Rule of Two Policy
When a Lunenburg United West Nova Fuels Soccer Club Coach, Volunteer Coach, Assistant
Coach or Manager is in a potentially vulnerable situation with any child (example - locker room
or meeting room), another Lunenburg United West Nova Fuels Soccer Club Coach, Volunteer
Coach, Assistant Coach, Manager or the parent/guardian of the player(s) must be present.
In any one-on-one situation with any Lunenburg United West Nova Fuels Soccer Club child, there
must be a Coach, Assistant Coach or Manager of the same gender present, or the player's
parent/guardian must be present.
Note - This includes electronic devices such as SMS messaging and private chat
applications.
PURPOSE
Ultimately, the Rule of Two states that there will always be two screened and NCCP trained or
certified coaches with an athlete, especially a minor athlete, when in a potentially vulnerable
situation. This means that any one- on-one interaction between a coach and an athlete must
take place within earshot and view of the second coach, with the exception of medical
emergencies.
WHY IS THIS POLICY IMPORTANT
The Rule of Two serves to protect minor athletes in potentially vulnerable situations by ensuring
that more than one adult is present. Vulnerable situations can include closed doors meetings,
travel, and training environments.
PROCEDURE
In the event where screened and NCCP trained or certified coaches are not available, a
screened volunteer, parent, or adult can be recruited. In all instances, one coach/volunteer
must reflect the genders of the athletes participating or be of an appropriate identity in relation
to the athlete(s).
The following sequential list depicts the “staircase approach” to the Rule of Two. While the
Gold Standard is the preferred environment, it is not expected that it will be reached at all
times. The alternatives presented, although increasing risk, are acceptable and would be
considered to be in alignment with the Rule of Two. The one-on-one interaction between a
coach and an athlete without another individual present, as depicted at the lowest rank in the
sequential list, is to be avoided in all circumstances.
Child Sexual Abuse Training for Employees/Volunteers Policy
All employees/volunteers shall receive training on child sexual abuse upon starting work with
Lunenburg United West Nova Fuels Soccer Club and annually thereafter.
PURPOSE
Understanding child sexual abuse is the first step towards prevention, as well as towards the
creation of safer environments for children. It is important that all employees and volunteers
learn about child sexual abuse and the difference between acceptable and unacceptable
behaviour.
WHY IS THIS POLICY IMPORTANT?
Training for employees/volunteers includes:
Behaviour
PROCEDURE
New employees/volunteers:
entrusted with the protection and care of children.
education materials to be reviewed on your own, with a subsequent opportunity to discuss
the material in an individual or group setting.
Existing employees/volunteers:
information about child protection or any new policies and procedures.
issues and new ideas to be raised and discussed.
or when the employee/volunteer has exhibited behaviour of concern.
Reporting and Documenting Complaints: Potentially Unlawful
Behaviour Policy
At Lunenburg United West Nova Fuels Soccer Club all children have the right to a safe and
respectful environment that is free from child sexual abuse and/or inappropriate conduct. Any
abusive or unlawful act committed by an employee/volunteer will not be tolerated and will be
reported to child welfare and/or law enforcement as applicable. Any employee/volunteer
engaging in such acts will be subject to a range of disciplinary procedures, up to and including
dismissal.
Similarly, employees/volunteers who are aware of breaches of the Code of Conduct
to Protect Children, but fail to take appropriate action, may be subject to discipline.
Lunenburg United West Nova Fuels Soccer Club is committed to:
child abuse (and reporting to a child welfare and/or law enforcement agency and/or parents
as required by law and as deemed necessary for the protection of children).
be reported.
PURPOSE
Under Canadian child welfare laws, if you know or suspect child maltreatment, you have a legal
obligation to report it. This is known as the “duty to report”. Every person in Canada has the
duty to report known or suspected child maltreatment by law.
WHY IS THIS POLICY IMPORTANT?
