2 INCIDENTS IN LAST 5 MONTHS CHILD PORNOGRAPHY PHOTOS SHOWN IN BANTAM DRESSING ROOM. LIVE CHAT ORIGINATING IN DRESSING ROOM OF PEEWEE TEAM STREAMED TO PLAYER S GIRLFRIEND SHOWING PLAYER COMING OUT OF SHOWER. BANTAM PLAYER BULLYING ANOTHER TEAMMATE WHILE OTHER TEAMMATES LOOK ON AND PLAYER DRY HUMPS THE PLAYER FROM BEHIND AND THEN STANDS OVER WHILE NAKED. PEEWEE PLAYER SEXUALLY ASSAULTING A TEAMMATE IN THE DRESSING ROOM. NOTHING IS DONE BECAUSE PLAYER DID NOT REPORT INCIDENT TO TEAM CAPTAIN WHICH IS TEAM POLICY. COACH PULLS DOWN PANTS IN DRESSING ROOM IN FRONT OF HIS NOVICE PLAYERS AFTER OTHER TEAM OFFICIALS AND PLAYERS ACCUSE HIM OF FLATULANCE ON THE BENCH DURING THE GAME. PLAYERS TALKING ABOUT GETTING ANOTHER PLAYER AT THEIR NEXT GAME AND DURING FIRST SHIFT TWO PLAYERS ON THE TEAM BODYCHECK THE PLAYER ON OPPOSING TEAM RESULTING IN CONCUSSION. PLAYER ACCIDENTLY SHOT BY PELLET GUN LAST SUMMER TOLD BY OPPOSING PLAYER TOO BAD THE BULLET DID NOT GO FURTHER. REFEREE COMPLAINTS WITH ALLEGATIONS OF MANHANDLING PLAYERS.
3 INCIDENTS IN LAST 5 MONTHS COACH TELLS PLAYER HE IS RETARDED AND WHEN CONFRONTED BY GRANDPARENT AFTER THE GAME TELLS HER SHE IS RETARDED IN FRONT OF PARENTS AND CHILDREN IN ARENA FOYER. MANY APPEALS WERE HEARD AT THE OMHA AND OHF LEVEL. TWO CASES ARE BEFORE THE HUMAN RIGHTS COMMISSION WHICH COULD HAVE IMPACT ON SUSPENDING OR RELEASING PLAYERS. AGM MEETINGS HELD AND BY-LAWS TOTALLY DISREGARDED AND MOTIONS MOVED AND VOTED ON WHICH WERE NULL AND VOID. COACHES WIFE ASSAULTED WHILE SHE VIDEOTAPED ARGUMENT BETWEEN COACH AND PARENT. TWO MEMBERS OF FAMILY ASSAULT COACH IN BAR TWO WEEKS AFTER INCIDENT AT ARENA. ASSOCIATION HIRES PHOTOGRAPHER TO TAKE TEAM PICTURES AND THEN FINDS OUT PHOTOGRAPHER S ASSISTANT RECENTLY CHARGED WITH SEXUAL INTERFERENCE OF TEN YEAR OLD ALONG WITH FRIEND WHO WAS IN POSSESSION OF CHILD PORNOGRAPHY. NOW YOU KNOW WHY WE HAVE THE OPP SEXUAL EXPLOITATION UNIT HERE TODAY FOR A SESSION FOLLOWING THIS SEMINAR.
4 OMHA CODE OF CONDUCT This Code of Conduct identifies the standard of behaviour which is expected of all Ontario Minor Hockey Association ( OMHA ) members and participants, including but not limited to all players, guardians, parents, coaches, officials, volunteers, directors, officers, committee members, convenors, team managers, trainers and administrators involved in OMHA activities and events. The OMHA is committed to providing an environment in which all individuals are treated with respect. Members and participants of the OMHA shall conduct themselves at all times in a manner consistent with the values of the OMHA which include fairness, integrity and mutual respect. During the course of all OMHA activities and events, members shall avoid behavior which brings the OMHA or the sport of hockey into disrepute, including but not limited to abusive use of alcohol, use of non-medical drugs and use of alcohol by minors. OMHA members and participants shall at all times adhere to the OMHA operational policies and procedures, to rules and regulations governing OMHA events and activities, and to rules and regulations governing any competitions in which the member participates on behalf of the OMHA.
