East Gwillimbury Soccer Club
Vulnerable Screening Policy
WHO, WHAT & WHY YOU NEED TO KNOW ABOUT VULNERABLE SCREENING
It is the policy of the East Gwillimbury Soccer Club that every reasonable effort is taken under the Ontario Soccer Association Vulnerable Screening Policy to exclude from program responsibilities any record that would bring unnecessary risk to the health and safety of participants. It is the intent of the East Gwillimbury Soccer Club to exclude all persons who have been convicted of crimes against any individual.
East Gwillimbury Soccer Club will comply with all Ontario Soccer Association guidelines and procedures and therefore has placed as a condition of participation the requirement of all Volunteers assigned to Competitive/All-Star/Select/Traveling Recreational teams to complete a Police Check form annually. Only persons who comply with these conditions shall be allowed to participate.
A volunteer is defined as any person who at anytime could be expected in the performance of their duties to be alone with any registered player for any length of time. This includes coaches, assistant coaches, trainers, managers.
Screening is an Ontario Soccer Association mandate based on the expectations of society, the insurance companies and the legal system that we will take appropriate measures to ensure the safety of the players in our club. The program has been defined for all soccer clubs in Ontario by the OSA.
Active screening is done for those positions that have the most contact with players, particularly those who may be with players when parents are not, i.e. tournaments.
The positions and risk assessment for screening requirements are as follows:
High Risk Position – This includes coaches, assistant coaches, trainers, managers and anyone else working with players at the Competitive, All-Star and Select team levels.
- Competitive team application form with personal references to be checked
- Interview(s) with competitive team selection committee
- Mandatory Police records check
- Documented monitoring by club representative(s) such as club head coach
-
Medium Risk Position –This includes coaches, assistant coaches, trainers, manager and anyone else working with players at the Recreational Traveling team levels.
- Completion of recreational coaching application form including personal references.
- Other policies referenced in the club’s support/supervision/evaluation section
- Police records check is required
Low Risk Position – House League level, screening not required.
- Completion of a simplified application form
- Initial group meeting outlining safe practices
- As per support/supervision and evaluation guidelines
Boundaries/Limitations for all Risk Levels
- Shall never be alone with a player
- Shall not be responsible for transportation to/from practices/games/tournaments
- Shall not be responsible for water or snacks
- Shall be a role model – no drugs/alcohol/smoking or abusive language at practices/games/tournaments
- Shall comply with the dress code as defined by the club
- Shall adhere to the Club, District and OSA policies
- Shall embrace club values, principles, and policy as per Club Constitution
- Shall demonstrate the ability to set and maintain standards for players (i.e. respect, self-discipline, fair play)
EGSC Vulnerable Screening Policy
The EGSC accepts its’ responsibility to children, young adults, parents, volunteers and staff involved in its’ programs and is committed to ensuring adherence to the following policy to support the provision of sound, safe and healthy soccer experience for all, in our community.
- Any two* EGSC Directors/Officials will review personal information of all rep/select/all-star and recreational team officials including police records checks. *Rep Director, Head Coach, House league Director, Club Administrator
- All information received through the screening process will only be used to determine if an applicant is suitable for a specific position on a team.
- All confidential information will be stored at the EGSC office in a locked cabinet with access by the clubs President, Head Coach and Club Administrators.
- The EGSC will hold all records until such time as they are no longer required and/or officials are no longer assigned to a specific position on a team, at which time they will be destroyed.
- Confidential information might be shared with and/or voted on by the EGSC board members;
- When and/or if a circumstance/incident arises that requires board approval/decision
- Police screening records are questionable. It should be noted that these types of behaviours may include, but are not necessarily limited to, the following;
-sexual offences
-violent or threatening behaviour against children or adults
-conduct against public morals (i.e., prostitution)
-substance or chemical abuse
-violation of a position of trust including theft or fraud
-criminal driving offences, including but not limited to impaired driving
An applicant who’s PRC reveals a criminal conviction outside of the above mentioned behaviours should be given the opportunity to discuss the information revealed in their PRC with the Club’s designated individual(s).