Organizations must have internal reporting procedures regarding the following types of
incidents:
Child Maltreatment:
people to report suspicions based on reasonable grounds that a child is/or has been sexually
abused; and/or disclosure of child sexual abuse.
PARAMETERS
This policy applies to all employees/volunteers of Lunenburg United West Nova Fuels Soccer Club
including full-time, part-time, contract, temporary, or casual employees.
Employees/volunteers are required to immediately report all disclosures, allegations,
suspicions, or indicators of child abuse, regardless of source or content.
Employees/volunteers are required to promptly report the following matters under this policy:
or a Third Party. All disclosures, allegations or suspicions
of unlawful behaviour towards a child reported to an employee by a child regarding either:
(e.g. parent).
Employee/Volunteer. Any incident of alleged unlawful behaviour, either:
employee/volunteer (e.g. parent).
Lunenburg United West Nova Fuels Soccer Club or a Third Party. Any alleged unlawful
behaviour, either:
Lunenburg United West Nova Fuels Soccer Club or
employee/volunteer (e.g. parent).
The above reporting obligations apply whether the child involved is a participant in a program
of our organization or not. NOTE: If you do not know the identity of the child, take steps to
find out who the child is- depending on the situation, steps may need to be taken to
protect that child from additional harm, the child may need to make a statement to
police, etc.
REPORTING REQUIREMENTS
An employee/volunteer has an independent legal obligation to report unlawful behaviour to
child welfare and/or law enforcement.
Under this policy, an employee/volunteer is also required to report unlawful behaviour to his/her
supervisor/administrator/president.
PROCEDURE
Employees/volunteers:
the extent you are able to do so without unreasonably jeopardizing your safety or the
safety of the child involved. The steps you may be able to take will vary depending
upon the situation and the safety concerns that may be applicable.
party you do not know and/or to note any identifiable features that may help to identify
him/her.
Incident Report Form, including whatever information you may have about the identity
of the child or adult involved.
another volunteer):
information you have received on Incident Report Form.
law enforcement. A phone call to child welfare can be made by you on your own, or
together with your supervisor/administrator/president.
Remember: the legal duty to report lies with the individual who witnessed the incident or
received the disclosure, allegation or other concern. Notifying your supervisor/
administrator/president is for purposes of this policy only. It does not absolve an
employee/volunteer of the legal obligation to report to CFS.
Incident Report Form.
CFS on Incident Report Form.
concern above to the appropriate authorities.
the information confidential and in accordance with the confidentiality obligations set out at
the end of this policy, and the obligations under the Policy on Communications with
Employees About Unlawful Behaviour.
and law enforcement). Do not investigate disclosures, allegations or other concerns, and do
not discuss them with others except as required to report the information or participate in a
related investigation.
OTHER MATTERS OF NOTE
Interference with the Conduct of an Investigation
A threat or promise made to discourage a disclosure, the filing of an allegation or the reporting
of a concern, or any interference with the conduct of an investigation, including an attempt to
have a disclosure, allegation or other concern withdrawn, is strictly prohibited and will result in
disciplinary action.
Confidentiality
All disclosures, allegations and other concerns will be handled in confidence. We will not
disclose the identity of any parties involved, or the circumstances of the disclosure, allegation
or concern, except where necessary for the purpose of investigative or corrective action, where
required by law, or for the protection of individuals. Similarly, employees/volunteers interviewed
as part of an investigation or follow-up under this policy shall treat all information in a
confidential manner. An employee/volunteer who breaches confidentiality may be subject to
discipline.
A copy of the documented incident shall be placed in the accused employee/volunteer’s
human resource file. Any identifying information about the child victim or reporting person shall
be removed from this copy. A generic letter shall also be placed in the file that indicates the
alleged offence, how it was handled and any follow-up that was completed.