5 OMHA CODE OF CONDUCT Members and participants of the OMHA shall not engage in any activity or behaviour which interferes with a competition or with any player or team's preparation for a competition, or which endangers the safety of others. Members of the OMHA shall refrain from comments or behaviours, which are disrespectful, offensive, abusive, racist or sexist. In particular, behaviour, which constitutes harassment, abuse or bullying, will not be tolerated. Failure to comply with this Code of Conduct may result in disciplinary action, including but not limited to, the loss or suspension of certain or all privileges connected with the respective Member Association in the OMHA including the opportunity to participate in the OMHA and its Member Association activities and events, both present and future.
6 OMHA CODE OF CONDUCT INTRODUCTION Membership in the OMHA, as well as participation in the activities of the OMHA, brings with it many benefits and privileges. At the same time members and participants are expected to fulfill certain responsibilities and obligations, including but not limited to complying with the Code of Conduct, Regulations and Policies of the OMHA. The OMHA Code of Conduct generally identifies the standard of conduct which is expected of members, and other persons involved in OMHA activities and events. Individuals who fail to meet this standard may be subject to the disciplinary sanctions identified within these Policies and Procedures.
7 OMHA CODE OF CONDUCT INTRODUCTION The OMHA is committed to providing a sport and work environment which promotes equal opportunities and prohibits discriminatory practices. Harassment, Abuse and Bullying (H.A.B.) is prohibited by human rights legislation. H.A.B. can also be an offense under Canada's Criminal Code. The OMHA has a zero tolerance policy in regard to H.A.B.
8 OMHA CODE OF CONDUCT APPLICATION These Policies and Procedures are intended to deal with all matters relating to discipline for breaches or violations of the OMHA Code of Conduct and/or its Policies and Procedures. They are not intended to address matters related to the Rules of Competition as set out in the OMHA Regulations and Policies. These Policies and Procedures apply to all categories of members and participants of the OMHA.
9 OMHA CODE OF CONDUCT APPLICATION These Policies and Procedures outline discipline for breach of the Code of Conduct including harassment, abuse and bullying matters which may arise during the course of all OMHA activities and events, including but not limited to competitions (including exhibition games), practices, training camps, meetings and travel associated with these activities. Depending on the offence, and the Policies and Procedures set out herein, discipline shall be dealt with by the local Association or the OMHA. Within these Policies and Procedures, the words harassment and harass shall include bullying and bully and abuse and abusing.
10 OMHA CODE OF CONDUCT GENERAL PROCEDURE When a written complaint is received by the local Association, or an infraction occurred to the knowledge of the local Association, the said Association must determine if the complaint or infraction ought to be considered minor or major. If the matter is a minor infraction the matter is dealt with at the local Association level, unless the Association refers the matter to the OMHA and the OMHA agrees to the referral. When the local Association determines that the matter is a major infraction the matter must be referred to the OMHA. The President or his designate shall then determine the appropriate course of action, which may include one or more of the following: referring the matter back to the Association, imposing interim sanction(s), requesting an investigation and/or a Hearing, or such other action(s) as the President or his designate deems necessary.
11 OMHA CODE OF CONDUCT GENERAL PROCEDURE If the matter is heard at the local Association level, the decision may be appealed to the OMHA Code of Conduct Appeal Panel after which time it may be appealed to the OHF. When a complaint involving a minor or major infraction is received by the OMHA directly from the complainant, or the infraction occurred to the knowledge of the OMHA, the President or his designate may refer the matter to the local Association, or deal with the matter at the OMHA level in accordance with the Policies and Procedures set out herein. These Policies and Procedures use the term "Complainant" to primarily refer to the person who makes the complaint including but not limited to a victim of an infraction or their parent or guardian, or any other association member. The term "Respondent" refers to the person against whom a complaint is made.
12 MAJOR INFRACTIONS REPORTING HARRASMENT, ABUSE AND BULLYING (H.A.B.) When any person in authority has a reasonable belief that the possibility exists that a minor is being harassed, bullied, abused or neglected, he or she shall report this to Ontario child protection authorities or Police and shall advise the OMHA of having made this report. The President or his designate, upon becoming aware of a H.A.B infraction shall take such action as deemed necessary in the circumstances, including but not limited to one or more of the following: conducting an investigation, a hearing, imposing interim sanction(s), suspending the person from participating in any activities of the OMHA and/or any other further disciplinary action. The matter shall then be dealt with as a disciplinary matter and a major infraction. Any report of investigation carried out by authorities may be used as evidence under these Policies and Procedures.