- It should be noted that if any of the above circumstances arise, all EGSC board members have signed a confidentiality and conflict of interest waiver.
- Original police records check information shall be returned to the individual, once reviewed by the club officials/administrators and duly documented.
- Selection committee for coaches will be reviewed annually and comprise of any two of the following Club officials – President, Rep Director, Head Coach, House league Director or Club Administrator.
The EGSC screening policy is mandatory for all team officials each calendar year. (Coach/Assistants/Manager/Trainers) for competitive, rep, all-star, select and recreational teams. Recreational teams U14-19 only applies. Any official screened with another organization during the same calendar year may provide proof of same and will be acceptable.
Selection Committee Questions For Interview of Potential Coaches
1. Explain briefly your soccer coaching and playing experience?
2. How long have you been involved with Youth Soccer and at what age levels, gender?
3. What have you done to keep your soccer education up-to-date?
Clinics attended?
4. What is your coaching philosophy on winning and losing?
5. How would you work with your highly skilled players?
6. How would you work with your lesser skilled players?
7. What is your position on Fair Play?
8. What would your plans be for player development?
9. What would your plans be on player and/or parent discipline?
10. How do you think you can best create a learning environment that is also fun for the players?
11. Explain your thoughts on sportsmanship, technical and tactical development?
Table of Content
Policy and Procedures on Discrimination and Harassment
Article 1 Policy on Discrimination / Harassment
1.1 Commitment
1.2 Discrimination
1.3 Harassment
1.4 Sexual Harassment
1.5 Enforcement
1.6 Executive Responsibilities
Article 2 Procedures on Discrimination/Harassment
2.1 Complaints
2.1.1 Filing Complaints of Discrimination/Harassment
2.1.2 Club's Power to Initiate Complaints
2.1.3 Personal Safety/Security Threats
2.2 Investigation
2.2.1 Role of the Committee for Equity and Human Rights
2.2.2 Decision Not to Proceed with a Complaint
2.2.3 Resolution through the Committee for Equity and Human Rights
2.4 Resolution through a Board of Inquiry
2.4.1 Creation of a Board of Inquiry
2.4.2 Composition of a Board of Inquiry
2.4.3 Participants involved in a Board of Inquiry
2.4.4 Inquiry Procedure
2.5 Consequences of Policy Violation
2.5.1 Warning
2.5.2 Disciplinary Directive
2.5.3 Suspension
2.5.4 Dismissal
2.6 Reprisals
2.7 Rights to seek Resolution outside the Club
Policy and Procedures on Discrimination and Harassment
The Preamble of the Ontario Human Rights Code states, in part:
"It is public policy in Ontario to recognize the dignity and worth of every person and to provide for equal rights and opportunities without discrimination that is contrary to law, and having as its aim the creation of a climate of understanding and mutual respect for the dignity and worth of each person so that each person feels a part of the community and able to contribute fully to the development and well-being of the community and the Province…"
It is the Policy of the East Gwillimbury Soccer Club that all Members have a right to participate in the program in an environment that assets the personal worth and dignity of each individual.
Discrimination against or harassment of any member of the Club, or group of members on the basis of race, ancestry, place of origin, colour, ethnic origin, language or dialect spoken, citizenship, creed, sex age, marital status, family status, criminal charges or criminal record, mental or physical disability, sexual orientation, political affiliation or union membership defeats this objective and will not be tolerated by the club.
The East Gwillimbury Soccer Club accepts its responsibility to take whatever action is necessary to prevent behaviour, within all Club facilities and in activities sponsored by and/or attended by Club members, which results in discrimination and/or harassment of any member of the Club community. All members of the Club are responsible for maintaining and promoting an environment that is free of discrimination and harassment and for promptly reporting any incidents that they believe to be acts of discrimination or harassment.
The Club shall adhere to the Harassment Policy as published and approved by the Ontario Soccer Association (OSA).