Reporting and Documenting Complaints: Inappropriate
Behaviour Policy
At Lunenburg United West Nova Fuels Soccer Club all children have the right to a safe and
respectful environment that is free from inappropriate conduct. Any conduct of an employee/
volunteer that violates the Code of Conduct to Protect Children will not be tolerated. Any
employee/volunteer engaging in such conduct will be subject to a range of disciplinary
procedures up to and including dismissal (see Discipline/Suspension/Dismissal: Inappropriate
Behaviour policy). Similarly, employees/volunteers who are aware of breaches of the Code of
Conduct to Protect Children, but fail to report the information and take other appropriate action
as reasonable in the circumstances, may be subject to discipline.
Lunenburg United West Nova Fuels Soccer Club is committed to:
behaviour.
PURPOSE
Child-serving organizations are committed to providing safe and nurturing environments;
however, because they work with children, they are vulnerable to attracting employees/
volunteers who want to access and sexually abuse children or who may have inappropriate
boundaries and relationships with children.
WHY IS THIS POLICY IMPORTANT?
Organizations must have internal reporting procedures regarding the following types of
incidents:
Misconduct:
is important for the organization to distinguish between illegal behaviour and inappropriate
behaviour and establish appropriate reporting procedures for each.
PARAMTERES
This policy applies to all employees/volunteers of Lunenburg United West Nova Fuels Soccer Club
including full-time, part-time, contract, temporary, or casual employees.
Our policies and procedures, and the Code of Conduct to Protect Children, defines
inappropriate behaviour. Employees/volunteers are required to immediately report all
inappropriate behaviour they witness or allegations or suspicions of inappropriate behaviour
they learn about. If you are in doubt as to whether a behaviour is inappropriate, you must
Soccer Nova Scotia Policies, Procedures & Code of Conduct Best Practice
report the behaviour to your Supervisor/administrator/president to enable the Supervisor/
administrator/president to make an assessment.
PROCEDURE
Employees/volunteers:
the extent you are able to do so without unreasonably jeopardizing your safety or the
safety of the child involved. If you do not know the child or adult involved, take
reasonable steps to identify the party you do not know and/or to note any identifiable
features that may help to identify him/her.
interrupt the behaviour on Incident Report Form.
another volunteer):
information gathering will ensue once your Supervisor/administrator/president is
made aware of the information or concern.
Supervisor/administrator/president:
information received.
source (wherever possible).
Behaviour policy on page [Insert page number].
OTHER MATTERS OF NOTE
Interference with the Conduct of an Internal Inquiry into Inappropriate Behaviour
A threat or promise made to discourage the reporting of information about inappropriate
behaviour in accordance with this policy, or any interference with the organization’s follow-up
discussions regarding information received about inappropriate behaviour, including an attempt
to have any such information withdrawn, is strictly prohibited and will result in disciplinary
action.
Confidentiality
All information related to inappropriate behaviour will be handled in confidence. We will not
disclose the identity of any parties involved, or the circumstances, except where necessary for
the purpose of follow-up or corrective action, where required by law, or for the protection of
individuals. Similarly, employees/volunteers interviewed as part of the follow-up process shall
treat all information in a confidential manner. An employee/volunteer who breaches
confidentiality may be subject to discipline.
A copy of the documented incident shall be placed in the accused employee/volunteer’s
human resource file and parents shall be alerted where appropriate and/or necessary pursuant
to existing laws and/or information shall be shared with relevant child protection authorities in
your province. Any identifying information about the child victim or reporting person shall be
removed from this copy. A generic letter shall also be placed in the file that indicates the
alleged offence, how it was handled and any follow-up that was completed.
Confidential Information Policy
Employees/volunteers of [Insert the name of your organization here] are regularly entrusted
with confidential information regarding the community it serves. All information with respect to
third parties (including information related to children and families) received by employees/
volunteers in the course of their involvement with Lunenburg United West Nova Fuels Soccer Club
are regarded as confidential.