13 MAJOR INFRACTIONS H.A.B COMPLAINT A person who experiences H.A.B., any person who witnesses H.A.B., or any person who believes that H.A.B. has occurred should make it known to the harasser that the behavior is unwelcome, offensive and contrary to the values of the OMHA and these Policies and Procedures. If confronting the harasser is not possible, or if after confronting the harasser the H.A.B. continues, the matter should be reported to an official of the OMHA. For the purposes of these Policies and Procedures, an "official" may be a member of the OMHA Board, a Convenor, the Executive Director, or the Chairperson of any OMHA Standing Committee.
14 MAJOR INFRACTIONS H.A.B COMPLAINT An official who either becomes aware of an incident of H.A.B. or receives a complaint, written or otherwise, shall thereby advise the OMHA using the OMHA Complaint Form available from the OMHA office and/or website. Any member of an Association may make a complaint directly to its Association or directly to the OMHA. If the complaint received at the Association level is a Code of Conduct major infraction or a harassment, abuse or bulling infraction, it shall be forwarded to the OMHA.
15 MAJOR INFRACTIONS CONFIDENTIALITY The OMHA recognizes the sensitive and serious nature of H.A.B. and will strive to keep all matters relating to a complaint of H.A.B. confidential. However, if required by law to disclose information, the OMHA will do so.
16 MAJOR INFRACTIONS HANDLING OF MA JOR INFRACTIONS INCLUDING H.A.B. Any member or representative of the OMHA must report a major infraction to the OMHA using the OMHA Complaint Form available from the OMHA Office and/or website. The OMHA is not required to deal with all complaints. The OMHA may decide not to deal with the complaint if it is of the opinion that: 1. Could be more appropriately dealt with under another policy, rule or regulation within the OMHA or local Association; 2. Is frivolous, vexatious or made in bad faith; 3. Is not within the governing body s jurisdiction, i.e. player selection; or 4. Is based on occurrences that are more than six months old. If the decision is made not to investigate the complaint, the Complainant will be advised accordingly.
17 MAJOR INFRACTIONS HANDLING OF MA JOR INFRACTIONS INCLUDING H.A.B. When a major code of conduct or HAB complaint is to be investigated by the OMHA, the President or his designate may determine the complaint ought to be dealt with at the local Association named in the complaint. The Complainant, Respondent and President of the Association named in the complaint will be advised that the complaint is being sent to the local Association. The local Association shall provide the OMHA with their Investigative report as well as subsequent updates of the handling of the complaint including any sanctions imposed. If the President or his designate decides that the complaint will be dealt with by the OMHA the Complaint, Respondent and President of the Association named in the complaint will be advised that the complaint is being investigated by the OMHA and of any procedure or interim sanction(s) including but not limited to a fact finding investigation and/or hearing no later than 5 business days from the date of the receipt of the complaint.
18 OMHA FACT FINDING INVESTIGATION An OMHA representative in a position of authority who receives a major complaint written or otherwise shall advise the OMHA office immediately. The OMHA President or his designate shall request that the OMHA Risk Management Officer conduct an investigation. The OMHA Risk Management Officer will assign one of the OMHA fact finding Investigators to conduct an investigation. The OMHA Investigator shall carry out the investigation within 10 business days (or such other reasonable time as the President or his designate shall allow) and at the conclusion of the investigation shall submit a written report to the Risk Management Officer.
19 OMHA FACT FINDING INVESTIGATION The Risk Management Officer within 7 business days (or such reasonable time as the President or his designate shall allow) of receiving the report shall submit his report to the President or designate for review and a decision on the appropriate course of action which may include, but is not limited to, immediate action, interim sanctions if not already invoked, or calling for a Code of Conduct Hearing. The following decisions resulting from an investigation may be made: 1. The complaint is with merit; 2. The complaint is without merit; 3. There is insufficient information to enable a conclusive decision to be made; or 4. The complaint is outside of the jurisdiction of the investigating body.
20 OMHA FACT FINDING INVESTIGATION Any player, team official, on ice official, parent, director, officer, volunteer, employee or chaperone within the OMHA and/or any of the OHF Member Partners who knowingly brings false complaint against any OMHA Member may be disciplined up to an including dismissal and/or revocation of membership in accordance with the OMHA By-Laws and Regulations.
21 INCIDENTS REQUIRING IMMEDIATE RESPONSE These Policies and Procedures shall not prevent an OMHA representative in a position of authority from taking immediate action at an OMHA activity or event in response to behavior that, in his view, constitutes a contravention of the OMHA Code of Conduct where such action is deemed necessary. The OMHA representative must remove the alleged offender(s) from the OMHA activity and immediately report the incident to the OMHA office. An OMHA complaint form shall be filled out by the Complainant or the OMHA representative and sent to the OMHA office forthwith.