The Club, through a Committee for Equity and Human Rights, is responsible for communicating to all members, Club policy and the Ontario Human Rights Code prohibit harassment and discrimination. The Committee for Equity and Human Rights is responsible for implementing, monitoring and enforcing this policy and the accompanying Club Procedures for Discrimination/Harassment.
Where, as a result of a Club investigation, systemic bias is determined within any Club policy, procedure and/or practice, the actions may include amendments, revisions or elimination of existing Club policies, procedures or practices.
Documented and substantiated complaints may result in discipline of a member, up to and including dismissal as an official, or in the case of a player, withdrawal from the Clubs program.
1.2 Discrimination
Discrimination, as defined in this Policy, means:
`any action, behaviour or attitude which negatively affects or could negatively affect the status of any member that has been based race, ancestry, place of origin, colour, ethnic origin, language or dialect spoken, citizenship, creed, sex age, marital status, family status, criminal charges or criminal record, mental or physical disability, sexual orientation, political affiliation or union membership of the individual,'
Bias against a person or persons because of their inclusion in any of the above categories, which results in the imposition of a restriction against or the exhibition of negative behaviour toward that person, or persons constitutes an act of discrimination as defined in this Policy. This includes, but is not limited to, racial/ethnic or sexual slurs, jokes, graffiti, innuendoesor taunting, as well as threats, abuse, intimidation, coercion, isolation or assault.
Harassment, as defined in the Policy, is as any comment, conduct, or gesture directed toward an individual or group of individuals which is insulting, intimidating, humiliating, malicious, degrading or offensive. It includes, but is not limited to, sexual harassment.
Sexual harassment may include:
· Unwanted, persistent or abusive sexual attention;
· A sexual advance or solicitation made by a person in a position to grant to deny a benefit which may affect the status of any Club member where the individual knows or ought reasonably to know that this attention is unwanted;
· Sexually oriented behaviour or remarks, which create a negative psychological environment for participation in any Club program or activity. Such behaviour or remarks may include, but are not restricted to:
Ø Demeaning remarks based on gender
Ø Suggestive jokes about sex
Ø Inappropriate comments about clothing, physical characteristics or activities
Ø Inappropriate displays of sexual pictures or materials
Ø Leering, ogling, and suggestive or insulting sounds
Ø Unwanted questions or comments about one's private life
Ø Unwanted physical contact, such as brushing up against one's body, patting or pinching
Ø Sexual assault (an offence under the Criminal Code)
· A reprisal or threat of reprisal for the rejection of a sexual solicitation or advance
5.1 This Policy applies to all members of the East Gwillimbury Soccer Club.
Members are defined as: players, parents and or guardians of players, coaching staff, team trainers, team managers, referees or other match officials, convenors, paid Club Administrator, paid Club Accountant/bookkeeper, Club Executive and/or Board members (with voting or non-voting status). Any of the above listed members may be associated with the Club as paid or volunteer staff.
5.2 Any member who perceives discrimination or harassment should report such behaviour to a Club Director and/or the Club Administrator (who will then immediately notify the Board).
5.3 In addition, any member who believes there is a violation of this Policy, in whole or in part, is requested to contact the Committee for Equity and Human Rights.
5.4 Reported situations will be investigated utilizing the Club Procedures on Discrimination/Harassment.
5.5 All East Gwillimbury Soccer Club Executive members are responsible for creating and maintaining a program that is free from discrimination and harassment. It is also the responsibility for Club executive members to ensure that all Club practices are consistent with this Policy and the provisions of the Ontario Human Rights Code.
5.6 A member who has the authority to prevent or discourage discrimination and/or harassment and fails to do so will be considered responsible for failing to exercise this or authority, and be in violation of this Policy.
2.1.1.1 Where a person believes that a violation of the Club Policy on Discrimination/Harassment has occurred, he/she may seek the confidential advice form the Committee of Equity and Human Rights and/or file a complaint, with the Club. Complaints should be directed to the Committee of Equity and Human Rights, who act as agents for the Club throughout the complaint process.
