The following tabs relate to the Clubs Code of Conduct and the Disciplinary Procedure.
Click on the appropriate tab for the policy.
1. PLAYERS CODE OF CONDUCT
All rugby players:
Playing rugby is about enjoyment and respect. Observing the above will help you with both!
2. COACHES AND VOLUNTEERS CODE OF CONDUCT
At Middlesbrough RUFC we believe that all involved in supporting the development of the game should be guided by consideration of what is ethical and right for the players who fall under our duty of care. To this end all club officials and volunteers:
3. PARENTS/CARERS/SUPPORTERS CODE OF CONDUCT
In Rugby Union Coaches and administrators fully acknowledge that parents are an integral part of the partnership, which ensures that young players enjoy their involvement in the sport and experience an environment in which they can flourish.
IN RUGBY UNION PARENTS, CARERS AND SUPPORTERS SHOULD:
REMEMBER THAT PERSISTANT, NEGATIVE MESSAGES WILL ADVERSELY AFFECT THE PLAYERS AND REFEREES PERFORMANCE AND ATTITUDE AND YOU COULD BE ASKED TO LEAVE THE EVENT.
ALWAYS SUPPORT THE STAFF IN ERADICATING LOUD, COARSE AND ABUSIVE BEHAVIOUR FROM THE GAME.
REMEMBER YOUNG PEOPLE LEARN MUCH BY EXAMPLE
Reporting a safeguarding incident : http://www.pitchero.com/clubs/middlesbroughrufcminis-juniors/a/safeguarding-2472.html&page=4
Middlesbrough Rugby Club (the Club) strives to create an environment in which everyone feels valued and can participate in the sport. This is in line with the Core Values of the Club, which are Teamwork, Respect, Enjoyment, Discipline and Sportsmanship which are expected of all players, officials, volunteers and supporters. Disciplinary rules and procedures are necessary to promote fairness, order and consistency in the treatment of individuals in their different roles.
This Policy sets out the procedures to be followed where a player, volunteer, official or supporter has failed to uphold the standards of behaviour expected of them. The procedures aim to treat all individuals fairly and consistently.
The following key principles underpin this Disciplinary Policy and its associated procedures:
• Consistent, appropriate and prompt approach to discipline issues
• Respect for confidentiality and natural justice
• All parties to act in good faith
• Individuals to be informed of allegations that have been made and given an opportunity to respond before decisions are reached.
• Informal discussion and remedial action to be used where appropriate.
• No formal disciplinary action to be taken until a matter has been fully investigated
• Adequate notice and information relating to any Disciplinary Hearing to be given
• Disciplinary hearings to operate in a way that is proportionate to the:
A. importance of the case both to the Club and to sport in general;
B. complexity of the issues; and the
C. resources of each party.
• individuals have the right to be accompanied in meetings and the right of appeal.
It is important to distinguish between those issues which arise because of misconduct and those which arise relating to an individual’s capability, either relating to skill level or health. Concerns relating to capability should be addressed separately.
Misconduct can be of varying degrees of seriousness culminating in gross misconduct: A player, volunteer, official or supporter who wilfully refuses to perform his or her duties, or to behave to a satisfactory standard is committing an act of misconduct. This includes any breach of the Club’s Code of Conduct, policies or some other act which, although not necessarily specified in policy, may be regarded as misconduct.
Gross misconduct is a serious breach of discipline which is considered so grave that, subject to any mitigating circumstances, it constitutes grounds for removal from a position of responsibility within the Club and/or termination of Club membership. Therefore in the case of gross misconduct, the Club reserves the right of such removal or termination.
The decision on whether conduct can be construed as gross misconduct will be dependent on full consideration of all the facts and circumstances.
Examples of gross misconduct include (but are not limited to):
• a criminal offence that is likely to adversely affect the performance of an individual or their relationship with the Club
• fighting or physical assault while at any Club training, match or event
• drunkenness and/or drug-taking whilst on Club premises, or at any Club event
• theft, fraud or dishonesty
• bringing the Club into disrepute
• offensiveness to players, volunteers, officials, supporters or the wider public
• racial, sexual, homophobic or disability-centred bullying or harassment
• a breach of the Club’s Safeguarding Policy.
The following stages will apply:
Minor and/or limited deficiencies in conduct should be identified and brought to the individual’s attention at an early stage and the individual concerned should be given encouragement, assistance and time to improve. A written record of any informal discussion will be kept for six months by the Club Secretary.
Where an alleged breach of discipline requires action beyond informal discussions, or where informal discussions have failed to bring about the required improvement, a full investigation will be undertaken by the discipline officer.