22 CODE OF CONDUCT HEARING On receipt of a complaint written or otherwise or incident being investigated, and upon completion of the RMO s report and deciding a hearing is warranted, the President or his designate will appoint three individuals to serve as the Code of Conduct Hearing Panel and shall appoint one of these persons to serve as the Chairperson of the Panel. The Code of Conduct Hearing Panel shall hold the hearing within 14 business days from receipt of the RMO s report or Complaint (written or otherwise) being received by the President or his designate, unless otherwise determined by the President or his designate acting reasonably in the circumstances. The Code of Conduct Hearing Panel has the power to impose sanctions as set out herein.
23 CODE OF CONDUCT HEARING The Code of Conduct Hearing Panel shall govern the hearing as it sees fit, provided that: The individual being disciplined or the Complainant and Respondent shall be given 7 business days written notice (by , courier, registered mail or fax) of the day, time and place of the hearing. The Panel may decide to conduct the hearing in person or by telephone or video conference. All parties shall receive a copy of the complaint, and any other relevant documentation unless otherwise determined by the President. A quorum shall be all 3 Panel members and decisions shall be by majority vote where the Chair carries a vote. Both the Complainant and Respondent shall be present at the hearing, and may have legal representation. The Panel or the OMHA may also require its own representative/counsel. The individual being disciplined shall have a reasonable opportunity to present evidence and argument. The hearing shall be held in public except for those matters dealing with HAB matters which ought to be held in private, or where the President or his designate determines the matter ought to proceed by way of a private hearing.
24 CODE OF CONDUCT HEARING The Code of Conduct Hearing Panel shall govern the hearing as it sees fit, provided that: The Panel may request that witnesses to the incident be present or submit written evidence which is certified by a Notary Public. If at any point in the proceedings, the Complainant becomes reluctant to continue, it shall be at the sole discretion of the Panel to continue the review of the complaint in accordance with the Policies and Procedures set out herein. Once appointed, the Panel shall have the authority to abridge or extend timelines associated with all aspects of the hearing. The parties will exchange and or provide disclosure of any and all documents or evidence intended to be relied upon 3 business days prior to the hearing.
25 CODE OF CONDUCT HEARING The Code of Conduct Hearing Panel shall render its decision within 14 business days of the hearing and submit a written report to the President or his designate. A copy of this decision shall be provided to all of the parties to the hearing. This report shall contain but shall not be limited to the following: a summary of the relevant facts a determination as to whether the acts complained of constitute an infraction disciplinary action to be taken; and measures to remedy or mitigate the harm or loss suffered by the Complainant. Where the facts of the incident can be agreed upon, the Respondent may waive the hearing, in which case the Panel shall be authorized to render the appropriate sanction(s) and may hold a hearing for the purpose of determining an appropriate sanction(s).
26 CODE OF CONDUCT HEARING If the Respondent chooses not to participate in the hearing, the hearing may be held in his absence. The decision of the Code of Conduct Hearing Panel may be Appealed to the OHF.
28 DRESSING ROOM POLICY OHF POLICY ON SUPERVISION To provide a safe and comfortable dressing room environment with proper supervision for the player and team officials. It will be the Policy of the Ontario Hockey Federation that, when any player under the age of 18 is in the team dressing room(s) before, during and after a game or practice, a minimum of two of the following shall be present in the dressing room(s) or immediately outside the dressing room(s) with the door ajar: two team or club/association officials, properly screened or one such official and an adult person associated with the team. In the situation of Juvenile or U21 hockey the coach may use an adult player over the age of 19 to be the second adult associated with the team.
29 DRESSING ROOM POLICY OHF POLICY ON SUPERVISION Sanctions Any person found to be in violation of this policy will receive a warning for a first offence, a two week suspension for a second offence, and a one year suspension for a third offence.
30 DRESSING ROOM POLICY PHONES, CAMERAS AND ELECTRONICS Technology advancements have allowed cell phones to carry new functions - such as cameras that allow users to secretly photograph objects in front of them while appearing to dial a number. The ability to snap photos without others knowing has raised significant concern. The potential exists for deviant behaviour of camera-phone users photographing other patrons undressing or showering in locker rooms. The Ontario Recreation Facilities Association (O.R.F.A.) has issued a Facility Alert. O.R.F.A. President, Dan McArthur recommends that signage be posted immediately that "Prohibits the use of cell phones, and personal digital assistants in all recreation facility change rooms". The OMHA acknowledges the recommendation of O.R.F.A. and directs all members to govern themselves accordingly.