2.1.1.2 Where two or more complaints are filed bringing in question a practice of violation engaged in by the same person, or having facts in common, the complaints may be dealt with in the same proceeding.
2.1.1.3 A person who is the subject of a complaint made under this procedure who has reason to believe that the complaint is vexatious, in bad faith, or itself a form of harassment, will have the right to file a complaint.
2.1.1.4 A complaint must be filed within six months of circumstances giving rise to the complain, unless delay was incurred in good faith and no substantiated prejudice will result to any person affected by delay.
2.1.2 Club's Power to Initiate Complaints
The Club may initiate a complaint by itself or at the request of any person.
Where evidence suggests that a violation of the Club Policy Discrimination/Harassment poses a threat to the Club community or any member thereof, the Club may suspend the alleged violator(s). Where an alleged violator is a paid employee, the Club suspension shall be with pay, benefits, and with loss of employment status until such time as an investigation can be completed. Where an alleged violator a is a volunteer Club member, or a player, the suspension shall be denial of access to Club programs and/or activities.
2.2.1.1 The Committee for Equity and Human Rights, will investigate a situation or complaint and endeavour to effect a resolution
2.2.1.2 Where the complaint is specific to a Club policy, practice or procedure, the Committee for Equity and Human Rights will have the responsibility to investigate and, where possible, determine an immediate resolution to situations in which Club practice and/or procedure violates this Policy.
2.2.1.3 The Committee for Equity and Human Rights shall inform the person(s) complained against that a complaint has been received and shall forward any written documentation outlining the complain to the respondents(s).
2.2.1.4 The Committee for Equity and Human Rights may request:
· the production for inspection and examination, of documents or things that are or may be relevant to the investigation;
· copies of above said documents; and
· interviews with person(s) on matters that are or may be relevant to the complaint.
2.2.1.5 if an individual refuses to cooperate with an investigation by the Club, the Committee for Equity and Human Rights may initiate the appointment of a board of inquiry to investigate the situation and seek a resolution thereof.
2.2.2 Decision Not to Proceed with a Complaint
2.2.2.1 a complaint may, at his or her discretion, decide to withdraw a complaint at any point in the procedure.
2.2.2.2 The Committee of Equity and Human Rights shall advise a complainant where:
· The complaint appears not to be within the jurisdiction of the Club and should more appropriately be dealt with through other procedures such as law enforcement agencies;
· The subject matter of the complaint appears to be trivial, frivolous, vexatious or made in bad faith.
2.2.2.3 nonetheless, the decision, whether or not to pursue the procedure remains the prerogative of the complainant.
2.2.2.4 however, where a matter or situation has been raised through an individual complaint, which is subsequently withdrawn, the Committee for Equity and Human Rights may continue the investigation on behalf of the club, in accordance with Section of the Policy.
2.2.2.5 Where the Committee for Equity and Human Rights advises a complainant to withdraw a complaint, he/she shall advise the complainant in writing of the reasons and alternative procedures within or outside the Club system which the complainant may choose to pursue.
2.2.3.1 in alleged situations of discrimination or harassment, the Committee for Equity and Human Rights shall, meet with the parties involved and attempt to effect a settlement of the complaint through mediation.
2.2.3.2 In the course of mediation, the Committee may:
· Counsel the party/parties to do anything that, in the opinion of the Club, the party/parties ought to do to achieve compliance with the Policy, both in respect of the complaint and in respect of future practices;
· Consult with external agencies such as the office of the Human Rights Commission for advice and assistance; and
· Take other such action deemed appropriate by the Committee for Equity and Human Rights.
2.2.3.3 where the parties to the complaint agree to a resolution through mediation, it shall be affected by the Club and the complaint considered resolved.
2.2.3.4 if the complaint is not resolved through mediation, a the request of the complainant or at the discretion of the Committee for Equity and Human Rights, a Board of Inquiry will be struck.