Suspicions of unlawful or inappropriate behaviour will only be shared with the employees/
volunteers in the organization who need to know. Lunenburg United West Nova Fuels Soccer Club will maintain confidentiality while keeping the interests of the child as the primary concern.
PURPOSE
This policy is intended to provide employees/volunteers with a basic understanding of their
responsibilities to protect and safeguard the Confidential Information to which they have
access as a result of their employment.
WHY IS THIS POLICY IMPORTANT
Maintaining confidentiality is important for building and maintaining trust, and for ensuring an
open and honest communication between members, peers and employees.
PROCEDURE
Employees/volunteers:
employee/volunteer will be directed through the formal process in a prompt manner.
unlawful or inappropriate behaviour on his/her own.
who discloses, reports or otherwise provides information with respect to alleged unlawful or
inappropriate behaviour.
media regarding Lunenburg United West Nova Fuels Soccer Club policies, operations,
employees, volunteers, or reports, and no employee/volunteer shall speak with the public
or the media in respect of a disclosure, allegation or suspicion of unlawful or inappropriate
behaviour unless, and only to the extent, authorized by the organization.
agreement.
Code of Conduct to Protect Children
(Courtesy of Commit2Kids)
Introduction
As a reputable child-serving organization, Lunenburg United West Nova Fuels Soccer Club has
developed the following Code of Conduct to Protect Children to guide our employees/
volunteers. While every employee/volunteer is valued and unique, we come together as an
organization in the best interests of children and their families. The safety, rights and well-being
of children we serve are at the core of our daily operations. We nurture supportive relationships
with children while balancing and encouraging appropriate boundaries.
Why a Code of Conduct to Protect Children?
At the core of our operations is a deep commitment to ensuring all children are protected and
safe. A Code of Conduct to Protect Children is an important component to creating safe
environments for children. As a reputable and charitable child-serving organization, the safety,
rights and well-being of children served by our programs and services are paramount to the
core of our daily operations and our continued public support, and it is imperative that we have
transparency and accountability in all of our dealings involving children.
We believe that each employee/volunteer plays a key role in the protection of children
regardless of their contact with the public. Employees/volunteers are the ambassadors of the
organization, and in all dealings involving children our employees/volunteers must display, and
appear to display, behaviour that is consistent with our mission.
Maintaining personal boundaries is integral to developing healthy relationships with children
and families. Behaviour that presents risk often begins by breaking boundaries with children
and teens. To help employees/volunteers understand what is expected, this Code includes
information about the type of behaviour expected, and it provides clear direction to those who
either directly observe behaviour of concern, or who learn about behaviour of concern from
others.
The intent of the Code of Conduct to Protect Children is to guide our employees/volunteers in
developing healthy relationships with the children involved in activities or programs delivered
by our organization. By providing employees/volunteers with the guideposts against which they
can measure their own behaviour and the behaviour of those around them, employees/
volunteers are empowered to identify and address behaviour of concern at an early stage to
help better protect children.
Treating Children with Dignity and Maintaining Boundaries
All employees/volunteers are responsible for treating all children with respect and dignity, and
for maintaining appropriate boundaries. Employees/volunteers must monitor their own
behaviour towards children, and be aware of the behaviour of their colleagues, to ensure that
behaviour is appropriate and respectful, and will be perceived as such by others.
If at any time you are in doubt about the appropriateness of your own behaviour or the
behaviour of others, you should discuss it with your supervisor/administrator/president/
administrator/president. Refer to the Reporting Requirements section for further guidance.
Things to Consider:
Before engaging in any behaviour or activity with a child, and when considering how your
behaviour or the activity may be perceived by the child and by others, you should consider
whether:
administrator/president/administrator/president and/or the parents of the child. All
interactions with a child should be transparent.
reasonable observer as to its appropriateness.
the public.
In addition, always consider the child’s reaction to any activities, conversations, behaviour, or
other interactions, and avoid criticizing, embarrassing, shaming, blaming, or humiliating a child.