NOTE: HIGHLIGHTED SECTIONS AND/ORE PARAGRAPHS ARE NEW OR CHANGED SECTIONS WHEREVER THE CONTEXT HEREIN PERMITS, REFERENCE TO THE MALE SHALL ALSO MEAN FEMALE ONTARIO MINOR HOCKEY ASSOCIATION INC. CODE OF
POLICIES AND PROCEDURES OF THE LEDUC RINGETTE ASSOCIATION Updated and Approved on March 21, 2016 Contents Intent... 6 Section 100: General... 6 101. The Association... 6 102. Operating Constraints... 6
Rules for Disciplinary Procedures Season 2017 (As at 17 th Feb 2017) 1 GENERAL PROVISIONS... 3 1.1 JURISDICTION... 4 1.2 POWERS OF ADJOURNMENT AND ATTENDANCE OF CITED PARTY.. 4 1.3 POWERS OF COMMITTEES..
WORLD SCHOOLS DEBATING CHAMPIONSHIPS Code of Conduct 1. Introduction 1.1 Purpose of the Code of Conduct The World Schools Debating Championships brings together participants from around the world to compete
THE ENGLAND AND WALES CRICKET BOARD CHILD SAFEGUARDING COMPLAINTS AND DISCIPLINARY PROCEDURE INTRODUCTION The ECB is committed to ensuring that all Children (1) 1 who participate in Cricket have a safe
Nova Scotia House of Assembly Policy on the Prevention and Resolution of Harassment in the Workplace (Policy). Approved by the Nova Scotia House of Assembly on May 19, 2016. Effective date May 20, 2016.
H1 Policies and Procedures Discrimination and Harassment Originator: Vice President, Finance and Administration Approver: President s Council Effective: May 14, 2013 Replaces: February 14, 2006 1. Purpose
1 Fair Play Policy and Procedures Issued: February 1998 1 st Revision: September 1998 2 nd Revision: November 1999 3 rd Revision: August 2006 Approved by the Board of Directors Basketball Ontario August
KELOWNA MINOR HOCKEY ASSOCIATION SOCIETY ACT CONSTITUTION Certificate of Incorporation No. S-17423 1. The name of the society is Kelowna Minor Hockey Association. 2. The purposes of the Society are: a)
COMPLAINTS AND DISCIPLINARY POLICY No: BE524 Issue: 2 Date: February 2016 Author: M. Scott Approved: Sports Sub Committee 27.01.2016 Glossary of terms In this policy the following terms have the meanings
WORKPLACE HARASSMENT AND DISCRIMINATION POLICY Durham College Students Inc. (hereinafter the Corporation ) WORKPLACE HARASSMENT AND DISCRIMINATION POLICY (hereinafter the Policy ) Effective Date: December
A Guide to the Ontario Hockey Federation Appeal Process For Players, Volunteers, Administrators & Organizations Revised 2015 Revised 2016 Table of Contents A Guide to the OHF Appeal Process... 3 Structure...
BASKETBALL everyone s game Basketball Tribunal By-law For adoption by Constituent Association Members and their affiliated bodies Date adopted by Basketball Australia Board 21 September 2012 Date Tribunal
Tenpin Bowling Australia Limited MEMBER PROTECTION POLICY Tenpin Bowling Australia Limited - Member Protection Policy V2.4 0 CONTENTS Preface Review history PART A TBA MEMBER PROTECTION POLICY 1. Introduction
A Guide to the Greater Toronto Hockey League Appeal Process For Players, Parents, Volunteers, Administrators & Clubs As Of February 1, 2013 Table of Contents A Guide to the GTHL Appeal Process.... 3 Structure...3
Safeguarding and Protecting Young People in Hockey Complaints and Disciplinary Regulations INTRODUCTION England Hockey is committed to ensuring that young people are able to enjoy the sport of hockey free
ODP FOREIGN TRAVEL POLICY I. Introduction The US Youth Soccer ODP s philosophy is to identify players of the highest caliber on a continuing and consistent basis, which will lead to increased success for
ROTARY INTERNATIONAL DISTRICT 9520 BULLYING AND HARASSMENT POLICY When Rotarians and Volunteers are involved in Rotary Short Term Youth Programs and/or Assisting the Elderly and Infirm, they should refer
STUDENT DISCIPLINARY PROCEDURE: NON-ACADEMIC MISCONDUCT 1. INTRODUCTION Purpose 1.1 In order to operate effectively, all organisations need to set standards of conduct to which their members are expected
Triathlon Australia and State and Territory Triathlon Associations MEMBER PROTECTION POLICY VERSION 4.0 February 2014 CONTENTS PAGE PART A: MEMBER PROTECTION POLICY 1. Introduction 5 2. Purpose of this
