Code of Conduct

All members of staff and volunteers agree to:

  • Prioritise the well-being of all children and adults at risk at all times
  • Treat all children and adults at risk fairly and with respect
  • Be a positive role model. Act with integrity, even when no one is looking
  • Help to create a safe and inclusive environment both on and off court
  • Not allow any rough or dangerous behaviour, bullying or the use of bad or inappropriate language
  • Report all allegations of abuse or poor practice to the club Welfare Officer
  • Not use any sanctions that humiliate or harm a child or adult at risk
  • Value and celebrate diversity and make all reasonable efforts to meet individual needs
  • Keep clear boundaries between professional and personal life, including on social media
  • Have the relevant consent from parents/carers, children and adults before taking or using photos and videos
  • Refrain from making physical contact with children or adults unless it is necessary as part of an emergency or congratulatory (e.g. handshake / high five)
  • Refrain from smoking and consuming alcohol during club activities or coaching sessions
  • Ensure roles and responsibilities are clearly outlined and everyone has the required information and training
  • Avoid being alone with a child or adult at risk unless there are exceptional circumstances
  • Refrain from transporting children or adults at risk, unless this is required as part of a club activity (e.g. away match) and there is another adult in the vehicle
  • Not abuse, neglect, harm or discriminate against anyone; or act in a way that may be interpreted as such
  • Not have a relationship with anyone under 18 for whom they are coaching or responsible for
  • Not to have a relationship with anyone over 18 whilst continuing to coach or be responsible for them

All children agree to:

  • Be friendly, supportive and welcoming to other children and adults
  • Play fairly and honestly
  • Respect staff, volunteers and Officials and accept their decisions
  • Behave, respect and listen to your coach
  • Take care of your equipment and club property
  • Respect the rights, dignity and worth of all participants regardless of age, gender, ability, race, culture, religion or sexual identity
  • Not use bad, inappropriate or racist language, including on social media
  • Not bully, intimidate or harass anyone, including on social media
  • Not smoke, drink alcohol or drugs of any kind on club premises or whilst representing the club at competitions or events
  • Talk to the club Welfare Officer about any concerns or worries they have about themselves or others

All adults agree to:

  • Positively reinforce your child and show an interest in their tennis
  • Use appropriate language at all times
  • Be realistic and supportive
  • Never ridicule or admonish a child for making a mistake or losing a match
  • Treat all children, adults, volunteers, coaches, officials and members of staff with respect
  • Behave responsibly; do not embarrass your child
  • Accept the official’s decisions and do not go on court or interfere with matches
  • Encourage your child to play by the rules, and teach them that they can only do their best
  • Deliver and collect your child punctually
  • Ensure your child has appropriate clothing for the weather conditions
  • Ensure that your child understands their code of conduct
  • Adhere to your venue’s safeguarding policy, diversity and inclusion policy, rules and regulations
  • Provide emergency contact details and any relevant information about your child including medical history

Disciplinary

1. Purpose and scope

This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct, attendance and job performance. The company rules (a copy of which is displayed in the office) and this procedure apply to all employees. The aim is to ensure consistent and fair treatment for all in the organisation.

2. Principles

Informal action will be considered, where appropriate, to resolve problems. No disciplinary action will be taken against an employee until the case has been fully investigated. For formal action the employee will be advised of the nature of the complaint against him or her and will be given the opportunity to state his or her case before any decision is made at a disciplinary meeting. Employees will be provided, where appropriate, with written copies of evidence and relevant witness statements in advance of a disciplinary meeting. At all stages of the procedure the employee will have the right to be accompanied by a trade union representative, or work colleague. No employee will be dismissed for a first breach of discipline except in the case of gross misconduct, when the penalty will be dismissal without notice or payment in lieu of notice. An employee will have the right to appeal against any disciplinary action. The procedure may be implemented at any stage if the employee’s alleged misconduct warrants this.

3. The procedure

First stage of formal procedure

A first warning for misconduct if conduct does not meet acceptable standards. This will be in writing and set out the nature of the misconduct and the change in behaviour required and the right of appeal. The warning will also inform the employee that a final written warning may be considered if there is no sustained satisfactory improvement or change. A record of the warning will be kept, but it will be disregarded for disciplinary purposes after a period of six months.

Final written warning

If the offence is sufficiently serious, or if there is further misconduct or a failure to improve performance during the currency of a prior warning, a final written warning may be given to the employee. This will give details of the complaint, the improvement required and the timescale. It will also warn that failure to improve may lead to dismissal (or some other action short of dismissal) and will refer to the right of appeal. A copy of this written warning will be kept by the supervisor but will be disregarded for disciplinary purposes after 12 months subject to achieving and sustaining satisfactory conduct or performance.

Dismissal or other sanction

If there is still further misconduct or failure to improve performance the final step in the procedure may be dismissal or some other action short of dismissal such as demotion or disciplinary suspension or transfer (as allowed in the contract of employment). Dismissal decisions can only be taken by the appropriate senior manager, and the employee will be provided in writing with reasons for dismissal, the date on which the employment will terminate, and the right of appeal.

If some sanction short of dismissal is imposed, the employee will receive details of the complaint, will be warned that dismissal could result if there is no satisfactory improvement, and will be advised of the right of appeal. A copy of the written warning will be kept by the supervisor but will be disregarded for disciplinary purposes after 12 months subject to achievement and sustainment of satisfactory conduct or performance.

Gross misconduct

The following list provides some examples of offences which are normally regarded as gross misconduct:

  • theft or fraud
  • physical violence or bullying
  • deliberate and serious damage to property
  • serious misuse of an organisation’s property or name
  • deliberately accessing internet sites containing pornographic, offensive or obscene material
  • serious insubordination
  • unlawful discrimination or harassment
  • bringing the organisation into serious disrepute
  • serious incapability at work brought on by alcohol or illegal drugs
  • causing loss, damage or injury through serious negligence
  • a serious breach of health and safety rules
  • a serious breach of confidence.

If you are accused of an act of gross misconduct, you may be suspended from work on full pay, normally for no more than five working days, while the alleged offence is investigated. If, on completion of the investigation and the full disciplinary procedure, the organisation is satisfied that gross misconduct has occurred, the result will normally be summary dismissal without notice or payment in lieu of notice.

Appeals

An employee who wishes to appeal against a disciplinary decision must do so within five working days. The senior manager will hear all appeals and his/her decision is final. At the appeal any disciplinary penalty imposed will be reviewed.