Do not place inappropriate expectations on a child. Use your instincts as a guide. Ask yourself:
“Whose needs are being met by the activity or behaviour?” The purpose of an activity or
behaviour should always be to meet the child’s needs, not the adult’s needs.
Tip: If the child seems uncomfortable with the activity or behaviour, that is a good
indication that the activity and/or behaviour is unwelcome and should stop. You need to
reassess the activity or behaviour and consult with your supervisor/administrator/president/
administrator/president before continuing.
General Rules of Behaviour
or programs delivered by the organization.
behaviour involving a child seriously - an employee/volunteer must report all disclosures,
allegations or suspicions of inappropriate or unlawful behaviour as set forth in this Code of
Conduct to Protect Children.
Employees/volunteers of the organization must not:
observer feel uncomfortable, or that may be seen by a reasonable observer to be violating
reasonable boundaries.
uncomfortable or that may be seen by a reasonable observer to be violating reasonable
boundaries.
mandate, policies or Code of Conduct to Protect Children, regardless of whether they are
serving the organization at that moment
is an employee/volunteer’s duty to report the matter to his/her supervisor/administrator/
president/administrator/president or child welfare, not to investigate.
Ranges of Inappropriate Behaviour
It is important for all employees/volunteers to understand that behaviours, as they relate to the
safety and protection of children, fall into a continuum.
On one end of the continuum are those behaviours that are unlawful. Unlawful behaviours are
those that are criminal or that breach child welfare or related legislation, and include such
things as child abuse, sexual assault, sexual interference, invitation to sexual touching, sexual
exploitation, procurement, luring, child pornography offences, corrupting morals, indecent
acts, voyeurism, etc.
Unlawful behaviours need to be reported to the child welfare agency and/or law
enforcement for investigation. This Code provides you with information about how to
submit such a report.
At the other end of the continuum are those behaviours that are inappropriate but are of such
a nature that it is believed they can be addressed and corrected through additional training,
supervision and monitoring. Inappropriate behaviour could range from one-time behaviours to
multiple instances, and could include behaviour that is repeated even after it has been brought
to the attention of the employee. It includes such things as telling inappropriate jokes to or in
earshot of a child, confiding in a child with personal stories and having unauthorized contact
with a child outside of work duties.
Inappropriate behaviour needs to be brought to the attention of management so it can
be followed up formally and internally. The organization will determine if the behaviour
is inappropriate and how it will be addressed.
In the middle of the continuum are those behaviours that may either be unlawful or
inappropriate, depending on the overall circumstances. Or, it may be behaviour that is initially
seen as behaviour that could be corrected through additional training, supervision and
monitoring, but upon following up and learning more information, it is determined the
behaviour is more serious and warrants a formal investigation.
For example, one instance of grooming behaviour may initially be seen as inappropriate, but of
such a nature that it can be dealt with internally. However, upon following up on the behaviour
and learning more about the overall circumstances and any prior inappropriate behaviour, the
behaviour may be elevated to something that warrants a report to the child welfare agency.
Consider the following example:
A report is submitted internally about an employee/volunteer exchanging unauthorized
emails with a child outside of his/her work duties. The initial information indicates that the
emails are of a general nature. After the organization follows up, it learns that some of the
emails were sexual in nature, and it learns that the employee/volunteer has exhibited other
inappropriate behaviour that had not been reported previously. Each instance of
inappropriate behaviour, if considered separately and without context of the other
behaviours, might be characterized as something in the nature of “poor judgment” that is
capable of correction. However, once all behaviours are considered in context with each
other, it may be sufficient to warrant a report being made to the child welfare agency, law
enforcement or the licensing body for the individual.
For the protection of children in our care, all instances of inappropriate behaviour will be
followed up on. Behaviours of concern will be reported to the child welfare agency, aw
enforcement or the licensing body for the individual for further investigation whenever we deem
such action to be warranted.