St. Bridget s Catholic Primary School Mission Statement As a family, we learn, support and care for one another in God s love. We reach for the stars. May your life in this world be a happy one. CES DISCIPLINARY
CODES OF GOOD PRACTICE 2005 Pursuant to section 15(1) of the Public Service Act 2005 1, I, PAKALITHA BETHUEL MOSISILI Prime Minister of Lesotho and Minister responsible for public service, make the following
Mawsley Touch Rugby Club Constitution www.mawsleytouchrugby.com 1 P a g e 1 Name and Affiliation 1.1 The club shall be called Mawsley Touch Rugby Club (herein after referred to as the Club or MTRC ) and
Disciplinary procedures for all employees Comprising: A) Disciplinary rules for all employees B) Misconduct Headteacher / Principal C) Misconduct all staff except Headteacher / Principal Approved by: Trustees
VULNERABLE ADULTS 2016-2017 241 THE FOOTBALL ASSOCIATION S SAFEGUARDING VULNERABLE ADULTS POLICY The FA is committed to football being inclusive and providing a safe and positive experience for everyone
Policy & Procedures Manual HUMAN RIGHTS #2-08 Discrimination Harassment Approved: December 16, 1992 by: Board of Governors Revised and Approved: March 23, 2005 by: Board of Governors Effective: March 23,
YOUTHSAFE PROGRAM Our Mission: Developing the game by inspiring British Columbians to lifelong active, inclusive and team play Updated: June 11, 2011 CONTENTS SECTION 1 - PROGRAM MISSION... 3 SECTION 2
Sexual Misconduct Prevention and Response Policy and Procedures July 2017 The United Church of Canada L Église Unie du Canada The United Church of Canada/L Église Unie du Canada Sexual Misconduct Prevention
Our Lady s Catholic Primary School DISCIPLINARY POLICY DISCIPLINARY POLICY FOR OUR LADY S CATHOLIC PRIMARY SCHOOL This policy explains the process which management and Governors will follow in all cases
HOCKEY WALES DISCIPLINARY (RED CARD/ MMO) REGULATIONS September 2016 Preamble 1.1 These regulations set out the code for the enforcement of discipline for all forms of hockey played under the jurisdiction
Policy 3.0: Ethics and Conduct 1. Standards A. All programs, activities, communications, and conduct of Toastmasters clubs and members shall be represented in an ethical manner, consistent with Toastmasters
USA BOXING GRIEVANCE AND DISCIPLINE POLICY THIS GRIEVANCE AND DISCIPLINE POLICY (the Policy ) of USA Boxing, Inc. ( USAB ) sets forth the policy and procedures by which USAB will consider, hear and determine
SOUTH COAST HOCKEY ASSOCIATION MEMBER PROTECTION POLICY VERSION 1 November 2010 CONTENTS Review History Preface PART A MEMBER PROTECTION POLICY 1. Introduction 2. Purpose of Policy 3. Who this Policy Applies
248 THE FOOTBALL ASSOCIATION S SAFEGUARDING POLICY The FA is committed to football being inclusive and providing a safe and positive experience for everyone involved in the game. Whilst it is hoped that
CODE OF PROFESSIONAL ETHICS CODE OF PROFESSIONAL ETHICS 1 2 CODE OF PROFESSIONAL ETHICS DEFINITIONS 1. In this Code, unless the context indicates otherwise any word or phrase defined in the South African
The University of Vermont Department of Police Services Department Directive # OPS - 800 Subject: Professional Standards Rescinds All Previous Directives Effective Date: 2003/04/14 CALEA Standards 52.1.1,
MEMBER PROTECTION MANAGEMENT TOOL KIT This Member Protection Management Tool Kit is designed to provide board and committee members at all levels of Maccabi (whether at the Club, State or National level)
The University Tribunal Rules of Practice and Procedure Effective April 19, 2012 To request an official copy of these Rules, contact: The Office of the Governing Council Room 106, Simcoe Hall 27 King s
PH RACING CLUB Club Documentation Contents Club Establishment and Aims... 2 Club Constitution... 3 Club Policy Statement... 9 Athlete Welfare Policy (incorporating Child Protection)... 10 Equality Statement...
