •  the respondent and complainant will have the right to be represented at any stage of the process at their own expense;
  •  the respondent and complainant will receive a copy of all relevant documents;
  •  the respondent and complainant have the right to an appeal pursuant to the Appeals section later in this document;
  •  the decision-makers (Harassment Officers, Case Review Panel and Appeal Panel) have a duty to listen fairly to both sides and to reach a decision untainted by bias.

 2) Disciplined training is an indispensable part of high performance sport and should not be confused with discrimination or Harassment. However, it is of vital importance that those in authority:

  •  set and communicate performance and training standards to all participants;
  • ensure that training involving touching or other physical contact occurs in an appropriate setting and only after informed consent, where practical, has been sought and received;
  • are consistent and non-harassing when taking any corrective or disciplinary action;
  • use non-harassing terminology and avoid the use of derogatory, slang or offensive terms; and
  • refer to and follow the OFA Rules of Conduct, Ethics and Standards Policy and Harassment Policy.



 1. The Ethics Committee, consisting of the CEO (President) and the Executive Director, shall be responsible for administering and implementing this policy. These individuals shall use reasonable effort in:

  • discouraging and preventing harassment within OFA;
  • investigating formal complaints of harassment in a sensitive, responsible, and timely manner;
  • imposing appropriate disciplinary or corrective measures when a complaint of harassment has been substantiated, regardless of the position or authority of the offender;
  • providing referral assistance to athletes who experience harassment;
  • supporting and assisting any athlete of OFA who experiences harassment by someone who is not an employee or OFA member;
  • making all members and employees of OFA aware of the problem of harassment, and of the procedures contained in this policy;
  • informing both complainants and respondents of the procedures contained in this policy;
  • regularly reviewing the terms of this policy to ensure that they adequately meet the organization’s legal obligations and public policy objectives;
  • appointing case review and appeal panels.

 2. Every member of OFA has a responsibility to play a part in ensuring that OFA sport environment is free from harassment. This means not engaging in, allowing, condoning, or ignoring behavior contrary to this policy. In addition, any member of OFA who believes that an athlete has experienced or is experiencing harassment is encouraged to notify a harassment officer appointed under this policy.

 3. In the event that either the President or Executive Director is involved in a complaint which is made under this policy, the Board of Directors shall appoint a suitable alternate for the purposes of dealing with the complaint.



1. OFA recognizes the interests of both the complainant and the respondent in keeping the matter confidential.

2. Subject to any limits or disclosure requirement imposed by law or required by this policy, any and all information, oral and written, created, gathered, received or compiled through the course of processing a complaint is to be treated as confidential by both the respondent and complainant, their representatives, witnesses and all persons dealing with the complaint pursuant to this policy.


Harassment Officers

  1. OFA shall appoint at least two persons, one male and one female, who are themselves members or employees of the sport organization, to serve as officers under this policy.

  2. The role of harassment officers is to serve in a non-partisan capacity and to receive complaints, assist in informal resolution of complaints and investigate written complaints. In carrying out their duties under this policy, officers shall report to the President..

  3. OFA shall ensure that officers receive appropriate training and support for carrying out their responsibilities under this policy.


Complaint Procedure

 1. It is recommended that a person who experiences harassment be encouraged to make it known to the harasser that the behavior is unwelcome, offensive and contrary to this policy.

 2. If confronting the harasser is not possible or is inappropriate, or if after confronting the harasser the harassment continues, the complainant should seek the advice of a harassment officer.

 3. The harassment officer shall inform the complainant of: the options for pursuing an informal resolution of his or her complaint;

  •  the right to lay a formal written complaint under this policy when an informal resolution is inappropriate or not feasible;
  •   the availability of counseling;
  • the confidentiality provisions of this policy;
  •  the right to be represented by a person of choice (including legal counsel) at any stage in the complaint process at his or her expense;
  •   the external mediation/arbitration mechanisms that may be available;
  •   the right to withdraw from any further action in connection with the complaint at any stage (even though OFA might continue to investigate the complaint);
  •  other recourse, including the right to file a complaint with a human rights commission or, where appropriate, to contact the police to have them lay a formal charge under the Criminal Code; and
  •  the fact that discipline may be imposed on the complainant if it is found that the complaint is frivolous or vexatious.  

4. Possible outcomes to this initial meeting of complainant and harassment officer include:

  • The harassment officer determines that the conduct does not constitute harassment.
    • If this occurs, the harassment officer will take no further action and will make no written record of the complaint.
  •  The complainant brings evidence of harassment and chooses to pursue an informal resolution of the complaint.
    •  If this occurs, the harassment officer may assist the parties to negotiate a solution acceptable to the complainant. If desired by the parties and if appropriate, the harassment officer may also seek the assistance of a mediator.
    • If informal resolution yields a result that is acceptable to both parties, the harassment officer will make a written record that a complaint was made and was resolved informally to the satisfaction of both parties, and will take no further action.
    •   If informal resolution fails to satisfy the complainant, the complainant has the option of laying a formal written complaint.
  •  The complainant brings evidence of harassment and decides to lay a formal written complaint.
    •  If this occurs, the harassment officer may assist the complainant in drafting a formal written complaint, to be signed by the complainant, and a copy given to the respondent without delay. The written complaint should set out the details of the incident(s), the names of any witnesses to the incident(s), and should be dated and signed.
    •   The respondent will be given a reasonable opportunity to provide a written response to the complaint. The harassment officer may assist the respondent in preparing this response.
  •  The complainant brings evidence of harassment but does not wish to lay either an informal or formal complaint.
    •  If this occurs, the harassment officer shall, in consultation with the Ethics Committee, decide if the alleged harassment is serious enough to warrant laying a formal written complaint.
    •   If the Ethics Committee decides that the evidence and surrounding circumstances require a formal written complaint, the harassment officer will issue a formal written complaint, and without delay, provide copies of the complaint to both the complainant and the respondent.