What Constitutes Inappropriate Behaviour Inappropriate behaviour will not be tolerated, especially as it relates to the well-being of the children involved in activities or programs delivered by the organization. Inappropriate behaviour falls on a continuum, as noted in the section above headed “Ranges of
Behaviour.”
Behaviour considered inappropriate is that which may be seen by a reasonable observer to be
violating reasonable boundaries, and includes, but is not limited to, the following:
and/or does not occur within the context of their duties and responsibilities. For example:
members of the child’s family (email, text message, instant message, online chats, social
networking (including “friending”), etc.), regardless of who initiated the exchange
You must report all communication with a child or his/her family that occurs outside the
workplace. This enables the organization to ensure any such communication is
appropriate and within reasonable boundaries, and will help to identify any problematic
situations.
activities, especially if this is not known to your supervisor/administrator/president/
administrator/president and the child’s parents. You must report to your supervisor/
administrator/president/administrator/president all contact with a child or the child’s family
outside of designated work times and activities BEFORE the contact occurs.
attention to, giving or sending personalized gifts*, or allowing privileges that are excessive,
Soccer Nova Scotia Policies, Procedures & Code of Conduct Best Practice
unwarranted or inappropriate).
*Note: It is not inappropriate behaviour to give a contextually appropriate thank-you card,
birthday card, seasonal card, or other nominal gift to the child, where such a gesture
would be considered reasonable under the circumstances, provided that all gestures
taken together are not excessive in number and that such exchanges are carried out
within a work context, in the presence of other adults and with the full knowledge and
consent of the organization.
other person to do so, as well as uploading or copying any pictures you may have taken of
a child to the Internet or any personal storage device. Pictures taken in a work related
setting, with prior written consent from the parent/guardian, and in circumstances in which
the parent/ guardian and your supervisor/administrator/president/administrator/president is
aware that pictures are being taken may be permissible provided the organization has
approved the activity in advance and has put procedures in place to ensure the pictures will
be stored in a location only accessible to those with a need to access and removed when
no longer required for the purpose for which they were taken.
vehicle, except when your supervisor/administrator/president/administrator/president/
administrator/president is aware of and has approved it and express parental consent has
been granted, or in emergency situations. You must report all rides you give to a child,
whether in your own vehicle or in the company vehicle, to your supervisor/administrator/
president/administrator/president/administrator/president.
In addition to the foregoing, the following behaviour is considered serious and may trigger a
report to child welfare in addition to any other internal disciplinary procedures:
suggestive, explicit or personal.
calendars, literature, photographs, and screen savers, displaying or keeping such material
in a location where it is reasonably possible that a child may see it, or making such material
available to a child
Whether or not a particular behavior or action constitutes inappropriate behaviour will be a
matter determined by the organization having regard to all of the circumstances, including past
behaviour, and allegations or suspicions related to such behaviour.
Reporting Requirements
All employees and volunteers are required to report unlawful behaviour to police/child welfare
and inappropriate behaviour or incidents to their supervisor/administrator/president/
administrator/president/administrator/president. This requirement applies not only to behaviour
or incidents that you personally witness, but also to those that you hear about.
Adults often worry that they may be overreacting and misreading a situation, and this may
cause them to minimize concerning behaviour they witness or hear about. There is also a fear
of damaging a working relationship by raising a concern about a work colleague. It can be hard
to believe that someone you work with or someone you met through your work duties could
harm a child, and it can be tempting to downplay a transgression in the hopes it will not be
repeated.
Keep in mind that the focus always has to be on the behaviour, not the person.
A person’s character or their position in the organization has nothing to do with whether that
person’s behaviour is appropriate or inappropriate in a given situation. It cannot be about
whether you are “right” or “wrong,” it must be about doing the best you can to identify
behaviour of concern so it can be dealt with appropriately.