2.4 Resolution through a Board of Inquiry
If no satisfactory resolution to a complaint can be reached through mediation, the Club may appoint a Board of Inquiry. Boards of Inquiry shall be appointed at the request of the complainant(s), person(s) complained against, or at the discretion of the Committee for Equity and Human Rights.
A Board of Inquiry will consist of three individuals: one selected by the complainants(s); one selected by the person(s) complained against; and one selected by the Club as the Chair. In the event that either the complainant(s) or respondent(s) do not select person to the Board, the Committee for Equity and Human Rights will appoint persons as necessary to complete a Board of three.
Participants involved in a Board of Inquiry are:
· The complainant(s);
· Any person who the complainant of the Club alleges has violated the Policy on Discrimination/Harassment;
· Any individual who may have knowledge relevant to the investigation; and
· Any individual who, in the opinion of the complainant or the Club, knew or was in possession of facts from which they ought to have known of the alleged violation of the Policy on Discrimination/Harassment and who had authority to prevent the conduct.
2.4.4.1 The Board of Inquiry shall meet to:
· Determine whether a violation f the Club Policy on Discrimination/Harassment has occurred;
· Determine who, if anyone, has violated the Policy; and
· Recommend an appropriate course of action for the Club to take.
2.4.4.2 Members of the Board of Inquiry shall be named within five working days of the decision to create a Board of Inquiry. A meeting of the Board will take place within ten (10) working days and, where possible, the Board will submit its findings and recommendations to the Committee for Equity and Human Rights within thirty (30) working days after the date upon which the members of the Board were named. The Committee for Equity and Human Rights shall immediately communicate the Board's findings and recommendations to all parties involved.
2.4.4.3 The members of the Board of Inquiry will have, for purposes of their inquiry, all documents, statements, or other information of materials, which the parties to the complaint and the Committee for Equity and Human Rights wish to present. In addition, the Board may request any further documents or materials that its members need in the course of their inquiry.
2.4.4.4 The Board of Inquiry shall decide on the process to be used in conducting its' investigation.
2.5 Consequences of Policy Violation
Where it is found that a violation of the Policy has occurred, the Club may take disciplinary action including, but not restricted to, the following:
A written notification that continuation or repetition of conduct found to be in violation of the Club Policy on Discrimination/Harassment will be cause for further disciplinary action up to and including dismissal;
A directive sent from the Club, which specifies certain behaviour with which the party(s) must comply. If the directive is disregarded, further action will be taken.
A written notification of exclusion form attending Club programs or activities for a specific period of time.
The member(s)' status is terminated.
Every individual has the right to file a complaint of discrimination or harassment, participate in an investigation by the Club, or
private information relevant to the complaint to a Board of Inquiry. Reprisals for such activities will be subject to investigation by the
Committee for Equity and Human Rights and may lead to disciplinary action.
The procedure is to ensure that the Club, its’ members comply with the Club Policy on Discrimination/Harassment. However, it
does not preclude any individual from seeking other options available to him/her, such as the Ontario Human Rights Commission,
and/or the Ontario/Federal Courts.
ZERO TOLERANCE POLICY
In accordance with the many 'sport' and societal changes in recent years, we have adopted our own version of the Zero Tolerance Policy as a means to protect the integrity of soccer as it pertains to our *members, volunteers and officials.
General Statement: The E.G.S.C. is a not-for-profit corporation which provides "equal opportunity" for its members to participate in the sport of soccer in accordance with the following stipulation:
Any act of discrimination, prejudice, harassment, abuse (verbal, mental or physical), foul language, damage or destruction of public property; or any other act deemed socially unacceptable; will be dealt with immediately by the E.G.S.C. Board of Directors and/or the E.G.S.C. Discipline Committee and/or the authorities of Law Enforcement, depending on the severity of the act.