 5. After receiving a written complaint, the harassment officer shall, in a timely manner, submit a report to the Ethics Committee, containing the documentation filed by both parties along with a recommendation that either:

  •  No further action be taken because the complaint is unfounded or the conduct cannot reasonably be said to fall within this policy’s definition of harassment; or
  •  The complaint should be investigated further.


A copy of this report shall be provided without delay, to both the complainant and the respondent.

 6. In the event that the Ethics Committee’s recommendation is to proceed with an investigation, the Ethics Committee shall appoint three individuals to serve as a case review panel. This panel shall consist of at least one woman and at least one man (neither of whom can be an harassment officer).

 7. The case review panel shall convene a closed hearing. The hearing shall be governed by such procedures as the panel may reasonably decide, provided that:

  • The complainant and respondent shall be given 14 days notice, in writing, of the day, time and place of the hearing.
  • Members of the panel shall select a chairperson from amongst themselves.
  • A quorum shall be all three panel members.
  • The hearing shall be held in camera.
  • Both parties shall be given the opportunity to be present at the hearing to give evidence and to answer questions of the other party and of the panel.
  • The complainant and respondent may be accompanied by a representative or adviser.
  • The harassment officer may attend the hearing at the request of the panel.

 8. The case review panel shall present its findings in a report to the Ethics Committee that shall contain:

  • a summary of the relevant facts;
  • a determination as to whether the acts complained of constitute harassment as defined in this policy;
  • recommended disciplinary action against the respondent, if the acts constitute harassment; and
  • recommended measures to remedy or mitigate the harm or loss suffered by the complainant, if the acts constitute harassment.

  9. The Ethics Committee votes on and implements the recommendations presented by the case review panel.

 10. If the panel determines that the allegations of harassment are malicious or vexatious, their report may recommend disciplinary action against the complainant.

 11. A copy of the report of the case review panel shall be provided, without delay, to both the complainant and the respondent.

 12. The decision of the case review panel will be forwarded to the OFA President and the CEO.


Disciplinary Action

 1. Employees or members of OFA against whom a complaint of harassment is substantiated may be disciplined, including warnings, reprimand, dismissal, suspension or termination of membership.

 2. When determining appropriate disciplinary action and corrective measures, the case review panel shall consider factors such as it deems appropriate including:

  • the nature of the harassment;
  • whether the harassment involved any physical contact;
  • whether the harassment was an isolated incident or part of an ongoing pattern;
  • the nature of the relationship between complainant and respondent; 
  • the ages of the complainant and respondent;
  • whether the respondent has been involved in previous harassment incidents;
  • whether the respondent admitted responsibility and expressed a willingness to change; and
  • whether the respondent retaliated against the complainant.

 3. In recommending disciplinary sanction, the panel may consider the following options, singly or in combination, depending on the severity of the harassment:

  • a verbal apology;
  • a written apology;
  • a letter of reprimand from the sport organization;
  • referral to counseling;
  • removal of certain privileges of membership or employment;
  • temporary suspension with or without pay;
  • termination of employment or contract;
  • suspension of membership;
  • termination of membership;
  • probation.



  1. Where the investigation does not result in a finding or harassment, a copy of the report of the case review panel shall be placed in the harassment officer’s and CEO’s files for a period of ten years. These files shall be kept confidential and access to them shall be restricted to OFA harassment officers, the Executive Director and the OFA President.

  2. Where the investigation results in a finding of harassment, a copy of the report of the case review panel shall be placed in the personnel or membership file of the respondent. Unless the findings of the panel are overturned upon appeal, this report shall be retained indefinitely.



 1. Both the complainant and respondent shall have the right to appeal the decision and recommendations of the case review panel. A written request, along with grounds for an appeal, must be provided to the Chair of the Ethics Committee and the Executive Director within 14 days of receiving the panel’s report.

 2. Permissible grounds for an appeal are:

  • the panel did not follow the procedures laid out in this policy;
  • new and relevant evidence is presented.

 3. In the event that a notice of appeal is filed, the Chair of the Ethics Committee and CEO shall together appoint a minimum of three members to constitute the Appeal Panel. This Appeal Panel shall consist of at least one woman and at least one man. These individuals must have no significant personal or professional involvement with either the complainant or respondent, and no prior involvement in the dispute between them.

