DARTMOOR POOL LEAGUE

Document 4

DISCIPLINARY POLICY

Version: 1.0

Adopted: __________________

Effective From: __________________

Next Review: AGM __________

DISCIPLINARY POLICY NOTE

This Disciplinary Policy shall be read in conjunction with the:

• Constitution and Governance Document • Playing Rules • Code of Conduct

This policy provides the framework for investigating complaints, determining breaches and applying sanctions where necessary.

1. PURPOSE

a)       To provide a fair, transparent and consistent disciplinary process.

b)       To protect the integrity, reputation and operation of the League.

c)       To ensure all participants are treated fairly.

d)       To promote education, resolution and improvement before punishment wherever reasonably possible.

2. SCOPE

This policy applies to:

a)       Players.

b)       Team Captains.

c)       Committee Members.

d)       Registered Teams.

e)       Spectators whose conduct directly affects League fixtures, League venues or League activities.

3. DISCIPLINARY PRINCIPLES

a)       All complaints shall be considered fairly.

b)       Individuals shall be given an opportunity to respond to allegations.

c)       Sanctions shall be proportionate to the breach.

d)       Repeat offences may attract increased sanctions.

e)       The Committee or appointed Panel shall consider both intent and impact when determining outcomes.

f)         The League shall seek to resolve minor matters informally where appropriate.

g)       Natural justice and procedural fairness shall apply to all disciplinary proceedings.

4. TYPES OF BREACH

Minor Breaches

Examples include:

a)       Late result submissions.

b)       Administrative errors.

c)       First breaches of fixture procedures.

d)       Minor unsporting behaviour.

e)       Failure to follow League processes.

Serious Breaches

Examples include:

a)       Repeated breaches of League Rules.

b)       Abuse towards players, captains, officials or venue staff.

c)       Deliberate use of ineligible players.

d)       Deliberate failure to fulfil fixtures.

e)       Bringing the League into disrepute.

f)         Persistent misconduct despite previous warnings.

Gross Misconduct

Examples include:

a)       Violence or attempted violence.

b)       Threats of violence.

c)       Serious harassment, bullying or intimidation.

d)       Serious discriminatory conduct.

e)       Deliberate fraud or falsification of results.

f)         Deliberate damage to League or venue property.

g)       Any conduct likely to seriously damage the reputation, integrity or operation of the League.

5. REPORTING COMPLAINTS

a)       Complaints should normally be submitted in writing to the Committee.

b)       Complaints should be submitted as soon as reasonably practicable following the incident.

c)       Complaints should include:

• Date of incident • Individuals involved • Details of the allegation • Any supporting evidence

d)       Anonymous complaints may be considered where appropriate but shall carry reduced evidential weight.

6. INITIAL REVIEW

a)       Upon receipt of a complaint, the Committee shall determine whether:

• No action is required. • Informal resolution is appropriate. • A formal investigation is required.

b)       Frivolous, malicious or vexatious complaints may be dismissed.

c)       The Committee may seek additional information before making a decision.

7. INVESTIGATION PROCESS

a)       The Committee or appointed Disciplinary Panel may gather statements and evidence.

b)       Individuals subject to a complaint shall be given a reasonable opportunity to respond.

c)       Witnesses may be contacted where necessary.

d)       Investigations should be completed as promptly as reasonably practicable.

e)       Any Committee Member or Panel Member with a conflict of interest shall take no part in the investigation or decision.

7A. DISCIPLINARY PANELS

a)       Formal disciplinary matters shall normally be heard by a Disciplinary Panel appointed by the Committee.

b)       A Disciplinary Panel shall consist of no fewer than three (3) individuals.

c)       Panel members may be selected from:

• Committee Members • Former Committee Members • Team Captains • Other individuals considered suitable by the Committee

d)       Panel members must not have a conflict of interest in the matter being considered.

e)       The Committee may maintain a list of approved individuals eligible to serve on disciplinary panels.

f)         The Disciplinary Panel shall determine findings of fact and any sanctions to be applied.