Categories of incidents that need to be addressed by staff/volunteer under this Code of Conduct to Protect Children include the following:
organization or a Third Party. Disclosures or allegations of unlawful behaviour reported to
an employee by a child regarding either:
babysitter, coach);
must be reported to child welfare and/or police in accordance with the Reporting and
Documenting Complaints Policy re: Potentially Unlawful Behaviour.
of alleged unlawful behaviour either:
organization; or
volunteer of the organization (e.g. parent);
must be reported to child welfare and/or police in accordance with the Reporting and
Documenting Complaints Policy re: Unlawful Behaviour. If you do not know the identity of
the child, take steps to find out who the child is- depending on the situation, steps may
need to be taken to protect that child from additional harm, the child may need to make a
statement to police, etc.
Note: If you are a witness to abuse in progress, it is expected that in addition to reporting
what you see, you will also do what you reasonably can to stop or disrupt the interaction.
The steps may vary according to what you are witnessing and what personal safety
considerations may exist for you and/or the child being abused. If you do not feel you can
intervene safely, you should immediately get additional help, whether by calling the police,
involving other employees, etc.
that is either:
employee/volunteer of the organization; or
must be reported to the organization in accordance with the Reporting and Documenting
Complaints Policy re: Inappropriate Behaviour. In addition to reporting, if you witness the
inappropriate behaviour you should take steps that can safely be taken to stop or disrupt
the interaction, as outlined in #2 above.
must be reported to the organization in accordance with the Reporting and Documenting
Complaints Policy re: Inappropriate Behaviour. In addition to reporting, if you witness the
inappropriate behaviour you should take steps that can safely be taken to stop or disrupt
the interaction, as outlined in #2 above.
IMPORTANT NOTE: If you are not sure whether the issue you have witnessed or heard
about involves unlawful behaviour, or inappropriate behaviour, discuss the issue with
your supervisor/administrator/president/administrator/president/administrator/president
who will guide you through the process. Remember: You have an independent duty to
report all unlawful behaviour directly to child welfare.
Consequences of Failing to Adhere to this Code of Conduct to Protect Children
Depending on the circumstances, failure to adhere to the Code of Conduct to Protect Children
by an employee/volunteer may result in:
determine what, if any, disciplinary action is required; and/or
Consequences, disciplinary or corrective actions will be as determined by Sherry Ritchey
, and will be based on the nature and severity of the incident, as well as
information learned during follow-up, and any past behaviour of concern.
If, in following up on a concern, we believe the behaviour exhibited by an employee, volunteer
or a third party may constitute unlawful behavior we will report the behaviour to child welfare
and possibly law enforcement.
In addition, in circumstances where multiple behaviours are reported, where inappropriate
behaviour is recurring, or where one instance of inappropriate behaviour is of serious concern,
the organization may refer the matter to child welfare, law enforcement or the employee’s
licensing body for investigation. Failure to adhere to the Code of Conduct to Protect Children
by any employee/volunteer will result in follow-up to look into the situation and disciplinary
Soccer Nova Scotia Policies, Procedures & Code of Conduct Best Practice
action if necessary. Appropriate consequences/disciplinary actions are to be determined by
management, and will be based on the nature and severity of the incident.
I agree to comply with the Code of Conduct to Protect Children for Lunenburg United West Nova Fuels Soccer Club.
Employee/volunteer’s signature Date
_____________________________________________________________
If You Have Questions
While working for the organization you are bound to be presented with issues and scenarios
that have not been addressed specifically in this Code of Conduct to Protect Children, or that
you need further guidance on. Should that occur, you are encouraged to approach your
supervisor/administrator/president/administrator/president for guidance and direction on next
steps. If your concern involves your supervisor/administrator/president/administrator/president,
or you have raised the issue with your supervisor/administrator/president/administrator/
president and are not satisfied with the response, you should approach Sherry Ritchey
for guidance.