In the event that any employee, member, visitor or visiting team feels that he/she/they has suffered discrimination or harassment in any way or that the club policies, rules or code of conduct have been broken he/she/they should follow the procedures below.
The Complainant should report the matter in writing or to a responsible adult such as the Club secretary or another member of the committee SAMUEL BUCHANAN. The responsible adult should try and include the following details in the report:
(a) Details of what occurred.
(b) Details of when and where the occurrence took place.
(c) Any witness details (copies would be preferred)
(d) Names of any others who have been treated in a similar way (provided that
those people consent to their names being disclosed).
(e) Details of any former complaints made about the incident, including the date
and to whom such complaint was made. (f) An indication as to the desired outcome.
It is acknowledged that all complaints should be made in writing, however, this can disadvantage certain sections of the community so we will investigate all complaints as necessary.
If the person accused of discriminatory behaviour is an employee of the Club, the Club will regard the incident as a disciplinary issue and will follow any disciplinary procedure set out for employees or (if none exists) the statutory disciplinary procedure.
If the person accused of discriminatory behaviour is a non-employee of the Club, the Club’s management committee or representatives of the committee:
3.1 Will request that both parties to the complaint submit written evidence regarding the incident(s).
3.2 May decide (at its sole discretion) to uphold or dismiss the complaint without holding a hearing.
3.3 May (at its sole discretion) hold a hearing (whether or not such a hearing is requested by either party) at which both parties will be entitled to attend and present their case.
3.4 Will have the power to impose any one or more of the following sanctions on any person found to be in breach of any Club policy, (including the Equality Policy):
(a) Warn as to future conduct.
(b) Suspend from membership.
(c) Remove from membership.
(d) Exclude a non-member from the Club, either temporarily or permanently. (e)Turn down a non-member’s current and/or future membership
applications. 3.5 Will provide both parties with written reasons for its decision to uphold or dismiss the complaint within one (1) calendar month of such decision being made.
3.6 Either party may appeal a decision of the committee to the regional management (including a decision not to hold a hearing) by writing to the (Club manager or other party as identified) within three months of the Club’s decision being notified to that party.
If the nature of the complaint is with regard to the club’s management committee or other body or group in the club, the member/visitor has the right to report the discrimination or harassment directly to the relevant regional director/head office
Whistleblowing: HAILSHAM BOXING CLUB believes that suspicions and allegations have to be taken seriously and appropriately reported. It is recognised that strong emotions can be aroused particularly in cases where any form of abuse is suspected or where there is loyalty, sometimes misplaced, to a colleague or someone who you is known to you. Individuals may not express concerns because they fear harassment or victimisation. In these circumstances it may be easier to ignore the concern rather than report what may just be a suspicion of malpractice. It is important to understand these feelings but not to allow them to interfere with any action we feel is necessary. HAILSHAM BOXING CLUB is committed to the highest possible standards of openness, honesty and accountability. In line with that commitment, where a concern relates to poor practice or possible abuse and a member feels that representatives of HAILSHAM BOXING CLUB have not taken appropriate action in response to your concern, they are encouraged to refer the concern to the appropriate external organisation or agency