An individual may be suspended from playing, coaching, events or other activities of the Club where this would facilitate the investigation or it is deemed appropriate. This is relevant where for example the alleged conduct:
• Could adversely affect the reputation of the Club or has a significant bearing on the delivery of the Clubs events or activities; or
• Could be a danger to others; or
• The individual’s continued involvement could negatively affect the disciplinary investigation.
The decision to suspend an individual will be made by the Club Chairman in conjunction with the Discipline Officer and Team Coach/Manager as appropriate.
A suspension is a natural act and should not be regarded as a form of disciplinary action and should be for as short a period as necessary.
The Discipline Officer will interview any witnesses and hold an investigation meeting with the individual (who can be accompanied by a friend). The purpose of such interviews and investigation meetings is to establish the facts of the case. A record of the interview/meeting should be made and retained by the Discipline Officer.
The Discipline Officer may find that:
• There is no case to answer; or that
• The matter could be resolved through guidance outside the formal procedure; or that
• The matter requires a formal Disciplinary Hearing
The individual concerned will be informed in writing of the outcome of the investigation, whatever the decision may be.
If the outcome of the investigation is that the matter requires a formal Disciplinary Hearing, then the Discipline Officer will convene a Hearing Panel which will be Chaired by the Club Chairman (or their nominated deputy) and will have at least one other member (ideally two) who should be members of the Club Committee.
The individual should receive notice of the Disciplinary Hearing, normally this will be ten days unless a shorter period is agreed by both parties. The individual will be notified of the nature of the misconduct as indicated from the investigation findings and they will be provided with copies of any papers that are to be produced at the hearing. The individual has a right to be accompanied at the Hearing.
The individual should supply, normally five days prior to the hearing, copies of any documents they intend to use at the Hearing.
The Disciplinary Hearing will be structured to enable the Discipline Officer to present their case to the Panel and for the individual to present their case in response.
The Disciplinary Panel will then consider the evidence in private and reach a decision based on the balance of probabilities.
The Panel will inform the individual of their decision and will set out:
• The reason for its decision;
• Any mitigating circumstances it has taken into account; and
• Any Disciplinary Action that it considers appropriate
Any disciplinary action should be reasonable in relation to the breach of discipline and the circumstances surrounding it. Where it is decided that disciplinary action is required the following staged levels of sanction are to be considered in line with the nature of the misconduct.
If it is concluded that misconduct is proven, a formal written warning will be given to the individual, the terms of the written warning may vary according to the degree of the seriousness of the misconduct. Terms may include (but are not limited to):
• The individual making a commitment not to repeat the misconduct; and/or
• The individual making a formal apology; and/or
• The individual agreeing to undertake remedial training; and/or
• The individual being put under a period of supervision where appropriate.
The individual will be advised that this is the first level of the formal disciplinary procedure and made aware that if the issue remains unresolved or if further misconduct occurs this could lead to the next stage.
The individual will be made aware that a copy of the formal written warning will remain in place for 12 months and be retained by the Club Secretary, after which it will be destroyed.
If it is concluded by the Disciplinary Panel that gross misconduct is proven, then the individual will:
• Have their membership of the Rugby Club removed; and/or
• The individual will be removed from any position of responsibility; and/or
• The individual will not play rugby for Middlesbrough Rugby Club; and/or
• The individual will be banned from the Clubhouse
The individual will be informed of this decision in writing.
If a previous Written Warning has been ignored and/or further misconduct has occurred a Disciplinary Panel will be reconvened to determine whether the individual has now committed Gross Misconduct.
For clarity, this policy applies to Middlesbrough Rugby Club, the Clubhouse is known as Acklam Park Sports Club, where it is decided that it is appropriate to ban an individual from the Clubhouse, the Acklam Park Sports Club rules state that the individual section (Cricket or Rugby) will make that decision about their member.
If disciplinary action is taken and the individual does not accept the outcome, then they have a right to appeal within ten days. This would be to a member of the committee who has not sat on the Disciplinary Panel.
That person will review the outcome of the disciplinary process and require any further investigations if appropriate, they will give their decision within ten days of the appeal being received and will report the decision of the appeal back in writing to the individual.
Although these procedures are aimed at adult members, the procedures will, if appropriate, be applied to junior members. If the policy is applied to a junior member it should be carefully considered whether it is the best course of action and wherever possible the “White Card” process should be used. In all instances a junior member MUST have an adult present throughout the process.
This policy makes no mention of the process for managing players who receive Red Cards during games, RFU regulation 19 covers what action is required by the Club and this is already well established.