 4. The Appeal Panel shall base its decision solely on a review of the documentation surrounding the complaint, including the complainant’s and respondent’s statements, the reports of the harassment officer and the case review panel, the notice of appeal, and any other information the Appeal Panel deems relevant. The Appeal Panel shall have the authority to uphold the decision of the case review panel, to reverse the decision of the case review panel, and/or to modify any of the case review panel’s recommendations for disciplinary action or remedial measures.

 5. The Appeal Panel shall present its findings and recommendations in a report to Board of Directors.

 6. The decision of the Board of Directors shall be final.

 7. A copy of the Appeal Panel’s report and decision of the Board shall be provided, without delay, to the complainant and respondent.



Child Abuse

Child Abuse (under 18 years of age), which falls under the Canada’s Criminal Code, includes:

  • neglect which endangers a child’s welfare by failing to provide for physical, emotional or medical needs;
  • physical abuse which causes any intentional non-accidental injury of a child;
  • emotional abuse which is the damaging by whatever means of a child’s self-esteem by an adult responsible for the child’s nurturing or learning;
  • sexual abuse which includes any manual, oral or genital sexual contact or the use of an object for sexual touching or penetration or any other explicitly sexual behavior that an adult imposes on a child by exploiting the child’s vulnerability and powerlessness.

Sexual Exploitation (section 153 of the Criminal Code)

  1.  Every person who is in a position of trust or authority towards a young person or is a person with whom the young person is in a relationship of dependency and who
    1. for a sexual purpose, touches, directly or indirectly, with a part of the body or with an object, any part of the body of the young person, or
    2. for a sexual purpose, invites, counsels or incites a young person to touch, directly or indirectly, with a part of the body or with an object, the body of any person, including the person who so invites, counsels or incites and the body of the young person is guilty of an indictable offence and liable to imprisonment for a term not exceeding five years or is guilty of an offence punishable on summary conviction.
  2. In this section, “young person” means a person fourteen years of age or more but under the age of eighteen years.

Consent is not a defence under section 153. The court assumes that an adult in a position of trust or authority over a young person creates a situation of imbalance where consent is not freely given.



Types of Behaviors that May Constitute Harassment

Types of behaviors which may constitute harassment include but are not limited to:

  • written or verbal abuse or threats;
  • the display of visual material which is offensive and which one ought to know is             offensive;
  • unwelcome remarks, jokes, comments, innuendo, or taunting about a person’s appearance, body, attire, age, ethnic or racial origin, religion, sex, or sexual orientation;
  • displaying of racist or sexist or other offensive or derogatory material;
  • leering or other suggestive or obscene gestures;
  • practical jokes which cause awkwardness or embarrassment, endanger a person’s safety, or negatively affect performance;
  • hazing or initiation rites;
  • intimidation;
  • behavior that undermines self-respect or adversely affects performance or working conditions;
  • unwanted physical contact including touching, petting, pinching, or kissing;
  • unwelcome sexual flirtations, advances, requests, or invitations; or
  • physical or sexual assault;
  • false accusations of Harassment motivated by malice or mischief, and meant to cause another harm.


Complaints and Appeals (General)

see document here


Code for Prohibited Conduct in Sport

see document here


Accessability Standards for Customer Service Policy

see document here


Membership Registration and Privacy

The Ontario Fencing Association strives to offer progressive services to its members to make it easier for them to register for membership, competitions etc. We adhere to principles of privacy set by both the OFA and partner organizations to protect, as much as possible, member information while still offering these services.

Our partners for processing financial information are Beanstream (see Beansteam Privacy Policy here) and Compete-At (see the Compete-At Privacy Policy here).

See Ontario Fencing Association Privacy Policy here

Those members not wishing to participate in on line services can contact Laurence Bishop at l.bishop@fencingontario.ca for more information.




Policy on Officials

This document represents the current policiy on Officials Development

2013-14 Officials Development Policy


The Canadiansport system is aligning itself with the LTAD framework.  The OFA has prepared an officials policy to provide a linkage between the different stages of LTAD and the different training and certification levels for officials in Ontario.

The OFA Policy on Officials-LTAD Linkage


This document represents the OFA policy on Tournement Delegates. This delegate is mandated to inspect competition sites to ensure safety and fair play.

OFA Tournement Delegates



Approval Date:   February 21, 2009

Revision Date:   

The Ontario Fencing Association (OFA)

The OFA is committed to protecting your privacy. Please read the complete OFA privacy statement, which is intended to explain data collection and use in situations where you provide personal information to the OFA. This privacy statement applies to any situation where private information is collected by the OFA.


Sanction Policies and Procedures

Preamble - Why do we have sanctions?

The Ontario Fencing Association is designated by the Government of Ontario as the sole governing body of the sport of fencing in the province of Ontario. As such the OFA has been given the responsibility of ensuring that people engaged in activities related to fencing are able to do so in a safe and appropriate environment. Sanctions are a key part of this process. 

The OFA Sanction Policy and Procedures



Tobacco Free Sport

Approval Date:   February 21, 2009

Revision Date:  


Veteran's Competitions

Please click here for the format for Veterans’ Competitions in Ontario.


Volunteer and Staff Screening Policies and Procedures


see document here