The following is a further break-down of this Policy:
Members: Each player registered in E.G.S.C. is considered a Member of said Club although in voting issues, there is only 1 (one) vote per member family. Members (including immediate/extended family and any 'guests' at the field) are expected to treat all fellow members, volunteers and officials with courtesy and respect; supporting the spirit of fun, fair play and good sportsmanship which are all a part of the E.G.S.C. soccer program. Members are also reminded they are not permitted on the field during play, smoking is not permitted anywhere near the players/families, dogs must be leashed or walked well away from play.
Coaches: Must treat all players fairly and equally in accordance with the Coaching Code of Ethics and the 2005 Coaching Program guidelines. Coaches and all team personnel are expected to lead by example and remember that recreational soccer is for FUN. Any harassment or abuse of Club officials, particularly referees, will not be tolerated.
Players: Are expected to treat all teammates, opposition, coaches/managers, referees, volunteers and spectators with courtesy and respect at all times. Excessive rough play, foul language, verbal abuse of players or referees or other breach of The Laws of the Game will not by tolerated.
Policy Enforcement
Enforcement of this Policy (including periodic amendments deemed necessary) is at the discretion of the Board of Directors and/or those empowered to act on its behalf. Methods of enforcement can include: Expulsion from the field [i.e.: spectator abuse of game officials]; Ejection from a game [i.e.: harassment of a referee by a coach]; Loss of 'member' privileges [repeat offender], etc. In extreme cases, Law Enforcement Authorities may be called for immediate action.
Thankfully, we see very few cases where any form of enforcement is necessary and we trust you share in our goal to see this status-quo remains constant!
THE ROLE OF PARENTS
Parents or assigned guardians please recognize and accept your responsibility with respect to 'your' child:
1) No child or minor may be left unattended at the playing field either before, during or after a soccer match or practice. Coaches or managers must be made aware of any deviation from this procedure yet, coaches/managers are not responsible for the care of your child in your absence unless they agree otherwise.
2) In the event of what may be deemed a serious injury, ONLY a parent or designated guardian may enter the field of play to attend to the child and ONLY upon the signal of the referee, coach or other official.
3) Following soccer and after a 20-minute waiting period, if there is no parent or designated guardian present to take the player home; and no notification i.e.: cell phone call; this player [no matter what age] is considered 'abandoned' and the Club will be notified. Any reoccurrence may result in loss of member privileges and/or contact from the E.G.S.C. to the appropriate authorities.
COACHES AGREEMENT
As a coach (or Assistant Coach) in the East Gwillimbury Soccer Club for the 2008 season, I agree to abide by all Club Policies and Procedures. Specifically:
- I agree to respect the principles of sportsmanship and fair play for all my players.
- I agree to respect the Laws of the Game, most notably that a referee’s decision cannot be challenged and that in any discussion with a referee or other official, I must set a good example for my players and their families.
- I agree to the terms of the Club’s Zero Tolerance policy as outlined on the Club’s website.
- Under the Privacy of Information Act, I recognize I am in possession of information on my players and their families which must be kept strictly confidential. Likewise, any information released from the Club to my attention on any soccer matter.
- I recognized that my failure to conduct myself accordingly in any of the above matters can result in the appropriate disciplinary action either by the Board or its Discipline Committee. I also recognize the Board has similar policies in place to protect my role as a volunteer coach.
- I agree to abide by the rules & regulations outlined in the EGSC, District and OSA constitutions.
Boundaries & Limitations for all Coaching Levels
- Shall never be alone with a player
- Shall not be responsible for transportation to/from practices/games/tournaments
- Shall not be responsible for water or snacks
- Shall be a role model – no drugs/alcohol/smoking or abusive language at practices/games/tournaments
- Shall comply with the dress code as defined by the club
- Shall adhere to OSA, District and Club policies
- Shall embrace club values, principles and policy as per Club Constitution
- Shall demonstrate the ability to set and maintain standards for players (i.e. respect, self-discipline, fair play)
I ________________________ have read and understand this agreement.