USA National Karate- do Federation Code of Conduct and Athlete Agreement On this day of, USA National Karate-do Federation, Inc. (USA- NKF) and, the undersigned Karate Athlete ("Athlete"), for good and
3357:13-15-031 Discrimination Grievance Procedures (A) The purpose of these procedures is to provide a prompt and equitable resolution for complaints or reports of discrimination based upon race, color,
City of Sacramento Department of Parks and Recreation Landscape and Learning Youth Employment Program YOUTH AIDE Job Announcement Summer 2015 The Landscape and Learning program is an employment program
UNITED KINGDOM ASSOCIATION OF FIRE INVESTIGATORS (UK-AFI) ETHICAL PRACTICE AND GRIEVANCE POLICY 2017 Contents 1. INTRODUCTION 3 2. CODE OF ETHICS 3 3. ORGANISATION - ETHICAL PRACTICE AND GRIEVANCE COMMITTEE
Las Vegas Convention Center Las Vegas, Nevada Exhibit Days: October 31 November 3, 2017 Education Days: October 30 November 3, 2017 INTELLECTUAL PROPERTY RIGHTS POLICY SEMA maintains a strict policy on
ARTICLE # TITLE THE AJAX FC CONSTITUTION ARTICLE I ARTICLE II ARTICLE III NAME OBJECTIVES MEMBERSHIP ARTICLE IV BOARD OF GOVERNORS ARTICLE V DUTIES OF GOVERNORS ARTICLE VI ARTICLE VII ARTICLE VIII ARTICLE
DISCIPLINARY PROCEDURE 1 INTRODUCTION The University of Aberdeen expects a professional and consistent standard of conduct and performance from all members of staff. This procedure aims to encourage you
Financial Services Tribunal Tribunal des services financiers RULES OF PRACTICE AND PROCEDURE FOR PROCEEDINGS BEFORE THE FINANCIAL SERVICES TRIBUNAL Ce document est également disponible en français TABLE
Discrimination Complaint and Investigation Procedure An individual filing a complaint of alleged discrimination or sexual harassment shall have the opportunity to select an independent advisor for assistance,
ICGP Policy on Bullying, Discrimination and Harassment for Members or Trainees acting on behalf of the College or undertaking College functions. A Policy for Trainee Complainants. DISCLAIMER The ICGP recognises
Health Practitioners Competence Assurance Act 2003 Complaints and Discipline Process The following notes have been prepared to explain the complaints process under the Health Practitioners Competence Assurance
KENNESAW YOUTH FOOTBALL ASSOCIATION BY-LAWS Revised and Adopted: March 2016 BYLAWS OF KENNESAW YOUTH FOOTBALL ASSOCIATION, INC Article I. Name Section 1. The organization shall be known as the "Kennesaw
National Framework for Ethical Behaviour and Integrity in Basketball Date adopted by BA Board 3 April 2017 Date Effective 1 July 2017 Table of Contents PREAMBLE... i Australian Basketball Values and Principles
Employee Discipline Policy Authors Mr D Brown & Mrs J Lowe Last Reviewed Next review date July 2017 Reviewed by - Laurus Trust MODEL DISCIPLINARY PROCEDURE CONTENTS 1. Introduction Page 1 2. Application
SCHOOL BOARD MEMBER (TRUSTEE) CODE OF CONDUCT [NAME OF SCHOOL BOARD] Please note that the provisions in bold type in the Code of Conduct below are the Ministry of Education's anticipated wording for the
A POLICY AND PROCEDURE FOR MINISTERIAL AND STAFF MISCONDUCT an MCEC Policy Adopted 02, 20, 2002 Revised September 30, 2008 by resolution of the MCEC Executive Council This policy and procedure is intended
Grievance and Penalty Procedure Policy The heart of Little League baseball is what happens between manager and player. It is the manager more than any other single individual who makes the program a success
Title IX Investigation Procedure The Title IX Coordinator may modify these procedures and communicate the changes at any time as deemed appropriate for compliance with federal, state, local law or applicable
Volunteer/Staff Screening Policy in Missouri Board Approved August 6, 2005 Board Revised April 15, 2011 I. SCREENING INTRODUCTION Special Olympics has the right and responsibility to take all reasonable
NYPSCB Code of Ethical Conduct & 11 North Pearl Street, Suite 801 Albany New York 12207 Phone: 518.426.0945 Fax: 518.426.1046 www.nypeerspecialist.org The mission of the NYPSCB - is to preserve the integrity
Athletics Tasmania MEMBER PROTECTION POLICY APPROVED VERSION June 2010 1 CONTENTS PAGE Preface PART A MEMBER PROTECTION POLICY 1. Athletics Tasmania s Core Values 2. Purpose of Policy 3. Who this Policy