8. INFORMAL RESOLUTION

a)       Minor matters may be resolved informally.

b)       Informal resolutions may include:

• Advice • Guidance • Verbal Warning • Agreement between parties

c)       Informal resolutions shall not normally form part of a formal disciplinary record unless repeat behaviour occurs.

9. SANCTIONS LADDER

Where a breach is proven, the Committee or Disciplinary Panel may apply one or more of the following sanctions.

Level 1

a)       Verbal Warning.

b)       Advice or Guidance.

Level 2

a)       Written Warning.

b)       Formal reminder regarding League obligations.

Level 3

a)       Fixed penalties provided for within the Playing Rules.

b)       Additional points deductions where authorised by League Rules.

c)       Monetary fines where approved by League Rules, League fees or Committee decisions.

d)       Temporary restrictions determined by the Committee or Panel.

Level 4

a)       Suspension from League activities.

b)       Suspension from specific competitions.

c)       Suspension of a player, captain or team.

d)       Increased monetary fines where appropriate.

Level 5

a)       Removal from competitions.

b)       Expulsion from the League.

c)       Permanent exclusion from League participation.

d)       Forfeiture of awards, trophies, prize money or League benefits where applicable.

10. REPEAT OFFENDERS

a)       Previous disciplinary findings may be considered when determining sanctions.

b)       Repeated breaches of the same rule may result in escalation through the sanctions ladder.

c)       Higher sanctions may be imposed where previous warnings have failed to correct behaviour.

d)       Persistent misconduct may be treated as a Serious Breach regardless of the severity of individual incidents.

11. MUTUAL BREACHES

a)       Where both teams or individuals are found to have contributed to a dispute or breach, the Committee or Panel may determine that neither party gains an advantage.

b)       Sanctions may be applied to one party, both parties or neither party depending upon the circumstances.

c)       Outcomes should be fair, proportionate and consistent.

12. IMMEDIATE ACTION

a)       In exceptional circumstances involving safety, welfare, violence, serious abuse or Gross Misconduct, the Committee may impose temporary suspension pending investigation.

b)       Such suspension shall not be considered a disciplinary finding and shall remain subject to review.

13. APPEALS

a)       Any individual or team subject to disciplinary action may appeal.

b)       Appeals must be submitted in writing within fourteen (14) days of notification.

c)       Appeals should state:

• Grounds for appeal • Any new evidence • Desired outcome

d)       Appeals shall be heard by an Appeal Panel appointed by the Committee.

e)       No individual who participated in the original disciplinary decision may sit on the Appeal Panel.

f)         The Appeal Panel shall consist of no fewer than three (3) individuals.

g)       Appeal Panel members may be selected from:

• Committee Members not involved in the original decision • Former Committee Members • Team Captains • Other suitably appointed individuals

h)       The Appeal Panel may:

• Uphold the original decision. • Reduce a sanction. • Increase a sanction. • Overturn a decision. • Refer the matter back for further investigation.

i)          The decision of the Appeal Panel shall be final.

14. COMMITTEE DISCRETION

a)       The Committee may exercise reasonable discretion where circumstances are not specifically covered by this policy.

b)       Any discretion exercised shall be consistent with the Constitution, Playing Rules and Code of Conduct.

c)       Significant disciplinary decisions should be recorded in Committee minutes.

d)       Any monetary fine imposed by the Committee or Disciplinary Panel shall be reasonable, proportionate to the breach and communicated in writing.

e)       No individual monetary fine or team monetary fine shall exceed £250.

f)         The £250 limit may be exceeded only in exceptional circumstances where proven damage, loss, theft, repair costs, replacement costs or other financial liabilities directly attributable to the individual or team exceed £250.

g)       Where a fine exceeding £250 is imposed, written reasons and supporting evidence shall be provided.

h)       Any fine imposed under this policy shall be subject to the appeals process contained within Section 13.

15. GENERAL PRINCIPLES

a)       The purpose of discipline is to protect the League and encourage positive behaviour.

b)       Wherever possible, education, resolution and participation should be preferred over punishment.

c)       Serious misconduct shall be dealt with firmly where necessary.

d)       All participants are expected to support a fair, respectful, inclusive and enjoyable League environment.

Nothing within this policy shall override the Constitution and Governance Document of the