(Print name)
Signed: ____________________________
Date: ____________________________
COACHING APPLICATION CHECKLIST
Date Received:________________________ Date Received:______________________
Copy of Qualifications:__________________ Date Completed:_____________________
Police Records Check:___________________ Date Completed:____________________
Personal Reference Check:_______________ Date Completed:____________________
Interview:____________________________ Date Completed:_____________________
Practice Session:_______________________ Date Completed:_____________________
(this application is submitted and held in confidence)
45
POLICE RECORDS CHECK
APPLICANT DECLARATION AND REVIEW FORM
To: East Gwillimbury Soccer Club
SECTION A: (to be completed by Applicant)
|
Name of Applicant: _____________________________________________
Date of Police Records Check: _____________________________________________
Police Service Providing Check: _____________________________________________
I declare that the Police Records Check of the Police Services noted above, does in fact relate to me.
__________________________________ ___________________________
Applicant’s Signature Date
SECTION B: (to be completed by screening individual)
|
Date of review of the Police Records check: _____________________________________
The Police Records check did not include any information about any criminal code convictions, charges without disposition or police contacts which would prevent this individual from being accepted for a volunteer or staff position with the East Gwillimbury Soccer Club, according to current policies.
__________________________________ ___________________________
Screening Officer’s Signature Date
REFEREE CODE OF ETHICS
Referees in the East Gwillimbury Soccer Club (EGSC) will be subject to the Code of Ethics established b the Canadian Soccer Association and in addition, adhere to the following:
- Ensure a safe environment for all soccer participants. Referees have been given special responsibilities and are, therefore, expected to act with professionalism and courtesy at all times.
- Study the Laws of the game and be aware of any changes and familiarize yourself with EGSC special rules for Mini Fields to ensure understanding of them.
- Always be neat in appearance and maintain a high level of physical and mental fitness. Dress for games in a professional manner that will allow clear identification as a referee to players, coaches and spectators.
- Honour any game assignment made for, or accepted by yourself, unless unable to by virtue of illness or personal emergency. Arrive at game assignments with the necessary equipment to officiate, and in sufficient time to complete all duties (a minimum of 20 minutes prior to kick-off time).
- Endeavour to achieve maximum teamwork with fellow referees and assistant referees.
- Perform your designated responsibilities including attending organized clinics and lectures etc. and assist your colleagues in upgrading and improving their standards of officiating and assessing.
- Do not publicly criticize other officials or any soccer association.
- Encourage younger players by praising them for their efforts and explain stoppages if necessary.
- Treat all players, coaches and spectators, as you would wish to be treated, with respect.
- Conduct yourself with dignity both on and off the field of play and shall, by example, endeavour to inspire the true principles of fair play and earn the respect of those whom you serve.
OATH OF OFFICE & CONFIDENTIALITY AGREEMENT
I, ________________________, a Director of the East Gwillimbury Soccer Club (hereinafter referred to as the “Club”) declare that I have read, understood and agree to comply with the Club’s Constitution, the Ontario Soccer Association’s Policy on Conflicts of Interest and other applicable policies, and that in carrying out my duties as Director, I will:
1. Exercise the powers of my office and fulfill my responsibilities honestly, in good faith and in the best interests of the Club.
2. Exercise these responsibilities, at all times, with due diligence, care and skill in a reasonable and prudent manner.
3. Respect and support the Club's Constitution, policies and decisions of the Board of Directors and Membership.
4. Keep confidential all information unless the Board of Directors determines that such information is public. This shall include, but not be limited to, information about personnel, any personal information, and matters dealt with as part of email conversations and during meetings of the Board of Directors.
5. Conduct myself in a spirit of collegiality and respect for the collective decisions of the Board of Directors and subordinate my personal interests to the best interests of the Club.
6. Immediately declare any personal conflict of interest that may come to my attention.
7. Immediately resign my position as a Director of the Club in the event that I, or my colleagues on the Board of Directors, have concluded that I have breached this Oath of Office.
Signature: _____________________________ Date: ______________________
Witness: _____________________________ Date: ______________________
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