COMPLAINTS AND DISCIPLINARY RULES AND PROCEDURES January 2012 Initial Approval Date: September 2009 Subsequent Amendment Date: January 2012 Swim Ireland Irish Sport HQ National Sport Campus, Blanchardstown,
Republic of Mauritius ANTI - CORRUPTION POLICY of the MINISTRY OF CIVIL SERVICE AND ADMINISTRATIVE REFORMS Our core values : Accountability Selflessness Impartiality Objectivity Integrity Openness Honesty
CHARTERED PROFESSIONAL ACCOUNTANTS OF ONTARIO RULES OF PRACTICE AND PROCEDURE MADE UNDER SECTION 25.1 OF THE STATUTORY POWERS PROCEDURE ACT TABLE OF CONTENTS RULE 1 GENERAL RULES... 2 RULE 2 COMPLIANCE
New South Wales Child Protection Legislation Amendment (Children s Guardian) Act 2013 Contents Page 1 Name of Act 2 2 Commencement 2 Schedule 1 Amendment of Child Protection (Working with Children) Act
CHESTER-LE-STREET GOLF CLUB DISCIPLINARY POLICY AND PROCEDURE In keeping with Chester-le Street Golf Club s other policies and procedures, this document is issued for guidance and is not intended to have
Province of Alberta Statutes of Alberta, Current as of February 20, 2015 Office Consolidation Published by Alberta Queen s Printer Queen s Printer Bookstore Suite 700, Park Plaza 10611-98 Avenue Edmonton,
SELF-DECLARATION FORM FOR A CHILD CARE POSITION As required in Clydesdale Cricket Club s Child Protection Policy and Procedures this form must be completed by all members for positions Clydesdale Cricket
VIACOM18 MEDIA PRIVATE LIMITED SEXUAL HARASSMENT POLICY Version 1.1 Approved 1 st November,2013 The Company follows the mandate of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and
British Gymnastics Complaints & Disciplinary Procedures These procedures were amended on Thursday 21 st February 2013 and approved by the Ethics and Welfare Committee. All previous procedures are superseded
Board of Certification, Inc. Professional practice and discipline guidelines Version 2.4 - Effective September 1, 2016 Updated May 2016 BOC PROFESSIONAL PRACTICE AND DISCIPLINE GUIDELINES Effective March
Province of Alberta SCHOOL ACT PRACTICE REVIEW OF TEACHERS REGULATION Alberta Regulation 11/2010 Extract Published by Alberta Queen s Printer Alberta Queen s Printer 7 th Floor, Park Plaza 10611-98 Avenue
Ratified January 26, 2017. Article 1: NAME The name of this Club shall be the STORRINGTON MINOR SOCCER CLUB, hereinafter referred to as the Club. The headquarters of the Club shall be located within the
CLUB RULES AND CONSTITUTION 1. NAME The club shall be called TWYFORD SPARTANS YOUTH F.C. (the club) 2. OBJECTS The advancement of the physical education of young people by the provision of facilities for
Penfield Rangers Soccer Club BYLAWS 1 Article I - Organization and Purpose 1. Name The name of this organization shall be the Penfield Rangers Soccer Club, a New York State incorporated organization, with
08 January 2018 Procedures for the Handling of a Complaint about a to the Investigating Committee of the Teaching Council January 2018 INDEX Pages 1 Preliminary 3 2 The Investigating Committee 4-5 3 Grounds
Australian and New Zealand College of Anaesthetists POLICY ON BULLYING, DISCRIMINATION AND HARASSMENT FOR FELLOWS AND TRAINEES ACTING ON BEHALF OF THE COLLEGE OR UNDERTAKING COLLEGE FUNCTIONS 1. DISCLAIMER
Office of Judicial Affairs Sexual/Interpersonal Violence Response Procedures for Sexual Assault, Dating or Domestic Violence, and Stalking Last revised July 15, 2015 These procedures are intended to supplement
GRANDE PRAIRIE MINOR HOCKEY ASSOCIATION May 27, 2014 Grande Prairie Minor Hockey Association Revised May 2014 Table of Contents Section Page 1 Interpretations and Definitions 2 2 Name 3 3 Non-Profit Organization
BY-LAWS OF THE ALBERTA SOCCER ASSOCIATION ** Approved January 28, 2017 Pending Registry Approval Article I General a. The name of this organization shall be the Alberta Soccer Association, (hereinafter
LAWYER REFERRAL AND INFORMATION SERVICE RULES RULE 1 - PURPOSES The purposes of the Lawyer Referral and Information Service are: 1. To educate as many people as possible about their legal rights. 2. To
Your consent to our cookies if you continue to use this website.